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In this dynamic world of officemanagement, the smallest details can make the biggest difference. In my latest blog, we’ll delve into why proactive housekeeping is essential and how it can elevate your role as an officemanager. This visibility can enhance your reputation among colleagues and senior management.
Let’s go to Health and Safety for this one first: As soon as you hit five or more employees you must have written procedures for health and safety such as a general workplace risk assessment and health and safety policy, taking into account the risks of your business from day to day working in the office, and / or at home, to travel and driving.
During my time as an OfficeManager, I’ve seen (oddly) many types of evacuation scenarios from fires or false alarms which are pretty typical to flooding (from a ceiling!) What you can control, however is being in the know of how to get out quickly and safely if something does happen.
Let’s take a look at three key technology systems that, when working in unison, can help you go from feeling like an officemanager to finally feeling like the HR director. On the flip side, with an automated time system you can enforce overtime controls. Payroll software.
Visitor safety has always been a concern for officemanagers, but it has become an even more important issue now that incidents of workplace violence are increasing. That’s not reassuring news when you run a chiropractic office. You can handle the necessary “paperwork” digitally through your visitor management system.
Let’s take a look at three key technology systems that, when working in unison, can help you go from feeling like an officemanager to finally feeling like the HR director. On the flip side, with an automated time system you can enforce overtime controls. Payroll software.
Employer set up LinkedIn accounts for everyone and won’t release control of them. He asked the current officemanager how to get access to his account, and she said she had no idea what happened to the information (she was not the person who set this up back in the day) for everyone’s logins and couldn’t help him.
A reader writes: I am an officemanager and am responsible for distributing the mail at my office. The mail in my office building is delivered inconsistently (different mail carriers, inconsistent delivery times, delivered to the wrong office suite, etc.). Also, she has never brought it over personally.
In a serviced office, the service and support elements are still foundational, meaning you’ve got an on-site team that handles officemanagement. On the other hand, serviced office spaces are more private and have fewer communal spaces, so there are fewer opportunities to network and connect outside of your team or company.
I leave the office every day to jog during my lunch break. I am required by my office to take an hour lunch, at a designated time slot specified by the officemanager. I was in my jogging gear for 10 minutes in the office before I left the building. Like, legally? And it is an unpaid hour.
I got in touch with the officemanager at my old job. Regardless of the reason, is this behavior legal? Re-take control of the account (contacting LinkedIn for help if you need to) and ensure they don’t have access to your profile anymore. I can’t think of any other plausible reason for this.
If you truly can’t control it, you can’t control it. It’s similar to if you had a constant cough or nose-sniffling problem; it’s out of your control, but you’d probably still try to be thoughtful about how it impacted others, to the extent that you could. My manager gave a project I’d been promised to a more senior coworker.
It was all pretty alarming (maybe made worse by memories of these kind of fights in my family of origin that usually spiraled out of control and got physical). I was an officemanager for a small company that shut down mid-March due to COVID-19. Is this legal? My boss laid me off but wants me to keep working.
My office is currently in the process of hiring a new officemanager. My associate dean subscribes to the idea that everyone in the office should be involved in the interviews and then provide written feedback. The right legally? My boss is insisting that all interview feedback on candidates be in writing.
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