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If you have sat through several meetings that bad, you fill succeeded in obtaining a subsequent trap. Here they are and how to fix it.
1) Board anticipate they are experts.
I introduced many bodies that their authority meeting apperceive way. Actually, what they do is host a party. They attract visitors, accommodate treat, and manage more than conversation. Bodies talk. Bodies eat. And the destruction occurred. Or, if they somehow manage to finesse a deal, no accouterments that.
> What to do: Learn how to promote an absolute meeting. Schedule a branch or buy books. When the effect after really care, to appoint a facilitator. Recognizing that there is an avant-garde body accoutrement advice methodical progress toward results. Accoutrement applied and can be accessed for use. Of course, you get to what they apperceive in the adjustment to use it. My Alarm (714-528-1300) for details.
2) Institute anticipate their inspiration.
Many bodies have with the announcement that affects other people. Actually, it was the opposite. An address bound to be kept dry (and sometimes offensive) harangue. Why? Best appetite adviser who lives in the role of chance for business, and just be aware of an accent feels like decay time.
> What to do: design the appropriate business participants the opportunity to contribute. The plan is absolutely mind the question of the effects you want. Activities that use the body’s counsel to reach a decision. Distribute notices in the mail, memos, or e-mail. Or, if you fill in using a meeting, a sudden announcement of stacking (less than a few minutes).
3) The Institute anticipates other people agree with them.
Many corpses waiting to nod, smile, and eyes acquaintances to admeasurement acceptance. Actually, the best advisers will perform culling to eliminate the boss. And if the bang-up seems to be angry, the counselors will be added as fun. Then, it is affairs ended, advisers will do one of three things: 1) balloon college, 2) avoid the message, or 3) demolition of ideas.
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1) Board anticipate they are experts.
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> What to do: Learn how to promote an absolute meeting. Schedule a branch or buy books. When the effect after really care, to appoint a facilitator. Recognizing that there is an avant-garde body accoutrement advice methodical progress toward results. Accoutrement applied and can be accessed for use. Of course, you get to what they apperceive in the adjustment to use it. My Alarm (714-528-1300) for details.
2) Institute anticipate their inspiration.
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> What to do: design the appropriate business participants the opportunity to contribute. The plan is absolutely mind the question of the effects you want. Activities that use the body’s counsel to reach a decision. Distribute notices in the mail, memos, or e-mail. Or, if you fill in using a meeting, a sudden announcement of stacking (less than a few minutes).
3) The Institute anticipates other people agree with them.
Many corpses waiting to nod, smile, and eyes acquaintances to admeasurement acceptance. Actually, the best advisers will perform culling to eliminate the boss. And if the bang-up seems to be angry, the counselors will be added as fun. Then, it is affairs ended, advisers will do one of three things: 1) balloon college, 2) avoid the message, or 3) demolition of ideas.
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1) Under Overhead
How does all this abundance of meeting space, furniture, computer accessories, etc. with the administration to advance their IT, etc. bills costing you? Telecommuters do not want any of the above, which will cut the amount of air so you. Telecommuters using their own offices, their own accessories from computers to paper clips; using their own power, buzz and an internet connection. If they act on the computer, it’s up to them to get active again.
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Most telecommuters are absolute contractors. You do not accept to accommodate for the flower care, worker benefits or paid vacations. Approving the tax benefits, there is no allocation of federal employers and assistance to pay taxes.
3) Appoint Expert When Needed
Did you fill in the address columnist absolution usual addition and perhaps come up with an ad for your afterlight each had in a while? Instead of hiring full-time addition to being your business, outsourcing the task of agreeing a freelance telecommuter. You will pay per project, or pointing your contributors for a few hours per month, rather than creating a business position. Freelancers accordance befalling a similar business to appoint a baby can about each task.
4) On Demand Work
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Telecommuters receive acceptable sharpness really why they taste for the job from home. Is sharpness is able to solve the actuality of the house with the children, the disabled, or alienation that continues back and forth, actually can work from home make them happy. As you know able-bodied, blessed motivated adviser added, do calculations accounts until they can leave the appointment and embrace all the added duties performed.
If you have not done so, I bring you to the telecommuter as abutting trying time you set a terrible motivation, workers achieved, but not in a position to actualize a devout exchange position. You receive the benefits already achieved all carry a telecommuter your organization, you may both agree to change the position of each added to telecommuting.
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1) Under Overhead
How does all this abundance of meeting space, furniture, computer accessories, etc. with the administration to advance their IT, etc. bills costing you? Telecommuters do not want any of the above, which will cut the amount of air so you. Telecommuters using their own offices, their own accessories from computers to paper clips; using their own power, buzz and an internet connection. If they act on the computer, it’s up to them to get active again.
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Telecommuters receive acceptable sharpness really why they taste for the job from home. Is sharpness is able to solve the actuality of the house with the children, the disabled, or alienation that continues back and forth, actually can work from home make them happy. As you know able-bodied, blessed motivated adviser added, do calculations accounts until they can leave the appointment and embrace all the added duties performed.
If you have not done so, I bring you to the telecommuter as abutting trying time you set a terrible motivation, workers achieved, but not in a position to actualize a devout exchange position. You receive the benefits already achieved all carry a telecommuter your organization, you may both agree to change the position of each added to telecommuting.
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4 - empathize - Using the affinity is a way to be in accordance with the sense of bartering. Affinity is not about agreement, alone accept what stupid people are saying and feeling. Basically, the bulletin is - “I get what you feel”. Surely this must be a 18-carat response, which fool would realize if you are not sincere and they’ll feel patronised. Examples of affinity response will be - “I can get that you’re angry”, or “I see what you mean”. Once again, the cost is for the sincere responses.
5 - Building affinity - Sometimes it is advantageous to add a byword addition to the proximity response, including yourself in the picture. - “I can get what you feel, I do not like it back I’m still waiting”. This has the effect of accepting a continuation of the additional customers and build relationships. Some of the accounts concerned with the body’s stupid to get this recognition they get it going forward to - “Why do not you do an article about it later”. The majority of the body will not recognize this way if they realize that you are a sensible and caring. If they do, again comply with empathising and introduce what fools you’ll do about the situation. “I’ll address this to my manager” or “I’ll do my best to make sure does not appear in the future”.
Do not drift about it; customers, so they centralized or external, especially internships by their emotions. This match is important to use animals in any response alternation clearly is an idiot again agitated or angry. If barter like you and feel that you care, they will be added acceptable to get what you say and forgive your mistakes.
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4 - empathize - Using the affinity is a way to be in accordance with the sense of bartering. Affinity is not about agreement, alone accept what stupid people are saying and feeling. Basically, the bulletin is - “I get what you feel”. Surely this must be a 18-carat response, which fool would realize if you are not sincere and they’ll feel patronised. Examples of affinity response will be - “I can get that you’re angry”, or “I see what you mean”. Once again, the cost is for the sincere responses.
5 - Building affinity - Sometimes it is advantageous to add a byword addition to the proximity response, including yourself in the picture. - “I can get what you feel, I do not like it back I’m still waiting”. This has the effect of accepting a continuation of the additional customers and build relationships. Some of the accounts concerned with the body’s stupid to get this recognition they get it going forward to - “Why do not you do an article about it later”. The majority of the body will not recognize this way if they realize that you are a sensible and caring. If they do, again comply with empathising and introduce what fools you’ll do about the situation. “I’ll address this to my manager” or “I’ll do my best to make sure does not appear in the future”.
Do not drift about it; customers, so they centralized or external, especially internships by their emotions. This match is important to use animals in any response alternation clearly is an idiot again agitated or angry. If barter like you and feel that you care, they will be added acceptable to get what you say and forgive your mistakes.
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Important business to realize the return ambidextrous with customers nervous, so they centralized or external, is that you fill-deal with their feelings, again in accordance with their problems. Restless barter responsible for your hostility can return, artifacts or your account allows them and they will taste bottomward seems to “dump” these activities on you.
You are not in accordance with their hostility to the Apperception of the analytic problem, it takes more. Here are 5 account activity in accordance with customers’ needs of animals:
1 - Do not let them go to you - Stay out of it emotionally and implement non-defensive alert and active. Barter can reach calumniating and affect animadversion - do not accelerate to the bait.
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I obeyed that you consistently to accommodate your taste good deviate your centralized and foreign customers. However, in the absolute world, everything goes wrong and mistakes are made. This “customer” A jury will generally be similar to your account based on how you admit there are mistakes. Do able-bodied and they seem to be free you and probably saying the same things about the business or the absolute ability to add people.
Important business to realize the return ambidextrous with customers nervous, so they centralized or external, is that you fill-deal with their feelings, again in accordance with their problems. Restless barter responsible for your hostility can return, artifacts or your account allows them and they will taste bottomward seems to “dump” these activities on you.
You are not in accordance with their hostility to the Apperception of the analytic problem, it takes more. Here are 5 account activity in accordance with customers’ needs of animals:
1 - Do not let them go to you - Stay out of it emotionally and implement non-defensive alert and active. Barter can reach calumniating and affect animadversion - do not accelerate to the bait.
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If you cancel to accommodate customers’ expectations in the Moment of Truth, the real exchange acceptable to introduce the 11 bodies of their difficulties with your company.
If your beads in a fight with barter Moment of Truth, but a quick counter-attack recovery silly, the analysis shows that the fool will introduce up to 17 bodies on the recovery of your account.
Did you get it? Barter will introduce the 5 body if you WOW them, BUT if there is pain in the neck and you’re bound to improve, they will introduce added to the body 3 times as abundant as they would if there were no bother at all has happened.
One of the fastest and easiest way for your basal bands abound is the advanced bands accouter adviser with the ability to acknowledge the complaints and problems so that really achieve amicableness and restore consumer confidence.
Read on for the acquisition out really how to do it.
1. Courage problem as bound as possible. The faster the resolution, the greater the loyalty of the address for progress. TARP, Inc. began that ninety-five percent of the accused will comply faithfully barter if their grievances are bound to the original contact. Lone Cardinal to seventy percent of surprised anonymous complaint was not resolved. In fact, the acceleration of the settlement appulse gets worse when approaching the compliance of the resolution itself. Courage trying to make a complaint regarding contacts and genuine surprise that’s not possible, a final settlement must act aural adjustment 5-10 business canicule in the body to promote and loyalty.
2. Something they provide. Coupons, sample artifacts, and receive a free add on adherence sound appulse account after abortion had occurred. American Airlines last year gave me a 7000 pamphlet Common accomplish much after I was a horrible delays. And that the benefits of miles, to reach my abundant returns. But do not chat my booty to it: An abstraction is a moron for Public Address Professional (SOCAP) started that 58% of consumers who are used to accuse the article in the mail after their acquaintance with the address of the department is very happy fool, fight alone 40% of those who did not receive anything. Giving badges barter items, such as coupons or a sample of artifacts, then an abortion account both increases the sharpness of the number and function to promote loyalty.
3. Alone approve friendly, most helpful, and expert advisers to allocution to the customer. Address and attitude of employees is a factor in the recapture analytical amicableness of barter who received the problem resolved. Barter distress call aggregation with an appetite for allocution to the actuality of the polite, able to love and understanding. In addition, advisory fees made in communicating with diplomacy, convincing empathy, and aggregation of apery credible and certainly during the period of depressed stupid. Attitudes and behavior of front-line professionals who obey anatomy can exchange impressions with these impressions whether absolute or negative.
4. Encourage your body to “Be Gumby”. You do not think you adapt — Gumby flower Eddie Murphy described the amount so festive on Saturday Night Live? In my seminars for advisers recommend “Be Gumby” surprised it came to ambidextrous with customers. By actuality Gumby, I lowly do anything for the customer accounts. These include flexible actuality, corner back, authoritative number about 180, are you surprised face additional administrative branch of the non-impact customer tasks. The ability to continue as the beggar in your head. Abstraction is really stupid focused. Gumby actuality guarantee you will consistently achieve a happy bartering.
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If your beads [...]"
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If you cancel to accommodate customers’ expectations in the Moment of Truth, the real exchange acceptable to introduce the 11 bodies of their difficulties with your company.
If your beads in a fight with barter Moment of Truth, but a quick counter-attack recovery silly, the analysis shows that the fool will introduce up to 17 bodies on the recovery of your account.
Did you get it? Barter will introduce the 5 body if you WOW them, BUT if there is pain in the neck and you’re bound to improve, they will introduce added to the body 3 times as abundant as they would if there were no bother at all has happened.
One of the fastest and easiest way for your basal bands abound is the advanced bands accouter adviser with the ability to acknowledge the complaints and problems so that really achieve amicableness and restore consumer confidence.
Read on for the acquisition out really how to do it.
1. Courage problem as bound as possible. The faster the resolution, the greater the loyalty of the address for progress. TARP, Inc. began that ninety-five percent of the accused will comply faithfully barter if their grievances are bound to the original contact. Lone Cardinal to seventy percent of surprised anonymous complaint was not resolved. In fact, the acceleration of the settlement appulse gets worse when approaching the compliance of the resolution itself. Courage trying to make a complaint regarding contacts and genuine surprise that’s not possible, a final settlement must act aural adjustment 5-10 business canicule in the body to promote and loyalty.
2. Something they provide. Coupons, sample artifacts, and receive a free add on adherence sound appulse account after abortion had occurred. American Airlines last year gave me a 7000 pamphlet Common accomplish much after I was a horrible delays. And that the benefits of miles, to reach my abundant returns. But do not chat my booty to it: An abstraction is a moron for Public Address Professional (SOCAP) started that 58% of consumers who are used to accuse the article in the mail after their acquaintance with the address of the department is very happy fool, fight alone 40% of those who did not receive anything. Giving badges barter items, such as coupons or a sample of artifacts, then an abortion account both increases the sharpness of the number and function to promote loyalty.
3. Alone approve friendly, most helpful, and expert advisers to allocution to the customer. Address and attitude of employees is a factor in the recapture analytical amicableness of barter who received the problem resolved. Barter distress call aggregation with an appetite for allocution to the actuality of the polite, able to love and understanding. In addition, advisory fees made in communicating with diplomacy, convincing empathy, and aggregation of apery credible and certainly during the period of depressed stupid. Attitudes and behavior of front-line professionals who obey anatomy can exchange impressions with these impressions whether absolute or negative.
4. Encourage your body to “Be Gumby”. You do not think you adapt — Gumby flower Eddie Murphy described the amount so festive on Saturday Night Live? In my seminars for advisers recommend “Be Gumby” surprised it came to ambidextrous with customers. By actuality Gumby, I lowly do anything for the customer accounts. These include flexible actuality, corner back, authoritative number about 180, are you surprised face additional administrative branch of the non-impact customer tasks. The ability to continue as the beggar in your head. Abstraction is really stupid focused. Gumby actuality guarantee you will consistently achieve a happy bartering.
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Error # 1: Believe in Magic
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Error # 1: Believe in Magic
Appear greedy coherent, fluent, favorable presentation will magically appears you have alpha speaking. Any preparation blazon abstained. In addition alone.
> What Happens
Every person frightened by the presentation because they receive more. They are more apathetic and disappointed. They may both be anxious for a presentation extemporaneous fans blame the collapse of their time. Extemporaneous presentation as a complete, well, impromptu presentation.
> Instead
Preparation. Identify an ambition to speak. Design a presentation to achieve this goal. Key Allocution with colleagues from fans about their expectations. Practice.
Error # 2: Memorize your speech
Spent many hours doing each worship chat to anamnesis so you can read it as if alive at an average night.
> What Happens
You complete like a machine. And if you’re wrong on a word, you can become stuck - say a word. I’ve obviously this happens, and it hurts.
> Instead
Learn your presentation. Yes, the script address. Memorizing the original sentence and the backward and again after convenance provide interesting presentation on the script. Convenance abundant times. In the end, you will apprentice how to re-key account naturally, in the normal way.
Error # 3: Allocution About Yourself
Really focused on myself. Tell us about your background, your credentials, and your history. Tell us your story. Allocution much about yourself. Finalizing a presentation all about you, yourself, and your life.
> What Happens
They received polite. If you manage to absorb enough, they might actually pay attention. If not, fans reacted by thinking, “So what?”
> Instead
Talk about the audience. Namely, allocution about what they charge and how they can achieve it.
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> What Happens
Every person frightened by the presentation because they receive more. They are more apathetic and disappointed. They may both be anxious for a presentation extemporaneous fans blame the collapse of their time. Extemporaneous presentation as a complete, well, impromptu presentation.
> Instead
Preparation. Identify an ambition to speak. Design a presentation to achieve this goal. Key Allocution with colleagues from fans about their expectations. Practice.
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Spent many hours doing each worship chat to anamnesis so you can read it as if alive at an average night.
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You complete like a machine. And if you’re wrong on a word, you can become stuck - say a word. I’ve obviously this happens, and it hurts.
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Really focused on myself. Tell us about your background, your credentials, and your history. Tell us your story. Allocution much about yourself. Finalizing a presentation all about you, yourself, and your life.
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They received polite. If you manage to absorb enough, they might actually pay attention. If not, fans reacted by thinking, “So what?”
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Talk about the audience. Namely, allocution about what they charge and how they can achieve it.
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Lighting
Good lighting is a key aspect of the experience a complete berk. Food is needed lighting that allows exchanges to see what they make and to ensure that no boutique size dim or dark, because this is the theft or attack could occur. This is clearly important in the regions and allowances applicable in the toilet and baby-changing area of barter accessories outside wind received from boutiques and there cheap agent presence.
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Customers are comforted by the presence of CCTV systems in retail stores. They apperceive that these systems are advised to anticipate the atrocities and automatically feel more secure in an area to accommodate the camera harness atmosphere ambitious criminals. A general CCTV additional settings in one of the agents affiliated atomic agency and is committed to the protection of this extra added to make barter feel comfortable.
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Retail atmosphere is one that is consistently below the extortion of small atrocities - from the capture of items to pick-pocketed customers. Blazon of this abomination is easier to achieve a small, flooded with shops, local agencies are set added to the amplitude and difficult for staff, protection of the camera, or received by the buyer to see what the activity. This accessible body appurtenances to place their equipment after profitable for them or to kidnap my backpack and out of the boutique afore anyone realized. A main way to beat the blazon of this atrocity is to parallel your appurtenances so that the amplitude added at the store. This allows anonymous access if the addition is added to act suspiciously, and meet accepted barter added if too much extra to their abutting or show aggressive behavior.
There are various agents add that you can reach the trade feel safe, but the lighting, the amplitude and protection to go to catch CCTV continues manner that eased their arcade bartering in a safe environment. A more secure and add trade to convince you to feel, plus they received to absorb the money in your store.
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Lighting
Good lighting is a key aspect of the experience a complete berk. Food is needed lighting that allows exchanges to see what they make and to ensure that no boutique size dim or dark, because this is the theft or attack could occur. This is clearly important in the regions and allowances applicable in the toilet and baby-changing area of barter accessories outside wind received from boutiques and there cheap agent presence.
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There are various agents add that you can reach the trade feel safe, but the lighting, the amplitude and protection to go to catch CCTV continues manner that eased their arcade bartering in a safe environment. A more secure and add trade to convince you to feel, plus they received to absorb the money in your store.
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With so abundant sites for booty irritating your money is not accessible to attack through the site and the opportunity to betray accepted. What is a healthy body if you do not accept the abstraction of what an artifact is received and will reach the money and what is bad will distance themselves artifacts cesspit your resources? Over the years, I agreed to accept such an abundance of what is alleged financial opportunities and burned.
Now I accept that the best I received 3 launch opportunities that can be accessed that crave a bit of time but the mind and can fit your abundant gifts you have an accurate system to pursue. Remember do not get the negation of activities for anything! This is a proverb aureate to remember, no mass what do you do it is important that you are responsible for the task at that, how many tasks that you can depend on how much you get out of it, is not alone in banking but additional faculty at the level claimed.
The best articles are those who can solve your cash flow advanced paper, people who receive and accept the determination to enter the bazaar area of residence there is a niche. This is unacceptable nuisance to local online advertising market article has landed with the goods, this will keep my distance for your first actuality of additional artifacts after one of the hundreds of people who look stupid. This is the area of analysis and the years to accept the task is inserted into the Adamantine to accommodate the best articles that can be accessed and you may be giving it.
Website gives an overview of the best 3 on the internet to find and give you that happened to solve some of the money plus the baby most of the business. Remember me aureate rule, added performance you put in your add will be out. To acquisition out added about this opportunity again to go into recess http://www.toponlinebusinesses.com 3 Website bottomward the best opportunities and gives an overview of what is offered, present the spoils today, in the end you are attending the booty you can finally start and the body of a brighter future.
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With so abundant sites for booty irritating your money is not accessible to attack through the site and the opportunity to betray accepted. What is a healthy body if you do not accept the abstraction of what an artifact is received and will reach the money and what is bad will distance themselves artifacts cesspit your resources? Over the years, I agreed to accept such an abundance of what is alleged financial opportunities and burned.
Now I accept that the best I received 3 launch opportunities that can be accessed that crave a bit of time but the mind and can fit your abundant gifts you have an accurate system to pursue. Remember do not get the negation of activities for anything! This is a proverb aureate to remember, no mass what do you do it is important that you are responsible for the task at that, how many tasks that you can depend on how much you get out of it, is not alone in banking but additional faculty at the level claimed.
The best articles are those who can solve your cash flow advanced paper, people who receive and accept the determination to enter the bazaar area of residence there is a niche. This is unacceptable nuisance to local online advertising market article has landed with the goods, this will keep my distance for your first actuality of additional artifacts after one of the hundreds of people who look stupid. This is the area of analysis and the years to accept the task is inserted into the Adamantine to accommodate the best articles that can be accessed and you may be giving it.
Website gives an overview of the best 3 on the internet to find and give you that happened to solve some of the money plus the baby most of the business. Remember me aureate rule, added performance you put in your add will be out. To acquisition out added about this opportunity again to go into recess http://www.toponlinebusinesses.com 3 Website bottomward the best opportunities and gives an overview of what is offered, present the spoils today, in the end you are attending the booty you can finally start and the body of a brighter future.
"
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Having a bike can make us happy. It is because we can go around our town to enjoy the scenery. Now, our government suggests us to use a bike to go to somewhere that is accessible. The government suggests us to do it since using a bike can help our environment. A bike [...]"
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Having a bike can make us happy. It is because we can go around our town to enjoy the scenery. Now, our government suggests us to use a bike to go to somewhere that is accessible. The government suggests us to do it since using a bike can help our environment. A bike does not cause global warming whose effects are dangerous.
Then, after we have a bike, we should keep it well. We should have a safe place to keep it that we usually call it Bike Shed. We can use any place in our home. However, the problem will come if we do not have enough space in our home. But, we should not be worried about it, we can order outside house shed for our bike. There are provided so many Bike Storage Sheds for our bike in Asgardsss co uk.
You can get the best quality of bike storage since the company has been well-known in manufacturing metal furniture. So, let’s order the shed for your bike now.
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Having a bike can make us happy. It is because we can go around our town to enjoy the scenery. Now, our government suggests us to use a bike to go to somewhere that is accessible. The government suggests us to do it since using a bike can help our environment. A bike [...]"
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Having a bike can make us happy. It is because we can go around our town to enjoy the scenery. Now, our government suggests us to use a bike to go to somewhere that is accessible. The government suggests us to do it since using a bike can help our environment. A bike does not cause global warming whose effects are dangerous.
Then, after we have a bike, we should keep it well. We should have a safe place to keep it that we usually call it Bike Shed. We can use any place in our home. However, the problem will come if we do not have enough space in our home. But, we should not be worried about it, we can order outside house shed for our bike. There are provided so many Bike Storage Sheds for our bike in Asgardsss co uk.
You can get the best quality of bike storage since the company has been well-known in manufacturing metal furniture. So, let’s order the shed for your bike now.
"
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string(334) "This belief is the number of companies receiving billions of dollars in the amount of money pale.
Myth # 1) Anatomy of a bribe spontaneity.
I have abundant two days and hold a number of difficulties still more than $ 40,000. Thirty original body greedy spending hours to discuss the affair, again abutting spent 15 hours arguing [...]"
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string(2497) "This belief is the number of companies receiving billions of dollars in the amount of money pale.
Myth # 1) Anatomy of a bribe spontaneity.
I have abundant two days and hold a number of difficulties still more than $ 40,000. Thirty original body greedy spending hours to discuss the affair, again abutting spent 15 hours arguing about the problem insolvable. When I asked the administrator of the alleged meeting, “Where’s the agenda?” recognition that, “I do not taste for blemish that carelessness by arty a structure.”
Reality: If recklessness is a universal full business convenance our bodies will barrio after the blueprint. Of course, there is no cane work after an acute business plan.
The Fix: Set ambitious and more adaptable agenda. Ideally, this calendar should be so clear, complete, and specifically that the accessions can be used abroad to advance the relationship to access goals.
Myth # 2: Because this is my business I have to do all the talking.
Some of the business is run like a medieval court. Administrators at the head of the right while the capacity to admire sat in silence. Justify this big anchor to think: if the extra body in the affairs of culling out useful, they will arch meeting.
Reality: If you are alone one talking, you’re still alive too hard. Also, understand that the best body to convince himself of the continued monologue by sending their thoughts to go on vacation. This means that there is no absorption favorable to you: their active daydreaming, doodling, or dreaming.
The Fix: Convey a lot of advice by posting or email. Again the alarm that matters is based on the actor internship activities that strengthen the analysis or understanding.
Myth # 3: Affairs are free.
Most affairs are paid with money bendable. It means that money has been spent on salaries. In addition, there is no acquisition of the necessary appeal. No account should be approved. All accessions to be done is to alarm the meeting.
Reality: real Affairs expensive. They use people’s time, and the number the better provision of business active. When bad meetings authority, they decay important skills of the best in the business - when the body absorbs life for accumulation for the company.
The Fix: Design business for profit. After all, a business is business, not a picnic aggregation.
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string(334) "This belief is the number of companies receiving billions of dollars in the amount of money pale.
Myth # 1) Anatomy of a bribe spontaneity.
I have abundant two days and hold a number of difficulties still more than $ 40,000. Thirty original body greedy spending hours to discuss the affair, again abutting spent 15 hours arguing [...]"
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Myth # 1) Anatomy of a bribe spontaneity.
I have abundant two days and hold a number of difficulties still more than $ 40,000. Thirty original body greedy spending hours to discuss the affair, again abutting spent 15 hours arguing about the problem insolvable. When I asked the administrator of the alleged meeting, “Where’s the agenda?” recognition that, “I do not taste for blemish that carelessness by arty a structure.”
Reality: If recklessness is a universal full business convenance our bodies will barrio after the blueprint. Of course, there is no cane work after an acute business plan.
The Fix: Set ambitious and more adaptable agenda. Ideally, this calendar should be so clear, complete, and specifically that the accessions can be used abroad to advance the relationship to access goals.
Myth # 2: Because this is my business I have to do all the talking.
Some of the business is run like a medieval court. Administrators at the head of the right while the capacity to admire sat in silence. Justify this big anchor to think: if the extra body in the affairs of culling out useful, they will arch meeting.
Reality: If you are alone one talking, you’re still alive too hard. Also, understand that the best body to convince himself of the continued monologue by sending their thoughts to go on vacation. This means that there is no absorption favorable to you: their active daydreaming, doodling, or dreaming.
The Fix: Convey a lot of advice by posting or email. Again the alarm that matters is based on the actor internship activities that strengthen the analysis or understanding.
Myth # 3: Affairs are free.
Most affairs are paid with money bendable. It means that money has been spent on salaries. In addition, there is no acquisition of the necessary appeal. No account should be approved. All accessions to be done is to alarm the meeting.
Reality: real Affairs expensive. They use people’s time, and the number the better provision of business active. When bad meetings authority, they decay important skills of the best in the business - when the body absorbs life for accumulation for the company.
The Fix: Design business for profit. After all, a business is business, not a picnic aggregation.
"
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1) Giant Sequoias
Bush is a wonderful archetype active some spoils of time.
True, we charge for the task of the faculty urges. We added a charge of less. We expected to move faster than the acceleration of chaos.
And we added to be as [...]"
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1) Giant Sequoias
Bush is a wonderful archetype active some spoils of time.
True, we charge for the task of the faculty urges. We added a charge of less. We expected to move faster than the acceleration of chaos.
And we added to be as expected.
Rushed through some issues after the apocryphal solutions.
For example, an accumulation plan slammed quiet celebration, alone for the acquisition that the plan ignores the absolute market conditions, authority limitations, and alone support. The aftereffect is a certificate that no one uses.
For example, an accumulation can make accommodation then add the alert to new ideas. And another bearings bad to worse. In fact, sometimes alone supporters responded with the original style of the accumulated loss of status.
Better: Booty time to resolve devout that all considerations, including in the affairs and decisions. If you are planning to issue a matter of courage above, appoint a facilitator to achieve access to your suggestion that lasted aftereffect.
2) A Cub Buck
This cub behaves like a toddler who was cool as astronomy buck went about the benefits of accession in the supermarket business. The cub climbed on logs, fallen from the rocks, and things at mama alone. And during this play, astronomy buck far continues to work, chewing the plant, the acquisition of food.
That means, he continued bistros to cub ran against me. More astronomy buck up, furious, and chased after the boy tiger. (I’ll accept that’s what he did, because I ran out of the country again growled Buck astronomy.)
What’s the point?
Sometimes we expected to approve the adjusted ataxia in large part because the provision of growth. This granting absolution to explore the body. This granting absolution to the body themselves. Of course, the threat of re-appears, once again we have to loot the cost. And we might have expected to bark to restore order.
3) Mustang Clover
In the spring, the Sierra Nevada mountains are covered with patches Mustang Clover. This baby flowers (usually, under rather than divide an inch in) attended as red dots baby as simple as you achieve them running. However, if you delay and attend closely, you will ensure a beautiful masterpiece of spin.
The bottom line: Would you stop for understanding important details? Some may be alone pleasant reminder of how activities can be amazing. Another possible indicator of capital blossom your business.
By the way, you can look photos Giant Sequoia, a buck cub, and a Mustang Clover in:
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string(320) "Here are three introduces the business that comes from a run through the woods.
1) Giant Sequoias
Bush is a wonderful archetype active some spoils of time.
True, we charge for the task of the faculty urges. We added a charge of less. We expected to move faster than the acceleration of chaos.
And we added to be as [...]"
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string(2715) "Here are three introduces the business that comes from a run through the woods.
1) Giant Sequoias
Bush is a wonderful archetype active some spoils of time.
True, we charge for the task of the faculty urges. We added a charge of less. We expected to move faster than the acceleration of chaos.
And we added to be as expected.
Rushed through some issues after the apocryphal solutions.
For example, an accumulation plan slammed quiet celebration, alone for the acquisition that the plan ignores the absolute market conditions, authority limitations, and alone support. The aftereffect is a certificate that no one uses.
For example, an accumulation can make accommodation then add the alert to new ideas. And another bearings bad to worse. In fact, sometimes alone supporters responded with the original style of the accumulated loss of status.
Better: Booty time to resolve devout that all considerations, including in the affairs and decisions. If you are planning to issue a matter of courage above, appoint a facilitator to achieve access to your suggestion that lasted aftereffect.
2) A Cub Buck
This cub behaves like a toddler who was cool as astronomy buck went about the benefits of accession in the supermarket business. The cub climbed on logs, fallen from the rocks, and things at mama alone. And during this play, astronomy buck far continues to work, chewing the plant, the acquisition of food.
That means, he continued bistros to cub ran against me. More astronomy buck up, furious, and chased after the boy tiger. (I’ll accept that’s what he did, because I ran out of the country again growled Buck astronomy.)
What’s the point?
Sometimes we expected to approve the adjusted ataxia in large part because the provision of growth. This granting absolution to explore the body. This granting absolution to the body themselves. Of course, the threat of re-appears, once again we have to loot the cost. And we might have expected to bark to restore order.
3) Mustang Clover
In the spring, the Sierra Nevada mountains are covered with patches Mustang Clover. This baby flowers (usually, under rather than divide an inch in) attended as red dots baby as simple as you achieve them running. However, if you delay and attend closely, you will ensure a beautiful masterpiece of spin.
The bottom line: Would you stop for understanding important details? Some may be alone pleasant reminder of how activities can be amazing. Another possible indicator of capital blossom your business.
By the way, you can look photos Giant Sequoia, a buck cub, and a Mustang Clover in:
"
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string(63) "‘Greed Is Good’ - Remuneration, Action and Organization (2)"
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string(360) "An intelligent organization accept that:
• It is feasible to be alone administrators to act on their own interests.
• Managers do not work for the organization’s body and appetite to entertain the boss abutting them, or decrease it, a group of their colleagues.
• Managers to achieve and taste would admire for the tasks they apperceive where [...]"
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• It is feasible to be alone administrators to act on their own interests.
• Managers do not work for the organization’s body and appetite to entertain the boss abutting them, or decrease it, a group of their colleagues.
• Managers to achieve and taste would admire for the tasks they apperceive where they can succeed, it is usually advantageous to abbreviate the title on the number of terms kept.
Association of light is that the organization must lay down some background count for the afore anatomy of achievement of achievement and behavior change. In added words and administrative costs in the organization setting the antithesis to the system performance.
There are 5 in the pre-condition for the achievement award structure capable.
1. Measurement: “If you do not admeasurement that you will not get it”. There are various systems that altitude Balanced Scorecard, which sets the goals and adjust to Tesco, is conceivably the best known.
2. Monitoring: If the measure of success has not followed the right or alone is monitored in the analysis at the end of the year, according to administrators can signal that they are not really the amount or, worse yet, that abortion was adequately accouterment undo all the managers together.
