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volume III issue IV April 2015 |
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13 Communication Practices of Exceptional Leaders Great leaders are great communicators. They share their vision in a way that inspires others and projects a contagious enthusiasm. But this ability doesn't always come naturally. We've all experienced the pep talk that falls flat: the gung ho "take one for the team" speech that triggers sarcasm instead of motivation. So how do some people stimulate belief, loyalty, and a commitment that defies logic, while others are dismissed and disrespected? With deliberate intent and lots of practice. Exceptional leaders connect and communicate at a level that few others achieve by consistently following these 13 communication habits. Great leaders strive to:
Sabbaticals May Be Your Employee Retention Secret Generally when you hear the word "sabbatical," most people think of a college professor taking time off to do something intellectual that would then contribute to their ability to shape the minds of young people. If you search the word "sabbatical" it is actually defined by Google as "a period of paid leave granted to a college teacher for study or travel, traditionally every seventh year." As it turns out, educational institutions are not the only employers that offer sabbaticals. These periods of paid leave are becoming more and more common across the board. Countless companies in industries such as banking, technology, legal services, accounting, construction, insurance, media, and so on, offer paid sabbaticals ranging in length from anywhere around a couple of weeks up to the traditional year and for an array of reasons. Read on. Conducting a Training Needs Analysis Question: In my current position, I need to carry out a training "needs analysis" for the employees in the office as well as for the field staff, but there are no formal job descriptions or appraisals to follow. How do I even start, let alone accomplish, this massive project successfully? Answer: The fact that no performance appraisals or job descriptions are in place certainly makes your assignment more complicated. However, there are other sources you can turn to for your needs analysis:
Paying Accrued "Vacation" at Termination In recent years, I have noticed a movement away from the traditional categories of "vacation" and "sick" leave and holidays to hybrids like PTO, holiday hours, and personal days. While those new categories provide greater flexibility to employees and apparent ease as to record-keeping, they also complicate the question for employers about whether those accrued leave categories have to be paid out when an employee leaves the job. Some states make it easy, like Minnesota. Back in 2007, the Minnesota Supreme Court held in Lee v. Fresenius Medical Care, Inc., that, under Minnesota law, whether benefits like accrued vacation or PTO are due is "wholly contractual." Read more. Pregnancy Accommodations After Young v. UPS On March 25, 2015 the U.S. Supreme Court issued its decision in Young v. United Parcel Service. It was anticipated that the decision would provide clarity regarding the extent to which an employer must provide accommodations to employees with work restrictions related to their pregnancy. However, instead of a clear guide as to how pregnancy accommodation should be approached in the workplace, the Court established a test that will be challenging to analyze in the courtroom – not to mention extremely difficult to apply in the boardroom. Nonetheless, Young should give employers pause to review their established policies to ensure they are in line with Young and other, already-established accommodations laws. Read more. |
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> FEATURE ARTICLE 13 Communication Practices of Exceptional Leaders > TIP OF THE MONTH Sabbaticals May Be Your Employee Retention Secret > Q & A Conducting a Training Needs Analysis > LEGAL UPDATES Paying Accrued "Vacation" at Termination Pregnancy Accommodations After Young v. UPS Area Temps, Inc. 1228 Euclid Avenue Cleveland, OH 44115 Toll Free: 1.866.995.JOBS www.areatemps.com |
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