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This information is often available from salary reporting surveys. Although cost of living may very much be a concern to employees when it comes to negotiating their salary , it hasn’t traditionally been something that many companies have considered in salary budget planning. It’s usually industry specific. Demand for labor.
Anyone involved in hiring and retaining employees is torn between important and seemingly contradictory objectives: Address employees’ pain and concerns about the increased cost of living so you can prevent them from disengaging or leaving the company in search of a higher salary elsewhere. ( Be legally compliant. Ensure pay equity.
Anyone involved in hiring and retaining employees is torn between important and seemingly contradictory objectives: Address employees’ pain and concerns about the increased cost of living so you can prevent them from disengaging or leaving the company in search of a higher salary elsewhere. ( Be legally compliant. Ensure pay equity.
The legal issues around unpaid work can be complicated, so consult your human resources department if you genuinely have no room in the budget for a small salary. You may also need to arrange for parking, building access and other logistics of working in your building. The safer solution is to pay your interns. The welcome.
Logistics Manager. Bulk orders from suppliers are handled by a logistics manager who ensures their secure, high-quality, and timely arrival at the customer's doorstep. A single e-commerce project will have a lot of team members working on different sides — operations, marketing, logistics, technical, etc.
😍” Note: we work in health care (dealing with national crisis, short-staffed, and in the middle of a desperate war negotiating higher salaries), and we are mostly women in our 30-40’s. My colleagues are pushy about my travel logistics when I spend an extra night in a location. You are super, I’m so proud of you!
Is this legal? Would it be legal if they offered this benefit to parents of any gender, but not non-parents? The part where they’re not offering it to non-parents is legal (except for in the small number of jurisdictions in the U.S. All I can find online is discrimination laws when the policies hurt parents.
While what I do is legal under the laws of the state of California, it is illegal under federal law and would also be illegal for me to do the same thing in Oklahoma. Also, add a note next to the employer’s name that says “(operating legally under California state law).” million in sales annually.
Also, do I have to finish out my two weeks notice with someone who’s threatening legal action against me for quitting? It’s a small change but it leaves out the “I had an opportunity to take some time off” and just frames it as dealing with normal life/move logistics. This is not a thing! A fantasy “implied” non-compete does not exist.
I’m hiring a new junior staff person, who will likely be a young woman given our field, and I want to be up-front about growth potential and the importance of salary history and generally supporting equitable pay and fair compensation for all employees. I would never have thought to ask about this as a candidate.
In the latter case, alternatives (cabs, Uber) can sometimes be feasible, but not in every case (because of expenses or logistics). The salary range is lower. I noticed that the job description is very similar, but the salary range is lower, so I wanted to check with you ahead of our interview.”.
Even though I earn a really good salary, it irks me that I spend over $3,500 a year for a car I don’t want. Also, there must be legal issues regarding an employer forcing an employee to spend money on something they don’t want to have. I am about to return home for another round of in-person meetings with my boss.
Jennifer has covered the logistics of the how so well. I wouldn’t have a big “look, I will probably need to use some sick days throughout the year” conversation with him … just like you also wouldn’t have a preemptive “I will probably need to use some of my salary throughout the year” conversation either. Alison: Yes, yes, yes!
(If I were to get a new job, I’d simply pay off the rest of the garnishment with my increased salary.). However, you certainly don’t need to disclose it before you get an offer or before you start the job; treat this as a minor logistical thing, not something that could cause you to lose an offer.
The company will confirm the dates of our employment only and says we will face legal action if we come back or contact them, directly or indirectly, for any reason besides getting confirmation of our employment dates. All of us have been permanently banned from being hired again by the company. No, this isn’t typical.
Those are usually held on Mondays, which is fine, because my in-laws, who work Tuesday-Saturday, can come over and babysit (the logistics of a part-time working mom life consist of many moving parts :D). ” But are you sure you meet the legal definition for a contractor ? Did I over-share about my new salary?
The usual legal process is taking place in order for me to be able to deduct costs I incurred, from her deposit. Now, I have no problem answering to this person that I do not know who they are and that they need to follow a legal process if they want to claim anything from me. Now I am not too sure. Do I sound overwhelmed?
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