3. The power of accoutrement for the job: Organization costs alone do not ensure that more than alfresco abased on factors influence him to complete the steps specified achievement (this is the ‘how’ giving equation).
4. Consistency: Ensure that abbreviate as factors did not influence the organization managers or expel them from the absolute goal. Additional costs to ensure that the architecture of the organization itself (whether it is authoritative or loosely) adapted to what is required of managers actuality.
5. Awards and acts as: An organization that implements an action of light was not an accident that would spoil a place to live in the future, but a journey. A setting of achievement can be put into a similar organization he has returned almost embarrassed accouterment actions that the organization and administration of the dispute are bound by advertence to act and “balanced account card”. Alone again there will be a burden on the organization to clarify the strategies, anatomy and performance system.
5 Based on these pre-conditions, there were accounts of the 10 factors that can respect the anatomy of success and cargo reached:
1. Support the business strategy
2. Encourage behavior adaptation
3. In respect of performance awards
4. Fair
5. Substantial
6. Efficient tax
7. Exact (The award charge booty abutting residence to the achievement)
8. Combining non-bank credit (Recognition can be as important as cash)
9. Near (A benefit of attending the lost ambition can not be restored to admit his own bacon access should be postponed until ambition is reached)
10. Clear clear
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• It is feasible to be alone administrators to act on their own interests.
• Managers do not work for the organization’s body and appetite to entertain the boss abutting them, or decrease it, a group of their colleagues.
• Managers to achieve and taste would admire for the tasks they apperceive where [...]"
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• It is feasible to be alone administrators to act on their own interests.
• Managers do not work for the organization’s body and appetite to entertain the boss abutting them, or decrease it, a group of their colleagues.
• Managers to achieve and taste would admire for the tasks they apperceive where they can succeed, it is usually advantageous to abbreviate the title on the number of terms kept.
Association of light is that the organization must lay down some background count for the afore anatomy of achievement of achievement and behavior change. In added words and administrative costs in the organization setting the antithesis to the system performance.
There are 5 in the pre-condition for the achievement award structure capable.
1. Measurement: “If you do not admeasurement that you will not get it”. There are various systems that altitude Balanced Scorecard, which sets the goals and adjust to Tesco, is conceivably the best known.
2. Monitoring: If the measure of success has not followed the right or alone is monitored in the analysis at the end of the year, according to administrators can signal that they are not really the amount or, worse yet, that abortion was adequately accouterment undo all the managers together.
3. The power of accoutrement for the job: Organization costs alone do not ensure that more than alfresco abased on factors influence him to complete the steps specified achievement (this is the ‘how’ giving equation).
4. Consistency: Ensure that abbreviate as factors did not influence the organization managers or expel them from the absolute goal. Additional costs to ensure that the architecture of the organization itself (whether it is authoritative or loosely) adapted to what is required of managers actuality.
5. Awards and acts as: An organization that implements an action of light was not an accident that would spoil a place to live in the future, but a journey. A setting of achievement can be put into a similar organization he has returned almost embarrassed accouterment actions that the organization and administration of the dispute are bound by advertence to act and “balanced account card”. Alone again there will be a burden on the organization to clarify the strategies, anatomy and performance system.
5 Based on these pre-conditions, there were accounts of the 10 factors that can respect the anatomy of success and cargo reached:
1. Support the business strategy
2. Encourage behavior adaptation
3. In respect of performance awards
4. Fair
5. Substantial
6. Efficient tax
7. Exact (The award charge booty abutting residence to the achievement)
8. Combining non-bank credit (Recognition can be as important as cash)
9. Near (A benefit of attending the lost ambition can not be restored to admit his own bacon access should be postponed until ambition is reached)
10. Clear clear
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string(366) "1980 business capabilities in the U.S. and internationally to put much emphasis on the award claimed on the basis of that terrible motivated individuals can change the organization and the community. Acute archetype in obscure Gordon Gekko in Wall Street advertence that greed is good. 90’s, however, clearly the company received bankruptcy by the trauma [...]"
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Belled Barings Bank which has been alone in the millions of traders in a bonus but the title continued to individuals who are not motivated to achieve company goals. Moreover, the same re-arrangement of individual awards is based on performance indicators that really adjusted, consistent within the organization’s success and he appreciated, perhaps there is a problem arising from the salary in the middle of a lot of gear heads and their bodies average management. An exemption arrangements that suppress or reduce the motivation for the 10 bodies that motivate each person may not be the best for the organization.
Wise appropriate organizations irritating to actuate all the awards and that agents acting agents to add agilely good corporate interests and continue to abbreviate the title and feel that they receive enough recommended. About the cost of housing is right in the middle of the articulation of the items on the actuality of their worship and their achievements can loot to access the adjusted results.
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Belled Barings Bank which has been alone in the millions of traders in a bonus but the title continued to individuals who are not motivated to achieve company goals. Moreover, the same re-arrangement of individual awards is based on performance indicators that really adjusted, consistent within the organization’s success and he appreciated, perhaps there is a problem arising from the salary in the middle of a lot of gear heads and their bodies average management. An exemption arrangements that suppress or reduce the motivation for the 10 bodies that motivate each person may not be the best for the organization.
Wise appropriate organizations irritating to actuate all the awards and that agents acting agents to add agilely good corporate interests and continue to abbreviate the title and feel that they receive enough recommended. About the cost of housing is right in the middle of the articulation of the items on the actuality of their worship and their achievements can loot to access the adjusted results.
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string(65) "100. How do I announce that an employee has been terminated? (2)"
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string(306) "Everyone, I’m calling this staff meeting to let you all know that today was Sarah’s last day with the company. She left just before lunch, and I didn’t want you all wondering where she was. Out of respect for her privacy, I’m not at liberty to share the reasons for her leaving the company. I [...]"
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string(1654) "Everyone, I’m calling this staff meeting to let you all know that today was Sarah’s last day with the company. She left just before lunch, and I didn’t want you all wondering where she was. Out of respect for her privacy, I’m not at liberty to share the reasons for her leaving the company. I want you all to know that we treated her respectfully and handled the matter with dignity.
I also want to remind you all that any reference phone calls from prospective employers or from headhunters have to be forwarded to human resources; this is just a confirmation that you’re not permitted to give references as per company policy. I’d also ask that you refrain from any unnecessary speculation regarding her leaving.
Again, out of respect for her privacy, it’s better that we leave matters be. I want to take this opportunity to see whether any of you have questions or concerns. If not, we can all head back to work now that I’ve made the announcement. What are your thoughts, everyone? In short, this is a professional way of handling separation announcements.
You’ll have ‘‘done right’’ by the terminated worker. It won’t get back to the ex-employee that management disparaged her reputation. If coworkers engage in gossip nonetheless, management can always confirm that it did its best to minimize any discussion of the topic among the rank and file. Short and sweet and done with class, such a communication deals with the employee’s separation from the organization and allows the remaining employees to get on with business.
Taken From : The Hiring and Firing Quention and Answer Book
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string(306) "Everyone, I’m calling this staff meeting to let you all know that today was Sarah’s last day with the company. She left just before lunch, and I didn’t want you all wondering where she was. Out of respect for her privacy, I’m not at liberty to share the reasons for her leaving the company. I [...]"
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string(1654) "Everyone, I’m calling this staff meeting to let you all know that today was Sarah’s last day with the company. She left just before lunch, and I didn’t want you all wondering where she was. Out of respect for her privacy, I’m not at liberty to share the reasons for her leaving the company. I want you all to know that we treated her respectfully and handled the matter with dignity.
I also want to remind you all that any reference phone calls from prospective employers or from headhunters have to be forwarded to human resources; this is just a confirmation that you’re not permitted to give references as per company policy. I’d also ask that you refrain from any unnecessary speculation regarding her leaving.
Again, out of respect for her privacy, it’s better that we leave matters be. I want to take this opportunity to see whether any of you have questions or concerns. If not, we can all head back to work now that I’ve made the announcement. What are your thoughts, everyone? In short, this is a professional way of handling separation announcements.
You’ll have ‘‘done right’’ by the terminated worker. It won’t get back to the ex-employee that management disparaged her reputation. If coworkers engage in gossip nonetheless, management can always confirm that it did its best to minimize any discussion of the topic among the rank and file. Short and sweet and done with class, such a communication deals with the employee’s separation from the organization and allows the remaining employees to get on with business.
Taken From : The Hiring and Firing Quention and Answer Book
"
["date_timestamp"]=>
int(1262068996)
}
[16]=>
array(13) {
["title"]=>
string(65) "100. How do I announce that an employee has been terminated? (1)"
["link"]=>
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string(366) "After an employee is terminated and leaves the premises, it becomes necessary to tend to those left behind. Even when coworkers believe that the termination is justified, it’s difficult to carry on. Some people feel awkward mentioning the individual’s name; others want more information regarding the incidents that led up to the termina-tion; still others [...]"
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string(2024) "After an employee is terminated and leaves the premises, it becomes necessary to tend to those left behind. Even when coworkers believe that the termination is justified, it’s difficult to carry on. Some people feel awkward mentioning the individual’s name; others want more information regarding the incidents that led up to the termina-tion; still others will stir the proverbial pot and want to gossip about
the matter.
As the employer, it’s important that you allay staff members’ fears about a termination for cause. Yes, sometimes firing employees becomes a necessary business decision and rightfully reminds people that their jobs aren’t guaranteed. Still, after an employee separation, it becomes time to heal the wound. It’s an important opportunity for you to bring people together to answer their questions and to show that the ex-employee was treated fairly and with dignity. It’s also an opportunity to bring closure to a matter that may have been brewing for months or even years.
Tell Me More
Besides its healing effect, announcing an employee’s separation properly will help you stave off potential claims of defamation. Wrongful termination claims often come with add-on charges such as discrimination, harassment, and slander (i.e., falsely spoken charges or misrepresentations that defame and damage someone’s reputation). Ex-employees’ lawyers may claim that former supervisors and coworkers maligned or disparaged the plaintiff after she left the company. In addition, attorneys may claim that inaccurate references were given to prospective employers that precluded the individual from getting a job. And voila`—your company is involved in lost-wages litigation, in addition to facing wrongful discharge and discrimination charges.
Here’s how to handle this delicate issue and bring closure to remaining employees’ concerns while minimizing potential legal challenges:
Taken From : The Hiring and Firing Quention and Answer Book
"
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string(366) "After an employee is terminated and leaves the premises, it becomes necessary to tend to those left behind. Even when coworkers believe that the termination is justified, it’s difficult to carry on. Some people feel awkward mentioning the individual’s name; others want more information regarding the incidents that led up to the termina-tion; still others [...]"
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string(2024) "After an employee is terminated and leaves the premises, it becomes necessary to tend to those left behind. Even when coworkers believe that the termination is justified, it’s difficult to carry on. Some people feel awkward mentioning the individual’s name; others want more information regarding the incidents that led up to the termina-tion; still others will stir the proverbial pot and want to gossip about
the matter.
As the employer, it’s important that you allay staff members’ fears about a termination for cause. Yes, sometimes firing employees becomes a necessary business decision and rightfully reminds people that their jobs aren’t guaranteed. Still, after an employee separation, it becomes time to heal the wound. It’s an important opportunity for you to bring people together to answer their questions and to show that the ex-employee was treated fairly and with dignity. It’s also an opportunity to bring closure to a matter that may have been brewing for months or even years.
Tell Me More
Besides its healing effect, announcing an employee’s separation properly will help you stave off potential claims of defamation. Wrongful termination claims often come with add-on charges such as discrimination, harassment, and slander (i.e., falsely spoken charges or misrepresentations that defame and damage someone’s reputation). Ex-employees’ lawyers may claim that former supervisors and coworkers maligned or disparaged the plaintiff after she left the company. In addition, attorneys may claim that inaccurate references were given to prospective employers that precluded the individual from getting a job. And voila`—your company is involved in lost-wages litigation, in addition to facing wrongful discharge and discrimination charges.
Here’s how to handle this delicate issue and bring closure to remaining employees’ concerns while minimizing potential legal challenges:
Taken From : The Hiring and Firing Quention and Answer Book
"
["date_timestamp"]=>
int(1261809362)
}
[17]=>
array(13) {
["title"]=>
string(82) "99. How can I allay some of the anxiety and depression that come with termination?"
["link"]=>
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["pubdate"]=>
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string(442) "With early-in-the-day, early-in-the-week terminations, the company also has the advantage of explaining—several times if necessary—itsneed to terminate the individual’s employment. Managers can explain that employees who are terminated for cause typically receive unemployment insurance (or that, at least, the company won’t contest the unemployment insurance claim). They can also confirm that no specifics regarding references [...]"
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string(2080) "With early-in-the-day, early-in-the-week terminations, the company also has the advantage of explaining—several times if necessary—itsneed to terminate the individual’s employment. Managers can explain that employees who are terminated for cause typically receive unemployment insurance (or that, at least, the company won’t contest the unemployment insurance claim). They can also confirm that no specifics regarding references will be released to prospective employers
other than the individual’s title and dates of employment. All this will usually go a long way toward allaying the terminated employee’s fears about his immediate future and his ability to receive income while in career transition. In addition, employee assistance programs and outplacement services may help.
Tell Me More
Employee assistance programs can be helpful in providing the employee with counseling and psychological support at the time of termination. This benefit, when available, is typically extended for three months after layoffs occur and employees are let go for no fault of their own; there’s no reason why the benefit couldn’t be extended for those terminated for cause. If you choose to continue EAP coverage, call the EAP to work out the additional premiums. (Coverage typically ends upon termination of employment.) More important, use this opportunity to ask the EAP to notify you if any threats or aggressive actions surface in the counseling session.
Outplacement programs are likewise an excellent benefit for terminated workers because they help those employees immediately focus on the future, rather than lament the present. Statistically speaking, few employees who get outplacement sue the companies that fired them. More important, this benefit can go a long way toward aiding an otherwise unbalanced individual who is trying to come to terms with the reasons he was given for his termination and who is attempting to find fault with supervisors or coworkers.
Taken From : The Hiring and Firing Quention and Answer Book
"
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string(442) "With early-in-the-day, early-in-the-week terminations, the company also has the advantage of explaining—several times if necessary—itsneed to terminate the individual’s employment. Managers can explain that employees who are terminated for cause typically receive unemployment insurance (or that, at least, the company won’t contest the unemployment insurance claim). They can also confirm that no specifics regarding references [...]"
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string(2080) "With early-in-the-day, early-in-the-week terminations, the company also has the advantage of explaining—several times if necessary—itsneed to terminate the individual’s employment. Managers can explain that employees who are terminated for cause typically receive unemployment insurance (or that, at least, the company won’t contest the unemployment insurance claim). They can also confirm that no specifics regarding references will be released to prospective employers
other than the individual’s title and dates of employment. All this will usually go a long way toward allaying the terminated employee’s fears about his immediate future and his ability to receive income while in career transition. In addition, employee assistance programs and outplacement services may help.
Tell Me More
Employee assistance programs can be helpful in providing the employee with counseling and psychological support at the time of termination. This benefit, when available, is typically extended for three months after layoffs occur and employees are let go for no fault of their own; there’s no reason why the benefit couldn’t be extended for those terminated for cause. If you choose to continue EAP coverage, call the EAP to work out the additional premiums. (Coverage typically ends upon termination of employment.) More important, use this opportunity to ask the EAP to notify you if any threats or aggressive actions surface in the counseling session.
Outplacement programs are likewise an excellent benefit for terminated workers because they help those employees immediately focus on the future, rather than lament the present. Statistically speaking, few employees who get outplacement sue the companies that fired them. More important, this benefit can go a long way toward aiding an otherwise unbalanced individual who is trying to come to terms with the reasons he was given for his termination and who is attempting to find fault with supervisors or coworkers.
Taken From : The Hiring and Firing Quention and Answer Book
"
["date_timestamp"]=>
int(1261549484)
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[18]=>
array(13) {
["title"]=>
string(84) "98. What if I suspect that an employee may react violently to being terminated? (3)"
["link"]=>
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["pubdate"]=>
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string(330) "Seating arrangements are important in termination meetings. If an employee is armed and standing between you and the door, you’ll have no way out. Whenever possible, seat the employee away from the door at the far end of the room. This should allow you a means of quick escape should that become necessary.
Finally, if you [...]"
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string(1436) "Seating arrangements are important in termination meetings. If an employee is armed and standing between you and the door, you’ll have no way out. Whenever possible, seat the employee away from the door at the far end of the room. This should allow you a means of quick escape should that become necessary.
Finally, if you reasonably suspect that the employee may react violently, it will be a good investment on your part to invite armed security to your meeting. For example, a mortgage banking firm planned to terminate an employee on a Tuesday. When that employee appeared at work that day, he was wearing a full-length black leather coat and dark sunglasses, and he carried a gym bag that appeared heavy. The employer reasoned that this was cause for concern, since it was a hot summer day, and this employee never came to work dressed like that before.
The company called a security firm and arranged to have an armed officer attend the termination meeting. The officer kept a revolver in his briefcase on the desk. He was introduced to the employee as a member of the human resources department visiting from the home office. The meeting went without incident. The cost to the company for the armed security officer’s presence was $140 ($35 an hour at a four-hour minimum charge). That’s a very reasonable fee for such important work.
Taken From : The Hiring and Firing Quention and Answer Book
"
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string(330) "Seating arrangements are important in termination meetings. If an employee is armed and standing between you and the door, you’ll have no way out. Whenever possible, seat the employee away from the door at the far end of the room. This should allow you a means of quick escape should that become necessary.
Finally, if you [...]"
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string(1436) "Seating arrangements are important in termination meetings. If an employee is armed and standing between you and the door, you’ll have no way out. Whenever possible, seat the employee away from the door at the far end of the room. This should allow you a means of quick escape should that become necessary.
Finally, if you reasonably suspect that the employee may react violently, it will be a good investment on your part to invite armed security to your meeting. For example, a mortgage banking firm planned to terminate an employee on a Tuesday. When that employee appeared at work that day, he was wearing a full-length black leather coat and dark sunglasses, and he carried a gym bag that appeared heavy. The employer reasoned that this was cause for concern, since it was a hot summer day, and this employee never came to work dressed like that before.
The company called a security firm and arranged to have an armed officer attend the termination meeting. The officer kept a revolver in his briefcase on the desk. He was introduced to the employee as a member of the human resources department visiting from the home office. The meeting went without incident. The cost to the company for the armed security officer’s presence was $140 ($35 an hour at a four-hour minimum charge). That’s a very reasonable fee for such important work.
Taken From : The Hiring and Firing Quention and Answer Book
"
["date_timestamp"]=>
int(1261290159)
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[19]=>
array(13) {
["title"]=>
string(84) "98. What if I suspect that an employee may react violently to being terminated? (2)"
["link"]=>
string(34) "http://cuisinedegourmet.com/?p=859"
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["pubdate"]=>
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string(336) "Tell Me More
Many companies terminate employees as late in the day on Friday afternoons as possible. This is a mistake. The traditional logic was simply this: The dismissal should occur as late in the day as possible so that coworkers were not impacted. Friday afternoons made sense so that a ‘‘clean break’’ could be made [...]"
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string(1177) "Tell Me More
Many companies terminate employees as late in the day on Friday afternoons as possible. This is a mistake. The traditional logic was simply this: The dismissal should occur as late in the day as possible so that coworkers were not impacted. Friday afternoons made sense so that a ‘‘clean break’’ could be made with the workplace and,more important, so that the whole matter could be swept under the rug by keeping it out of sight.
Unfortunately, many workplace violence incidents occur on Monday mornings because distressed, terminated employees have no one to talk or appeal to. They spend the weekend brooding over the wrong that was done to them and, in a void of communication, determine to wreak havoc on the perceived wrongdoers.
Dismissal meetings that occur early in the day and early in the week, on the other hand, allow employees the opportunity to question what went wrong. They can discuss their perceptions of what led up to the termination and have their questions answered regarding unemployment insurance, reference checks, and company records.
Taken From : The Hiring and Firing Quention and Answer Book
"
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string(336) "Tell Me More
Many companies terminate employees as late in the day on Friday afternoons as possible. This is a mistake. The traditional logic was simply this: The dismissal should occur as late in the day as possible so that coworkers were not impacted. Friday afternoons made sense so that a ‘‘clean break’’ could be made [...]"
["atom_content"]=>
string(1177) "Tell Me More
Many companies terminate employees as late in the day on Friday afternoons as possible. This is a mistake. The traditional logic was simply this: The dismissal should occur as late in the day as possible so that coworkers were not impacted. Friday afternoons made sense so that a ‘‘clean break’’ could be made with the workplace and,more important, so that the whole matter could be swept under the rug by keeping it out of sight.
Unfortunately, many workplace violence incidents occur on Monday mornings because distressed, terminated employees have no one to talk or appeal to. They spend the weekend brooding over the wrong that was done to them and, in a void of communication, determine to wreak havoc on the perceived wrongdoers.
Dismissal meetings that occur early in the day and early in the week, on the other hand, allow employees the opportunity to question what went wrong. They can discuss their perceptions of what led up to the termination and have their questions answered regarding unemployment insurance, reference checks, and company records.
Taken From : The Hiring and Firing Quention and Answer Book
"
["date_timestamp"]=>
int(1261030824)
}
[20]=>
array(13) {
["title"]=>
string(84) "98. What if I suspect that an employee may react violently to being terminated? (1)"
["link"]=>
string(34) "http://cuisinedegourmet.com/?p=858"
["comments"]=>
string(43) "http://cuisinedegourmet.com/?p=858#comments"
["pubdate"]=>
string(31) "Mon, 14 Dec 2009 06:17:46 +0000"
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string(365) "Despite your best efforts to treat employees with dignity and respect at the termination meeting, some employees, albeit a statistical minority, may react physically to being terminated. We all hear about cases of employees pulling out weapons at termination meetings or returning to work the following Monday morning to exact revenge on their supervisors and [...]"
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string(1099) "Despite your best efforts to treat employees with dignity and respect at the termination meeting, some employees, albeit a statistical minority, may react physically to being terminated. We all hear about cases of employees pulling out weapons at termination meetings or returning to work the following Monday morning to exact revenge on their supervisors and coworkers.
Bearing that in mind, let’s address some tips for avoiding violence during or after dismissal, a common ‘‘triggering event’’ of workplace violence:
Conduct termination meetings as early in the day and as early in the week as possible.
Physically seat yourself between the employee and the door. In other words, you should have access to the door and not be blocked by the employee should an emergency exit become necessary.
When necessary, employ the services of a security firm to attend the termination meeting in plainclothes, to wait outside your office door, or at least to be standing by a phone in the lobby.
Taken From : The Hiring and Firing Quention and Answer Book
"
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string(365) "Despite your best efforts to treat employees with dignity and respect at the termination meeting, some employees, albeit a statistical minority, may react physically to being terminated. We all hear about cases of employees pulling out weapons at termination meetings or returning to work the following Monday morning to exact revenge on their supervisors and [...]"
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string(1099) "Despite your best efforts to treat employees with dignity and respect at the termination meeting, some employees, albeit a statistical minority, may react physically to being terminated. We all hear about cases of employees pulling out weapons at termination meetings or returning to work the following Monday morning to exact revenge on their supervisors and coworkers.
Bearing that in mind, let’s address some tips for avoiding violence during or after dismissal, a common ‘‘triggering event’’ of workplace violence:
Conduct termination meetings as early in the day and as early in the week as possible.
Physically seat yourself between the employee and the door. In other words, you should have access to the door and not be blocked by the employee should an emergency exit become necessary.
When necessary, employ the services of a security firm to attend the termination meeting in plainclothes, to wait outside your office door, or at least to be standing by a phone in the lobby.
Taken From : The Hiring and Firing Quention and Answer Book
"
["date_timestamp"]=>
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[21]=>
array(13) {
["title"]=>
string(72) "97. What is the best way to conduct an employee termination meeting? (3)"
["link"]=>
string(34) "http://cuisinedegourmet.com/?p=857"
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string(43) "http://cuisinedegourmet.com/?p=857#comments"
["pubdate"]=>
string(31) "Fri, 11 Dec 2009 06:15:07 +0000"
["dc"]=>
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string(366) "Regarding logistics, some companies escort terminated employees off the premises with the help of armed security; other companies ask human resource representatives to accompany employees back to their desks to oversee the packing of their belongings. Each circumstance has to be reviewed on its own merits.
In general, you should be able to allow employees to [...]"
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string(1655) "Regarding logistics, some companies escort terminated employees off the premises with the help of armed security; other companies ask human resource representatives to accompany employees back to their desks to oversee the packing of their belongings. Each circumstance has to be reviewed on its own merits.
In general, you should be able to allow employees to gather their personal belongings as they see fit. Some employees require assistance with boxing; others prefer to return to work on a Saturday or after hours so that they don’t feel humiliated in front of their peers. Still others will simply want to walk back to their desks on their own, clear things out, and say goodbye to their coworkers. The important point is this: Ten minutes before the termination meeting, they were free to roam about the office as they saw fit. They weren’t criminals then, and they shouldn’t be treated like criminals now.
In cases where information systems (IS) or finance employees have computer access to critical company information and where you have an active practice of shutting down computer systems ofthose people during termination meetings, continue your practice. However, be sure to explain to the employee that when she returns to her desk after your meeting, access to her computer will be denied if she tries to log on. Confirm that this is how all IS separation meetings are handled and that this case is no exception. That should allay any concerns that the employee is being treated more harshly than others who have been asked to leave the company.
Taken From : The Hiring and Firing Quention and Answer Book
"
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string(366) "Regarding logistics, some companies escort terminated employees off the premises with the help of armed security; other companies ask human resource representatives to accompany employees back to their desks to oversee the packing of their belongings. Each circumstance has to be reviewed on its own merits.
In general, you should be able to allow employees to [...]"
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string(1655) "Regarding logistics, some companies escort terminated employees off the premises with the help of armed security; other companies ask human resource representatives to accompany employees back to their desks to oversee the packing of their belongings. Each circumstance has to be reviewed on its own merits.
In general, you should be able to allow employees to gather their personal belongings as they see fit. Some employees require assistance with boxing; others prefer to return to work on a Saturday or after hours so that they don’t feel humiliated in front of their peers. Still others will simply want to walk back to their desks on their own, clear things out, and say goodbye to their coworkers. The important point is this: Ten minutes before the termination meeting, they were free to roam about the office as they saw fit. They weren’t criminals then, and they shouldn’t be treated like criminals now.
In cases where information systems (IS) or finance employees have computer access to critical company information and where you have an active practice of shutting down computer systems ofthose people during termination meetings, continue your practice. However, be sure to explain to the employee that when she returns to her desk after your meeting, access to her computer will be denied if she tries to log on. Confirm that this is how all IS separation meetings are handled and that this case is no exception. That should allay any concerns that the employee is being treated more harshly than others who have been asked to leave the company.
Taken From : The Hiring and Firing Quention and Answer Book
"
["date_timestamp"]=>
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["title"]=>
string(72) "97. What is the best way to conduct an employee termination meeting? (2)"
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string(358) "Instead, be empathic. It’s okay to say you’re sorry that the circumstances have come to this. Here’s a sample close for such a
meeting:
Jim, it’s never personal; it’s all about business decisions that companies are forced to make after they’ve made reasonable attempts to help an employee improve. I realize that sometimes it’s just not a [...]"
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string(1548) "Instead, be empathic. It’s okay to say you’re sorry that the circumstances have come to this. Here’s a sample close for such a
meeting:
Jim, it’s never personal; it’s all about business decisions that companies are forced to make after they’ve made reasonable attempts to help an employee improve. I realize that sometimes it’s just not a match. Call it poor timing or the right person matched with the wrong job. I want to thank you for all your efforts. I know you’ve tried to make this work. I hope you can understand what led us to this decision, and I hope that you find in your heart of hearts that it’s fair. These things happen to all of us at one point or another in our careers. I just want to make sure that you feel we handled this matter professionally and respectfully, because it’s not a decision that we’ve made without a lot of consideration. We wish you well.
Amanagement witness should attend all termination meetings. First, both managers will feel more at ease having someone to share the burden with. Second, a witness will be able to testify on behalf of the company at a later date should the employee claim that management made discriminatory remarks or other inappropriate comments at the termination meeting. Third, there is an element of safety in numbers. Although workplace violence is rare, having a second adult in the room minimizes the chances that a worker will react physically to the discharge.
Taken From : The Hiring and Firing Quention and Answer Book
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string(358) "Instead, be empathic. It’s okay to say you’re sorry that the circumstances have come to this. Here’s a sample close for such a
meeting:
Jim, it’s never personal; it’s all about business decisions that companies are forced to make after they’ve made reasonable attempts to help an employee improve. I realize that sometimes it’s just not a [...]"
["atom_content"]=>
string(1548) "Instead, be empathic. It’s okay to say you’re sorry that the circumstances have come to this. Here’s a sample close for such a
meeting:
Jim, it’s never personal; it’s all about business decisions that companies are forced to make after they’ve made reasonable attempts to help an employee improve. I realize that sometimes it’s just not a match. Call it poor timing or the right person matched with the wrong job. I want to thank you for all your efforts. I know you’ve tried to make this work. I hope you can understand what led us to this decision, and I hope that you find in your heart of hearts that it’s fair. These things happen to all of us at one point or another in our careers. I just want to make sure that you feel we handled this matter professionally and respectfully, because it’s not a decision that we’ve made without a lot of consideration. We wish you well.
Amanagement witness should attend all termination meetings. First, both managers will feel more at ease having someone to share the burden with. Second, a witness will be able to testify on behalf of the company at a later date should the employee claim that management made discriminatory remarks or other inappropriate comments at the termination meeting. Third, there is an element of safety in numbers. Although workplace violence is rare, having a second adult in the room minimizes the chances that a worker will react physically to the discharge.
Taken From : The Hiring and Firing Quention and Answer Book
"
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["title"]=>
string(72) "97. What is the best way to conduct an employee termination meeting? (1)"
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string(405) "Employee termination meetings are exceptionally difficult. Any time that you unilaterally remove someone from the workplace, anxiety increases. Fear of not finding the right words, feelings of guilt, or fear of being physically threatened make even themost selfconfident managers nervous. Companies handle the logistics of the termination meeting differently; what’s got to be consistent, however, [...]"
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string(1688) "Employee termination meetings are exceptionally difficult. Any time that you unilaterally remove someone from the workplace, anxiety increases. Fear of not finding the right words, feelings of guilt, or fear of being physically threatened make even themost selfconfident managers nervous. Companies handle the logistics of the termination meeting differently; what’s got to be consistent, however, is the compassion for the individual.
Following are general guidelines for conducting such meetings:
Treat the soon-to-be-fired employee with respect and dignity.
Invite a management witness (usually someone from human resources) to the meeting.
Give the employee as much freedom as possible to exit on his own terms.
With information-sensitive positions like those in IS or fi- nance, arrange in advance to have the individual’s computer systems shut down at the same time the termination meeting is occurring; also determine whether the individual will need to be escorted from the premises under supervision. (This is extreme and doesn’t preserve dignity; it is, however,
necessary at times.)
Tell Me More
Many managers make the common mistake of shaming employees at the time of termination. To deal with their own nervousness, they assume a militant and aggressive approach while defending their actions. Some even state, ‘‘If you’re planning on suing us, be my guest:We’ve got the best legal representation in town.’’ Such aggressiveness adds little value to any meeting. Instead, it makes the terminated employee feel angry and belittled.
Taken From : The Hiring and Firing Quention and Answer Book
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string(1688) "Employee termination meetings are exceptionally difficult. Any time that you unilaterally remove someone from the workplace, anxiety increases. Fear of not finding the right words, feelings of guilt, or fear of being physically threatened make even themost selfconfident managers nervous. Companies handle the logistics of the termination meeting differently; what’s got to be consistent, however, is the compassion for the individual.
Following are general guidelines for conducting such meetings:
Treat the soon-to-be-fired employee with respect and dignity.
Invite a management witness (usually someone from human resources) to the meeting.
Give the employee as much freedom as possible to exit on his own terms.
With information-sensitive positions like those in IS or fi- nance, arrange in advance to have the individual’s computer systems shut down at the same time the termination meeting is occurring; also determine whether the individual will need to be escorted from the premises under supervision. (This is extreme and doesn’t preserve dignity; it is, however,
necessary at times.)
Tell Me More
Many managers make the common mistake of shaming employees at the time of termination. To deal with their own nervousness, they assume a militant and aggressive approach while defending their actions. Some even state, ‘‘If you’re planning on suing us, be my guest:We’ve got the best legal representation in town.’’ Such aggressiveness adds little value to any meeting. Instead, it makes the terminated employee feel angry and belittled.
Taken From : The Hiring and Firing Quention and Answer Book
"
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[24]=>
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["title"]=>
string(79) "96. Can we terminate an employee for egregious behavior at a company party? (3)"
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string(406) "Distribute a memo before the party reminding employees that appropriate workplace conduct standards will be maintained at all times. Employees are to act responsibly, and excessive drinking or other inappropriate behavior could result in disciplinary action or dismissal. In addition, confirm that attendance at the social event is voluntary.
Use professional bartenders when serving alcohol. Instead [...]"
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string(1460) "Distribute a memo before the party reminding employees that appropriate workplace conduct standards will be maintained at all times. Employees are to act responsibly, and excessive drinking or other inappropriate behavior could result in disciplinary action or dismissal. In addition, confirm that attendance at the social event is voluntary.
Use professional bartenders when serving alcohol. Instead of having an open bar, provide ‘‘ticket bars’’ where employees are given coupons, and establish a drink limit per individual. Instruct managers and supervisors that they are not to buy drinks for their employees under any circumstances.
Collect employees’ car keys at the beginning of the party, and stop serving alcohol early. Distribute car keys at the end of the party after you’ve ensured that employees or their family members are sober. (This could be seen as draconian, so discuss this as part of your celebration planning.)
Offer a wide variety of nonalcoholic beverages, and offer protein- rich foods that slow the body’s absorption of alcohol.
Instruct volunteer spotters and designated drivers to monitor the party and, if necessary, to drive intoxicated employees home.
Arrange for taxis or other public transportation, or book a block of rooms in a convenient hotel for anyone whose functioning may be impaired by alcohol.
Taken From : The Hiring and Firing Quention and Answer Book
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string(406) "Distribute a memo before the party reminding employees that appropriate workplace conduct standards will be maintained at all times. Employees are to act responsibly, and excessive drinking or other inappropriate behavior could result in disciplinary action or dismissal. In addition, confirm that attendance at the social event is voluntary.
Use professional bartenders when serving alcohol. Instead [...]"
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string(1460) "Distribute a memo before the party reminding employees that appropriate workplace conduct standards will be maintained at all times. Employees are to act responsibly, and excessive drinking or other inappropriate behavior could result in disciplinary action or dismissal. In addition, confirm that attendance at the social event is voluntary.
Use professional bartenders when serving alcohol. Instead of having an open bar, provide ‘‘ticket bars’’ where employees are given coupons, and establish a drink limit per individual. Instruct managers and supervisors that they are not to buy drinks for their employees under any circumstances.
Collect employees’ car keys at the beginning of the party, and stop serving alcohol early. Distribute car keys at the end of the party after you’ve ensured that employees or their family members are sober. (This could be seen as draconian, so discuss this as part of your celebration planning.)
Offer a wide variety of nonalcoholic beverages, and offer protein- rich foods that slow the body’s absorption of alcohol.
Instruct volunteer spotters and designated drivers to monitor the party and, if necessary, to drive intoxicated employees home.
Arrange for taxis or other public transportation, or book a block of rooms in a convenient hotel for anyone whose functioning may be impaired by alcohol.
Taken From : The Hiring and Firing Quention and Answer Book
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array(13) {
["title"]=>
string(79) "96. Can we terminate an employee for egregious behavior at a company party? (2)"
["link"]=>
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["pubdate"]=>
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string(373) "Unfortunately for her, the answer is that employees may be terminated for one-time indiscretions that occur off company prem-ises. First, remember that sexual harassment may exist when workers are exposed to unwanted and offensive behavior of a sexual nature or with sexual overtones. This employee’s behavior may be considered serious enough to cross the threshold [...]"
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string(1352) "Unfortunately for her, the answer is that employees may be terminated for one-time indiscretions that occur off company prem-ises. First, remember that sexual harassment may exist when workers are exposed to unwanted and offensive behavior of a sexual nature or with sexual overtones. This employee’s behavior may be considered serious enough to cross the threshold of harassment in the company’s interpretation. At the very least, such behavior could be considered a breach of company policy or of the organization’s standards of performance and conduct.
Second, remember that your treatment of an egregious situation like this may create a precedent in terms of how you handle future actions. People tend to remember incidents like this for years to come; if the employee was not discharged, it may be more diffi- cult to discharge workers in the future for similar egregious misconduct.
Finally, remember that at any type of company-sponsored party, your organization can be held liable for employees’ actions during the party as well as for any injuries incurred (yes, that could even mean a workers’ compensation claim in certain states). As a result, you might want to incorporate the following suggestions into your holiday party or picnic plans:
Taken From : The Hiring and Firing Quention and Answer Book
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string(1352) "Unfortunately for her, the answer is that employees may be terminated for one-time indiscretions that occur off company prem-ises. First, remember that sexual harassment may exist when workers are exposed to unwanted and offensive behavior of a sexual nature or with sexual overtones. This employee’s behavior may be considered serious enough to cross the threshold of harassment in the company’s interpretation. At the very least, such behavior could be considered a breach of company policy or of the organization’s standards of performance and conduct.
Second, remember that your treatment of an egregious situation like this may create a precedent in terms of how you handle future actions. People tend to remember incidents like this for years to come; if the employee was not discharged, it may be more diffi- cult to discharge workers in the future for similar egregious misconduct.
Finally, remember that at any type of company-sponsored party, your organization can be held liable for employees’ actions during the party as well as for any injuries incurred (yes, that could even mean a workers’ compensation claim in certain states). As a result, you might want to incorporate the following suggestions into your holiday party or picnic plans:
Taken From : The Hiring and Firing Quention and Answer Book
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["title"]=>
string(79) "96. Can we terminate an employee for egregious behavior at a company party? (1)"
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string(385) "Absolutely! Company-sponsored functions are an extension of the company itself. Employees are responsible for holding themselves accountable for all aspects of their conduct and behavior as if they were back in the office. Unfortunately, many employees forget their manners at company picnics and holiday parties by overdrinking or otherwise making fools of themselves. They then [...]"
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string(2088) "Absolutely! Company-sponsored functions are an extension of the company itself. Employees are responsible for holding themselves accountable for all aspects of their conduct and behavior as if they were back in the office. Unfortunately, many employees forget their manners at company picnics and holiday parties by overdrinking or otherwise making fools of themselves. They then sit back and wonder
why they’re being disciplined or terminated the next day because things got out of hand at a party.
Let’s look at an example. A female employee at a company holiday party had way too much to drink. She then became ‘‘overly friendly’’ with some of her male supervisors, and her tongue made its way into a few of the gentlemen’s ears. She hung all over these people, and, to their dismay and shock, anyone who tried to stop her was yelled at and groped. In short, she was out of control in public, and her behavior repulsed those who witnessed it.When the nice people from human resources came to escort her to the women’s restroom, she became belligerent and pushed people away from her.
The result? She was terminated the next day for inappropriate workplace conduct. Unfortunately, she couldn’t remember what happened, but the human resources folks were able to recount enough of the details that she got a pretty accurate picture before too long. Her response, interestingly enough, was defensive: ‘‘Why should I be terminated for my behavior at a company-sponsored event? After all, I would’ve never acted that way in the office. Besides, you provided the alcohol! When there’s an open bar, I sometimes get carried away. I’ll apologize to the appropriate people for my behavior, but I want my job back!’’
Tell Me More
Does she have a point? Will an apology suffice, seeing that the company
provided the alcohol? Or can an otherwise stellar employee be terminated for a one-time indiscretion, even if it occurred off company
premises?
Taken From : The Hiring and Firing Quention and Answer Book
"
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string(385) "Absolutely! Company-sponsored functions are an extension of the company itself. Employees are responsible for holding themselves accountable for all aspects of their conduct and behavior as if they were back in the office. Unfortunately, many employees forget their manners at company picnics and holiday parties by overdrinking or otherwise making fools of themselves. They then [...]"
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string(2088) "Absolutely! Company-sponsored functions are an extension of the company itself. Employees are responsible for holding themselves accountable for all aspects of their conduct and behavior as if they were back in the office. Unfortunately, many employees forget their manners at company picnics and holiday parties by overdrinking or otherwise making fools of themselves. They then sit back and wonder
why they’re being disciplined or terminated the next day because things got out of hand at a party.
Let’s look at an example. A female employee at a company holiday party had way too much to drink. She then became ‘‘overly friendly’’ with some of her male supervisors, and her tongue made its way into a few of the gentlemen’s ears. She hung all over these people, and, to their dismay and shock, anyone who tried to stop her was yelled at and groped. In short, she was out of control in public, and her behavior repulsed those who witnessed it.When the nice people from human resources came to escort her to the women’s restroom, she became belligerent and pushed people away from her.
The result? She was terminated the next day for inappropriate workplace conduct. Unfortunately, she couldn’t remember what happened, but the human resources folks were able to recount enough of the details that she got a pretty accurate picture before too long. Her response, interestingly enough, was defensive: ‘‘Why should I be terminated for my behavior at a company-sponsored event? After all, I would’ve never acted that way in the office. Besides, you provided the alcohol! When there’s an open bar, I sometimes get carried away. I’ll apologize to the appropriate people for my behavior, but I want my job back!’’
Tell Me More
Does she have a point? Will an apology suffice, seeing that the company
provided the alcohol? Or can an otherwise stellar employee be terminated for a one-time indiscretion, even if it occurred off company
premises?
Taken From : The Hiring and Firing Quention and Answer Book
"
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array(13) {
["title"]=>
string(36) "95. How do I handle job abandonment?"
["link"]=>
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["pubdate"]=>
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string(372) "Job abandonment occurs whenever an employee simply disappears from work without gaining advanced permission. Put simply, the person goes AWOL (i.e., ‘‘absent without leave’’), and you’re left wondering what to do. Can you terminate the person outright? Doyou have to give written notice and time for the employee to respond?
Understand that there is no law [...]"
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string(2669) "Job abandonment occurs whenever an employee simply disappears from work without gaining advanced permission. Put simply, the person goes AWOL (i.e., ‘‘absent without leave’’), and you’re left wondering what to do. Can you terminate the person outright? Doyou have to give written notice and time for the employee to respond?
Understand that there is no law that requires you to act a certain
way in response to an employee’s abandonment of his job. What you do is a matter of company policy and past practice. Although you have a fair amount of discretion in handling such matters, you should err on the side of caution: Pulling the plug on workers who act irresponsibly may feel good, but it’s not necessarily the optimal way to respond. After all, your reputation as a fair employer may be at stake.
Tell Me More
It’s best to provide AWOL employees with written notification that they will be terminated if they don’t respond by a specific date. Here’s how it works: Many companies have policies that define job abandonment as unapproved time away from work for three consecutive days. Let’s assume you don’t hear from an employee on Monday —a simple no-call, no-show. You’d probably call that employee at home and leave a message on the home answering machine stating your concern. (Of course, when enforcing policies of this sort, you must be sensitive to human health concerns. There is always a possibility that the employee was in an accident or may be hospitalized and unable to communicate with you.)
By Tuesday afternoon, you’ll make a second phone call. In this message, inform the employee that you’ll be sending an overnight FedEx or Airborne letter to the individual’s home (see Appendix U for a sample letter) for a Wednesday arrival. Your voice mail message should state that if she doesn’t report to work or at least call by Wednesday afternoon, you’ll assume that she’s abandoned her job. You’ll process her termination accordingly.
What if the employee’s home phone number is no longer in order? Send the letter anyway. Ditto if the letter comes back undeliverable. It’s the employee’s responsibility to keep you informed of address and phone number changes. If an employee fails to do that, it further demonstrates the employee’s irresponsibility. Process the termination onWednesday. The termination date should beWednesday; most states will permit you to pay the employee only through the last day worked. In this case, you would pay the individual only through the previous Friday.
Taken From : The Hiring and Firing Quention and Answer Book
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Understand that there is no law [...]"
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string(2669) "Job abandonment occurs whenever an employee simply disappears from work without gaining advanced permission. Put simply, the person goes AWOL (i.e., ‘‘absent without leave’’), and you’re left wondering what to do. Can you terminate the person outright? Doyou have to give written notice and time for the employee to respond?
Understand that there is no law that requires you to act a certain
way in response to an employee’s abandonment of his job. What you do is a matter of company policy and past practice. Although you have a fair amount of discretion in handling such matters, you should err on the side of caution: Pulling the plug on workers who act irresponsibly may feel good, but it’s not necessarily the optimal way to respond. After all, your reputation as a fair employer may be at stake.
Tell Me More
It’s best to provide AWOL employees with written notification that they will be terminated if they don’t respond by a specific date. Here’s how it works: Many companies have policies that define job abandonment as unapproved time away from work for three consecutive days. Let’s assume you don’t hear from an employee on Monday —a simple no-call, no-show. You’d probably call that employee at home and leave a message on the home answering machine stating your concern. (Of course, when enforcing policies of this sort, you must be sensitive to human health concerns. There is always a possibility that the employee was in an accident or may be hospitalized and unable to communicate with you.)
By Tuesday afternoon, you’ll make a second phone call. In this message, inform the employee that you’ll be sending an overnight FedEx or Airborne letter to the individual’s home (see Appendix U for a sample letter) for a Wednesday arrival. Your voice mail message should state that if she doesn’t report to work or at least call by Wednesday afternoon, you’ll assume that she’s abandoned her job. You’ll process her termination accordingly.
What if the employee’s home phone number is no longer in order? Send the letter anyway. Ditto if the letter comes back undeliverable. It’s the employee’s responsibility to keep you informed of address and phone number changes. If an employee fails to do that, it further demonstrates the employee’s irresponsibility. Process the termination onWednesday. The termination date should beWednesday; most states will permit you to pay the employee only through the last day worked. In this case, you would pay the individual only through the previous Friday.
Taken From : The Hiring and Firing Quention and Answer Book
"
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array(13) {
["title"]=>
string(42) "72. How do I maximize exit interviews? (1)"
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["pubdate"]=>
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string(388) "You’re not required to conduct exit interviews, but polling your departing employees can reveal very useful information regarding
their reasons for leaving your company and pursuing opportunities
elsewhere. How do you make exit interviews confidential and effective? Most departing workers won’t look to bash their boss on their way out the door. Even if they were dissatisfied, [...]"
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string(3214) "You’re not required to conduct exit interviews, but polling your departing employees can reveal very useful information regarding
their reasons for leaving your company and pursuing opportunities
elsewhere. How do you make exit interviews confidential and effective? Most departing workers won’t look to bash their boss on their way out the door. Even if they were dissatisfied, there is always a sense that the information they provide will somehow be placed in their personnel file and come back to haunt them should they ever look to be rehired by your company. There is also a fear that bashing one’s boss could lead to negative references with prospective employers.
Tell Me More
First of all, you’ve got to decide who will conduct the exit interview.
A member of your organization’s human resources team or a senior
member of departmental management is the best choice. Immediate
supervisors aren’t recommended for this task because their presence
may bias employees’ feedback.
Second, you’ve got to determine whether your exit interviews will be done in writing or via a personal conversation. Ideally, you should do both: Exiting employees coming to drop off their company IDs and to pick up their final checks should be required to fill out an exit interview questionnaire first. Then they can verbally share their experiences with the company during the face-to-face meeting after the written questionnaire is completed.
If you develop a written questionnaire, be sure to construct it so that the information can be fed into the computer and tracked for
trends and patterns. Some of the questions you might include in the
questionnaire fall under the following five categories (which can be
mirrored for staff, as well as for management employees): (1) nature
of the work and job responsibilities, (2) relationship with the supervisor, (3) employee compensation and benefits, (4) career progression opportunities, and (5) reason for leaving. A sample questionnaire covering all five categories can be found in Appendix M.
A brief look at a resigning employee’s responses before the
face-to-face meeting should provide some insightful feedback regarding
that individual’s experiences. The true value in the exit interview
data lies, however, in the pooled information developed
over time and across departments. For example, you can look to exit
interviews to substantiate your suspicion that a particular supervisor
lacks the leadership abilities to motivate and retain staff. Such
objective evidence may help you sell the benefits of management
training to particular supervisors or even substantiate employee
complaints against them in the form of progressive discipline.
One caveat here: Exit interviews work well with employees who are laid off or who resign of their own accord. They’re less useful when given to employees who are being terminated for cause because such employees often lack the objectivity to assess the working situation fairly.
Taken From : The Hiring and Firing Quention and Answer Book
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their reasons for leaving your company and pursuing opportunities
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their reasons for leaving your company and pursuing opportunities
elsewhere. How do you make exit interviews confidential and effective? Most departing workers won’t look to bash their boss on their way out the door. Even if they were dissatisfied, there is always a sense that the information they provide will somehow be placed in their personnel file and come back to haunt them should they ever look to be rehired by your company. There is also a fear that bashing one’s boss could lead to negative references with prospective employers.
Tell Me More
First of all, you’ve got to decide who will conduct the exit interview.
A member of your organization’s human resources team or a senior
member of departmental management is the best choice. Immediate
supervisors aren’t recommended for this task because their presence
may bias employees’ feedback.
Second, you’ve got to determine whether your exit interviews will be done in writing or via a personal conversation. Ideally, you should do both: Exiting employees coming to drop off their company IDs and to pick up their final checks should be required to fill out an exit interview questionnaire first. Then they can verbally share their experiences with the company during the face-to-face meeting after the written questionnaire is completed.
If you develop a written questionnaire, be sure to construct it so that the information can be fed into the computer and tracked for
trends and patterns. Some of the questions you might include in the
questionnaire fall under the following five categories (which can be
mirrored for staff, as well as for management employees): (1) nature
of the work and job responsibilities, (2) relationship with the supervisor, (3) employee compensation and benefits, (4) career progression opportunities, and (5) reason for leaving. A sample questionnaire covering all five categories can be found in Appendix M.
A brief look at a resigning employee’s responses before the
face-to-face meeting should provide some insightful feedback regarding
that individual’s experiences. The true value in the exit interview
data lies, however, in the pooled information developed
over time and across departments. For example, you can look to exit
interviews to substantiate your suspicion that a particular supervisor
lacks the leadership abilities to motivate and retain staff. Such
objective evidence may help you sell the benefits of management
training to particular supervisors or even substantiate employee
complaints against them in the form of progressive discipline.
One caveat here: Exit interviews work well with employees who are laid off or who resign of their own accord. They’re less useful when given to employees who are being terminated for cause because such employees often lack the objectivity to assess the working situation fairly.
Taken From : The Hiring and Firing Quention and Answer Book
"
["date_timestamp"]=>
int(1258733178)
}
[29]=>
array(13) {
["title"]=>
string(120) "94. If an employee gives two weeks’ notice of resignation, are we permitted to let the employee go that same day? (2)"
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string(363) "If you ask employees to leave that day, however, then you set the final date of termination. Technically speaking, you become the ‘‘moving party,’’ and you’ll have changed their resignation to a termination. What does that mean? First, from an unemployment insurance standpoint, the employee may be eligible for unemployment. If the company is the [...]"
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string(1992) "If you ask employees to leave that day, however, then you set the final date of termination. Technically speaking, you become the ‘‘moving party,’’ and you’ll have changed their resignation to a termination. What does that mean? First, from an unemployment insurance standpoint, the employee may be eligible for unemployment. If the company is the moving party, states will typically award a claim of unemployment insurance to a petitioner employee.
Second, there is a possibility that an employee who leaves under adverse circumstances may pursue legal action against you in the form of a wrongful termination lawsuit. Remember that in wrongful termination challenges, the burden may be on you to prove that you had cause to terminate. Since you were the moving party but the employee may have had no performance problems during his tenure, you wouldn’t necessarily be able to demonstrate that you had cause to terminate. And lo and behold—you’d have to settle out of court because you’d have no defense.
There’s a combination solution to avoid this unemployment claim and wrongful termination liability exposure: First, ensure that you have a clearly defined employment-at-will working relationship by documenting the at-will policy on employment applications, in company handbooks, in offer letters, and in free-standing employment- at-will confirmation statements. Second, simply pay employees for their two weeks’ notice if you require them to leave the same day that they give notice. In essence, that two-week payout serves as a simple insurance policy. The employee is paid through the end of the notice period, that individual remains the ‘‘moving party,’’ and claims for unemployment insurance or wrongful termination liability should be minimized.Make this a standard employment practice whenever you relieve people of their duties before their resignation date.
Taken From : The Hiring and Firing Quention and Answer Book
"
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string(363) "If you ask employees to leave that day, however, then you set the final date of termination. Technically speaking, you become the ‘‘moving party,’’ and you’ll have changed their resignation to a termination. What does that mean? First, from an unemployment insurance standpoint, the employee may be eligible for unemployment. If the company is the [...]"
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string(1992) "If you ask employees to leave that day, however, then you set the final date of termination. Technically speaking, you become the ‘‘moving party,’’ and you’ll have changed their resignation to a termination. What does that mean? First, from an unemployment insurance standpoint, the employee may be eligible for unemployment. If the company is the moving party, states will typically award a claim of unemployment insurance to a petitioner employee.
Second, there is a possibility that an employee who leaves under adverse circumstances may pursue legal action against you in the form of a wrongful termination lawsuit. Remember that in wrongful termination challenges, the burden may be on you to prove that you had cause to terminate. Since you were the moving party but the employee may have had no performance problems during his tenure, you wouldn’t necessarily be able to demonstrate that you had cause to terminate. And lo and behold—you’d have to settle out of court because you’d have no defense.
There’s a combination solution to avoid this unemployment claim and wrongful termination liability exposure: First, ensure that you have a clearly defined employment-at-will working relationship by documenting the at-will policy on employment applications, in company handbooks, in offer letters, and in free-standing employment- at-will confirmation statements. Second, simply pay employees for their two weeks’ notice if you require them to leave the same day that they give notice. In essence, that two-week payout serves as a simple insurance policy. The employee is paid through the end of the notice period, that individual remains the ‘‘moving party,’’ and claims for unemployment insurance or wrongful termination liability should be minimized.Make this a standard employment practice whenever you relieve people of their duties before their resignation date.
Taken From : The Hiring and Firing Quention and Answer Book
"
["date_timestamp"]=>
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[30]=>
array(13) {
["title"]=>
string(120) "94. If an employee gives two weeks’ notice of resignation, are we permitted to let the employee go that same day? (1)"
["link"]=>
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["pubdate"]=>
string(31) "Sat, 14 Nov 2009 17:34:57 +0000"
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["description"]=>
string(358) "Most resignations are fairly straightforward: Employees give you written notice of their intentions to leave the company, and two weeks later they’re gone. However, many companies with salespeople ask account executives to leave the same day that they give notice. The logic there is that salespeople who are leaving to join the competition may bring [...]"
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string(1582) "Most resignations are fairly straightforward: Employees give you written notice of their intentions to leave the company, and two weeks later they’re gone. However, many companies with salespeople ask account executives to leave the same day that they give notice. The logic there is that salespeople who are leaving to join the competition may bring sensitive client information with them.
It’s also the case that managers sometimes feel that certain nonsales
employees are better off leaving that same day that notice is given. The reason? If those employees are perceived to be troublemakers,
if they have access to sensitive company information (especially information systems or finance employees), or if they appear to have mentally checked out, then having them around may be a morale or security problem.
In such cases, it is certainly acceptable to ask employees to leave the day they give notice. After all, they’ve already given notice of their intention to leave your company, haven’t they?Wait—there’s a catch here. If this is done incorrectly, you could be exposing your company to unnecessary liability.
Tell Me More
When employees give notice of resignation, they are technically seen as the ‘‘moving party’’ in the termination. They have the right to give two weeks’ notice and work through those two weeks, especially if your company states in its handbook that it expects employees to give two weeks’ notice upon resignation.
Taken From : The Hiring and Firing Quention and Answer Book
"
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string(358) "Most resignations are fairly straightforward: Employees give you written notice of their intentions to leave the company, and two weeks later they’re gone. However, many companies with salespeople ask account executives to leave the same day that they give notice. The logic there is that salespeople who are leaving to join the competition may bring [...]"
["atom_content"]=>
string(1582) "Most resignations are fairly straightforward: Employees give you written notice of their intentions to leave the company, and two weeks later they’re gone. However, many companies with salespeople ask account executives to leave the same day that they give notice. The logic there is that salespeople who are leaving to join the competition may bring sensitive client information with them.
It’s also the case that managers sometimes feel that certain nonsales
employees are better off leaving that same day that notice is given. The reason? If those employees are perceived to be troublemakers,
if they have access to sensitive company information (especially information systems or finance employees), or if they appear to have mentally checked out, then having them around may be a morale or security problem.
In such cases, it is certainly acceptable to ask employees to leave the day they give notice. After all, they’ve already given notice of their intention to leave your company, haven’t they?Wait—there’s a catch here. If this is done incorrectly, you could be exposing your company to unnecessary liability.
Tell Me More
When employees give notice of resignation, they are technically seen as the ‘‘moving party’’ in the termination. They have the right to give two weeks’ notice and work through those two weeks, especially if your company states in its handbook that it expects employees to give two weeks’ notice upon resignation.
Taken From : The Hiring and Firing Quention and Answer Book
"
["date_timestamp"]=>
int(1258220097)
}
[31]=>
array(13) {
["title"]=>
string(9) "LESSON 12"
["link"]=>
string(34) "http://cuisinedegourmet.com/?p=632"
["comments"]=>
string(43) "http://cuisinedegourmet.com/?p=632#comments"
["pubdate"]=>
string(31) "Wed, 11 Nov 2009 07:44:00 +0000"
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["category"]=>
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["guid"]=>
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["description"]=>
string(272) "Exercises: Go back to the people you chose see pegs for or find new ones, give them a name (first only), turn the name into a picture and put that picture on their see peg.
Get a magazine, find people - pick a see peg, give them a name - turn the name into a picture [...]"
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string(1546) "Exercises: Go back to the people you chose see pegs for or find new ones, give them a name (first only), turn the name into a picture and put that picture on their see peg.
Get a magazine, find people - pick a see peg, give them a name - turn the name into a picture - put the picture on the peg!
LESSON 13
Applications:
A). Things to do - put pictures of things to do on a peg list.
B). Where you put something - Get a picture and add action.
C). Directions - left = leaves, rate = rat - always get landmarks! Pictures and Action!
Exercises:
1). How would you remember to buy detergent? (Put a picture of detergent on a peg!)
2). Think of some kind of application. Will a picture a nd action be enough? Maybe you’ll need a peg.
LESSON 14
STUDENTS
Example: Columbus discovered America 1492
pictures: A column on top of a bus driving through your city with rings (14) all over the column.A cat (9) jumps on top of the bus and turns on a light switch!
The story above is a picture/action scene which is easily remembered!
NUMBERS
Use the tree list and build a chain!
example: 7132016 = Dice that you throw at a witch, she starts to smoke cigarettes and then eats somecandy!
exercise: Practice taking information
Turning it into pictures and
Building a chain story or putting those pictures on Pegs!
Taken From: Mega Memory Book
"
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string(272) "Exercises: Go back to the people you chose see pegs for or find new ones, give them a name (first only), turn the name into a picture and put that picture on their see peg.
Get a magazine, find people - pick a see peg, give them a name - turn the name into a picture [...]"
["atom_content"]=>
string(1546) "Exercises: Go back to the people you chose see pegs for or find new ones, give them a name (first only), turn the name into a picture and put that picture on their see peg.
Get a magazine, find people - pick a see peg, give them a name - turn the name into a picture - put the picture on the peg!
LESSON 13
Applications:
A). Things to do - put pictures of things to do on a peg list.
B). Where you put something - Get a picture and add action.
C). Directions - left = leaves, rate = rat - always get landmarks! Pictures and Action!
Exercises:
1). How would you remember to buy detergent? (Put a picture of detergent on a peg!)
2). Think of some kind of application. Will a picture a nd action be enough? Maybe you’ll need a peg.
LESSON 14
STUDENTS
Example: Columbus discovered America 1492
pictures: A column on top of a bus driving through your city with rings (14) all over the column.A cat (9) jumps on top of the bus and turns on a light switch!
The story above is a picture/action scene which is easily remembered!
NUMBERS
Use the tree list and build a chain!
example: 7132016 = Dice that you throw at a witch, she starts to smoke cigarettes and then eats somecandy!
exercise: Practice taking information
Turning it into pictures and
Building a chain story or putting those pictures on Pegs!
Taken From: Mega Memory Book
"
["date_timestamp"]=>
int(1257925440)
}
[32]=>
array(13) {
["title"]=>
string(61) "93. Should letters of termination be specific or generic? (1)"
["link"]=>
string(34) "http://cuisinedegourmet.com/?p=746"
["comments"]=>
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["pubdate"]=>
string(31) "Sun, 08 Nov 2009 17:29:05 +0000"
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string(391) "It’s up to you. Some companies don’t provide any written information
to employees upon their termination for fear that the documentation
may be used against the organization. They simply provide employees with final checks and COBRA paperwork. Other companies provide a very basic written statement declaring, ‘‘Today will be your last day of employment with the company.’’ [...]"
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string(1646) "It’s up to you. Some companies don’t provide any written information
to employees upon their termination for fear that the documentation
may be used against the organization. They simply provide employees with final checks and COBRA paperwork. Other companies provide a very basic written statement declaring, ‘‘Today will be your last day of employment with the company.’’ No cause of termination is mentioned.
Still other companies provide very detailed information in a written letter explaining all the reasons why termination is occurring. Remember, a well-constructed termination letter could go a long way toward fending off potential litigation claims because contingency plaintiff attorneys are less likely to take a case that appears to be airtight in favor of the employer. On the other hand, a termination letter with inaccurate information could be the very documentation a plaintiff attorney needs to prove that the company was less than responsible in the fact-finding that led up to the decision to terminate.
Tell Me More
If you’re going to write a specific letter of termination, include the following information in the body of the letter:
Written warnings
Performance reviews that showthe employee was not meeting expectations
Merit reviews that show the employee received no increase in pay
Any decision-making leaves or suspensions that the employee
received prior to termination
Any other affirmative efforts you made in an attempt to rehabilitate
the employee
Taken From : The Hiring and Firing Quention and Answer Book
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string(391) "It’s up to you. Some companies don’t provide any written information
to employees upon their termination for fear that the documentation
may be used against the organization. They simply provide employees with final checks and COBRA paperwork. Other companies provide a very basic written statement declaring, ‘‘Today will be your last day of employment with the company.’’ [...]"
["atom_content"]=>
string(1646) "It’s up to you. Some companies don’t provide any written information
to employees upon their termination for fear that the documentation
may be used against the organization. They simply provide employees with final checks and COBRA paperwork. Other companies provide a very basic written statement declaring, ‘‘Today will be your last day of employment with the company.’’ No cause of termination is mentioned.
Still other companies provide very detailed information in a written letter explaining all the reasons why termination is occurring. Remember, a well-constructed termination letter could go a long way toward fending off potential litigation claims because contingency plaintiff attorneys are less likely to take a case that appears to be airtight in favor of the employer. On the other hand, a termination letter with inaccurate information could be the very documentation a plaintiff attorney needs to prove that the company was less than responsible in the fact-finding that led up to the decision to terminate.
Tell Me More
If you’re going to write a specific letter of termination, include the following information in the body of the letter:
Written warnings
Performance reviews that showthe employee was not meeting expectations
Merit reviews that show the employee received no increase in pay
Any decision-making leaves or suspensions that the employee
received prior to termination
Any other affirmative efforts you made in an attempt to rehabilitate
the employee
Taken From : The Hiring and Firing Quention and Answer Book
"
["date_timestamp"]=>
int(1257701345)
}
[33]=>
array(13) {
["title"]=>
string(111) "92. How long do I have to terminate an employee after a final incident occurs that violates prior warnings? (2)"
["link"]=>
string(34) "http://cuisinedegourmet.com/?p=745"
["comments"]=>
string(43) "http://cuisinedegourmet.com/?p=745#comments"
["pubdate"]=>
string(31) "Thu, 05 Nov 2009 17:26:22 +0000"
["dc"]=>
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["description"]=>
string(318) "In addition, you may plan to terminate an individual on a Tuesday morning, and that person may call in sick that day. In such cases, keep the employee on the payroll until she returns to work. The day she arrives should be the ultimate termination date.
Finally, understand that not all companies are able to cut [...]"
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string(2007) "In addition, you may plan to terminate an individual on a Tuesday morning, and that person may call in sick that day. In such cases, keep the employee on the payroll until she returns to work. The day she arrives should be the ultimate termination date.
Finally, understand that not all companies are able to cut final checks on the same day that they’re requested. If your organization requires twenty-four hours to process final checks, you should still meet with the employee on the day she returns to work in order to terminate her. However, depending on payroll rules in your state, you may need to ask her to leave the company premises but keep her on the payroll for an additional day.
For example, in California, if the employee calls in sick on Tuesday and Wednesday but returns to work on Thursday, you should meet with her on Thursday to conduct the termination meeting. Inform her, however, that payroll will need twenty-four hours to cut the check, so she’ll actually be paid through the end of business on Friday. This way you’ll meet California’s wage and hour regulations that stipulate that employees are to receive their final wages on the day of termination.
Other states do not require that workers receive final wages on their termination date. Instead, they provide employers with more flexibility by allowing companies to pay employees’ final wages at other intervals—for example, by the next due date in the pay cycle. Learn your state’s, county’s, or city’s regulations regarding final payment of wages. The lesson here, however, is to be sure to keep people on the payroll for additional time so that you avoid violating any wage and hour regulations. After all, you may be challenged for wrongful termination: You don’t want to add to your liability or potentially show a jury that you were sloppy in such basic matters as getting people their final check on time.
Taken From : The Hiring and Firing Quention and Answer Book
"
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string(318) "In addition, you may plan to terminate an individual on a Tuesday morning, and that person may call in sick that day. In such cases, keep the employee on the payroll until she returns to work. The day she arrives should be the ultimate termination date.
Finally, understand that not all companies are able to cut [...]"
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string(2007) "In addition, you may plan to terminate an individual on a Tuesday morning, and that person may call in sick that day. In such cases, keep the employee on the payroll until she returns to work. The day she arrives should be the ultimate termination date.
Finally, understand that not all companies are able to cut final checks on the same day that they’re requested. If your organization requires twenty-four hours to process final checks, you should still meet with the employee on the day she returns to work in order to terminate her. However, depending on payroll rules in your state, you may need to ask her to leave the company premises but keep her on the payroll for an additional day.
For example, in California, if the employee calls in sick on Tuesday and Wednesday but returns to work on Thursday, you should meet with her on Thursday to conduct the termination meeting. Inform her, however, that payroll will need twenty-four hours to cut the check, so she’ll actually be paid through the end of business on Friday. This way you’ll meet California’s wage and hour regulations that stipulate that employees are to receive their final wages on the day of termination.
Other states do not require that workers receive final wages on their termination date. Instead, they provide employers with more flexibility by allowing companies to pay employees’ final wages at other intervals—for example, by the next due date in the pay cycle. Learn your state’s, county’s, or city’s regulations regarding final payment of wages. The lesson here, however, is to be sure to keep people on the payroll for additional time so that you avoid violating any wage and hour regulations. After all, you may be challenged for wrongful termination: You don’t want to add to your liability or potentially show a jury that you were sloppy in such basic matters as getting people their final check on time.
Taken From : The Hiring and Firing Quention and Answer Book
"
["date_timestamp"]=>
int(1257441982)
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[34]=>
array(13) {
["title"]=>
string(40) "New Collections Zenni Optical Eyeglasses"
["link"]=>
string(34) "http://cuisinedegourmet.com/?p=924"
["comments"]=>
string(43) "http://cuisinedegourmet.com/?p=924#comments"
["pubdate"]=>
string(31) "Thu, 05 Nov 2009 03:21:03 +0000"
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["description"]=>
string(328) "Are you have vision problem and need to buy eyeglasses? If the answer is yes, you have come to the right place, because this review will tell you about Zenni Optical. Shopping eyeglasses at Zenni Optical can save your money because you always can get cheap price. People’s favorite is $8 Prescription Zenni Glasses. Now, [...]"
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string(783) "Are you have vision problem and need to buy eyeglasses? If the answer is yes, you have come to the right place, because this review will tell you about Zenni Optical. Shopping eyeglasses at Zenni Optical can save your money because you always can get cheap price. People’s favorite is $8 Prescription Zenni Glasses. Now, you can purchase some new collection from Zenni Optical. You can buy the colorful Holiday Fun Eyeglasses . It is very cool. Get the New Arrivals before it’s late. You can get many free things as well. See the complete collection and choose the frames at the official site.
"
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string(328) "Are you have vision problem and need to buy eyeglasses? If the answer is yes, you have come to the right place, because this review will tell you about Zenni Optical. Shopping eyeglasses at Zenni Optical can save your money because you always can get cheap price. People’s favorite is $8 Prescription Zenni Glasses. Now, [...]"
["atom_content"]=>
string(783) "Are you have vision problem and need to buy eyeglasses? If the answer is yes, you have come to the right place, because this review will tell you about Zenni Optical. Shopping eyeglasses at Zenni Optical can save your money because you always can get cheap price. People’s favorite is $8 Prescription Zenni Glasses. Now, you can purchase some new collection from Zenni Optical. You can buy the colorful Holiday Fun Eyeglasses . It is very cool. Get the New Arrivals before it’s late. You can get many free things as well. See the complete collection and choose the frames at the official site.
"
["date_timestamp"]=>
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[35]=>
array(13) {
["title"]=>
string(46) "71. How can I encourage an underperforming (4)"
["link"]=>
string(34) "http://cuisinedegourmet.com/?p=542"
["comments"]=>
string(43) "http://cuisinedegourmet.com/?p=542#comments"
["pubdate"]=>
string(31) "Mon, 02 Nov 2009 16:02:53 +0000"
["dc"]=>
array(1) {
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["guid"]=>
string(27) "http://localhost/wp/?p=1651"
["description"]=>
string(407) "This velvet glove approach is typically somewhat challenging to deliver, but it lowers the tension in the relationship immediately. It’s always better to tell people where they stand than to make them
‘‘divine’’ from their managers’ actions that they’re not wanted. When people are treated professionally and respectfully, they’ll typically
respond in kind.
Are there downsides to this [...]"
["content"]=>
array(1) {
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string(2423) "This velvet glove approach is typically somewhat challenging to deliver, but it lowers the tension in the relationship immediately. It’s always better to tell people where they stand than to make them
‘‘divine’’ from their managers’ actions that they’re not wanted. When people are treated professionally and respectfully, they’ll typically
respond in kind.
Are there downsides to this intervention technique? Not really, as long as:
You’re careful to ensure that the employee understands that this is her decision (thereby avoiding a constructive discharge claim later down the road)
You advise her of the objective performance standards she’ll be responsible for meeting if she chooses to stay
You carefully document the meeting, including the employee’s
response
Just remember that it’s your meeting—not theirs. Tell them that
anything’s open for discussion as long as it’s said with the other
party’s best interests in mind and in a spirit of constructive criticism.
There’s no attacking and no need for defending, and the meeting
will be stopped if you sense that either party is breaching that rule.
You’ll get to the truly human concerns at issue and allow your
employees to take back control of their careers. In fact, for some
troubled employees, you may be giving them a chance to take back
control of their lives.
How often does this approach work? It depends. In my experience,
it’s an 80–20 game: 20 percent of the time employees choose to resign on the spot or at least tell you that they’ll agree to begin
looking immediately for other work. That may not seem like a great
track record, but if you look longer range, you’ll find that many
employees leave the company within three or four months after a
meeting like this.
After all, no matter how angry employees are at the company, they’ll come to realize that fighting an uphill battle makes no sense. When angry people are treated respectfully, their anger dissipates. And when the anger is gone, they feel less inclined to stay with your company ‘‘on principle.’’ More important, they’ll leave quietly, on
their own terms without all the histrionics and threats of lawsuits.
Taken From : The Hiring and Firing Quention and Answer Book
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string(407) "This velvet glove approach is typically somewhat challenging to deliver, but it lowers the tension in the relationship immediately. It’s always better to tell people where they stand than to make them
‘‘divine’’ from their managers’ actions that they’re not wanted. When people are treated professionally and respectfully, they’ll typically
respond in kind.
Are there downsides to this [...]"
["atom_content"]=>
string(2423) "This velvet glove approach is typically somewhat challenging to deliver, but it lowers the tension in the relationship immediately. It’s always better to tell people where they stand than to make them
‘‘divine’’ from their managers’ actions that they’re not wanted. When people are treated professionally and respectfully, they’ll typically
respond in kind.
Are there downsides to this intervention technique? Not really, as long as:
You’re careful to ensure that the employee understands that this is her decision (thereby avoiding a constructive discharge claim later down the road)
You advise her of the objective performance standards she’ll be responsible for meeting if she chooses to stay
You carefully document the meeting, including the employee’s
response
Just remember that it’s your meeting—not theirs. Tell them that
anything’s open for discussion as long as it’s said with the other
party’s best interests in mind and in a spirit of constructive criticism.
There’s no attacking and no need for defending, and the meeting
will be stopped if you sense that either party is breaching that rule.
You’ll get to the truly human concerns at issue and allow your
employees to take back control of their careers. In fact, for some
troubled employees, you may be giving them a chance to take back
control of their lives.
How often does this approach work? It depends. In my experience,
it’s an 80–20 game: 20 percent of the time employees choose to resign on the spot or at least tell you that they’ll agree to begin
looking immediately for other work. That may not seem like a great
track record, but if you look longer range, you’ll find that many
employees leave the company within three or four months after a
meeting like this.
After all, no matter how angry employees are at the company, they’ll come to realize that fighting an uphill battle makes no sense. When angry people are treated respectfully, their anger dissipates. And when the anger is gone, they feel less inclined to stay with your company ‘‘on principle.’’ More important, they’ll leave quietly, on
their own terms without all the histrionics and threats of lawsuits.
Taken From : The Hiring and Firing Quention and Answer Book
"
["date_timestamp"]=>
int(1257177773)
}
[36]=>
array(13) {
["title"]=>
string(120) "91. Can a nonunion employee demand that a coworker be present at a progressive disciplinary meeting with management? (2)"
["link"]=>
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string(391) "In addition, I believe it is not in your company’s best interests to voluntarily share with employees that they have the right to coworker
participation. Whereas Weingarten rights have been around for union employees for twenty-five years, this new interpretation for nonunion employees is untested.
In addition, coworkers in general—unlike union stewards, who are trained in basic [...]"
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string(1215) "In addition, I believe it is not in your company’s best interests to voluntarily share with employees that they have the right to coworker
participation. Whereas Weingarten rights have been around for union employees for twenty-five years, this new interpretation for nonunion employees is untested.
In addition, coworkers in general—unlike union stewards, who are trained in basic employee relation principles and practices—may not understand the fundamental rules of management intervention. As a result, unqualified ‘‘coworker’’ involvement may create problems in sensitive investigations. By expanding the ‘‘need to know’’ circle, the coworker’s presence creates a greater chance of loss of confidentiality or breach of privacy.
This new interpretation of Weingarten constitutes a substantial change in the law and imposes additional duties on nonunion employers. The case is on further appeal as of this writing, so it’s best to check with qualified legal counsel whenever a nonunion employee requests the presence of a coworker at an investigatory meeting that could result in discipline.
Taken From : The Hiring and Firing Quention and Answer Book
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participation. Whereas Weingarten rights have been around for union employees for twenty-five years, this new interpretation for nonunion employees is untested.
In addition, coworkers in general—unlike union stewards, who are trained in basic [...]"
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string(1215) "In addition, I believe it is not in your company’s best interests to voluntarily share with employees that they have the right to coworker
participation. Whereas Weingarten rights have been around for union employees for twenty-five years, this new interpretation for nonunion employees is untested.
In addition, coworkers in general—unlike union stewards, who are trained in basic employee relation principles and practices—may not understand the fundamental rules of management intervention. As a result, unqualified ‘‘coworker’’ involvement may create problems in sensitive investigations. By expanding the ‘‘need to know’’ circle, the coworker’s presence creates a greater chance of loss of confidentiality or breach of privacy.
This new interpretation of Weingarten constitutes a substantial change in the law and imposes additional duties on nonunion employers. The case is on further appeal as of this writing, so it’s best to check with qualified legal counsel whenever a nonunion employee requests the presence of a coworker at an investigatory meeting that could result in discipline.
Taken From : The Hiring and Firing Quention and Answer Book
"
["date_timestamp"]=>
int(1256923207)
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[37]=>
array(13) {
["title"]=>
string(120) "91. Can a nonunion employee demand that a coworker be present at a progressive disciplinary meeting with management? (1)"
["link"]=>
string(34) "http://cuisinedegourmet.com/?p=742"
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["pubdate"]=>
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["description"]=>
string(366) "Possibly. The Weingarten case in 1975 confirmed that unionized employees
have the right to act in concert for their mutual aid and protection as set forth in section 7 of the National Labor Relations Act (NLRA) and to ensure evenhanded treatment of employees. Atthat time, the National Labor Relations Board (NLRB) didn’t expand the Weingarten interpretation [...]"
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string(1538) "Possibly. The Weingarten case in 1975 confirmed that unionized employees
have the right to act in concert for their mutual aid and protection as set forth in section 7 of the National Labor Relations Act (NLRA) and to ensure evenhanded treatment of employees. Atthat time, the National Labor Relations Board (NLRB) didn’t expand the Weingarten interpretation to include nonunion employees.
However, on July 10, 2000, that changed. The NLRB abandoned its long-standing limitation on Weingarten rights and extended those rights to nonunion employees in Epilepsy Foundation of Northeast Ohio, 331 NLRB No. 92. In that case, the NLRB overruled its prior decisions and extended the Weingarten benefits to union and nonunion employees alike.
In short, employees, even in nonunion jobs, have the right to request the presence of a coworker at an investigatory interview that the employee reasonably believes could result in disciplinary action.
Tell Me More
There appear to be limitations on employees’ rights in this new interpretation. First, nonunion employees must request the presence
of a coworker representative. Your company doesn’t have any obligation
to provide a representative if one hasn’t been requested. Second, the employee has the right only to the presence of a coworker —not a union steward or attorney. Requests for attorney participation in internal company matters should especially be denied.
Taken From : The Hiring and Firing Quention and Answer Book
"
}
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string(366) "Possibly. The Weingarten case in 1975 confirmed that unionized employees
have the right to act in concert for their mutual aid and protection as set forth in section 7 of the National Labor Relations Act (NLRA) and to ensure evenhanded treatment of employees. Atthat time, the National Labor Relations Board (NLRB) didn’t expand the Weingarten interpretation [...]"
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string(1538) "Possibly. The Weingarten case in 1975 confirmed that unionized employees
have the right to act in concert for their mutual aid and protection as set forth in section 7 of the National Labor Relations Act (NLRA) and to ensure evenhanded treatment of employees. Atthat time, the National Labor Relations Board (NLRB) didn’t expand the Weingarten interpretation to include nonunion employees.
However, on July 10, 2000, that changed. The NLRB abandoned its long-standing limitation on Weingarten rights and extended those rights to nonunion employees in Epilepsy Foundation of Northeast Ohio, 331 NLRB No. 92. In that case, the NLRB overruled its prior decisions and extended the Weingarten benefits to union and nonunion employees alike.
In short, employees, even in nonunion jobs, have the right to request the presence of a coworker at an investigatory interview that the employee reasonably believes could result in disciplinary action.
Tell Me More
There appear to be limitations on employees’ rights in this new interpretation. First, nonunion employees must request the presence
of a coworker representative. Your company doesn’t have any obligation
to provide a representative if one hasn’t been requested. Second, the employee has the right only to the presence of a coworker —not a union steward or attorney. Requests for attorney participation in internal company matters should especially be denied.
Taken From : The Hiring and Firing Quention and Answer Book
"
["date_timestamp"]=>
int(1256663690)
}
[38]=>
array(13) {
["title"]=>
string(113) "90. Can a union employee demand that a steward be present at a progressive disciplinary meeting with management?"
["link"]=>
string(34) "http://cuisinedegourmet.com/?p=741"
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["pubdate"]=>
string(31) "Sat, 24 Oct 2009 17:06:13 +0000"
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["category"]=>
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["guid"]=>
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["description"]=>
string(382) "Yes. The Supreme Court ruled in the 1975 case National Labor Relations
Board v. Weingarten, Inc. that employees in a unionized organization
have the right to union representation during an investigation interview if the employee reasonably believes that the meeting may result in disciplinary action. Although you’re not required by law to tell unionized employees that they [...]"
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string(2508) "Yes. The Supreme Court ruled in the 1975 case National Labor Relations
Board v. Weingarten, Inc. that employees in a unionized organization
have the right to union representation during an investigation interview if the employee reasonably believes that the meeting may result in disciplinary action. Although you’re not required by law to tell unionized employees that they have the right to the presence of a union representative, you may still wish to do so. If that is the case, you should tell your subordinate that the meeting may result in discipline and that she has the right to have a union steward present.
If a union steward isn’t available at the time you’re planning onhaving the meeting, you should reschedule. You might even send the employee home with pay pending the meeting if the employee’s actions were egregious. Forcing a meeting when a steward is unavailable may only give the union a separate cause of action against you.
Tell Me More
That being said, it may be a wise management practice to inform unionized employees about their Weingarten rights even if they don’t voluntarily request a steward’s presence. First, it’s a fair and open way to manage your employees. Second, understand that managers often have fairly defined views of unions: They either feel that management should cooperate with unions in the employees’ best interests or believe that management’s responsibility is to minimize the union’s influence over the organization.
As a result, corporate cultures may develop that are either cooperative
or hostile vis-a`-vis union intervention. The pros and cons of union involvement in companies’ management practices go far beyond the scope and purpose of this book. Regardless of your feelings, it’s important to recognize that failing to recognize Weingarten rights or relying on formalities may only aggravate the situation.
Therefore, in this author’s opinion, reminding an employee of her right to have a steward present at a disciplinary meeting, even if she doesn’t ask, demonstrates to your workers and to the union that you’re fair and objective in your management practices. That’s an important perception to preserve regardless of your feelings regarding union activities. In addition, such open communication in the workplace may minimize employees’ needs for union membership in the first place.
Taken From : The Hiring and Firing Quention and Answer Book
"
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string(382) "Yes. The Supreme Court ruled in the 1975 case National Labor Relations
Board v. Weingarten, Inc. that employees in a unionized organization
have the right to union representation during an investigation interview if the employee reasonably believes that the meeting may result in disciplinary action. Although you’re not required by law to tell unionized employees that they [...]"
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string(2508) "Yes. The Supreme Court ruled in the 1975 case National Labor Relations
Board v. Weingarten, Inc. that employees in a unionized organization
have the right to union representation during an investigation interview if the employee reasonably believes that the meeting may result in disciplinary action. Although you’re not required by law to tell unionized employees that they have the right to the presence of a union representative, you may still wish to do so. If that is the case, you should tell your subordinate that the meeting may result in discipline and that she has the right to have a union steward present.
If a union steward isn’t available at the time you’re planning onhaving the meeting, you should reschedule. You might even send the employee home with pay pending the meeting if the employee’s actions were egregious. Forcing a meeting when a steward is unavailable may only give the union a separate cause of action against you.
Tell Me More
That being said, it may be a wise management practice to inform unionized employees about their Weingarten rights even if they don’t voluntarily request a steward’s presence. First, it’s a fair and open way to manage your employees. Second, understand that managers often have fairly defined views of unions: They either feel that management should cooperate with unions in the employees’ best interests or believe that management’s responsibility is to minimize the union’s influence over the organization.
As a result, corporate cultures may develop that are either cooperative
or hostile vis-a`-vis union intervention. The pros and cons of union involvement in companies’ management practices go far beyond the scope and purpose of this book. Regardless of your feelings, it’s important to recognize that failing to recognize Weingarten rights or relying on formalities may only aggravate the situation.
Therefore, in this author’s opinion, reminding an employee of her right to have a steward present at a disciplinary meeting, even if she doesn’t ask, demonstrates to your workers and to the union that you’re fair and objective in your management practices. That’s an important perception to preserve regardless of your feelings regarding union activities. In addition, such open communication in the workplace may minimize employees’ needs for union membership in the first place.
Taken From : The Hiring and Firing Quention and Answer Book
"
["date_timestamp"]=>
int(1256403973)
}
[39]=>
array(13) {
["title"]=>
string(78) "89. Should I rebut a rebuttal or allow the employee to have the last word? (2)"
["link"]=>
string(34) "http://cuisinedegourmet.com/?p=740"
["comments"]=>
string(43) "http://cuisinedegourmet.com/?p=740#comments"
["pubdate"]=>
string(31) "Wed, 21 Oct 2009 17:03:34 +0000"
["dc"]=>
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["description"]=>
string(328) "Here’s how to avoid the problem from the outset: Before you meet with an employee to give her a written warning, discuss your intentions and your concerns. Tell your subordinate, ‘‘Anne, I’m conducting this meeting because it appears to me that a written warning will be necessary. Before I sit down to write it, I [...]"
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string(1459) "Here’s how to avoid the problem from the outset: Before you meet with an employee to give her a written warning, discuss your intentions and your concerns. Tell your subordinate, ‘‘Anne, I’m conducting this meeting because it appears to me that a written warning will be necessary. Before I sit down to write it, I want to learn your side of the story. There may be extenuating circumstances that I’m not aware of.’’
Assuming that there aren’t extenuating circumstances to change your course of action, write the warning after your meeting with the employee. By doing so, you’ll show that you’re a fair arbiter of workplace disputes. You’ll demonstrate that you listen to both sides of a story before reaching a conclusion. Also, you’ll have the opportunity to share the message that a written warning is in the works, thereby alleviating the stress that comes when these kinds of workplace documents are suddenly brought to someone’s attention as ‘‘signed, sealed, and delivered.’’
One more thing: As much as possible, include the employee’s side of the story in your disciplinary narrative. Construct statements like this: ‘‘When I asked youwhy . . . you said. . . .’’ Such statements show on paper that you’ve listened to the employee’s side before resorting to discipline. That’s the best management practice of all.
Taken From : The Hiring and Firing Quention and Answer Book
"
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string(328) "Here’s how to avoid the problem from the outset: Before you meet with an employee to give her a written warning, discuss your intentions and your concerns. Tell your subordinate, ‘‘Anne, I’m conducting this meeting because it appears to me that a written warning will be necessary. Before I sit down to write it, I [...]"
["atom_content"]=>
string(1459) "Here’s how to avoid the problem from the outset: Before you meet with an employee to give her a written warning, discuss your intentions and your concerns. Tell your subordinate, ‘‘Anne, I’m conducting this meeting because it appears to me that a written warning will be necessary. Before I sit down to write it, I want to learn your side of the story. There may be extenuating circumstances that I’m not aware of.’’
Assuming that there aren’t extenuating circumstances to change your course of action, write the warning after your meeting with the employee. By doing so, you’ll show that you’re a fair arbiter of workplace disputes. You’ll demonstrate that you listen to both sides of a story before reaching a conclusion. Also, you’ll have the opportunity to share the message that a written warning is in the works, thereby alleviating the stress that comes when these kinds of workplace documents are suddenly brought to someone’s attention as ‘‘signed, sealed, and delivered.’’
One more thing: As much as possible, include the employee’s side of the story in your disciplinary narrative. Construct statements like this: ‘‘When I asked youwhy . . . you said. . . .’’ Such statements show on paper that you’ve listened to the employee’s side before resorting to discipline. That’s the best management practice of all.
Taken From : The Hiring and Firing Quention and Answer Book
"
["date_timestamp"]=>
int(1256144614)
}
[40]=>
array(13) {
["title"]=>
string(78) "89. Should I rebut a rebuttal or allow the employee to have the last word? (1)"
["link"]=>
string(34) "http://cuisinedegourmet.com/?p=739"
["comments"]=>
string(43) "http://cuisinedegourmet.com/?p=739#comments"
["pubdate"]=>
string(31) "Sun, 18 Oct 2009 16:59:29 +0000"
["dc"]=>
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["description"]=>
string(347) "This is a very common question among line managers. In general, we all have a need to justify our opinions. If we write that a staff member displays disrespectful conduct toward clients, commits excessive errors when performing routine tasks, or takes too many sick days off, our perceptions shouldn’t be challenged, right? Well, there are [...]"
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["encoded"]=>
string(1836) "This is a very common question among line managers. In general, we all have a need to justify our opinions. If we write that a staff member displays disrespectful conduct toward clients, commits excessive errors when performing routine tasks, or takes too many sick days off, our perceptions shouldn’t be challenged, right? Well, there are two sides to every story. It’s not uncommon for employees to attempt to re-create your version of history by providing their own version of events that led up to the written warning or substandard annual review.
So, should managers generally respond in writing to employee rebuttals? The short answer is No. Unless new information surfaces from the employee’s rebuttal, there is little need to justify your statements by chasing paper. Simply stated, you don’t want to keep going back and forth on paper as to who’s right and who’s wrong. The original document stands; the employee writes a rebuttal. Then both documents are placed into the employee’s personnel file. Period.
Tell Me More
In general, allowing employees to write rebuttals is a healthy employment
practice. First, it creates a more even playing field. Both sides have the opportunity to create a written record that they feel more accurately reflects events, and that type of communication should always be encouraged. Second, an employee rebuttal may surface new information that you didn’t know about. If it does, you’ll have the discretion to rewrite or destroy the warning you gave the employee originally. Third, if an employee is invited to write a rebuttal but fails to, it may be harder for the individual to challengethat warning some time in the future while sitting in front of a judge or arbitrator.
Taken From : The Hiring and Firing Quention and Answer Book
"
}
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string(347) "This is a very common question among line managers. In general, we all have a need to justify our opinions. If we write that a staff member displays disrespectful conduct toward clients, commits excessive errors when performing routine tasks, or takes too many sick days off, our perceptions shouldn’t be challenged, right? Well, there are [...]"
["atom_content"]=>
string(1836) "This is a very common question among line managers. In general, we all have a need to justify our opinions. If we write that a staff member displays disrespectful conduct toward clients, commits excessive errors when performing routine tasks, or takes too many sick days off, our perceptions shouldn’t be challenged, right? Well, there are two sides to every story. It’s not uncommon for employees to attempt to re-create your version of history by providing their own version of events that led up to the written warning or substandard annual review.
So, should managers generally respond in writing to employee rebuttals? The short answer is No. Unless new information surfaces from the employee’s rebuttal, there is little need to justify your statements by chasing paper. Simply stated, you don’t want to keep going back and forth on paper as to who’s right and who’s wrong. The original document stands; the employee writes a rebuttal. Then both documents are placed into the employee’s personnel file. Period.
Tell Me More
In general, allowing employees to write rebuttals is a healthy employment
practice. First, it creates a more even playing field. Both sides have the opportunity to create a written record that they feel more accurately reflects events, and that type of communication should always be encouraged. Second, an employee rebuttal may surface new information that you didn’t know about. If it does, you’ll have the discretion to rewrite or destroy the warning you gave the employee originally. Third, if an employee is invited to write a rebuttal but fails to, it may be harder for the individual to challengethat warning some time in the future while sitting in front of a judge or arbitrator.
Taken From : The Hiring and Firing Quention and Answer Book
"
["date_timestamp"]=>
int(1255885169)
}
[41]=>
array(13) {
["title"]=>
string(8) "LESSON 9"
["link"]=>
string(34) "http://cuisinedegourmet.com/?p=630"
["comments"]=>
string(43) "http://cuisinedegourmet.com/?p=630#comments"
["pubdate"]=>
string(31) "Thu, 15 Oct 2009 07:36:16 +0000"
["dc"]=>
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string(5) "admin"
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["description"]=>
string(402) "Pegging to the House List!
A.) Pegs?
B.) Pictures?
C.) Action?
D.) Stress?
Exercises:
Say every day:
I have a great memory!
I remember easily!
LESSON 10
How to Remember People’s Names
A.) Pick a “See Peg” (Mr. Tie, Mrs. Earrings…)
B.) Turn their name into a picture
C.) Put the picture on the peg!
Exercise
Pick See Pegs!
Find people that you can look at and find a See Peg!
Example: [...]"
["content"]=>
array(1) {
["encoded"]=>
string(1202) "Pegging to the House List!
A.) Pegs?
B.) Pictures?
C.) Action?
D.) Stress?
Exercises:
Say every day:
I have a great memory!
I remember easily!
LESSON 10
How to Remember People’s Names
A.) Pick a “See Peg” (Mr. Tie, Mrs. Earrings…)
B.) Turn their name into a picture
C.) Put the picture on the peg!
Exercise
Pick See Pegs!
Find people that you can look at and find a See Peg!
Example: Mr. Striped Shirt, Mrs. Red Blouse, Mr. Hat, Mrs. Necklace, etc.!
Find as many people as you can and choose a “See Peg” for each one!
I recall easily!
LESSON 11
MORE ON NAMES!
Last Names!
Break the name down into syllables and turn each syllable into asound alike picture!
Exercises: Turn your last name into a picture:
Turn the following into pictures:
Smith
Johnson
Goldstein
Smith - A horseshoe. Blacksmith
Johnson – A toilet with a sun on it.
Goldstein – A gold beer stein
Taken From: Mega Memory Workbook
"
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string(402) "Pegging to the House List!
A.) Pegs?
B.) Pictures?
C.) Action?
D.) Stress?
Exercises:
Say every day:
I have a great memory!
I remember easily!
LESSON 10
How to Remember People’s Names
A.) Pick a “See Peg” (Mr. Tie, Mrs. Earrings…)
B.) Turn their name into a picture
C.) Put the picture on the peg!
Exercise
Pick See Pegs!
Find people that you can look at and find a See Peg!
Example: [...]"
["atom_content"]=>
string(1202) "Pegging to the House List!
A.) Pegs?
B.) Pictures?
C.) Action?
D.) Stress?
Exercises:
Say every day:
I have a great memory!
I remember easily!
LESSON 10
How to Remember People’s Names
A.) Pick a “See Peg” (Mr. Tie, Mrs. Earrings…)
B.) Turn their name into a picture
C.) Put the picture on the peg!
Exercise
Pick See Pegs!
Find people that you can look at and find a See Peg!
Example: Mr. Striped Shirt, Mrs. Red Blouse, Mr. Hat, Mrs. Necklace, etc.!
Find as many people as you can and choose a “See Peg” for each one!
I recall easily!
LESSON 11
MORE ON NAMES!
Last Names!
Break the name down into syllables and turn each syllable into asound alike picture!
Exercises: Turn your last name into a picture:
Turn the following into pictures:
Smith
Johnson
Goldstein
Smith - A horseshoe. Blacksmith
Johnson – A toilet with a sun on it.
Goldstein – A gold beer stein
Taken From: Mega Memory Workbook
"
["date_timestamp"]=>
int(1255592176)
}
[42]=>
array(13) {
["title"]=>
string(62) "88. What if an employee refuses to sign a written warning? (2)"
["link"]=>
string(34) "http://cuisinedegourmet.com/?p=737"
["comments"]=>
string(43) "http://cuisinedegourmet.com/?p=737#comments"
["pubdate"]=>
string(31) "Mon, 12 Oct 2009 16:54:23 +0000"
["dc"]=>
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["guid"]=>
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["description"]=>
string(339) "When employees ask for time to review the document and compose a rebuttal, provide them with up to seventy-two hours (or whatever period of time you deem reasonable) to return the warning to you. That seventy-two-hour window doesn’t provide them with any special job guarantees or protection periods. In other words, if you give an [...]"
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string(1647) "When employees ask for time to review the document and compose a rebuttal, provide them with up to seventy-two hours (or whatever period of time you deem reasonable) to return the warning to you. That seventy-two-hour window doesn’t provide them with any special job guarantees or protection periods. In other words, if you give an employee a written warning on Monday and ask her to return it to you by Wednesday, she could still be terminated on Tuesday if she commits an egregious act. What’s critical is that you, the employer, can state that the employee received the document on Monday, discussed it with management, and understood management’s expectations from that point forward.
On the other hand, if the employee refuses outright to sign anything,
you should understand that anger and a feeling of victimization are probably driving the person’s emotions. Explain that signing the document is important to show that he received it. Likewise, the manager should sign it to show that he is committed to both helping the individual succeed while holding him accountable for measurable performance improvement.
If the employee still refuses, encourage him to write a rebuttal. The employee gets the last word when it comes to progressive discipline:
Your assuring him that his rebuttal will not be rebutted makes for a more even playing field. Giving the employee a few days to provide his side of the story on paper is a good business practice because, from an evidentiary standpoint, a written rebuttal is as good as a signature.
Taken From : The Hiring and Firing Quention and Answer Book
"
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string(339) "When employees ask for time to review the document and compose a rebuttal, provide them with up to seventy-two hours (or whatever period of time you deem reasonable) to return the warning to you. That seventy-two-hour window doesn’t provide them with any special job guarantees or protection periods. In other words, if you give an [...]"
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string(1647) "When employees ask for time to review the document and compose a rebuttal, provide them with up to seventy-two hours (or whatever period of time you deem reasonable) to return the warning to you. That seventy-two-hour window doesn’t provide them with any special job guarantees or protection periods. In other words, if you give an employee a written warning on Monday and ask her to return it to you by Wednesday, she could still be terminated on Tuesday if she commits an egregious act. What’s critical is that you, the employer, can state that the employee received the document on Monday, discussed it with management, and understood management’s expectations from that point forward.
On the other hand, if the employee refuses outright to sign anything,
you should understand that anger and a feeling of victimization are probably driving the person’s emotions. Explain that signing the document is important to show that he received it. Likewise, the manager should sign it to show that he is committed to both helping the individual succeed while holding him accountable for measurable performance improvement.
If the employee still refuses, encourage him to write a rebuttal. The employee gets the last word when it comes to progressive discipline:
Your assuring him that his rebuttal will not be rebutted makes for a more even playing field. Giving the employee a few days to provide his side of the story on paper is a good business practice because, from an evidentiary standpoint, a written rebuttal is as good as a signature.
Taken From : The Hiring and Firing Quention and Answer Book
"
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[43]=>
array(13) {
["title"]=>
string(62) "88. What if an employee refuses to sign a written warning? (1)"
["link"]=>
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string(31) "Fri, 09 Oct 2009 16:49:52 +0000"
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string(388) "Many managers mistakenly believe that employees must sign written
warnings in order for those warnings to be valid. That’s not really the case. The purpose of progressive discipline is to communicate problematic performance issues in an effort to raise employees’ awareness so that performance improves.
When an employee is given a written warning (or letter of clari-
fication, [...]"
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string(1613) "Many managers mistakenly believe that employees must sign written
warnings in order for those warnings to be valid. That’s not really the case. The purpose of progressive discipline is to communicate problematic performance issues in an effort to raise employees’ awareness so that performance improves.
When an employee is given a written warning (or letter of clari-
fication, for that matter), several things may occur:
The employee may sign the document on the spot.
The individual may ask for several days’ time to review the document before signing it in order to write a rebuttal.
The worker may simply refuse to sign the document without further discussion.
All of these options are acceptable.What is important, however, is the documentation of the events. Even with goodwill efforts and suggestions that you put forth, employees may still simply refuse to
sign.When that’s the case, it’s time to call in a witness. The witness’s
role is simply to verify that the document was given to the employee.
This way, if an employee later denies having been given the warning, the witness can refute that claim.
Tell Me More
Let’s briefly look at the three circumstances. When employees sign
a written warning, they formally recognize that they received it.
Therefore, they can’t deny later in court that they were given ample
notification of the problem and a chance to provide their own side
of the story via a rebuttal.
Taken From : The Hiring and Firing Quention and Answer Book
"
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string(388) "Many managers mistakenly believe that employees must sign written
warnings in order for those warnings to be valid. That’s not really the case. The purpose of progressive discipline is to communicate problematic performance issues in an effort to raise employees’ awareness so that performance improves.
When an employee is given a written warning (or letter of clari-
fication, [...]"
["atom_content"]=>
string(1613) "Many managers mistakenly believe that employees must sign written
warnings in order for those warnings to be valid. That’s not really the case. The purpose of progressive discipline is to communicate problematic performance issues in an effort to raise employees’ awareness so that performance improves.
When an employee is given a written warning (or letter of clari-
fication, for that matter), several things may occur:
The employee may sign the document on the spot.
The individual may ask for several days’ time to review the document before signing it in order to write a rebuttal.
The worker may simply refuse to sign the document without further discussion.
All of these options are acceptable.What is important, however, is the documentation of the events. Even with goodwill efforts and suggestions that you put forth, employees may still simply refuse to
sign.When that’s the case, it’s time to call in a witness. The witness’s
role is simply to verify that the document was given to the employee.
This way, if an employee later denies having been given the warning, the witness can refute that claim.
Tell Me More
Let’s briefly look at the three circumstances. When employees sign
a written warning, they formally recognize that they received it.
Therefore, they can’t deny later in court that they were given ample
notification of the problem and a chance to provide their own side
of the story via a rebuttal.
Taken From : The Hiring and Firing Quention and Answer Book
"
["date_timestamp"]=>
int(1255106992)
}
[44]=>
array(13) {
["title"]=>
string(42) "87. What are letters of clarification? (2)"
["link"]=>
string(34) "http://cuisinedegourmet.com/?p=735"
["comments"]=>
string(43) "http://cuisinedegourmet.com/?p=735#comments"
["pubdate"]=>
string(31) "Tue, 06 Oct 2009 16:45:22 +0000"
["dc"]=>
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string(376) "On the other hand, letters of clarification specifically state that the document isn’t a disciplinary warning. As such, employees don’t walk away from your meeting feeling beaten up for having been written up. Instead, they sense that they’ve had a private meeting with management to discuss management’s perceptions about how they can improve their performance. [...]"
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string(1593) "On the other hand, letters of clarification specifically state that the document isn’t a disciplinary warning. As such, employees don’t walk away from your meeting feeling beaten up for having been written up. Instead, they sense that they’ve had a private meeting with management to discuss management’s perceptions about how they can improve their performance. That sense of respect and dignity helps employees assume responsibility for the situation.
Tell Me More
Your opening should express your concerns about the individual’s
performance, conduct, or excessive absenteeism. It also clarifies that
the letter is not a disciplinary document, merely a formal acknowledgment that the individual’s performance has suffered. A sample
clarification letter can be found in Appendix R.
A final caveat: Letters of clarification work best for long-term employees who should be accorded ample workplace due process because of their tenure in your organization. The clarification letter could later be portrayed as management’s attempt to solve the performance problem without having to resort to formal discipline. Onthe other hand, you shouldn’t always hand out clarification letters as precursors to formal discipline. Union representatives may argue that you’ll have created a precedent and past practice if you use such documents for certain employees but not for all. Therefore, use these tools carefully, and reserve them primarily for your longerterm employees.
Taken From : The Hiring and Firing Quention and Answer Book
"
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string(376) "On the other hand, letters of clarification specifically state that the document isn’t a disciplinary warning. As such, employees don’t walk away from your meeting feeling beaten up for having been written up. Instead, they sense that they’ve had a private meeting with management to discuss management’s perceptions about how they can improve their performance. [...]"
["atom_content"]=>
string(1593) "On the other hand, letters of clarification specifically state that the document isn’t a disciplinary warning. As such, employees don’t walk away from your meeting feeling beaten up for having been written up. Instead, they sense that they’ve had a private meeting with management to discuss management’s perceptions about how they can improve their performance. That sense of respect and dignity helps employees assume responsibility for the situation.
Tell Me More
Your opening should express your concerns about the individual’s
performance, conduct, or excessive absenteeism. It also clarifies that
the letter is not a disciplinary document, merely a formal acknowledgment that the individual’s performance has suffered. A sample
clarification letter can be found in Appendix R.
A final caveat: Letters of clarification work best for long-term employees who should be accorded ample workplace due process because of their tenure in your organization. The clarification letter could later be portrayed as management’s attempt to solve the performance problem without having to resort to formal discipline. Onthe other hand, you shouldn’t always hand out clarification letters as precursors to formal discipline. Union representatives may argue that you’ll have created a precedent and past practice if you use such documents for certain employees but not for all. Therefore, use these tools carefully, and reserve them primarily for your longerterm employees.
Taken From : The Hiring and Firing Quention and Answer Book
"
["date_timestamp"]=>
int(1254847522)
}
[45]=>
array(13) {
["title"]=>
string(42) "87. What are letters of clarification? (1)"
["link"]=>
string(34) "http://cuisinedegourmet.com/?p=734"
["comments"]=>
string(43) "http://cuisinedegourmet.com/?p=734#comments"
["pubdate"]=>
string(31) "Sat, 03 Oct 2009 16:41:37 +0000"
["dc"]=>
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["guid"]=>
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["description"]=>
string(404) "Many employers make the mistake of looking at corrective action as
a black-and-white choice. They either do nothing at all, or they prepare
very formal disciplinary documents that may leave an employee
feeling alienated and threatened. However, there is a middle
ground.
A letter of clarification is an alternative response that allows the
supervisor to formally acknowledge her concerns in writing [...]"
["content"]=>
array(1) {
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string(1221) "Many employers make the mistake of looking at corrective action as
a black-and-white choice. They either do nothing at all, or they prepare
very formal disciplinary documents that may leave an employee
feeling alienated and threatened. However, there is a middle
ground.
A letter of clarification is an alternative response that allows the
supervisor to formally acknowledge her concerns in writing without
inflicting the shame associated with formal warnings (e.g., ‘‘failure
to provide immediate and sustained improvement may result in further
disciplinary action up to and including termination’’).
On one hand, letters of clarification are presented to the employee
in written format and require the employee’s signature. Logically,
when things are written down, they are perceived more
seriously. In addition, when employees sign their names to documents
related to their performance or conduct, they develop a
healthy sense of paranoia that those documents may be used later
down the line to establish some pattern in their actions.
Taken From : The Hiring and Firing Quention and Answer Book
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string(404) "Many employers make the mistake of looking at corrective action as
a black-and-white choice. They either do nothing at all, or they prepare
very formal disciplinary documents that may leave an employee
feeling alienated and threatened. However, there is a middle
ground.
A letter of clarification is an alternative response that allows the
supervisor to formally acknowledge her concerns in writing [...]"
["atom_content"]=>
string(1221) "Many employers make the mistake of looking at corrective action as
a black-and-white choice. They either do nothing at all, or they prepare
very formal disciplinary documents that may leave an employee
feeling alienated and threatened. However, there is a middle
ground.
A letter of clarification is an alternative response that allows the
supervisor to formally acknowledge her concerns in writing without
inflicting the shame associated with formal warnings (e.g., ‘‘failure
to provide immediate and sustained improvement may result in further
disciplinary action up to and including termination’’).
On one hand, letters of clarification are presented to the employee
in written format and require the employee’s signature. Logically,
when things are written down, they are perceived more
seriously. In addition, when employees sign their names to documents
related to their performance or conduct, they develop a
healthy sense of paranoia that those documents may be used later
down the line to establish some pattern in their actions.
Taken From : The Hiring and Firing Quention and Answer Book
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["date_timestamp"]=>
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[46]=>
array(13) {
["title"]=>
string(93) "86. What are the three biggest mistakes that employers make when documenting discipline? (2)"
["link"]=>
string(34) "http://cuisinedegourmet.com/?p=733"
["comments"]=>
string(43) "http://cuisinedegourmet.com/?p=733#comments"
["pubdate"]=>
string(31) "Wed, 30 Sep 2009 16:38:35 +0000"
["dc"]=>
array(1) {
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["description"]=>
string(376) "Third, always bear in mind that disciplinary documents are discoverable.
That means that a plaintiff attorney can subpoena your written warnings and use them against your company. Therefore, avoid stating that an employee ‘‘sexually harassed’’ a coworker. Sexual harassment, as a term of the trade, is a legal conclusion. Instead, describe the behavior so that a [...]"
["content"]=>
array(1) {
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string(1582) "Third, always bear in mind that disciplinary documents are discoverable.
That means that a plaintiff attorney can subpoena your written warnings and use them against your company. Therefore, avoid stating that an employee ‘‘sexually harassed’’ a coworker. Sexual harassment, as a term of the trade, is a legal conclusion. Instead, describe the behavior so that a court can compare the documented behavior to the company’s definition of sexual harassment. Otherwise it will be a matter of determining damages owed, not whether sexual harassment took place.
Similarly, don’t state: ‘‘Your failure to follow standard operating procedure has jeopardized an entire pool of loans.’’ Should a class-action lawsuit later unfold down the road, that one disciplinary document may be used as evidence that it was an employee’s fault that a pool of loans was not sold in the secondary mortgage market.
Tell Me More
How should you document incidents of inappropriate conduct or substandard performance without codifying the damage done to your company? Simply use language that is less concrete and more fluid in tone. Sample language of a written warning for sexual harassment cases can be found in Appendix L.
In the case of the improperly pooled mortgage loans, youmight write: ‘‘Your failure to follow standard operating procedure may have jeopardized an entire pool of loans.’’ Again, avoid absolutes and codifying specific damage done to your company.
Taken From : The Hiring and Firing Quention and Answer Book
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string(376) "Third, always bear in mind that disciplinary documents are discoverable.
That means that a plaintiff attorney can subpoena your written warnings and use them against your company. Therefore, avoid stating that an employee ‘‘sexually harassed’’ a coworker. Sexual harassment, as a term of the trade, is a legal conclusion. Instead, describe the behavior so that a [...]"
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string(1582) "Third, always bear in mind that disciplinary documents are discoverable.
That means that a plaintiff attorney can subpoena your written warnings and use them against your company. Therefore, avoid stating that an employee ‘‘sexually harassed’’ a coworker. Sexual harassment, as a term of the trade, is a legal conclusion. Instead, describe the behavior so that a court can compare the documented behavior to the company’s definition of sexual harassment. Otherwise it will be a matter of determining damages owed, not whether sexual harassment took place.
Similarly, don’t state: ‘‘Your failure to follow standard operating procedure has jeopardized an entire pool of loans.’’ Should a class-action lawsuit later unfold down the road, that one disciplinary document may be used as evidence that it was an employee’s fault that a pool of loans was not sold in the secondary mortgage market.
Tell Me More
How should you document incidents of inappropriate conduct or substandard performance without codifying the damage done to your company? Simply use language that is less concrete and more fluid in tone. Sample language of a written warning for sexual harassment cases can be found in Appendix L.
In the case of the improperly pooled mortgage loans, youmight write: ‘‘Your failure to follow standard operating procedure may have jeopardized an entire pool of loans.’’ Again, avoid absolutes and codifying specific damage done to your company.
Taken From : The Hiring and Firing Quention and Answer Book
"
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[47]=>
array(13) {
["title"]=>
string(93) "86. What are the three biggest mistakes that employers make when documenting discipline? (1)"
["link"]=>
string(34) "http://cuisinedegourmet.com/?p=732"
["comments"]=>
string(43) "http://cuisinedegourmet.com/?p=732#comments"
["pubdate"]=>
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["description"]=>
string(421) "Employers commit three basic errors when documenting discipline. They:
Fail to document their affirmative efforts at helping to rehabilitate
their workers.
Document ‘‘state of mind’’ offenses.
Codify the damage done to the organization.
Let’s look at each of these categories briefly. First, remember that employees and juries expect companies to do more than simply point out problems. Companies must act [...]"
["content"]=>
array(1) {
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string(1886) "Employers commit three basic errors when documenting discipline. They:
Fail to document their affirmative efforts at helping to rehabilitate
their workers.
Document ‘‘state of mind’’ offenses.
Codify the damage done to the organization.
Let’s look at each of these categories briefly. First, remember that employees and juries expect companies to do more than simply point out problems. Companies must act responsibly by reaching out to disenfranchised employees and welcoming them back into the fold. Such a goodwill outreach may take on the form of one-on-onetraining or outside seminars or workshops, or it may simply mean providing an employee with a copy of a policy so that the individual clearly understands what’s expected. Be sure to document whatever steps you take to help the employee improve the situation at hand.
Second, be sure to avoid what are known as ‘‘state of mind’’ offenses. Sometimes managers try to really impress upon employees in writing how bad their actions were. Consequently, they include terms in the written warning such as ‘‘willfully,’’ ‘‘purposely,’’ ‘‘deliberately,’’ ‘‘intentionally,’’ or ‘‘maliciously.’’ Such mental element qualifiers certainly appear to strengthen the point that the manager is trying to make, but they escalate the written warning so that it may appear to become a personal attack.
In addition, plaintiff attorneys suing for wrongful termination may now hold you to a higher standard when they ask you questions like, ‘‘How did you know my client did that purposely?Would it have made a difference in your decision to terminate her had she not acted purposely?’’ Therefore, avoid these words whenever possible when documenting discipline.
Taken From : The Hiring and Firing Quention and Answer Book
"
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string(421) "Employers commit three basic errors when documenting discipline. They:
Fail to document their affirmative efforts at helping to rehabilitate
their workers.
Document ‘‘state of mind’’ offenses.
Codify the damage done to the organization.
Let’s look at each of these categories briefly. First, remember that employees and juries expect companies to do more than simply point out problems. Companies must act [...]"
["atom_content"]=>
string(1886) "Employers commit three basic errors when documenting discipline. They:
Fail to document their affirmative efforts at helping to rehabilitate
their workers.
Document ‘‘state of mind’’ offenses.
Codify the damage done to the organization.
Let’s look at each of these categories briefly. First, remember that employees and juries expect companies to do more than simply point out problems. Companies must act responsibly by reaching out to disenfranchised employees and welcoming them back into the fold. Such a goodwill outreach may take on the form of one-on-onetraining or outside seminars or workshops, or it may simply mean providing an employee with a copy of a policy so that the individual clearly understands what’s expected. Be sure to document whatever steps you take to help the employee improve the situation at hand.
Second, be sure to avoid what are known as ‘‘state of mind’’ offenses. Sometimes managers try to really impress upon employees in writing how bad their actions were. Consequently, they include terms in the written warning such as ‘‘willfully,’’ ‘‘purposely,’’ ‘‘deliberately,’’ ‘‘intentionally,’’ or ‘‘maliciously.’’ Such mental element qualifiers certainly appear to strengthen the point that the manager is trying to make, but they escalate the written warning so that it may appear to become a personal attack.
In addition, plaintiff attorneys suing for wrongful termination may now hold you to a higher standard when they ask you questions like, ‘‘How did you know my client did that purposely?Would it have made a difference in your decision to terminate her had she not acted purposely?’’ Therefore, avoid these words whenever possible when documenting discipline.
Taken From : The Hiring and Firing Quention and Answer Book
"
["date_timestamp"]=>
int(1254069291)
}
[48]=>
array(13) {
["title"]=>
string(58) "85. How can an EAP (employee assistance program) help? (3)"
["link"]=>
string(34) "http://cuisinedegourmet.com/?p=731"
["comments"]=>
string(43) "http://cuisinedegourmet.com/?p=731#comments"
["pubdate"]=>
string(31) "Thu, 24 Sep 2009 16:33:04 +0000"
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["description"]=>
string(394) "In certain cases (for example, with potential workplace violence
issues), you have the option of not permitting the individual to return
to work without a ‘‘return to work release’’ from a licensed
healthcare practitioner. Note that such leaves are typically paid
through the period of initial evaluation. Beyond that, the employeemust use accrued time off to be compensated while [...]"
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string(1688) "In certain cases (for example, with potential workplace violence
issues), you have the option of not permitting the individual to return
to work without a ‘‘return to work release’’ from a licensed
healthcare practitioner. Note that such leaves are typically paid
through the period of initial evaluation. Beyond that, the employeemust use accrued time off to be compensated while receiving further
treatment.
Still, be sure to discuss ‘‘formal’’ EAP referrals with legal counsel
before initiating the process. Recent case law shows that plaintiff
attorneys have argued that formal EAP referrals have created burdens
for employers under the Americans with Disabilities Act
(ADA). Specifically, these attorneys have argued, on the basis of a
mandatory EAP referral, that the employers did indeed perceive that
their clients were disabled. (The ADA protects individuals who are
perceived as having a disability.)
Furthermore, you may strongly suggest that an individual contact
the EAP, but you shouldn’t mandate that he attend by threatening
termination. After all, the employer-employee relationship blurs
when you mandate that a worker see a mental healthcare professional
outside the workplace. As a matter of fact, such a requirement
can even give rise to claims of invasion of privacy in certain states.
You’ll probably be better off making a note in your log that the
worker refused your invitation to speak with the EAP counselor and
leaving it at that.
Taken From : The Hiring and Firing Quention and Answer Book
"
}
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string(394) "In certain cases (for example, with potential workplace violence
issues), you have the option of not permitting the individual to return
to work without a ‘‘return to work release’’ from a licensed
healthcare practitioner. Note that such leaves are typically paid
through the period of initial evaluation. Beyond that, the employeemust use accrued time off to be compensated while [...]"
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string(1688) "In certain cases (for example, with potential workplace violence
issues), you have the option of not permitting the individual to return
to work without a ‘‘return to work release’’ from a licensed
healthcare practitioner. Note that such leaves are typically paid
through the period of initial evaluation. Beyond that, the employeemust use accrued time off to be compensated while receiving further
treatment.
Still, be sure to discuss ‘‘formal’’ EAP referrals with legal counsel
before initiating the process. Recent case law shows that plaintiff
attorneys have argued that formal EAP referrals have created burdens
for employers under the Americans with Disabilities Act
(ADA). Specifically, these attorneys have argued, on the basis of a
mandatory EAP referral, that the employers did indeed perceive that
their clients were disabled. (The ADA protects individuals who are
perceived as having a disability.)
Furthermore, you may strongly suggest that an individual contact
the EAP, but you shouldn’t mandate that he attend by threatening
termination. After all, the employer-employee relationship blurs
when you mandate that a worker see a mental healthcare professional
outside the workplace. As a matter of fact, such a requirement
can even give rise to claims of invasion of privacy in certain states.
You’ll probably be better off making a note in your log that the
worker refused your invitation to speak with the EAP counselor and
leaving it at that.
Taken From : The Hiring and Firing Quention and Answer Book
"
["date_timestamp"]=>
int(1253809984)
}
[49]=>
array(13) {
["title"]=>
string(58) "85. How can an EAP (employee assistance program) help? (2)"
["link"]=>
string(34) "http://cuisinedegourmet.com/?p=730"
["comments"]=>
string(43) "http://cuisinedegourmet.com/?p=730#comments"
["pubdate"]=>
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["description"]=>
string(306) "Tell Me More
The costs of EAP programs are typically based on the number of employees who will have access to the program. As a general rule, figure that premiums range from $2 to $3 per employee per month for a basic program. (If you choose a higher benefit level, those amounts may increase.) So if [...]"
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string(1925) "Tell Me More
The costs of EAP programs are typically based on the number of employees who will have access to the program. As a general rule, figure that premiums range from $2 to $3 per employee per month for a basic program. (If you choose a higher benefit level, those amounts may increase.) So if you have 500 employees, the cost could be somewhere between $1,000 and $1,500 per month.
When you document substandard job performance in a written warning, you may want to include an EAP referral as part of the performance improvement plan. After all, referring an employee to an EAP is a very proactive, responsible step that you might take as an employer to help your staff members. Be careful, however, not to make the EAP mandatory. The beauty of the benefit lies in its voluntary nature. The confidential nature of an EAP is compromised if you make it an extension of your disciplinary authority. Here’s how to document an informal EAP referral in a written warning:
Nina, our employee assistance provider, Prime Behavioral Health Group, can be confidentially reached to assist you at (800) 555- 5555. This is strictly voluntary. A booklet regarding the EAP’s services is attached to this document.
In addition to informal, voluntary self-referrals, there are also ‘‘formal’’ referrals where you, the employer, become involved in the process. For example, if an employee exhibits flagging performance and also appearsmentally depressed, suicidal, or potentially hostile, you may then formally refer the individual to the EAP. In the case of formal referrals, you would discuss your perceptions of the work performance problems with the intake counselor on the front end and, with a signed release from the employee, receive limited feedback about the individual’s attendance, compliance, and prognosis.
Taken From : The Hiring and Firing Quention and Answer Book
"
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string(306) "Tell Me More
The costs of EAP programs are typically based on the number of employees who will have access to the program. As a general rule, figure that premiums range from $2 to $3 per employee per month for a basic program. (If you choose a higher benefit level, those amounts may increase.) So if [...]"
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string(1925) "Tell Me More
The costs of EAP programs are typically based on the number of employees who will have access to the program. As a general rule, figure that premiums range from $2 to $3 per employee per month for a basic program. (If you choose a higher benefit level, those amounts may increase.) So if you have 500 employees, the cost could be somewhere between $1,000 and $1,500 per month.
When you document substandard job performance in a written warning, you may want to include an EAP referral as part of the performance improvement plan. After all, referring an employee to an EAP is a very proactive, responsible step that you might take as an employer to help your staff members. Be careful, however, not to make the EAP mandatory. The beauty of the benefit lies in its voluntary nature. The confidential nature of an EAP is compromised if you make it an extension of your disciplinary authority. Here’s how to document an informal EAP referral in a written warning:
Nina, our employee assistance provider, Prime Behavioral Health Group, can be confidentially reached to assist you at (800) 555- 5555. This is strictly voluntary. A booklet regarding the EAP’s services is attached to this document.
In addition to informal, voluntary self-referrals, there are also ‘‘formal’’ referrals where you, the employer, become involved in the process. For example, if an employee exhibits flagging performance and also appearsmentally depressed, suicidal, or potentially hostile, you may then formally refer the individual to the EAP. In the case of formal referrals, you would discuss your perceptions of the work performance problems with the intake counselor on the front end and, with a signed release from the employee, receive limited feedback about the individual’s attendance, compliance, and prognosis.
Taken From : The Hiring and Firing Quention and Answer Book
"
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[50]=>
array(13) {
["title"]=>
string(47) "71. How can I encourage an underperforming (1)"
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["description"]=>
string(379) "Even in a tight labor market, it becomes necessary from time to time
to convince employees to leave your company. Why? Because employees who are experiencing performance and conduct problems
will often stay ‘‘on principle’’—in other words, they’ll rationalize that they’ll stay till they’re good and ready to leave. ‘‘No one’s forcing me out of my job [...]"
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string(2842) "Even in a tight labor market, it becomes necessary from time to time
to convince employees to leave your company. Why? Because employees who are experiencing performance and conduct problems
will often stay ‘‘on principle’’—in other words, they’ll rationalize that they’ll stay till they’re good and ready to leave. ‘‘No one’s forcing me out of my job until I’m ready to go—especially not that boss of mine!’’ goes the logic of the disenfranchised and victimized worker.
Unfortunately, the results can be very problematic. It can mean
workers’ compensation stress claims or wrongful termination lawsuits
for your company. Employees may go through months or years of feeling unappreciated and having their egos and selfesteem dragged through the mud. So your best solution may be to broker a peace where one party can walk out of the working relationship with his dignity and respect intact.
Meetings such as this require a third-party facilitator. First, if
immediate supervisors who are part of the problematic interpersonal
relationship with the disenfranchised employee attempt to ‘‘talk the employee into’’ leaving the job, their efforts may be perceived as insincere or self-serving at best. Second, whatever is sharedwith the employee inmeetings like this may take on a different meaning two years down the road when the company is being sued for ‘‘constructive discharge.’’
Tell Me More
A constructive discharge claim is similar to wrongful discharge;
however, in the constructive discharge case, the employee leaves
and is not terminated by the company. Still, a plaintiff attorney will
argue that the conditions were so egregious at work that any reasonable person would have left under similar circumstances. Consequently, the plaintiff attorney will argue, ‘‘My client was forced into leaving her position, and the company had no right to create such an unfriendly environment. I mean, come on, your Honor, her supervisor told her that she wasn’t wanted there anymore and had no
future with the company! Telling her that after a year of isolating her from the rest of the team, denying her a raise, withholding training, and holding her to a higher standard than everyone else was
just too much. She had to quit, but it’s their fault.’’
To avoid creating a record that could be construed as a manager
giving an employee no choice but to resign, the immediate supervisor
can’t be the deliverer of this message. Instead, a neutral third
party must be used. Human resources or a member of your company’s
senior management team is the typical mediator in such
cases.
Taken From : The Hiring and Firing Quention and Answer Book
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to convince employees to leave your company. Why? Because employees who are experiencing performance and conduct problems
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string(2842) "Even in a tight labor market, it becomes necessary from time to time
to convince employees to leave your company. Why? Because employees who are experiencing performance and conduct problems
will often stay ‘‘on principle’’—in other words, they’ll rationalize that they’ll stay till they’re good and ready to leave. ‘‘No one’s forcing me out of my job until I’m ready to go—especially not that boss of mine!’’ goes the logic of the disenfranchised and victimized worker.
Unfortunately, the results can be very problematic. It can mean
workers’ compensation stress claims or wrongful termination lawsuits
for your company. Employees may go through months or years of feeling unappreciated and having their egos and selfesteem dragged through the mud. So your best solution may be to broker a peace where one party can walk out of the working relationship with his dignity and respect intact.
Meetings such as this require a third-party facilitator. First, if
immediate supervisors who are part of the problematic interpersonal
relationship with the disenfranchised employee attempt to ‘‘talk the employee into’’ leaving the job, their efforts may be perceived as insincere or self-serving at best. Second, whatever is sharedwith the employee inmeetings like this may take on a different meaning two years down the road when the company is being sued for ‘‘constructive discharge.’’
Tell Me More
A constructive discharge claim is similar to wrongful discharge;
however, in the constructive discharge case, the employee leaves
and is not terminated by the company. Still, a plaintiff attorney will
argue that the conditions were so egregious at work that any reasonable person would have left under similar circumstances. Consequently, the plaintiff attorney will argue, ‘‘My client was forced into leaving her position, and the company had no right to create such an unfriendly environment. I mean, come on, your Honor, her supervisor told her that she wasn’t wanted there anymore and had no
future with the company! Telling her that after a year of isolating her from the rest of the team, denying her a raise, withholding training, and holding her to a higher standard than everyone else was
just too much. She had to quit, but it’s their fault.’’
To avoid creating a record that could be construed as a manager
giving an employee no choice but to resign, the immediate supervisor
can’t be the deliverer of this message. Instead, a neutral third
party must be used. Human resources or a member of your company’s
senior management team is the typical mediator in such
cases.
Taken From : The Hiring and Firing Quention and Answer Book
"
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[51]=>
array(13) {
["title"]=>
string(93) "84. How does FMLA limit my right to discipline employees with excessive absenteeism problems?"
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["pubdate"]=>
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string(377) "The Family and Medical Leave Act (FMLA), a labor standard and leave law, makes you liable for punitive damages should you violate job protection rules. It’s no surprise, therefore, that many employers avoid confronting excessive absenteeism for fear of facing a lawsuit somewhere down the road.
Tell Me More
Does a doctor’s note legitimize excessive absenteeism? More [...]"
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string(2403) "The Family and Medical Leave Act (FMLA), a labor standard and leave law, makes you liable for punitive damages should you violate job protection rules. It’s no surprise, therefore, that many employers avoid confronting excessive absenteeism for fear of facing a lawsuit somewhere down the road.
Tell Me More
Does a doctor’s note legitimize excessive absenteeism? More important,
does it mean ‘‘hands off’’ any employee who relies on a doctor’s note to substantiate his own or a family member’s illness? These are difficult questions, and the correct answer will depend on the laws of your state. Still, a little knowledge will go a long way in shedding some light on the mysterious shadows surrounding FMLA.
What’s important to remember when looking at the FMLA’s reach over your company’s performance management program is that FMLA-related leaves apply only when an employee or family member has a ‘‘serious health condition’’ as follows:
1. An episodic or chronic condition that requires inpatient hospital stays
2. Continuing treatment by a healthcare provider
3. A period of incapacity of more than three calendar days
More often than not, employees who take off for sick time don’t necessarily meet the threshold of having a ‘‘serious health condition.’’
As such, the FMLA may have little impact on your decision to document excessive absenteeism in the form of progressive discipline or to ultimately terminate an employee who violates your company’s absenteeism control policy.
On the other hand, doctors’ notes may preclude your taking any adverse action (including progressive discipline or termination) against an employee for one key reason: in certain states, medical certifications need not identify the condition being treated unlessthe employee consents. Therefore, a doctor’s note will usually only tell you the date of the condition’s onset and its estimated dura-tion—no more. As a result, determining whether an FMLA-quali- fied ‘‘serious medical condition’’ is at hand may be difficult. When in doubt, speak with legal counsel about your rights when doctors allow the individual to take what appears to be excessive time off. Cases like this need to be handled on a case-by-case basis.
Taken From : The Hiring and Firing Quention and Answer Book
"
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string(377) "The Family and Medical Leave Act (FMLA), a labor standard and leave law, makes you liable for punitive damages should you violate job protection rules. It’s no surprise, therefore, that many employers avoid confronting excessive absenteeism for fear of facing a lawsuit somewhere down the road.
Tell Me More
Does a doctor’s note legitimize excessive absenteeism? More [...]"
["atom_content"]=>
string(2403) "The Family and Medical Leave Act (FMLA), a labor standard and leave law, makes you liable for punitive damages should you violate job protection rules. It’s no surprise, therefore, that many employers avoid confronting excessive absenteeism for fear of facing a lawsuit somewhere down the road.
Tell Me More
Does a doctor’s note legitimize excessive absenteeism? More important,
does it mean ‘‘hands off’’ any employee who relies on a doctor’s note to substantiate his own or a family member’s illness? These are difficult questions, and the correct answer will depend on the laws of your state. Still, a little knowledge will go a long way in shedding some light on the mysterious shadows surrounding FMLA.
What’s important to remember when looking at the FMLA’s reach over your company’s performance management program is that FMLA-related leaves apply only when an employee or family member has a ‘‘serious health condition’’ as follows:
1. An episodic or chronic condition that requires inpatient hospital stays
2. Continuing treatment by a healthcare provider
3. A period of incapacity of more than three calendar days
More often than not, employees who take off for sick time don’t necessarily meet the threshold of having a ‘‘serious health condition.’’
As such, the FMLA may have little impact on your decision to document excessive absenteeism in the form of progressive discipline or to ultimately terminate an employee who violates your company’s absenteeism control policy.
On the other hand, doctors’ notes may preclude your taking any adverse action (including progressive discipline or termination) against an employee for one key reason: in certain states, medical certifications need not identify the condition being treated unlessthe employee consents. Therefore, a doctor’s note will usually only tell you the date of the condition’s onset and its estimated dura-tion—no more. As a result, determining whether an FMLA-quali- fied ‘‘serious medical condition’’ is at hand may be difficult. When in doubt, speak with legal counsel about your rights when doctors allow the individual to take what appears to be excessive time off. Cases like this need to be handled on a case-by-case basis.
Taken From : The Hiring and Firing Quention and Answer Book
"
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[52]=>
array(13) {
["title"]=>
string(112) "83. How do I handle employees who pattern their unauthorized absences around their regularly scheduled weekends?"
["link"]=>
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["pubdate"]=>
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string(341) "The definition of a ‘‘pattern’’ is a frequent, predictable, and observable
employee action that repeats itself over time. When employees take more than 50 percent of their time off around weekends or holidays, then a pattern may be established. (In the example in Appendix Q, the employee took four of five days off on a Monday [...]"
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string(1401) "The definition of a ‘‘pattern’’ is a frequent, predictable, and observable
employee action that repeats itself over time. When employees take more than 50 percent of their time off around weekends or holidays, then a pattern may be established. (In the example in Appendix Q, the employee took four of five days off on a Monday or a Friday; thus, 80 percent of his unscheduled absences occurred around the weekend.) Just remember that this 50 percent rule isn’t a legal definition; it is, instead, a reasonable company rule that you may wish to establish.
Tell Me More
‘‘Patterning,’’ in this author’s opinion, is a separate infraction from
unscheduled absenteeism. Consequently, it should be handled separately
in the written warning. Simply create two headings in the written warning:
Issue 1: Excessive, unauthorized absenteeism
Issue 2: ‘‘Patterning’’ incidents of unscheduled absenteeism
around regularly scheduled time off
Sample wording for this separate section is included in Appendix Q. With these progressive discipline tools in hand, you should be successful in minimizing further incidents of ‘‘patterning,’’ because most employees will avoid this perception problem once it’s been brought formally to their attention.
Taken From : The Hiring and Firing Quention and Answer Book
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string(341) "The definition of a ‘‘pattern’’ is a frequent, predictable, and observable
employee action that repeats itself over time. When employees take more than 50 percent of their time off around weekends or holidays, then a pattern may be established. (In the example in Appendix Q, the employee took four of five days off on a Monday [...]"
["atom_content"]=>
string(1401) "The definition of a ‘‘pattern’’ is a frequent, predictable, and observable
employee action that repeats itself over time. When employees take more than 50 percent of their time off around weekends or holidays, then a pattern may be established. (In the example in Appendix Q, the employee took four of five days off on a Monday or a Friday; thus, 80 percent of his unscheduled absences occurred around the weekend.) Just remember that this 50 percent rule isn’t a legal definition; it is, instead, a reasonable company rule that you may wish to establish.
Tell Me More
‘‘Patterning,’’ in this author’s opinion, is a separate infraction from
unscheduled absenteeism. Consequently, it should be handled separately
in the written warning. Simply create two headings in the written warning:
Issue 1: Excessive, unauthorized absenteeism
Issue 2: ‘‘Patterning’’ incidents of unscheduled absenteeism
around regularly scheduled time off
Sample wording for this separate section is included in Appendix Q. With these progressive discipline tools in hand, you should be successful in minimizing further incidents of ‘‘patterning,’’ because most employees will avoid this perception problem once it’s been brought formally to their attention.
Taken From : The Hiring and Firing Quention and Answer Book
"
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[53]=>
array(13) {
["title"]=>
string(8) "LESSON 5"
["link"]=>
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string(394) "Pegging
Take a vivid picture of what you want to remember and a vivid picture of a peg and put both pictures together using action!
V.I.A.
Vivid Visualization
Imagination
Active Action
3 Things to Remember Anything!
A.) A place to put the information (a peg)
B.) The information turned into a picture
C.) Mental Glue! Action - movement.
Boring is Bad!
Exercises:
Review the Body List and [...]"
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string(1269) "Pegging
Take a vivid picture of what you want to remember and a vivid picture of a peg and put both pictures together using action!
V.I.A.
Vivid Visualization
Imagination
Active Action
3 Things to Remember Anything!
A.) A place to put the information (a peg)
B.) The information turned into a picture
C.) Mental Glue! Action - movement.
Boring is Bad!
Exercises:
Review the Body List and what you pegged to the list (eggs, bacon, etc.). Make sure your pictures are vivid and your action and movement are exaggerated!!!
LESSON 6
Abstracts into Pictures
Turn the following into pictures:
Gentile
Trading
Trust
Love
Astute
Always break word down by syllables, then by using the way the syllable sounds, come up with a sound alike picture word!
Gentile A gentleman tilling soil. A bottle of gin being poured into a till. A
gentleman and tile. A bear.
Trading A tray with bells on it. A tray with dings in it.
Trust Rust
Love A heart. Cupid. A glove
Astute A jackass tooting a horn.
Taken From: Mega Memory Workbook
"
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string(394) "Pegging
Take a vivid picture of what you want to remember and a vivid picture of a peg and put both pictures together using action!
V.I.A.
Vivid Visualization
Imagination
Active Action
3 Things to Remember Anything!
A.) A place to put the information (a peg)
B.) The information turned into a picture
C.) Mental Glue! Action - movement.
Boring is Bad!
Exercises:
Review the Body List and [...]"
["atom_content"]=>
string(1269) "Pegging
Take a vivid picture of what you want to remember and a vivid picture of a peg and put both pictures together using action!
V.I.A.
Vivid Visualization
Imagination
Active Action
3 Things to Remember Anything!
A.) A place to put the information (a peg)
B.) The information turned into a picture
C.) Mental Glue! Action - movement.
Boring is Bad!
Exercises:
Review the Body List and what you pegged to the list (eggs, bacon, etc.). Make sure your pictures are vivid and your action and movement are exaggerated!!!
LESSON 6
Abstracts into Pictures
Turn the following into pictures:
Gentile
Trading
Trust
Love
Astute
Always break word down by syllables, then by using the way the syllable sounds, come up with a sound alike picture word!
Gentile A gentleman tilling soil. A bottle of gin being poured into a till. A
gentleman and tile. A bear.
Trading A tray with bells on it. A tray with dings in it.
Trust Rust
Love A heart. Cupid. A glove
Astute A jackass tooting a horn.
Taken From: Mega Memory Workbook
"
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}
[54]=>
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["title"]=>
string(84) "82. What’s the most effective way to deal with excessive absenteeism problems? (1)"
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string(418) "Commerce Clearing House (CCH) Inc.’s 1999 Unscheduled Absence Survey estimates that excessive absenteeism costs corporate America
somewhere in the neighborhood of $600 per employee annually—a hefty toll, considering that not all absenteeism stems from legitimate illnesses. The first place to look when addressing excessive unauthorized absenteeism is your company policy. Many companies place caps on annual [...]"
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string(1986) "Commerce Clearing House (CCH) Inc.’s 1999 Unscheduled Absence Survey estimates that excessive absenteeism costs corporate America
somewhere in the neighborhood of $600 per employee annually—a hefty toll, considering that not all absenteeism stems from legitimate illnesses. The first place to look when addressing excessive unauthorized absenteeism is your company policy. Many companies place caps on annual sick leave allowances; others refuse to write a policy for fear that the written document will limit their discretion in dealing with employees on a case-by-case basis. Your decision to implement a policy should depend on the frequency of worker absenteeism relative to industry and geographic standards.
In addition, setting policy can be challenging because employers need to determine the parameters of the program:
Will they measure actual days or ‘‘incidents’’ (i.e., an uninterrupted
series of days off from the same sickness or injury)?
Do they believe that a no-fault or an excuse-based system
will be more effective?
Will a rolling year or a calendar year serve as the optimal
performance measurement time period?
Beyond the nuts and bolts of your written policy, your past practice must also be closely examined. If you’re inconsistent in the application of your organization’s rules, a judge or arbitrator may determine that your fickle actions could justify a claim of discrimination or retaliation from a terminated worker.
Tell Me More
How much time off is considered excessive? There’s no easy answer, but juries typically consider one sick day per month, or twelve days a year, as a threshold. More than that and it’s likely that the discharge will be sustained; less than that and a plaintiff attorney may convince a jury that your decision to terminate was premature and possibly just a pretext.
Taken From : The Hiring and Firing Quention and Answer Book
"
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string(418) "Commerce Clearing House (CCH) Inc.’s 1999 Unscheduled Absence Survey estimates that excessive absenteeism costs corporate America
somewhere in the neighborhood of $600 per employee annually—a hefty toll, considering that not all absenteeism stems from legitimate illnesses. The first place to look when addressing excessive unauthorized absenteeism is your company policy. Many companies place caps on annual [...]"
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string(1986) "Commerce Clearing House (CCH) Inc.’s 1999 Unscheduled Absence Survey estimates that excessive absenteeism costs corporate America
somewhere in the neighborhood of $600 per employee annually—a hefty toll, considering that not all absenteeism stems from legitimate illnesses. The first place to look when addressing excessive unauthorized absenteeism is your company policy. Many companies place caps on annual sick leave allowances; others refuse to write a policy for fear that the written document will limit their discretion in dealing with employees on a case-by-case basis. Your decision to implement a policy should depend on the frequency of worker absenteeism relative to industry and geographic standards.
In addition, setting policy can be challenging because employers need to determine the parameters of the program:
Will they measure actual days or ‘‘incidents’’ (i.e., an uninterrupted
series of days off from the same sickness or injury)?
Do they believe that a no-fault or an excuse-based system
will be more effective?
Will a rolling year or a calendar year serve as the optimal
performance measurement time period?
Beyond the nuts and bolts of your written policy, your past practice must also be closely examined. If you’re inconsistent in the application of your organization’s rules, a judge or arbitrator may determine that your fickle actions could justify a claim of discrimination or retaliation from a terminated worker.
Tell Me More
How much time off is considered excessive? There’s no easy answer, but juries typically consider one sick day per month, or twelve days a year, as a threshold. More than that and it’s likely that the discharge will be sustained; less than that and a plaintiff attorney may convince a jury that your decision to terminate was premature and possibly just a pretext.
Taken From : The Hiring and Firing Quention and Answer Book
"
["date_timestamp"]=>
int(1252244817)
}
[55]=>
array(13) {
["title"]=>
string(43) "For example, if you will be asked questions"
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string(341) "For example, if you will be asked questions in terms of numbers, such as, “What is Newton’s First Law of Motion,” then studying for such a test is simply a matter of pegging various pieces of information onto various peg lists. Frequently, these “pieces” of information are concepts rather than objects. However, they pose no [...]"
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string(2086) "For example, if you will be asked questions in terms of numbers, such as, “What is Newton’s First Law of Motion,” then studying for such a test is simply a matter of pegging various pieces of information onto various peg lists. Frequently, these “pieces” of information are concepts rather than objects. However, they pose no more than 30 seconds extra time to peg.
If one is pegging grocery items, it is simple to peg them on one’s body list. However, to peg Newton’s first law of motion takes a little more imagination. It states, “A body at rest tends to stay at rest, and will remain at rest unless acted upon by an outside force, and a body in motion tends to stay in motion, and will stay in motion unless acted upon by an outside force.” The easiest way to peg it would be with its concept. One could merely envision one’s foot being in motion, and continuing in motion, pulling the rest of the body along with it. (Notice that I chose the MOTION part of Newton’s law rather than the REST part. Obviously MOTION is a better picture . . .) One could easily elaborate on that. The point is, that pegging information of that nature is merely a matter of pegging concepts to lists.
Frequently for tests (and in life) you’ll find it necessary to memorize numbers in addition to concepts or facts. When you find it necessary to peg numbers in addition to the other information you peg, the best way to go about it is to chain it “on top of” something else. For example, if you had a friend whose telephone number ended in 1492 there’s a very good chance that you would remember it by associating it with Columbus for “in fourteen hundred ninety-two Columbus sailed the ocean blue.” Your friend has nothing to do with Columbus but 1492 now has meaning for you so you chain your friend’s number data to the prior meaning. Recalling numbers in this way becomes easier with practice and should help anyone on tests.
Taken From: Mega Memory Workbook
"
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string(341) "For example, if you will be asked questions in terms of numbers, such as, “What is Newton’s First Law of Motion,” then studying for such a test is simply a matter of pegging various pieces of information onto various peg lists. Frequently, these “pieces” of information are concepts rather than objects. However, they pose no [...]"
["atom_content"]=>
string(2086) "For example, if you will be asked questions in terms of numbers, such as, “What is Newton’s First Law of Motion,” then studying for such a test is simply a matter of pegging various pieces of information onto various peg lists. Frequently, these “pieces” of information are concepts rather than objects. However, they pose no more than 30 seconds extra time to peg.
If one is pegging grocery items, it is simple to peg them on one’s body list. However, to peg Newton’s first law of motion takes a little more imagination. It states, “A body at rest tends to stay at rest, and will remain at rest unless acted upon by an outside force, and a body in motion tends to stay in motion, and will stay in motion unless acted upon by an outside force.” The easiest way to peg it would be with its concept. One could merely envision one’s foot being in motion, and continuing in motion, pulling the rest of the body along with it. (Notice that I chose the MOTION part of Newton’s law rather than the REST part. Obviously MOTION is a better picture . . .) One could easily elaborate on that. The point is, that pegging information of that nature is merely a matter of pegging concepts to lists.
Frequently for tests (and in life) you’ll find it necessary to memorize numbers in addition to concepts or facts. When you find it necessary to peg numbers in addition to the other information you peg, the best way to go about it is to chain it “on top of” something else. For example, if you had a friend whose telephone number ended in 1492 there’s a very good chance that you would remember it by associating it with Columbus for “in fourteen hundred ninety-two Columbus sailed the ocean blue.” Your friend has nothing to do with Columbus but 1492 now has meaning for you so you chain your friend’s number data to the prior meaning. Recalling numbers in this way becomes easier with practice and should help anyone on tests.
Taken From: Mega Memory Workbook
"
["date_timestamp"]=>
int(1251946142)
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[56]=>
array(13) {
["title"]=>
string(92) "81. Can I dock a worker’s pay for substandard job performance or unacceptable conduct? (2)"
["link"]=>
string(34) "http://cuisinedegourmet.com/?p=724"
["comments"]=>
string(43) "http://cuisinedegourmet.com/?p=724#comments"
["pubdate"]=>
string(31) "Mon, 31 Aug 2009 13:43:05 +0000"
["dc"]=>
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string(331) "I know this sounds confusing. That’s because it is. Here’s what could happen to you, though, if you administer this incorrectly: If you were to place one of your managers on a three-day unpaid suspension (which is less than a full week and therefore violates this rule), that could result in the manager’s exempt status [...]"
["content"]=>
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string(2223) "I know this sounds confusing. That’s because it is. Here’s what could happen to you, though, if you administer this incorrectly: If you were to place one of your managers on a three-day unpaid suspension (which is less than a full week and therefore violates this rule), that could result in the manager’s exempt status being violated. In other words, the exempt manager could be considered a nonexempt employee who is entitled to overtime pay. Consequently, the Department of Labor’s Wage and Hour Division could end up sticking you with a massive ‘‘back wages’’ assessment for overtime due your manager!
There’s an easy way around the quirky wage and hour rules that govern exempt and nonexempt workers’ wages: Avoid unpaid disciplinary suspensions. First, they’re simply too hard to administer and consequently not worth the trouble. Second, they rarely turn around underperforming employees because they generate feelings of anger and distrust. Third, there’s a much better alternative.
A paid disciplinary leave, known as a ‘‘decision-making leave’’ or ‘‘day of contemplation,’’ is a once-in-a-career benefit where companies pay for an employee’s time-out period. As a result, the paid leave eliminates the embarrassment so often associated with disciplinary suspensions. In addition, when you place an employee on a one-day paid leave, you have the right to ask him to complete a homework assignment on his day off. A sample homework assignment is presented in Appendix P.
Is there ever a time for unpaid disciplinary suspensions? Possibly. When an employee engages in willful misconduct or egregious behavior that smacks of retaliation or harassment, a traditional unpaid suspension may be warranted. That’s up to you in your discretion as management. Even so, consider the one-day paid suspension as an alternative: Guilt works better than anger, even in extreme cases.
When you’re considering docking an exempt employee’s pay, contact the appropriate legal counsel to ensure that you’re administering this payroll issue within both federal and state guidelines.
Taken From : The Hiring and Firing Quention and Answer Book
"
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string(331) "I know this sounds confusing. That’s because it is. Here’s what could happen to you, though, if you administer this incorrectly: If you were to place one of your managers on a three-day unpaid suspension (which is less than a full week and therefore violates this rule), that could result in the manager’s exempt status [...]"
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string(2223) "I know this sounds confusing. That’s because it is. Here’s what could happen to you, though, if you administer this incorrectly: If you were to place one of your managers on a three-day unpaid suspension (which is less than a full week and therefore violates this rule), that could result in the manager’s exempt status being violated. In other words, the exempt manager could be considered a nonexempt employee who is entitled to overtime pay. Consequently, the Department of Labor’s Wage and Hour Division could end up sticking you with a massive ‘‘back wages’’ assessment for overtime due your manager!
There’s an easy way around the quirky wage and hour rules that govern exempt and nonexempt workers’ wages: Avoid unpaid disciplinary suspensions. First, they’re simply too hard to administer and consequently not worth the trouble. Second, they rarely turn around underperforming employees because they generate feelings of anger and distrust. Third, there’s a much better alternative.
A paid disciplinary leave, known as a ‘‘decision-making leave’’ or ‘‘day of contemplation,’’ is a once-in-a-career benefit where companies pay for an employee’s time-out period. As a result, the paid leave eliminates the embarrassment so often associated with disciplinary suspensions. In addition, when you place an employee on a one-day paid leave, you have the right to ask him to complete a homework assignment on his day off. A sample homework assignment is presented in Appendix P.
Is there ever a time for unpaid disciplinary suspensions? Possibly. When an employee engages in willful misconduct or egregious behavior that smacks of retaliation or harassment, a traditional unpaid suspension may be warranted. That’s up to you in your discretion as management. Even so, consider the one-day paid suspension as an alternative: Guilt works better than anger, even in extreme cases.
When you’re considering docking an exempt employee’s pay, contact the appropriate legal counsel to ensure that you’re administering this payroll issue within both federal and state guidelines.
Taken From : The Hiring and Firing Quention and Answer Book
"
["date_timestamp"]=>
int(1251726185)
}
[57]=>
array(13) {
["title"]=>
string(50) "80. How do I document my concerns on an annual (2)"
["link"]=>
string(34) "http://cuisinedegourmet.com/?p=560"
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string(43) "http://cuisinedegourmet.com/?p=560#comments"
["pubdate"]=>
string(31) "Fri, 28 Aug 2009 17:24:11 +0000"
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string(356) "Here’s how your verbal conversation might sound:
Laura, it’s time for the annual review, and I’ve been meaning to
have this meeting with you for quite some time. I apologize to you,
and I assume responsibility for not having shared my concerns with
you earlier. However, I don’t feel that your performance or conduct
are up to par relative to [...]"
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string(2617) "Here’s how your verbal conversation might sound:
Laura, it’s time for the annual review, and I’ve been meaning to
have this meeting with you for quite some time. I apologize to you,
and I assume responsibility for not having shared my concerns with
you earlier. However, I don’t feel that your performance or conduct
are up to par relative to your performance in the past. This year has
been a difficult one for you: We’ve had multiple complaints about
your tone of voice with customers—issues that I’ve smoothed over
with customers myself rather than bringing them to your attention.
Also, your loan-to-value ratios have contained errors that the desk
appraisers have caught in their audits of your work. As a result, several have shared with me that they don’t trust your work to be top quality, especially when you appear to be under pressure.
Your overall performance score on this evaluation will be ‘‘does not
meet expectations.’’ I want you to know that I’ll qualify that by
saying that these issues were not brought to your attention immediately as they occurred. I can’t hold you fully accountable for fixing problems that you’re not aware of. On the other hand, tone of voice with customers and simple loan-to-value calculations are the basics of your job. Just because I haven’t taken the opportunity to sit with you to discuss others’ concerns doesn’t justify your behavior or lack of attention to detail.
I’ve written my review of your performance. I’d like to review it with you now. If you have any immediate questions, just let me know. Otherwise, I’ll ask you to take this home and study it. I’m sure you’ll have other questions tomorrow, and I’d like to be able to answer them for you as concretely as possible. I also want you to know that I’ll bring any performance or conduct issues to your immediate attention from now on so that you won’t feel surprised or anxious about how I’m evaluating you.
Oh, there is one other thing: I’d like to have another formal performance review with you in ninety days. Although you won’t receive a merit increase now because of the current review, there is
a possibility that you’ll receive a merit increase in ninety days if your
performance and conduct show significant improvement.
Similar language should be used in the ‘‘Comments’’ section of the written review. An example can be found in Appendix O.
Taken From : The Hiring and Firing Quention and Answer Book
"
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string(356) "Here’s how your verbal conversation might sound:
Laura, it’s time for the annual review, and I’ve been meaning to
have this meeting with you for quite some time. I apologize to you,
and I assume responsibility for not having shared my concerns with
you earlier. However, I don’t feel that your performance or conduct
are up to par relative to [...]"
["atom_content"]=>
string(2617) "Here’s how your verbal conversation might sound:
Laura, it’s time for the annual review, and I’ve been meaning to
have this meeting with you for quite some time. I apologize to you,
and I assume responsibility for not having shared my concerns with
you earlier. However, I don’t feel that your performance or conduct
are up to par relative to your performance in the past. This year has
been a difficult one for you: We’ve had multiple complaints about
your tone of voice with customers—issues that I’ve smoothed over
with customers myself rather than bringing them to your attention.
Also, your loan-to-value ratios have contained errors that the desk
appraisers have caught in their audits of your work. As a result, several have shared with me that they don’t trust your work to be top quality, especially when you appear to be under pressure.
Your overall performance score on this evaluation will be ‘‘does not
meet expectations.’’ I want you to know that I’ll qualify that by
saying that these issues were not brought to your attention immediately as they occurred. I can’t hold you fully accountable for fixing problems that you’re not aware of. On the other hand, tone of voice with customers and simple loan-to-value calculations are the basics of your job. Just because I haven’t taken the opportunity to sit with you to discuss others’ concerns doesn’t justify your behavior or lack of attention to detail.
I’ve written my review of your performance. I’d like to review it with you now. If you have any immediate questions, just let me know. Otherwise, I’ll ask you to take this home and study it. I’m sure you’ll have other questions tomorrow, and I’d like to be able to answer them for you as concretely as possible. I also want you to know that I’ll bring any performance or conduct issues to your immediate attention from now on so that you won’t feel surprised or anxious about how I’m evaluating you.
Oh, there is one other thing: I’d like to have another formal performance review with you in ninety days. Although you won’t receive a merit increase now because of the current review, there is
a possibility that you’ll receive a merit increase in ninety days if your
performance and conduct show significant improvement.
Similar language should be used in the ‘‘Comments’’ section of the written review. An example can be found in Appendix O.
Taken From : The Hiring and Firing Quention and Answer Book
"
["date_timestamp"]=>
int(1251480251)
}
[58]=>
array(13) {
["title"]=>
string(22) "Awesome Zenni Services"
["link"]=>
string(34) "http://cuisinedegourmet.com/?p=922"
["comments"]=>
string(43) "http://cuisinedegourmet.com/?p=922#comments"
["pubdate"]=>
string(31) "Thu, 27 Aug 2009 08:50:35 +0000"
["dc"]=>
array(1) {
["creator"]=>
string(5) "admin"
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["category"]=>
string(13) "Uncategorized"
["guid"]=>
string(34) "http://cuisinedegourmet.com/?p=922"
["description"]=>
string(328) "There are so many online optical in the internet and each of them has their own quality. But if we are speaking about the online optical services’ quality, we must mention the Zenni Optical. This is the ultimate online optical for many people.
If you need the prescription eyeglasses or perhaps you only need the fashion [...]"
["content"]=>
array(1) {
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string(929) "There are so many online optical in the internet and each of them has their own quality. But if we are speaking about the online optical services’ quality, we must mention the Zenni Optical. This is the ultimate online optical for many people.
If you need the prescription eyeglasses or perhaps you only need the fashion eyeglasses, you may click the Zennioptical.com to get some more options. They have so many excellent products such as the $ 8 Rx eyeglasses for you.
Some friends have already proven about the Zenni Optical and they said that they love it. Some of them even say; I have been searching in many optical, and I finally could get My favorite high fashion eyeglasses. They also get the How You Can Start Spending Smart tips in the Cbn.com.
"
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string(328) "There are so many online optical in the internet and each of them has their own quality. But if we are speaking about the online optical services’ quality, we must mention the Zenni Optical. This is the ultimate online optical for many people.
If you need the prescription eyeglasses or perhaps you only need the fashion [...]"
["atom_content"]=>
string(929) "There are so many online optical in the internet and each of them has their own quality. But if we are speaking about the online optical services’ quality, we must mention the Zenni Optical. This is the ultimate online optical for many people.
If you need the prescription eyeglasses or perhaps you only need the fashion eyeglasses, you may click the Zennioptical.com to get some more options. They have so many excellent products such as the $ 8 Rx eyeglasses for you.
Some friends have already proven about the Zenni Optical and they said that they love it. Some of them even say; I have been searching in many optical, and I finally could get My favorite high fashion eyeglasses. They also get the How You Can Start Spending Smart tips in the Cbn.com.
"
["date_timestamp"]=>
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}
[59]=>
array(13) {
["title"]=>
string(25) "One of the most important"
["link"]=>
string(34) "http://cuisinedegourmet.com/?p=667"
["comments"]=>
string(43) "http://cuisinedegourmet.com/?p=667#comments"
["pubdate"]=>
string(31) "Tue, 25 Aug 2009 02:46:07 +0000"
["dc"]=>
array(1) {
["creator"]=>
string(5) "admin"
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["category"]=>
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["guid"]=>
string(34) "http://cuisinedegourmet.com/?p=667"
["description"]=>
string(306) "One of the most important steps in studying for tests is determining what type of information you are being tested on. If you are being tested on dates, it does little good to memorize names. If you are being tested for word-for- word, even if you remember the concepts, you will most likely not fare [...]"
["content"]=>
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string(1339) "One of the most important steps in studying for tests is determining what type of information you are being tested on. If you are being tested on dates, it does little good to memorize names. If you are being tested for word-for- word, even if you remember the concepts, you will most likely not fare very well. So step one, take a look at that which
you are being tested on, and decide what kind of information it is. Then decide on the correct technique to use.
Once You Identify Your Information:
Once you understand what you’re being tested on, you can decide on a technique to use. If you’re being tested for names and dates, one technique will be applicable. If you’re being tested for verbatim word- for-word written text, another technique will be applicable.
The techniques:
When writing a tutorial such as this one, it is clearly bordering on the impossible to predict each and every testing situation, therefore, one must, as a writer of such a tutorial, give to the student the ability to change the techniques to suit his or her needs. You, as the student, must be able to take the basic principles of memory and tailor- make them so that they work for you.
Taken From: Mega Memory Workbook
"
}
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string(306) "One of the most important steps in studying for tests is determining what type of information you are being tested on. If you are being tested on dates, it does little good to memorize names. If you are being tested for word-for- word, even if you remember the concepts, you will most likely not fare [...]"
["atom_content"]=>
string(1339) "One of the most important steps in studying for tests is determining what type of information you are being tested on. If you are being tested on dates, it does little good to memorize names. If you are being tested for word-for- word, even if you remember the concepts, you will most likely not fare very well. So step one, take a look at that which
you are being tested on, and decide what kind of information it is. Then decide on the correct technique to use.
Once You Identify Your Information:
Once you understand what you’re being tested on, you can decide on a technique to use. If you’re being tested for names and dates, one technique will be applicable. If you’re being tested for verbatim word- for-word written text, another technique will be applicable.
The techniques:
When writing a tutorial such as this one, it is clearly bordering on the impossible to predict each and every testing situation, therefore, one must, as a writer of such a tutorial, give to the student the ability to change the techniques to suit his or her needs. You, as the student, must be able to take the basic principles of memory and tailor- make them so that they work for you.
Taken From: Mega Memory Workbook
"
["date_timestamp"]=>
int(1251168367)
}
[60]=>
array(13) {
["title"]=>
string(50) "80. How do I document my concerns on an annual (1)"
["link"]=>
string(34) "http://cuisinedegourmet.com/?p=559"
["comments"]=>
string(43) "http://cuisinedegourmet.com/?p=559#comments"
["pubdate"]=>
string(31) "Sat, 22 Aug 2009 17:21:36 +0000"
["dc"]=>
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string(5) "admin"
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["description"]=>
string(402) "The primary rule of performance management is that there should
be no surprises. When an employee feels ambushed by stored-up
complaints that his manager has been withholding over long periods
of time, that manager has failed to communicate properly. Since
communication is the bedrock of business, that manager needs to
be trained more effectively in dealing with adversity, delivering bad
news, [...]"
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string(2082) "The primary rule of performance management is that there should
be no surprises. When an employee feels ambushed by stored-up
complaints that his manager has been withholding over long periods
of time, that manager has failed to communicate properly. Since
communication is the bedrock of business, that manager needs to
be trained more effectively in dealing with adversity, delivering bad
news, and managing conflict.
That being said, remember that the path of least resistance is
avoidance. Even the best managers will attempt at times to avoid
broaching uncomfortable topics if they feel that bringing them up
will only make matters worse. Maybe avoidance allows the work to
get done with minimal friction. But when it’s time for the annual
performance review, that manager will be hard pressed to articulate
on paper the subordinate’s multiple shortcomings. Many managers
deny the problem even further by doling out ‘‘satisfactory’’ scores
(much to their later chagrin when they wish to terminate the employee for cause). On the other hand, there is a way to gently
communicate the ongoing problems at review time while still aggressively dealing with the problem. Let’s look at how it’s done.
Tell Me More
First, the manager in question should assume responsibility for failing
to communicate properly when speaking with the employee about the review. Second, the manager should qualify written comments
with statements like, ‘‘Although Laura and I didn’t discuss this issue during the review period . . .’’ or ‘‘This was not formally brought to Laura’s attention at the time it occurred.’’ Yes, your statements
diminish the impact of the message you’re making when you include such disclaimers. Still, it’s only fair to do so, and your employee will have an easier time accepting your criticism if it’s not perceived as an ambush.
Taken From : The Hiring and Firing Quention and Answer Book
"
}
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string(402) "The primary rule of performance management is that there should
be no surprises. When an employee feels ambushed by stored-up
complaints that his manager has been withholding over long periods
of time, that manager has failed to communicate properly. Since
communication is the bedrock of business, that manager needs to
be trained more effectively in dealing with adversity, delivering bad
news, [...]"
["atom_content"]=>
string(2082) "The primary rule of performance management is that there should
be no surprises. When an employee feels ambushed by stored-up
complaints that his manager has been withholding over long periods
of time, that manager has failed to communicate properly. Since
communication is the bedrock of business, that manager needs to
be trained more effectively in dealing with adversity, delivering bad
news, and managing conflict.
That being said, remember that the path of least resistance is
avoidance. Even the best managers will attempt at times to avoid
broaching uncomfortable topics if they feel that bringing them up
will only make matters worse. Maybe avoidance allows the work to
get done with minimal friction. But when it’s time for the annual
performance review, that manager will be hard pressed to articulate
on paper the subordinate’s multiple shortcomings. Many managers
deny the problem even further by doling out ‘‘satisfactory’’ scores
(much to their later chagrin when they wish to terminate the employee for cause). On the other hand, there is a way to gently
communicate the ongoing problems at review time while still aggressively dealing with the problem. Let’s look at how it’s done.
Tell Me More
First, the manager in question should assume responsibility for failing
to communicate properly when speaking with the employee about the review. Second, the manager should qualify written comments
with statements like, ‘‘Although Laura and I didn’t discuss this issue during the review period . . .’’ or ‘‘This was not formally brought to Laura’s attention at the time it occurred.’’ Yes, your statements
diminish the impact of the message you’re making when you include such disclaimers. Still, it’s only fair to do so, and your employee will have an easier time accepting your criticism if it’s not perceived as an ambush.
Taken From : The Hiring and Firing Quention and Answer Book
"
["date_timestamp"]=>
int(1250961696)
}
[61]=>
array(13) {
["title"]=>
string(17) "Choose a key word"
["link"]=>
string(34) "http://cuisinedegourmet.com/?p=662"
["comments"]=>
string(43) "http://cuisinedegourmet.com/?p=662#comments"
["pubdate"]=>
string(31) "Wed, 19 Aug 2009 02:38:40 +0000"
["dc"]=>
array(1) {
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string(5) "admin"
}
["category"]=>
string(13) "Uncategorized"
["guid"]=>
string(34) "http://cuisinedegourmet.com/?p=662"
["description"]=>
string(319) "Choose a key word, in this instance, let’s use “motion”. Let’s say, for argument’s sake, that the first item on your house list was a door, so envision the door moving around, even walking around, then envision not being able to make the door stop moving. This gives you the word “motion” as well as [...]"
["content"]=>
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string(1663) "Choose a key word, in this instance, let’s use “motion”. Let’s say, for argument’s sake, that the first item on your house list was a door, so envision the door moving around, even walking around, then envision not being able to make the door stop moving. This gives you the word “motion” as well as the idea behind the sentence. When you take a look at your door again, you will most likely remember that sentence word for word. If you do not, then peg the section of the sentence you’re having trouble with, and lengthen the chain of. . . “door- motion- tending to stay in motion.” If you forgot the word “objects” when calling it back from memory then envision great huge objects smashing
into the door. This gives you an “objects-motion-tending to stay in motion” chain on ONE PEG! Continue in this fashion until you have completed the script, poem or speech that you are memorizing.
8. STUDYING FOR TESTS:
I know, I know, at the mention of the word test, your mouth dries up, a lump in your throat rises, and a cold sweat breaks out on your brow. Always, in school, we were literally taught to dread tests, and their harrowing night- before cram. Fortunately, you have decided to do something about it, and if you ever need to take another test, or your
children or friends do, the following technique(s) will enable you to make the grade while still having a life of your own. Your study time will be reduced, and your results will be much, much higher. The information:
Taken From: Mega Memory Workbook
"
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string(319) "Choose a key word, in this instance, let’s use “motion”. Let’s say, for argument’s sake, that the first item on your house list was a door, so envision the door moving around, even walking around, then envision not being able to make the door stop moving. This gives you the word “motion” as well as [...]"
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string(1663) "Choose a key word, in this instance, let’s use “motion”. Let’s say, for argument’s sake, that the first item on your house list was a door, so envision the door moving around, even walking around, then envision not being able to make the door stop moving. This gives you the word “motion” as well as the idea behind the sentence. When you take a look at your door again, you will most likely remember that sentence word for word. If you do not, then peg the section of the sentence you’re having trouble with, and lengthen the chain of. . . “door- motion- tending to stay in motion.” If you forgot the word “objects” when calling it back from memory then envision great huge objects smashing
into the door. This gives you an “objects-motion-tending to stay in motion” chain on ONE PEG! Continue in this fashion until you have completed the script, poem or speech that you are memorizing.
8. STUDYING FOR TESTS:
I know, I know, at the mention of the word test, your mouth dries up, a lump in your throat rises, and a cold sweat breaks out on your brow. Always, in school, we were literally taught to dread tests, and their harrowing night- before cram. Fortunately, you have decided to do something about it, and if you ever need to take another test, or your
children or friends do, the following technique(s) will enable you to make the grade while still having a life of your own. Your study time will be reduced, and your results will be much, much higher. The information:
Taken From: Mega Memory Workbook
"
["date_timestamp"]=>
int(1250649520)
}
[62]=>
array(13) {
["title"]=>
string(35) "Cheap Eyeglasses from Zenni Optical"
["link"]=>
string(34) "http://cuisinedegourmet.com/?p=918"
["comments"]=>
string(43) "http://cuisinedegourmet.com/?p=918#comments"
["pubdate"]=>
string(31) "Tue, 18 Aug 2009 03:41:12 +0000"
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string(339) "There are many ways you can do to save your money in this “grey” financial condition. Now, you can save your money by purchasing eyeglasses at Zenni Optical. People like to purchase eyeglasses collection from Zenni Optical because there are cheap eyeglasses offerings.
You can buy $ 8 Rx eyeglasses from this site. There is women [...]"
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You can buy $ 8 Rx eyeglasses from this site. There is women fashion eyeglasses collection or men’s classic eyeglasses too. Watch information about Zenni Optical on TV!!!
You can also read article about the profit of using Zenni optical at High Five to Zenni Optical. You can find information about high quality of Zenni Optical eyeglasses in this site. So, visit it now!
"
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string(339) "There are many ways you can do to save your money in this “grey” financial condition. Now, you can save your money by purchasing eyeglasses at Zenni Optical. People like to purchase eyeglasses collection from Zenni Optical because there are cheap eyeglasses offerings.
You can buy $ 8 Rx eyeglasses from this site. There is women [...]"
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string(844) "There are many ways you can do to save your money in this “grey” financial condition. Now, you can save your money by purchasing eyeglasses at Zenni Optical. People like to purchase eyeglasses collection from Zenni Optical because there are cheap eyeglasses offerings.
You can buy $ 8 Rx eyeglasses from this site. There is women fashion eyeglasses collection or men’s classic eyeglasses too. Watch information about Zenni Optical on TV!!!
You can also read article about the profit of using Zenni optical at High Five to Zenni Optical. You can find information about high quality of Zenni Optical eyeglasses in this site. So, visit it now!
"
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[63]=>
array(13) {
["title"]=>
string(84) "79. Is it a good idea to remove disciplinary warnings from an employee’s file? (2)"
["link"]=>
string(34) "http://cuisinedegourmet.com/?p=558"
["comments"]=>
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["pubdate"]=>
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["description"]=>
string(364) "Similarly, if one of your employees is written up for substandard
customer service but then really turns her performance around, you have the right to add another document to the file recProgressive
ognizing this new achievement. An example of this kind of recognition
can be found in Appendix N.
Is there a legal downside to such positive follow-up letters? [...]"
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string(1545) "Similarly, if one of your employees is written up for substandard
customer service but then really turns her performance around, you have the right to add another document to the file recProgressive
ognizing this new achievement. An example of this kind of recognition
can be found in Appendix N.
Is there a legal downside to such positive follow-up letters? There could be. By formally documenting improvement and then shortly thereafter terminating the employee for substandard job performance, you may run the risk of losing a wrongful termination
claim. For example, a plaintiff attorney representing the exemployee
might argue that your documents were inconsistent and ambiguous. ‘‘After all, the follow-up letter neutralized the prior disciplinary warning, and then you terminatedmy client anyway’’ goes
the typical line of reasoning.
Still, good management is all about risk management—not about risk avoidance. You can’t manage by fear of lawsuits. Instead, you have to find that fine balance between protecting the company and motivating your staff. Before you implement such a policy, discuss
your options with outside counsel. Your decision’s motivational impact may help withstand union organizing campaigns and lower turnover. However, depending on the state in which your company sits, such a policy may have more limitations from a liability standpoint than you’re willing to assume.
Taken From : The Hiring and Firing Quention and Answer Book
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customer service but then really turns her performance around, you have the right to add another document to the file recProgressive
ognizing this new achievement. An example of this kind of recognition
can be found in Appendix N.
Is there a legal downside to such positive follow-up letters? [...]"
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string(1545) "Similarly, if one of your employees is written up for substandard
customer service but then really turns her performance around, you have the right to add another document to the file recProgressive
ognizing this new achievement. An example of this kind of recognition
can be found in Appendix N.
Is there a legal downside to such positive follow-up letters? There could be. By formally documenting improvement and then shortly thereafter terminating the employee for substandard job performance, you may run the risk of losing a wrongful termination
claim. For example, a plaintiff attorney representing the exemployee
might argue that your documents were inconsistent and ambiguous. ‘‘After all, the follow-up letter neutralized the prior disciplinary warning, and then you terminatedmy client anyway’’ goes
the typical line of reasoning.
Still, good management is all about risk management—not about risk avoidance. You can’t manage by fear of lawsuits. Instead, you have to find that fine balance between protecting the company and motivating your staff. Before you implement such a policy, discuss
your options with outside counsel. Your decision’s motivational impact may help withstand union organizing campaigns and lower turnover. However, depending on the state in which your company sits, such a policy may have more limitations from a liability standpoint than you’re willing to assume.
Taken From : The Hiring and Firing Quention and Answer Book
"
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[64]=>
array(13) {
["title"]=>
string(40) "7. REMEMBERING TEXT/WRITTEN INFORMATION:"
["link"]=>
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["pubdate"]=>
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["description"]=>
string(333) "Let’s do a little word for word memorization. Actors need to remember their lines, musicians their music, sales people their presentations . Students are requested to know things “by heart” and students of the Bible are asked to keep “the word” in their hearts. Although we are not often called on to know things word [...]"
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string(2135) "Let’s do a little word for word memorization. Actors need to remember their lines, musicians their music, sales people their presentations . Students are requested to know things “by heart” and students of the Bible are asked to keep “the word” in their hearts. Although we are not often called on to know things word for word, it is a very useful ability. It separates you from the mass of humanity called . . . . “Nins.” Here are some tips on doing it.
First, get a photocopy of the data, and, if necessary, have it reduced so that there is some blank space on the page for your notes. Next, break the “material” down into bite sized “CHUNKS” such as chapters, pages,paragraphs, sentences, phrases, concepts or words. Now, read aloud and pay special attention to the start of each chunk. For instance: Lincoln’s Gettysburg Address begins: “Four score and seven years ago our fathers brought forth upon this continent a new nation, conceived in liberty and dedicated to the proposition that all men are created equal.”
You would nearly have this memorized if you would just peg the seven key words to your house list.
Let’s take another example of verbatim (word- for-word) memorization. The way this is done is through a combination of pegging, chaining, and natural memory.
In order to remember something word- for-word, one MUST choose key words out of sentences (at least one per sentence, frequently two or three). By key words, I mean words that are descriptive and will remind YOU what the rest of the sentence said. These key words are for you to decide, and no one else. Once you have some key words, then, using your house list, peg the key word on each place (you might need to expand your house list or create some new lists for this) while chaining the rest of the sentence on “top of it”. For example, if you were trying to remember the following sentence verbatim, “Objects in motion tend to stay in motion,” then you would:
Taken From; Mega Memory Workbook
"
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string(333) "Let’s do a little word for word memorization. Actors need to remember their lines, musicians their music, sales people their presentations . Students are requested to know things “by heart” and students of the Bible are asked to keep “the word” in their hearts. Although we are not often called on to know things word [...]"
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string(2135) "Let’s do a little word for word memorization. Actors need to remember their lines, musicians their music, sales people their presentations . Students are requested to know things “by heart” and students of the Bible are asked to keep “the word” in their hearts. Although we are not often called on to know things word for word, it is a very useful ability. It separates you from the mass of humanity called . . . . “Nins.” Here are some tips on doing it.
First, get a photocopy of the data, and, if necessary, have it reduced so that there is some blank space on the page for your notes. Next, break the “material” down into bite sized “CHUNKS” such as chapters, pages,paragraphs, sentences, phrases, concepts or words. Now, read aloud and pay special attention to the start of each chunk. For instance: Lincoln’s Gettysburg Address begins: “Four score and seven years ago our fathers brought forth upon this continent a new nation, conceived in liberty and dedicated to the proposition that all men are created equal.”
You would nearly have this memorized if you would just peg the seven key words to your house list.
Let’s take another example of verbatim (word- for-word) memorization. The way this is done is through a combination of pegging, chaining, and natural memory.
In order to remember something word- for-word, one MUST choose key words out of sentences (at least one per sentence, frequently two or three). By key words, I mean words that are descriptive and will remind YOU what the rest of the sentence said. These key words are for you to decide, and no one else. Once you have some key words, then, using your house list, peg the key word on each place (you might need to expand your house list or create some new lists for this) while chaining the rest of the sentence on “top of it”. For example, if you were trying to remember the following sentence verbatim, “Objects in motion tend to stay in motion,” then you would:
Taken From; Mega Memory Workbook
"
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int(1250130723)
}
[65]=>
array(13) {
["title"]=>
string(15) "Manage the Pain"
["link"]=>
string(34) "http://cuisinedegourmet.com/?p=916"
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string(306) "People are weak when it comes to pain. They can’t bear any little pain in their body. They cannot live their life with pain. They will not be able with pain in their back. They cannot play with their children because of their rheumatic. And, they cannot eat comfortably while they get a toothache. [...]"
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string(1489) "People are weak when it comes to pain. They can’t bear any little pain in their body. They cannot live their life with pain. They will not be able with pain in their back. They cannot play with their children because of their rheumatic. And, they cannot eat comfortably while they get a toothache.
When the pain appears, they will search for the pain killer. This drug will help them to make them feel more comfortable and act as pain relief. There are many pain reliever are sold in the pharmacies. Most of them can’t be consumed freely and need the prescription from the doctors. For example is the drug for shingles which is caused by the poor immune system in the body. People who suffer for this disease must go to the doctor immediately to get the antiviral medication which is combined with some other drugs such as aspirin and ibuprofen as well as topical application as additional pain killer. Not to mention the joint pain relief which is quite hard to find since it has some characteristic which may not suitable for all of the people.
To learn more about the pain killer and how to manage the pain, visit Painreliefreviews.com. This website contains anything related to the pain and the pain killer from the most modern medicine up to the traditional and natural medication.
"
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string(306) "People are weak when it comes to pain. They can’t bear any little pain in their body. They cannot live their life with pain. They will not be able with pain in their back. They cannot play with their children because of their rheumatic. And, they cannot eat comfortably while they get a toothache. [...]"
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string(1489) "People are weak when it comes to pain. They can’t bear any little pain in their body. They cannot live their life with pain. They will not be able with pain in their back. They cannot play with their children because of their rheumatic. And, they cannot eat comfortably while they get a toothache.
When the pain appears, they will search for the pain killer. This drug will help them to make them feel more comfortable and act as pain relief. There are many pain reliever are sold in the pharmacies. Most of them can’t be consumed freely and need the prescription from the doctors. For example is the drug for shingles which is caused by the poor immune system in the body. People who suffer for this disease must go to the doctor immediately to get the antiviral medication which is combined with some other drugs such as aspirin and ibuprofen as well as topical application as additional pain killer. Not to mention the joint pain relief which is quite hard to find since it has some characteristic which may not suitable for all of the people.
To learn more about the pain killer and how to manage the pain, visit Painreliefreviews.com. This website contains anything related to the pain and the pain killer from the most modern medicine up to the traditional and natural medication.
"
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int(1249956465)
}
[66]=>
array(13) {
["title"]=>
string(53) "6. REMEMBERING FOREIGN WORDS/LEARNING A NEW LANGUAGE:"
["link"]=>
string(34) "http://cuisinedegourmet.com/?p=658"
["comments"]=>
string(43) "http://cuisinedegourmet.com/?p=658#comments"
["pubdate"]=>
string(31) "Mon, 10 Aug 2009 02:23:33 +0000"
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}
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["description"]=>
string(327) "Let’s learn the easiest way to learn foreign vocabulary quickly. These ideas will be useful to the student in remembering the words and phrases that you choose to learn. I have chosen ten words in French for this exercise.
Peg the mental link phrases onto a list. Your house list is best for most student applications, [...]"
["content"]=>
array(1) {
["encoded"]=>
string(1250) "Let’s learn the easiest way to learn foreign vocabulary quickly. These ideas will be useful to the student in remembering the words and phrases that you choose to learn. I have chosen ten words in French for this exercise.
Peg the mental link phrases onto a list. Your house list is best for most student applications, but since I don’t know your list I’ll use the tree list. The story would go something like this:
Tree - I see myself watering a tree and sticking the hose halfway down my throat saying, “Oh, am I thirsty for water. The word is eau.”
Light switch - When that mean hombre turned on the light switch, I stabbed him with my switch blade. Man is homme.
Stool - I see John the Baptist smashing an expensive oil painting down onto a stool. Art - John. It’s argent.
Car - Bobby Bonkers crashes his car into the bank and goes bonkers and bonks the teller on the head. Bonk, the word is banque.
Glove - I slap the taxi cab driver across the mouth. “Neigh like a horse, Cabbie.” He shakes his head and says, “Nay.” The word is cabby nay. Cabinet.
Taken From: Mega Memory workbook
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string(327) "Let’s learn the easiest way to learn foreign vocabulary quickly. These ideas will be useful to the student in remembering the words and phrases that you choose to learn. I have chosen ten words in French for this exercise.
Peg the mental link phrases onto a list. Your house list is best for most student applications, [...]"
["atom_content"]=>
string(1250) "Let’s learn the easiest way to learn foreign vocabulary quickly. These ideas will be useful to the student in remembering the words and phrases that you choose to learn. I have chosen ten words in French for this exercise.
Peg the mental link phrases onto a list. Your house list is best for most student applications, but since I don’t know your list I’ll use the tree list. The story would go something like this:
Tree - I see myself watering a tree and sticking the hose halfway down my throat saying, “Oh, am I thirsty for water. The word is eau.”
Light switch - When that mean hombre turned on the light switch, I stabbed him with my switch blade. Man is homme.
Stool - I see John the Baptist smashing an expensive oil painting down onto a stool. Art - John. It’s argent.
Car - Bobby Bonkers crashes his car into the bank and goes bonkers and bonks the teller on the head. Bonk, the word is banque.
Glove - I slap the taxi cab driver across the mouth. “Neigh like a horse, Cabbie.” He shakes his head and says, “Nay.” The word is cabby nay. Cabinet.
Taken From: Mega Memory workbook
"
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["title"]=>
string(84) "79. Is it a good idea to remove disciplinary warnings from an employee’s file? (1)"
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["description"]=>
string(420) "Dick Grote recommended in his best-selling book Discipline Without
Punishment (AMACOM, 1995) that removing discipline from an em
ployee’s file after a year has positive, motivational effect on employee morale. After all, he reasons, all employees make mistakes
and errors in judgment. If disciplinary warnings are the appropriate
company response to such indiscretions, then companies can also
minimize the sting [...]"
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array(1) {
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string(2647) "Dick Grote recommended in his best-selling book Discipline Without
Punishment (AMACOM, 1995) that removing discipline from an em
ployee’s file after a year has positive, motivational effect on employee morale. After all, he reasons, all employees make mistakes
and errors in judgment. If disciplinary warnings are the appropriate
company response to such indiscretions, then companies can also
minimize the sting of disciplinary intervention by removing those
documents after some predetermined time (such as a year), provided
the employee has remained free of any infractions.
Such an action is purely voluntary on your company’s part. There’s no law that mandates that employers in any state must remove such records. You’ll typically see this concept of record removal in the collective bargaining process as unions argue that their members are entitled to such a benefit. Nonunion employers are under no obligation to provide this benefit.
You’ve got to balance the motivational benefit of allowing employees
to ‘‘clean’’ their records with the downside of liability should that behavior repeat itself. Certain workplace issues have a tendency to repeat themselves over time and to become ‘‘systemic.’’ For example, sexual harassment, discrimination, and incidents of workplace violence should never be removed from an employee’s
personnel file. The law has a long memory, and your deliberate erasure of historical records that codify prejudice or intolerance could
later be interpreted as irresponsible or incriminating. Therefore, in
order to wipe out institutional discrimination and to protect the
safety of all your workers, discard this one-year removal clause for
infractions related to harassment, discrimination, or violence.
Tell Me More
What about other kinds of infractions? Would the removal of written
warnings after one year free from job performance problems benefit your company? Ultimately, that’s up to you to decide. Think of it this way, however. If one of your employees received a glowing letter of recommendation from a customer, and that letter was placed in the individual’s personnel file, you probably wouldn’t remove it after a year. In essence, it becomes a historical record of what occurred at some point in time. If you were later to discipline that individual for substandard customer service, the progressive disciplinary document would supersede that historical letter of recommendation.
Taken From : The Hiring and Firing Quention and Answer Book
"
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string(420) "Dick Grote recommended in his best-selling book Discipline Without
Punishment (AMACOM, 1995) that removing discipline from an em
ployee’s file after a year has positive, motivational effect on employee morale. After all, he reasons, all employees make mistakes
and errors in judgment. If disciplinary warnings are the appropriate
company response to such indiscretions, then companies can also
minimize the sting [...]"
["atom_content"]=>
string(2647) "Dick Grote recommended in his best-selling book Discipline Without
Punishment (AMACOM, 1995) that removing discipline from an em
ployee’s file after a year has positive, motivational effect on employee morale. After all, he reasons, all employees make mistakes
and errors in judgment. If disciplinary warnings are the appropriate
company response to such indiscretions, then companies can also
minimize the sting of disciplinary intervention by removing those
documents after some predetermined time (such as a year), provided
the employee has remained free of any infractions.
Such an action is purely voluntary on your company’s part. There’s no law that mandates that employers in any state must remove such records. You’ll typically see this concept of record removal in the collective bargaining process as unions argue that their members are entitled to such a benefit. Nonunion employers are under no obligation to provide this benefit.
You’ve got to balance the motivational benefit of allowing employees
to ‘‘clean’’ their records with the downside of liability should that behavior repeat itself. Certain workplace issues have a tendency to repeat themselves over time and to become ‘‘systemic.’’ For example, sexual harassment, discrimination, and incidents of workplace violence should never be removed from an employee’s
personnel file. The law has a long memory, and your deliberate erasure of historical records that codify prejudice or intolerance could
later be interpreted as irresponsible or incriminating. Therefore, in
order to wipe out institutional discrimination and to protect the
safety of all your workers, discard this one-year removal clause for
infractions related to harassment, discrimination, or violence.
Tell Me More
What about other kinds of infractions? Would the removal of written
warnings after one year free from job performance problems benefit your company? Ultimately, that’s up to you to decide. Think of it this way, however. If one of your employees received a glowing letter of recommendation from a customer, and that letter was placed in the individual’s personnel file, you probably wouldn’t remove it after a year. In essence, it becomes a historical record of what occurred at some point in time. If you were later to discipline that individual for substandard customer service, the progressive disciplinary document would supersede that historical letter of recommendation.
Taken From : The Hiring and Firing Quention and Answer Book
"
["date_timestamp"]=>
int(1249664954)
}
[68]=>
array(13) {
["title"]=>
string(15) "Pegging Part 2:"
["link"]=>
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["comments"]=>
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["pubdate"]=>
string(31) "Tue, 04 Aug 2009 02:15:38 +0000"
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string(337) "Part two of a given address is merely the street name. In this case, it is Wilshire Blvd. In order to memorize this, simply change the word “Wilshire” into a picture exactly like you would someone’s name.. For example, when you meet someone named Michael, you ask yourself, “Michael, what’s a Micahel?” Then you answer, [...]"
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string(2834) "Part two of a given address is merely the street name. In this case, it is Wilshire Blvd. In order to memorize this, simply change the word “Wilshire” into a picture exactly like you would someone’s name.. For example, when you meet someone named Michael, you ask yourself, “Michael, what’s a Micahel?” Then you answer, “A Michael is a microphone.” This is the same EXACT technique. Ask yourself, “Wilshire, what’s a Wilshire?” Then answer. One answer could be, “A Wilshire is a wilted flower, shaking in the wind like a wire.” Then add the Boulevard part. Do the same thing. “Boulevard, what’s a Boulevard? A Boulevard is a bowl with art painted on it.” Once you’ve got the two pictures, just peg them sequentially on a peg list, or chain them and just peg one to a peg list. It’s that simple.
Pegging Part 3:
The last part of an address is the city. The way you memorize this is the same way you memorize the street names in part 2 and people’s names when you meet them. Ask yourself, “Los Angeles, what is a Los Angeles?” Then answer yourself. For example, “A Los Angeles is a lost angel.” Then just peg it either on an entirely new peg, or chain it to
the street name.
Pegging the Directions:
Now that you’ve pegged the address, all that remains is pegging or chaining the directions. At first, you may want to peg the directions, then try to chain them. As you gain experience, you can start using longer and longer chains.
Memorize the directions? Easiest thing in the world , you say. All you have to do is convert all the Street names to pictures just like you did when you memorized the address. Right? Right. Almost. There are a few small complications. For example, how would you specify in your chain or peg whether you have to go East or West on a street? How could you tell if you have to get on the northbound or southbound freeway? Turn right? Turn left?
As you can see, these actions can cover most everything someone can tell you when they’re giving you directions. Of course, there are some things you’re going to have to (gasp!) use your imagination for! For example, what if you’re told to drive three blocks, then make a right? Well, take a look at it! You know how to memorize numbers, so convert the three in three blocks to a picture — stool for example, from the tree list. Now fry a stool, while giving it right punches! Simple!
Now that you’ve read this tutorial, practice pegging/chaining at least five sets of directions today, and five tomorrow, then two per day for the next week (at least)! In no time you’ll be remembering directions as fast as people can tell you.
Taken From: Mega Memory Workbook
"
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string(337) "Part two of a given address is merely the street name. In this case, it is Wilshire Blvd. In order to memorize this, simply change the word “Wilshire” into a picture exactly like you would someone’s name.. For example, when you meet someone named Michael, you ask yourself, “Michael, what’s a Micahel?” Then you answer, [...]"
["atom_content"]=>
string(2834) "Part two of a given address is merely the street name. In this case, it is Wilshire Blvd. In order to memorize this, simply change the word “Wilshire” into a picture exactly like you would someone’s name.. For example, when you meet someone named Michael, you ask yourself, “Michael, what’s a Micahel?” Then you answer, “A Michael is a microphone.” This is the same EXACT technique. Ask yourself, “Wilshire, what’s a Wilshire?” Then answer. One answer could be, “A Wilshire is a wilted flower, shaking in the wind like a wire.” Then add the Boulevard part. Do the same thing. “Boulevard, what’s a Boulevard? A Boulevard is a bowl with art painted on it.” Once you’ve got the two pictures, just peg them sequentially on a peg list, or chain them and just peg one to a peg list. It’s that simple.
Pegging Part 3:
The last part of an address is the city. The way you memorize this is the same way you memorize the street names in part 2 and people’s names when you meet them. Ask yourself, “Los Angeles, what is a Los Angeles?” Then answer yourself. For example, “A Los Angeles is a lost angel.” Then just peg it either on an entirely new peg, or chain it to
the street name.
Pegging the Directions:
Now that you’ve pegged the address, all that remains is pegging or chaining the directions. At first, you may want to peg the directions, then try to chain them. As you gain experience, you can start using longer and longer chains.
Memorize the directions? Easiest thing in the world , you say. All you have to do is convert all the Street names to pictures just like you did when you memorized the address. Right? Right. Almost. There are a few small complications. For example, how would you specify in your chain or peg whether you have to go East or West on a street? How could you tell if you have to get on the northbound or southbound freeway? Turn right? Turn left?
As you can see, these actions can cover most everything someone can tell you when they’re giving you directions. Of course, there are some things you’re going to have to (gasp!) use your imagination for! For example, what if you’re told to drive three blocks, then make a right? Well, take a look at it! You know how to memorize numbers, so convert the three in three blocks to a picture — stool for example, from the tree list. Now fry a stool, while giving it right punches! Simple!
Now that you’ve read this tutorial, practice pegging/chaining at least five sets of directions today, and five tomorrow, then two per day for the next week (at least)! In no time you’ll be remembering directions as fast as people can tell you.
Taken From: Mega Memory Workbook
"
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[69]=>
array(13) {
["title"]=>
string(56) "78. What is an appropriate disciplinary time window? (3)"
["link"]=>
string(34) "http://cuisinedegourmet.com/?p=555"
["comments"]=>
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["pubdate"]=>
string(31) "Sat, 01 Aug 2009 17:06:42 +0000"
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string(374) "Ninety days: To keep employees clean for the longest period of time (for example, with absenteeism and tardiness problems), use a ninety-day window. Remember, you’re notmarried to the employee
for a guaranteed ninety days; if anything goes wrong within those
ninety days, you can automatically move to the next step of discipline (or termination). It’s just easier [...]"
["content"]=>
array(1) {
["encoded"]=>
string(1639) "Ninety days: To keep employees clean for the longest period of time (for example, with absenteeism and tardiness problems), use a ninety-day window. Remember, you’re notmarried to the employee
for a guaranteed ninety days; if anything goes wrong within those
ninety days, you can automatically move to the next step of discipline (or termination). It’s just easier for employees to be on time for thirty days than it is for ninety days, so why not hold them to a higher standard?
Here’s how to couch these ‘‘calendar’’ warnings to buy yourself the most discretion possible:
Janet, you are now being placed on a final ninety-day warning for
tardiness. If at any time during this ninety-day period you incur two
more incidents of unscheduled tardiness, you may be immediately
dismissed.
By the way, if Janet survives the ninety-day window and then has two consecutive tardies a week later, you’ll still retain the discretion
to terminate her. Most courts and arbitrators would recognize that you’re not obligated to start the entire process over again just because your employee passed some ‘‘magic’’ time limit. However,
if two months go by and then Janet has two consecutive tardies, you
very well might have to issue another final written warning. As with
all cases of progressive discipline and termination, individual cases
must be determined on their own merits. When in doubt, confer with appropriate legal counsel to review the specifics of your case.
Taken From : The Hiring and Firing Quention and Answer Book
"
}
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string(374) "Ninety days: To keep employees clean for the longest period of time (for example, with absenteeism and tardiness problems), use a ninety-day window. Remember, you’re notmarried to the employee
for a guaranteed ninety days; if anything goes wrong within those
ninety days, you can automatically move to the next step of discipline (or termination). It’s just easier [...]"
["atom_content"]=>
string(1639) "Ninety days: To keep employees clean for the longest period of time (for example, with absenteeism and tardiness problems), use a ninety-day window. Remember, you’re notmarried to the employee
for a guaranteed ninety days; if anything goes wrong within those
ninety days, you can automatically move to the next step of discipline (or termination). It’s just easier for employees to be on time for thirty days than it is for ninety days, so why not hold them to a higher standard?
Here’s how to couch these ‘‘calendar’’ warnings to buy yourself the most discretion possible:
Janet, you are now being placed on a final ninety-day warning for
tardiness. If at any time during this ninety-day period you incur two
more incidents of unscheduled tardiness, you may be immediately
dismissed.
By the way, if Janet survives the ninety-day window and then has two consecutive tardies a week later, you’ll still retain the discretion
to terminate her. Most courts and arbitrators would recognize that you’re not obligated to start the entire process over again just because your employee passed some ‘‘magic’’ time limit. However,
if two months go by and then Janet has two consecutive tardies, you
very well might have to issue another final written warning. As with
all cases of progressive discipline and termination, individual cases
must be determined on their own merits. When in doubt, confer with appropriate legal counsel to review the specifics of your case.
Taken From : The Hiring and Firing Quention and Answer Book
"
["date_timestamp"]=>
int(1249146402)
}
[70]=>
array(13) {
["title"]=>
string(56) "78. What is an appropriate disciplinary time window? (2)"
["link"]=>
string(34) "http://cuisinedegourmet.com/?p=554"
["comments"]=>
string(43) "http://cuisinedegourmet.com/?p=554#comments"
["pubdate"]=>
string(31) "Wed, 29 Jul 2009 17:03:51 +0000"
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["description"]=>
string(411) "Such language is recommended at the conclusion of all documented
warnings because it provides you with the most discretion on a goforward basis.
Many companies still adhere to the ‘‘calendar’’ approach to
progressive discipline. There’s certainly nothing wrong with this style; however, many employers fear that workers will stay clean
only long enough to get through the probation period—only [...]"
["content"]=>
array(1) {
["encoded"]=>
string(1403) "Such language is recommended at the conclusion of all documented
warnings because it provides you with the most discretion on a goforward basis.
Many companies still adhere to the ‘‘calendar’’ approach to
progressive discipline. There’s certainly nothing wrong with this style; however, many employers fear that workers will stay clean
only long enough to get through the probation period—only to
commit the same errors once the probationary window has expired.
Tell Me More
Since this calendar approach is so common, let’s look at how it works. Employers who use disciplinary time windows typically dole out ‘‘stay clean’’ periods in thirty-, sixty-, and ninety-day increments.
Ninety days is normally the maximum for most performance and attendance related problems; most courts would consider ‘‘stay clean’’ periods for longer than that to be onerous.
Thirty days: To closely monitor a poor performer’s work, use a
short window such as thirty days. If the individual is having diffi-
culty performing the essential functions of the job, that should be
enough time to observe results. Shop floor workers, administrative
support staff, and customer service representatives typically fall
under this category.
Taken From : The Hiring and Firing Quention and Answer Book
"
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["summary"]=>
string(411) "Such language is recommended at the conclusion of all documented
warnings because it provides you with the most discretion on a goforward basis.
Many companies still adhere to the ‘‘calendar’’ approach to
progressive discipline. There’s certainly nothing wrong with this style; however, many employers fear that workers will stay clean
only long enough to get through the probation period—only [...]"
["atom_content"]=>
string(1403) "Such language is recommended at the conclusion of all documented
warnings because it provides you with the most discretion on a goforward basis.
Many companies still adhere to the ‘‘calendar’’ approach to
progressive discipline. There’s certainly nothing wrong with this style; however, many employers fear that workers will stay clean
only long enough to get through the probation period—only to
commit the same errors once the probationary window has expired.
Tell Me More
Since this calendar approach is so common, let’s look at how it works. Employers who use disciplinary time windows typically dole out ‘‘stay clean’’ periods in thirty-, sixty-, and ninety-day increments.
Ninety days is normally the maximum for most performance and attendance related problems; most courts would consider ‘‘stay clean’’ periods for longer than that to be onerous.
Thirty days: To closely monitor a poor performer’s work, use a
short window such as thirty days. If the individual is having diffi-
culty performing the essential functions of the job, that should be
enough time to observe results. Shop floor workers, administrative
support staff, and customer service representatives typically fall
under this category.
Taken From : The Hiring and Firing Quention and Answer Book
"
["date_timestamp"]=>
int(1248887031)
}
[71]=>
array(13) {
["title"]=>
string(19) "Get Out of the Debt"
["link"]=>
string(34) "http://cuisinedegourmet.com/?p=914"
["comments"]=>
string(43) "http://cuisinedegourmet.com/?p=914#comments"
["pubdate"]=>
string(31) "Wed, 29 Jul 2009 09:24:56 +0000"
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["category"]=>
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["guid"]=>
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string(327) "Being in debts is awful. There is nobody in the world would love to feel such things. Those debts would definitely give some certain constant pressures every single day of our life. But sometimes, things like that couldn’t be avoided. The next thing we know, we have already trapped in the debts. This is absolutely [...]"
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string(1334) "Being in debts is awful. There is nobody in the world would love to feel such things. Those debts would definitely give some certain constant pressures every single day of our life. But sometimes, things like that couldn’t be avoided. The next thing we know, we have already trapped in the debts. This is absolutely a kind of condition that no one could avoid. So, when we are in this position, what is the best thing that we may do?
Somehow, there are some kinds of helps that we would be able to get to be free from the debts. In the Debtelimination.net you would be able to get the debt elimination. Surely, this is the kind of help that could get you free form those debts. In the site, you may learn so many things about the elimination. You need to learn about the credit score as well, so you would know about your own score.
If you are now in such bad debts condition, perhaps this help is a kind of help that you must strongly consider. By the help, you would be able to get out of debt. This is the ultimate help for you. Be free from those debts and grab a new better life.
"
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["summary"]=>
string(327) "Being in debts is awful. There is nobody in the world would love to feel such things. Those debts would definitely give some certain constant pressures every single day of our life. But sometimes, things like that couldn’t be avoided. The next thing we know, we have already trapped in the debts. This is absolutely [...]"
["atom_content"]=>
string(1334) "Being in debts is awful. There is nobody in the world would love to feel such things. Those debts would definitely give some certain constant pressures every single day of our life. But sometimes, things like that couldn’t be avoided. The next thing we know, we have already trapped in the debts. This is absolutely a kind of condition that no one could avoid. So, when we are in this position, what is the best thing that we may do?
Somehow, there are some kinds of helps that we would be able to get to be free from the debts. In the Debtelimination.net you would be able to get the debt elimination. Surely, this is the kind of help that could get you free form those debts. In the site, you may learn so many things about the elimination. You need to learn about the credit score as well, so you would know about your own score.
If you are now in such bad debts condition, perhaps this help is a kind of help that you must strongly consider. By the help, you would be able to get out of debt. This is the ultimate help for you. Be free from those debts and grab a new better life.
"
["date_timestamp"]=>
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[72]=>
array(13) {
["title"]=>
string(25) "Peg the 10 (bowling ball)"
["link"]=>
string(34) "http://cuisinedegourmet.com/?p=654"
["comments"]=>
string(43) "http://cuisinedegourmet.com/?p=654#comments"
["pubdate"]=>
string(31) "Sun, 26 Jul 2009 02:12:27 +0000"
["dc"]=>
array(1) {
["creator"]=>
string(5) "admin"
}
["category"]=>
string(13) "Uncategorized"
["guid"]=>
string(34) "http://cuisinedegourmet.com/?p=654"
["description"]=>
string(274) "Peg the 10 (bowling ball) from the tree list to another peg such as your knee on the body list. For example, you could drop a bowling ball on your knee — ouch!
Peg the 1 (tree) from the tree list on your toe, then chain the 1 (tree) to a 0 (donut). For example, you [...]"
["content"]=>
array(1) {
["encoded"]=>
string(2006) "Peg the 10 (bowling ball) from the tree list to another peg such as your knee on the body list. For example, you could drop a bowling ball on your knee — ouch!
Peg the 1 (tree) from the tree list on your toe, then chain the 1 (tree) to a 0 (donut). For example, you kick the tree with your toe, breaking it, then the tree falls on top of a donut. That way, when you want to recall the number, look at your toe. You’ll see your toe kicking down the tree, and having it fall on the donut.
This technique works with a number of any length. Merely add numbers into your chain, or peg more numbers. (From now on, when referring to number memorization, the list that you use to CHANGE THE NUMBERS INTO PICTURES — such as the tree list — will be called the “Code List” and the list that you use to PEG THE ENCODED NUMBERS OR PICTURES ON will be called the “Number-Peg List.”) Of course, if your code list is only 20 items long, then you will only be able to peg two-digit numbers
with one picture if the number is below or equal to 20. (There’s no picture for 94, for example.) So, it’s not a bad idea to create a 100 item code list so that you can always memorize numbers two digits at a time. However, in the mean time, if the number is greater than 20, just peg them one digit per picture. (This is where chaining becomes very useful.)
Note: There is one particular specific that must be present in a list such as the tree list that is used as a code list. This is the number 0. There must be an item for 0, else there will be some numbers (such as 150) that could get tricky. Using 150 as an example, 15 on the tree list is a paycheck, however, there’s still a zero, so obviously, there must be an item for it. We use donut for the number 0 item on the tree list. (Think of a donut with the hole in the middle shaped like a zero.)
Taken From: Mega Memory Workbook
"
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["summary"]=>
string(274) "Peg the 10 (bowling ball) from the tree list to another peg such as your knee on the body list. For example, you could drop a bowling ball on your knee — ouch!
Peg the 1 (tree) from the tree list on your toe, then chain the 1 (tree) to a 0 (donut). For example, you [...]"
["atom_content"]=>
string(2006) "Peg the 10 (bowling ball) from the tree list to another peg such as your knee on the body list. For example, you could drop a bowling ball on your knee — ouch!
Peg the 1 (tree) from the tree list on your toe, then chain the 1 (tree) to a 0 (donut). For example, you kick the tree with your toe, breaking it, then the tree falls on top of a donut. That way, when you want to recall the number, look at your toe. You’ll see your toe kicking down the tree, and having it fall on the donut.
This technique works with a number of any length. Merely add numbers into your chain, or peg more numbers. (From now on, when referring to number memorization, the list that you use to CHANGE THE NUMBERS INTO PICTURES — such as the tree list — will be called the “Code List” and the list that you use to PEG THE ENCODED NUMBERS OR PICTURES ON will be called the “Number-Peg List.”) Of course, if your code list is only 20 items long, then you will only be able to peg two-digit numbers
with one picture if the number is below or equal to 20. (There’s no picture for 94, for example.) So, it’s not a bad idea to create a 100 item code list so that you can always memorize numbers two digits at a time. However, in the mean time, if the number is greater than 20, just peg them one digit per picture. (This is where chaining becomes very useful.)
Note: There is one particular specific that must be present in a list such as the tree list that is used as a code list. This is the number 0. There must be an item for 0, else there will be some numbers (such as 150) that could get tricky. Using 150 as an example, 15 on the tree list is a paycheck, however, there’s still a zero, so obviously, there must be an item for it. We use donut for the number 0 item on the tree list. (Think of a donut with the hole in the middle shaped like a zero.)
Taken From: Mega Memory Workbook
"
["date_timestamp"]=>
int(1248574347)
}
[73]=>
array(13) {
["title"]=>
string(19) "BECAUSE THEY WORK!!"
["link"]=>
string(34) "http://cuisinedegourmet.com/?p=652"
["comments"]=>
string(43) "http://cuisinedegourmet.com/?p=652#comments"
["pubdate"]=>
string(31) "Thu, 23 Jul 2009 02:04:32 +0000"
["dc"]=>
array(1) {
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string(5) "admin"
}
["category"]=>
string(13) "Uncategorized"
["guid"]=>
string(34) "http://cuisinedegourmet.com/?p=652"
["description"]=>
string(327) "So please ignore the utterly wrong idea that this technique is not worth applying, because you will find that its use will make your life a great deal easier.
Pegging the Address:
The first piece of information you should memorize and hold on to when memorizing directions is the address. Even if you don’t know how to [...]"
["content"]=>
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string(2123) "So please ignore the utterly wrong idea that this technique is not worth applying, because you will find that its use will make your life a great deal easier.
Pegging the Address:
The first piece of information you should memorize and hold on to when memorizing directions is the address. Even if you don’t know how to get somewhere, and you have the address, chances are, you’ll still make it with the help of a map or friendly locals.
Step 1: For illustration purposes, let’s take the address: 15 Wilshire Blvd. Los Angeles, CA. Let’s break this address down into parts so we can peg it more easily:
Part 1: The number of the address such as 15.
Part 2: The name of the street, ex: Wilshire Blvd.
Part 3: The name of the city, i.e., Los Angeles.
Pegging Part 1:
These are the instructions on pegging the number part of an address, or any number, for that matter. In order to utilize this technique, one must select a peg list to use, preferably one that they already know. It only needs to be 10 items long, although a 20 item or greater peg list would be easier to use. During this tutorial we will use the “Tree List” for
this purpose. (If you do not know or do not want to use the tree list, either substitute your own list for ours, or look up and learn the tree list which is in Lesson 2, of this tutorial.)
Let’s assume that we want to peg the number “15”, and we would like to peg it to place one on the body list (the toe). Simply look, and see which peg number 15 is on the tree list, and peg IT to your toe. Place 15 on the tree list is a paycheck. So now, peg a paycheck to your toe! (A paycheck cuts your toe — ouch! Paper cut!) Next time you want to see what you pegged on your toe, you’ll see the paycheck there, which, in turn, will remind you of the number 15, since paycheck is number 15 on the Tree List. So how would YOU remember the number 10? Try pegging it on your own, then read on.
Taken From: Mega Memory Workbook
"
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array(1) {
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string(44) "http://cuisinedegourmet.com/?feed=rss2&p=652"
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["summary"]=>
string(327) "So please ignore the utterly wrong idea that this technique is not worth applying, because you will find that its use will make your life a great deal easier.
Pegging the Address:
The first piece of information you should memorize and hold on to when memorizing directions is the address. Even if you don’t know how to [...]"
["atom_content"]=>
string(2123) "So please ignore the utterly wrong idea that this technique is not worth applying, because you will find that its use will make your life a great deal easier.
Pegging the Address:
The first piece of information you should memorize and hold on to when memorizing directions is the address. Even if you don’t know how to get somewhere, and you have the address, chances are, you’ll still make it with the help of a map or friendly locals.
Step 1: For illustration purposes, let’s take the address: 15 Wilshire Blvd. Los Angeles, CA. Let’s break this address down into parts so we can peg it more easily:
Part 1: The number of the address such as 15.
Part 2: The name of the street, ex: Wilshire Blvd.
Part 3: The name of the city, i.e., Los Angeles.
Pegging Part 1:
These are the instructions on pegging the number part of an address, or any number, for that matter. In order to utilize this technique, one must select a peg list to use, preferably one that they already know. It only needs to be 10 items long, although a 20 item or greater peg list would be easier to use. During this tutorial we will use the “Tree List” for
this purpose. (If you do not know or do not want to use the tree list, either substitute your own list for ours, or look up and learn the tree list which is in Lesson 2, of this tutorial.)
Let’s assume that we want to peg the number “15”, and we would like to peg it to place one on the body list (the toe). Simply look, and see which peg number 15 is on the tree list, and peg IT to your toe. Place 15 on the tree list is a paycheck. So now, peg a paycheck to your toe! (A paycheck cuts your toe — ouch! Paper cut!) Next time you want to see what you pegged on your toe, you’ll see the paycheck there, which, in turn, will remind you of the number 15, since paycheck is number 15 on the Tree List. So how would YOU remember the number 10? Try pegging it on your own, then read on.
Taken From: Mega Memory Workbook
"
["date_timestamp"]=>
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[74]=>
array(13) {
["title"]=>
string(36) "Bridal Shower Favors for the Wedding"
["link"]=>
string(34) "http://cuisinedegourmet.com/?p=910"
["comments"]=>
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["pubdate"]=>
string(31) "Tue, 21 Jul 2009 05:35:03 +0000"
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array(1) {
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["guid"]=>
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["description"]=>
string(304) "When we are organizing a wedding party, that is the moment that we realized how complicated a wedding party is. There are so many things that we should organize. We must take care of everything to make sure that it would be ready for the party.
There are so many small things that we must organize [...]"
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string(840) "When we are organizing a wedding party, that is the moment that we realized how complicated a wedding party is. There are so many things that we should organize. We must take care of everything to make sure that it would be ready for the party.
There are so many small things that we must organize to make sure that the party will be perfectly held. One of those things is the wedding favors. There things are very important to make the wedding perfect.
In the Galaweddingfavors.com, we would be able to find any kinds of favors that we want, such as the bridal shower favors. In this site, we could get any kinds of wedding party favors.
"
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string(304) "When we are organizing a wedding party, that is the moment that we realized how complicated a wedding party is. There are so many things that we should organize. We must take care of everything to make sure that it would be ready for the party.
There are so many small things that we must organize [...]"
["atom_content"]=>
string(840) "When we are organizing a wedding party, that is the moment that we realized how complicated a wedding party is. There are so many things that we should organize. We must take care of everything to make sure that it would be ready for the party.
There are so many small things that we must organize to make sure that the party will be perfectly held. One of those things is the wedding favors. There things are very important to make the wedding perfect.
In the Galaweddingfavors.com, we would be able to find any kinds of favors that we want, such as the bridal shower favors. In this site, we could get any kinds of wedding party favors.
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[75]=>
array(13) {
["title"]=>
string(43) "Avoid Identity Theft with the Credit Report"
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string(282) "There are a lot of kinds of theft that can happen to you. Identity theft is a kind of modern theft which happens almost in every country. There are a lot of ways to avoid identity theft and you should choose the right one. Now a day, you can avoid identity theft with a credit [...]"
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string(1811) "There are a lot of kinds of theft that can happen to you. Identity theft is a kind of modern theft which happens almost in every country. There are a lot of ways to avoid identity theft and you should choose the right one. Now a day, you can avoid identity theft with a credit report from credit nexus and it can be the right way to protect your identity and also your account.
Credit nexus allows you to get free credit report which can catch and stop identity theft. You will know if someone sent the wrong bills to your account from the credit report. The credit report will ease your credit check so if you interested with the credit report, you can open Creditnexus.com and sign up for it. With the totally free credit report, no one can use your credit card account and your account will be well protected. The credit report you will get is also accurate, complete, and comprehensive so you don’t need to doubt its validity.
So now, as you already found the right site which can help you avoid the identity theft, you cannot wait more but you should check out the website then you can get the ease to protect your account.
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string(1811) "There are a lot of kinds of theft that can happen to you. Identity theft is a kind of modern theft which happens almost in every country. There are a lot of ways to avoid identity theft and you should choose the right one. Now a day, you can avoid identity theft with a credit report from credit nexus and it can be the right way to protect your identity and also your account.
Credit nexus allows you to get free credit report which can catch and stop identity theft. You will know if someone sent the wrong bills to your account from the credit report. The credit report will ease your credit check so if you interested with the credit report, you can open Creditnexus.com and sign up for it. With the totally free credit report, no one can use your credit card account and your account will be well protected. The credit report you will get is also accurate, complete, and comprehensive so you don’t need to doubt its validity.
So now, as you already found the right site which can help you avoid the identity theft, you cannot wait more but you should check out the website then you can get the ease to protect your account.
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[76]=>
array(13) {
["title"]=>
string(56) "78. What is an appropriate disciplinary time window? (1)"
["link"]=>
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string(373) "First, realize that ‘‘stay clean’’ time windows are a matter of company
preference and past practice. Progressive discipline shouldn’t be looked at as a ‘‘formality’’ that companies have to go through before they’re free to terminate someone for cause. On the other hand, it would be na?¨ve to think that all situations will improve once managers [...]"
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preference and past practice. Progressive discipline shouldn’t be looked at as a ‘‘formality’’ that companies have to go through before they’re free to terminate someone for cause. On the other hand, it would be na?¨ve to think that all situations will improve once managers provide dedicated attention to their underperforming
employees via the progressive discipline process. Therefore, documenting the expected time frames for performance improvement
becomes a critical part of all written warnings.
Be reasonable. Certain consequences should have no time limits. An employee who engages in behavior that could be construed as harassing or discriminating, for example, may not be ready for termination in your opinion. However, you’ll want to send a strong
message that such behavior will not be tolerated in the future and
that any additional incidents could result in termination:
John, if you ever again engage in conduct with a coworker, supervisor, or customer that could be considered hostile, offensive, or antagonistic, you may be immediately discharged.
Mary, if you ever again loudly and publicly reprimand your secretary
or other subordinates, if you use profane language in the workplace,
or if you demonstrate behavior that could be construed as condescending or stripping individuals of their dignity, you will be immediately terminated.
Remember that open-ended consequences typically allow you to retain maximum flexibility. Rather than placing time windows around an employee’s ‘‘stay clean’’ period, simply document the expected consequences this way:
Jim, failure to demonstrate immediate and sustained improvement may result in further disciplinary action up to and including dismissal.
Taken From : The Hiring and Firing Quention and Answer Book
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employees via the progressive discipline process. Therefore, documenting the expected time frames for performance improvement
becomes a critical part of all written warnings.
Be reasonable. Certain consequences should have no time limits. An employee who engages in behavior that could be construed as harassing or discriminating, for example, may not be ready for termination in your opinion. However, you’ll want to send a strong
message that such behavior will not be tolerated in the future and
that any additional incidents could result in termination:
John, if you ever again engage in conduct with a coworker, supervisor, or customer that could be considered hostile, offensive, or antagonistic, you may be immediately discharged.
Mary, if you ever again loudly and publicly reprimand your secretary
or other subordinates, if you use profane language in the workplace,
or if you demonstrate behavior that could be construed as condescending or stripping individuals of their dignity, you will be immediately terminated.
Remember that open-ended consequences typically allow you to retain maximum flexibility. Rather than placing time windows around an employee’s ‘‘stay clean’’ period, simply document the expected consequences this way:
Jim, failure to demonstrate immediate and sustained improvement may result in further disciplinary action up to and including dismissal.
Taken From : The Hiring and Firing Quention and Answer Book
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[77]=>
array(13) {
["title"]=>
string(25) "E. EFFECTIVE EXAGGERATION"
["link"]=>
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string(332) "Another useful technique is to exaggerate. Picture yourself painting the numbers in big figures. If you want to remember your friend’s address as 415 Oak Street, picture yourself painting it on his house in big red figures. A police officer who took my course pictures himself painting license numbers on the back of cars in [...]"
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string(1936) "Another useful technique is to exaggerate. Picture yourself painting the numbers in big figures. If you want to remember your friend’s address as 415 Oak Street, picture yourself painting it on his house in big red figures. A police officer who took my course pictures himself painting license numbers on the back of cars in big figures in contrasting color to that of the car. This is good when you’ve got to register one quickly until you have a chance to write it down.
5. HOW TO REMEMBER DIRECTIONS:
How many times have you lost an address? How many times have you lost written directions? How many times have you frantically looked through piles of paper on your desk because the meeting is in an hour, and if you can’t get there, your life is over? How many times has misfortune and inconvenience occurred merely because of a sheet of
paper? How much longer are you willing to let the forces of order (or confusion — whichever one reigns on your desk [grin]) control your everyday life? Since you’re reading this, you’re hopefully going to do something about it. Well, more power to you. Congratulations for realizing that your memory could use some improvement! That’s half
the battle.
When learning how to memorize directions, it is necessary to take advantage of the pegging and chaining techniques you have learned so far, as well as a concept or two you were given when you learned how to remember people’s names. At first, it may seem to you that using the technique described here for remembering directions is more trouble
than it is worth. Please ignore that idea. Frankly, it’s wrong. If it were too much trouble, the memory experts of the world wouldn’t use it, and they’ve been using these techniques for over ten thousand years
Taken From: Mega Memory Workbook
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string(332) "Another useful technique is to exaggerate. Picture yourself painting the numbers in big figures. If you want to remember your friend’s address as 415 Oak Street, picture yourself painting it on his house in big red figures. A police officer who took my course pictures himself painting license numbers on the back of cars in [...]"
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string(1936) "Another useful technique is to exaggerate. Picture yourself painting the numbers in big figures. If you want to remember your friend’s address as 415 Oak Street, picture yourself painting it on his house in big red figures. A police officer who took my course pictures himself painting license numbers on the back of cars in big figures in contrasting color to that of the car. This is good when you’ve got to register one quickly until you have a chance to write it down.
5. HOW TO REMEMBER DIRECTIONS:
How many times have you lost an address? How many times have you lost written directions? How many times have you frantically looked through piles of paper on your desk because the meeting is in an hour, and if you can’t get there, your life is over? How many times has misfortune and inconvenience occurred merely because of a sheet of
paper? How much longer are you willing to let the forces of order (or confusion — whichever one reigns on your desk [grin]) control your everyday life? Since you’re reading this, you’re hopefully going to do something about it. Well, more power to you. Congratulations for realizing that your memory could use some improvement! That’s half
the battle.
When learning how to memorize directions, it is necessary to take advantage of the pegging and chaining techniques you have learned so far, as well as a concept or two you were given when you learned how to remember people’s names. At first, it may seem to you that using the technique described here for remembering directions is more trouble
than it is worth. Please ignore that idea. Frankly, it’s wrong. If it were too much trouble, the memory experts of the world wouldn’t use it, and they’ve been using these techniques for over ten thousand years
Taken From: Mega Memory Workbook
"
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[78]=>
array(13) {
["title"]=>
string(37) "Getting the Cheap yet Best Eyeglasses"
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string(330) "Sometimes your children will feel awkward to wear on eyeglasses. But however, eyeglasses are important for those who have been reduced on their eyesight.
So to this matter, you need to consider giving them the better forms of eyeglasses and this might help them regain their self-confidence back. If you still do not know [...]"
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So to this matter, you need to consider giving them the better forms of eyeglasses and this might help them regain their self-confidence back. If you still do not know how, see Zenni Optical on TV!!!
High Five to Zenni Optical for it is able to serve you the best eyeglasses which are low on price but still high on quality. You can also try to buy the $ 8 Rx eyeglasses through this website online.
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string(330) "Sometimes your children will feel awkward to wear on eyeglasses. But however, eyeglasses are important for those who have been reduced on their eyesight.
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So to this matter, you need to consider giving them the better forms of eyeglasses and this might help them regain their self-confidence back. If you still do not know how, see Zenni Optical on TV!!!
High Five to Zenni Optical for it is able to serve you the best eyeglasses which are low on price but still high on quality. You can also try to buy the $ 8 Rx eyeglasses through this website online.
"
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["title"]=>
string(94) "77. How do I determine what level of progressive discipline is appropriate to the offense? (2)"
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string(387) "Remember, you’re responsible for treating like cases alike; that doesn’t mean you’ll necessarily treat everyone the same way. Employee transgressions don’t exist in a vacuum. Sleeping on the job,
for example, may warrant a written warning for a first offense when
committed by an attorney or financial analyst. That same infraction
might warrant a final written warning for [...]"
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string(2173) "Remember, you’re responsible for treating like cases alike; that doesn’t mean you’ll necessarily treat everyone the same way. Employee transgressions don’t exist in a vacuum. Sleeping on the job,
for example, may warrant a written warning for a first offense when
committed by an attorney or financial analyst. That same infraction
might warrant a final written warning for a head nurse in charge of
a hospital’s intensive care unit, because such behavior could jeopardize patient care. If committed by an anesthesiologist in the operating room during a procedure, sleeping on the job might justify a
summary discharge.
As you can see, sleeping on the job isn’t the only issue: The
circumstances surrounding the act of sleeping on the job play a crucial role when determining available remedies to ensure that a particular behavior is not repeated. In addition, a first-time offense
committed by a twenty-year employee most likely won’t be treated
as harshly as an offense committed by a new hire during his introductory period.
Finally, from a standpoint of fairness, realize that employees who are disciplined for inappropriate conduct or poor performance often share their concerns with their peers. It isn’t uncommon for ‘‘war stories’’ to be shared, and disciplined employees learn how the company has treated others in the past who engaged in similar conduct. If your response differs greatly from and is more aggressive than your organization’s past actions, realize that you’ll not only have a morale problem on your hands, you may also be legally challenged to justify the apparent inconsistency of your actions. Inconsistent employment actions in and of themselves are not unlawful;
however, if such perceived unfairness occurs against a member
of a protected class, it could be interpreted as discrimination. Be
careful to review your past practices before doling out discipline or
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management system.
Taken From : The Hiring and Firing Quention and Answer Book
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committed by an attorney or financial analyst. That same infraction
might warrant a final written warning for a head nurse in charge of
a hospital’s intensive care unit, because such behavior could jeopardize patient care. If committed by an anesthesiologist in the operating room during a procedure, sleeping on the job might justify a
summary discharge.
As you can see, sleeping on the job isn’t the only issue: The
circumstances surrounding the act of sleeping on the job play a crucial role when determining available remedies to ensure that a particular behavior is not repeated. In addition, a first-time offense
committed by a twenty-year employee most likely won’t be treated
as harshly as an offense committed by a new hire during his introductory period.
Finally, from a standpoint of fairness, realize that employees who are disciplined for inappropriate conduct or poor performance often share their concerns with their peers. It isn’t uncommon for ‘‘war stories’’ to be shared, and disciplined employees learn how the company has treated others in the past who engaged in similar conduct. If your response differs greatly from and is more aggressive than your organization’s past actions, realize that you’ll not only have a morale problem on your hands, you may also be legally challenged to justify the apparent inconsistency of your actions. Inconsistent employment actions in and of themselves are not unlawful;
however, if such perceived unfairness occurs against a member
of a protected class, it could be interpreted as discrimination. Be
careful to review your past practices before doling out discipline or
termination. This should become a routine part of your performance
management system.
Taken From : The Hiring and Firing Quention and Answer Book
"
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array(13) {
["title"]=>
string(25) "C. GROUPING SAVES GROPING"
["link"]=>
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string(299) "Another way of looking at numbers is to group them. When I ask older service men to give me their serial numbers it comes out frequently as a rhythm. They have been given eight numbers in one uninterrupted or ungrouped block. They had to figure out their own system for it. Today when the army [...]"
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string(1610) "Another way of looking at numbers is to group them. When I ask older service men to give me their serial numbers it comes out frequently as a rhythm. They have been given eight numbers in one uninterrupted or ungrouped block. They had to figure out their own system for it. Today when the army serial number is the same as the social security number it comes out three digits, two digits, and two pairs of two digits because it has been set up in those groups. The telephone company calls it putting a “dent” in a group of numbers. That’s one reason for separating the first three digits from the last four, it’s easier to remember.
D. SET A PRICE
Still another method is to make a price out of the number. In many areas, you know the first three digits of a telephone number but have trouble wit h the last four. Pretend it’s a price. For instance, if the doctor’s number is 3915, pretend he charged you $39.15 for a house call. Here is a number for Nurit’s Beauty Parlor — 6551. If she charged you $65.51 for a haircut, would you forget it? Doing this adds meaning to the numbers.
If you had a friend whose telephone number ends in 1492 there’s a very good chance that you would remember it by associating it with Columbus, for “in fourteen hundred ninetytwo Columbus sailed the ocean blue.” Your friend has nothing to do with Columbus, but 1492 now has meaning for you so you chain your friend’s number data to the prior meaning.
Taken From: Mega Memory Workbook
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D. SET A PRICE
Still another method is to make a price out of the number. In many areas, you know the first three digits of a telephone number but have trouble wit h the last four. Pretend it’s a price. For instance, if the doctor’s number is 3915, pretend he charged you $39.15 for a house call. Here is a number for Nurit’s Beauty Parlor — 6551. If she charged you $65.51 for a haircut, would you forget it? Doing this adds meaning to the numbers.
If you had a friend whose telephone number ends in 1492 there’s a very good chance that you would remember it by associating it with Columbus, for “in fourteen hundred ninetytwo Columbus sailed the ocean blue.” Your friend has nothing to do with Columbus, but 1492 now has meaning for you so you chain your friend’s number data to the prior meaning.
Taken From: Mega Memory Workbook
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string(94) "77. How do I determine what level of progressive discipline is appropriate to the offense? (1)"
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string(437) "Four criteria can help you determine the most appropriate level of
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1. The severity of the offense
2. The employee’s past performance record
3. The individual’s length of service with your organization
4. Your company’s past practice in dealing with similar infractions.
Follow the traditional disciplinary paradigm of:
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discipline to employ in any particular circumstance:
1. The severity of the offense
2. The employee’s past performance record
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4. Your company’s past practice in dealing with similar infractions.
Follow the traditional disciplinary paradigm of:
1. Verbal warning
2. Written warning
3. Final written warning
unless starting with anything less than a final written warning could
make you appear irresponsible.
Courts have ruled that employers are obligated to fit the discipline
to the offense. A slap on the hand isn’t appropriate, for example,
when egregious conduct occurs. That’s why sexual harassment
or discrimination findings typically start at the written or final written
stages of discipline—even for a first offense.
Tell Me More
Conduct-related infractions typically provide employers with the most latitude in composing a company response. Take the case of
employee theft or embezzlement. Such misconduct warrants immediate termination. A summary dismissal is appropriate because you can’t send a message that says, We’ll forgive you this time, but if you do it again, you’ll be fired. On the other hand, performance- or
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Taken From : The Hiring and Firing Quention and Answer Book
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4. Your company’s past practice in dealing with similar infractions.
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1. Verbal warning
2. Written warning
3. Final written warning
unless starting with anything less than a final written warning could
make you appear irresponsible.
Courts have ruled that employers are obligated to fit the discipline
to the offense. A slap on the hand isn’t appropriate, for example,
when egregious conduct occurs. That’s why sexual harassment
or discrimination findings typically start at the written or final written
stages of discipline—even for a first offense.
Tell Me More
Conduct-related infractions typically provide employers with the most latitude in composing a company response. Take the case of
employee theft or embezzlement. Such misconduct warrants immediate termination. A summary dismissal is appropriate because you can’t send a message that says, We’ll forgive you this time, but if you do it again, you’ll be fired. On the other hand, performance- or
attendance-related infractions typically require employers to provide
full workplace due process in the form of written and final written warnings.
Taken From : The Hiring and Firing Quention and Answer Book
"
["date_timestamp"]=>
int(1247071596)
}
[82]=>
array(13) {
["title"]=>
string(32) "How to be a Vampire Chat Member?"
["link"]=>
string(34) "http://cuisinedegourmet.com/?p=906"
["comments"]=>
string(43) "http://cuisinedegourmet.com/?p=906#comments"
["pubdate"]=>
string(31) "Tue, 07 Jul 2009 09:25:11 +0000"
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["description"]=>
string(315) "How the way to meet vampire? Its easy guys just make a registration at VampireChat.Org. Enter your name and your username.
Make a unique username so the other vampire attracts to make a Vampire Chat with you. Then, write your password make it a little bit sophisticated so other can’t predict it. It is for [...]"
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string(883) "How the way to meet vampire? Its easy guys just make a registration at VampireChat.Org. Enter your name and your username.
Make a unique username so the other vampire attracts to make a Vampire Chat with you. Then, write your password make it a little bit sophisticated so other can’t predict it. It is for your safeties guys. Don’t forget to write your age and gender and also your email address.
If you have done with it, submit the form and begin to meet vampire friends. Come and see the online vampire girl members. Maybe, you can make deeper relationship with one of the vampire.
"
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string(315) "How the way to meet vampire? Its easy guys just make a registration at VampireChat.Org. Enter your name and your username.
Make a unique username so the other vampire attracts to make a Vampire Chat with you. Then, write your password make it a little bit sophisticated so other can’t predict it. It is for [...]"
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Make a unique username so the other vampire attracts to make a Vampire Chat with you. Then, write your password make it a little bit sophisticated so other can’t predict it. It is for your safeties guys. Don’t forget to write your age and gender and also your email address.
If you have done with it, submit the form and begin to meet vampire friends. Come and see the online vampire girl members. Maybe, you can make deeper relationship with one of the vampire.
"
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[83]=>
array(13) {
["title"]=>
string(44) "Cheapest Way to Have Lots New Friends Online"
["link"]=>
string(34) "http://cuisinedegourmet.com/?p=902"
["comments"]=>
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["pubdate"]=>
string(31) "Mon, 06 Jul 2009 08:16:06 +0000"
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["description"]=>
string(299) "Joining an online chat room is quite a good idea whenever you need some friends to accompany you. Though it is no doubt that there are so many sites providing it, but it is recommended for you to choose it carefully, especially because of some of them put the high price as the fees.
Well, why [...]"
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string(1005) "Joining an online chat room is quite a good idea whenever you need some friends to accompany you. Though it is no doubt that there are so many sites providing it, but it is recommended for you to choose it carefully, especially because of some of them put the high price as the fees.
Well, why should you pay any fees, if you can have it for free, isn’t that correct? Australianchat.org is an Australian Chat service online provider site that will charge you nothing for their great services.
This is the cheapest way to find new friends from many places in the world, especially Australian friends. Though it’s all free, but please don’t underestimated the features inside. I’m sure that you’ll love it.
"
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string(299) "Joining an online chat room is quite a good idea whenever you need some friends to accompany you. Though it is no doubt that there are so many sites providing it, but it is recommended for you to choose it carefully, especially because of some of them put the high price as the fees.
Well, why [...]"
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string(1005) "Joining an online chat room is quite a good idea whenever you need some friends to accompany you. Though it is no doubt that there are so many sites providing it, but it is recommended for you to choose it carefully, especially because of some of them put the high price as the fees.
Well, why should you pay any fees, if you can have it for free, isn’t that correct? Australianchat.org is an Australian Chat service online provider site that will charge you nothing for their great services.
This is the cheapest way to find new friends from many places in the world, especially Australian friends. Though it’s all free, but please don’t underestimated the features inside. I’m sure that you’ll love it.
"
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}
[84]=>
array(13) {
["title"]=>
string(8) "LESSON 2"
["link"]=>
string(34) "http://cuisinedegourmet.com/?p=621"
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["pubdate"]=>
string(31) "Sun, 05 Jul 2009 07:19:12 +0000"
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["category"]=>
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["guid"]=>
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["description"]=>
string(299) "Your mind thinks in pictures.
Basic Association:
Tree List
1. Tree - The trunk of a tree looks like a 1.
2. Light Switch - Two words - up/down - on/off - light/dark - two screws
3. Stool - 3 legs
4. Car - 4 doors - 4 speed 4 wheel drive 4 wheels…
5. Glove - 5 fingers
6. Gun six shooter [...]"
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string(1278) "Your mind thinks in pictures.
Basic Association:
Tree List
1. Tree - The trunk of a tree looks like a 1.
2. Light Switch - Two words - up/down - on/off - light/dark - two screws
3. Stool - 3 legs
4. Car - 4 doors - 4 speed 4 wheel drive 4 wheels…
5. Glove - 5 fingers
6. Gun six shooter six gun six feet under
7. Dice - Lucky 7 7 come 11
8. Skate - rhymes - figure eight 8 wheels
9. Cat - nine lives
10. Bowling ball - 10 pin frames 10 lb. ball
11. Goal Post - looks like an 11 - 11 men on a football field.
12. Eggs - dozen
13. Witch - Unlucky - Friday the 13th
14. Ring - 14 carat - February 14th Valentine’s Day
15. Paycheck - get paid on the 15th - April 15th, tax time
16. Candy - Sweet 16 - 16 oz. to a lb.
17. Magazine - Rhymes - Name of a magazine
18. Voting Booth - 18 years old to vote
19. Golf Club - 19th hole
20. Cigarettes - 20 in a pack
Homework:
Review the tree list!
Know the list!
Do not turn the page!
Go back to the tape and continue with the next lesson.
Taken From: Mega Memory Workbook
"
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string(299) "Your mind thinks in pictures.
Basic Association:
Tree List
1. Tree - The trunk of a tree looks like a 1.
2. Light Switch - Two words - up/down - on/off - light/dark - two screws
3. Stool - 3 legs
4. Car - 4 doors - 4 speed 4 wheel drive 4 wheels…
5. Glove - 5 fingers
6. Gun six shooter [...]"
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string(1278) "Your mind thinks in pictures.
Basic Association:
Tree List
1. Tree - The trunk of a tree looks like a 1.
2. Light Switch - Two words - up/down - on/off - light/dark - two screws
3. Stool - 3 legs
4. Car - 4 doors - 4 speed 4 wheel drive 4 wheels…
5. Glove - 5 fingers
6. Gun six shooter six gun six feet under
7. Dice - Lucky 7 7 come 11
8. Skate - rhymes - figure eight 8 wheels
9. Cat - nine lives
10. Bowling ball - 10 pin frames 10 lb. ball
11. Goal Post - looks like an 11 - 11 men on a football field.
12. Eggs - dozen
13. Witch - Unlucky - Friday the 13th
14. Ring - 14 carat - February 14th Valentine’s Day
15. Paycheck - get paid on the 15th - April 15th, tax time
16. Candy - Sweet 16 - 16 oz. to a lb.
17. Magazine - Rhymes - Name of a magazine
18. Voting Booth - 18 years old to vote
19. Golf Club - 19th hole
20. Cigarettes - 20 in a pack
Homework:
Review the tree list!
Know the list!
Do not turn the page!
Go back to the tape and continue with the next lesson.
Taken From: Mega Memory Workbook
"
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[85]=>
array(13) {
["title"]=>
string(29) "The Best Jewish Chat Provider"
["link"]=>
string(34) "http://cuisinedegourmet.com/?p=900"
["comments"]=>
string(43) "http://cuisinedegourmet.com/?p=900#comments"
["pubdate"]=>
string(31) "Sun, 05 Jul 2009 07:08:50 +0000"
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["guid"]=>
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["description"]=>
string(303) "Whenever you have felt bored of your life, you can always have a way to cheer it up back again. One of the ways to do so is by utilizing chatting features existed on the internet.
You can start by firstly logging on to the Jewishchatroom.org website. This website is an official provider for the [...]"
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string(982) "Whenever you have felt bored of your life, you can always have a way to cheer it up back again. One of the ways to do so is by utilizing chatting features existed on the internet.
You can start by firstly logging on to the Jewishchatroom.org website. This website is an official provider for the Jewish Chat rooms you can join in.