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string(52) "46. How do I interview technical candidates when (2)"
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string(380) "Step 2: Allow candidates to evaluate themselves according to
their own criteria.
Candidates need first to address what they do in their current
roles. Your questioning might begin this way:
Let?s look first at gene sequencing, an important part of the position
you?re applying for in our lab. Tell me about the gene sequencing
you?re doing at your current organization. What [...]"
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string(298) "Step 2: Allow candidates to evaluate themselves according to
their own criteria.
Candidates need first to address what they do in their current
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Let?s look first at gene sequencing, an important part of the position
yo"
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["title"]=>
string(42) "72. How do I maximize exit interviews? (1)"
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string(384) "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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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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string(384) "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(3192) "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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["title"]=>
string(118) "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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["pubdate"]=>
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string(353) "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(1962) "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(353) "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(1962) "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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["title"]=>
string(118) "94. If an employee gives two weeks? notice of resignation, are we permitted to let the employee go that same day? (1)"
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["pubdate"]=>
string(31) "Sat, 14 Nov 2009 17:34:57 +0000"
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string(356) "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(1558) "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(356) "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(1558) "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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[3]=>
array(13) {
["title"]=>
string(9) "LESSON 12"
["link"]=>
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["pubdate"]=>
string(31) "Wed, 11 Nov 2009 07:44:00 +0000"
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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(1544) "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(1544) "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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array(13) {
["title"]=>
string(61) "93. Should letters of termination be specific or generic? (1)"
["link"]=>
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["pubdate"]=>
string(31) "Sun, 08 Nov 2009 17:29:05 +0000"
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string(379) "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(1632) "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(379) "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(1632) "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)
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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"]=>
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["pubdate"]=>
string(31) "Thu, 05 Nov 2009 17:26:22 +0000"
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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(1987) "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(1987) "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)
}
[6]=>
array(13) {
["title"]=>
string(40) "New Collections Zenni Optical Eyeglasses"
["link"]=>
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string(326) "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(779) "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(326) "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(779) "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"]=>
int(1257391263)
}
[7]=>
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"]=>
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string(391) "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"]=>
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string(2367) "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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??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(2367) "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)
}
[8]=>
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"]=>
string(34) "http://cuisinedegourmet.com/?p=743"
["comments"]=>
string(43) "http://cuisinedegourmet.com/?p=743#comments"
["pubdate"]=>
string(31) "Fri, 30 Oct 2009 17:20:07 +0000"
["dc"]=>
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["description"]=>
string(387) "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(1189) "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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string(387) "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 [...]"
["atom_content"]=>
string(1189) "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)
}
[9]=>
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"
["comments"]=>
string(43) "http://cuisinedegourmet.com/?p=742#comments"
["pubdate"]=>
string(31) "Tue, 27 Oct 2009 17:14:50 +0000"
["dc"]=>
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["category"]=>
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["guid"]=>
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["description"]=>
string(364) "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 [...]"
["content"]=>
array(1) {
["encoded"]=>
string(1528) "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(44) "http://cuisinedegourmet.com/?feed=rss2&p=742"
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string(364) "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 [...]"
["atom_content"]=>
string(1528) "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)
}
[10]=>
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"
["comments"]=>
string(43) "http://cuisinedegourmet.com/?p=741#comments"
["pubdate"]=>
string(31) "Sat, 24 Oct 2009 17:06:13 +0000"
["dc"]=>
array(1) {
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string(5) "admin"
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["category"]=>
string(13) "Uncategorized"
["guid"]=>
string(27) "http://localhost/wp4/?p=507"
["description"]=>
string(380) "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 [...]"
["content"]=>
array(1) {
["encoded"]=>
string(2474) "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(380) "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 [...]"
["atom_content"]=>
string(2474) "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)
}
[11]=>
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(320) "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(1409) "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(320) "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(1409) "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)
}
[12]=>
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"]=>
array(1) {
["creator"]=>
string(5) "admin"
}
["category"]=>
string(13) "Uncategorized"
["guid"]=>
string(27) "http://localhost/wp4/?p=503"
["description"]=>
string(345) "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 [...]"
["content"]=>
array(1) {
["encoded"]=>
string(1818) "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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}
["summary"]=>
string(345) "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(1818) "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)
}
[13]=>
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"]=>
array(1) {
["creator"]=>
string(5) "admin"
}
["category"]=>
string(13) "Uncategorized"
["guid"]=>
string(34) "http://cuisinedegourmet.com/?p=630"
["description"]=>
string(396) "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(1188) "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
"
}
["wfw"]=>
array(1) {
["commentrss"]=>
string(44) "http://cuisinedegourmet.com/?feed=rss2&p=630"
}
["summary"]=>
string(396) "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(1188) "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)
}
[14]=>
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"]=>
array(1) {
["creator"]=>
string(5) "admin"
}
["category"]=>
string(13) "Uncategorized"
["guid"]=>
string(27) "http://localhost/wp4/?p=499"
["description"]=>
string(337) "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 [...]"
["content"]=>
array(1) {
["encoded"]=>
string(1639) "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
"
}
["wfw"]=>
array(1) {
["commentrss"]=>
string(44) "http://cuisinedegourmet.com/?feed=rss2&p=737"
}
["summary"]=>
string(337) "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 [...]"
["atom_content"]=>
string(1639) "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
"
["date_timestamp"]=>
int(1255366463)
}
[15]=>
array(13) {
["title"]=>
string(62) "88. What if an employee refuses to sign a written warning? (1)"
["link"]=>
string(34) "http://cuisinedegourmet.com/?p=736"
["comments"]=>
string(43) "http://cuisinedegourmet.com/?p=736#comments"
["pubdate"]=>
string(31) "Fri, 09 Oct 2009 16:49:52 +0000"
["dc"]=>
array(1) {
["creator"]=>
string(5) "admin"
}
["category"]=>
string(13) "Uncategorized"
["guid"]=>
string(27) "http://localhost/wp4/?p=497"
["description"]=>
string(384) "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, [...]"
["content"]=>
array(1) {
["encoded"]=>
string(1597) "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
"
}
["wfw"]=>
array(1) {
["commentrss"]=>
string(44) "http://cuisinedegourmet.com/?feed=rss2&p=736"
}
["summary"]=>
string(384) "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(1597) "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)
}
[16]=>
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"]=>
array(1) {
["creator"]=>
string(5) "admin"
}
["category"]=>
string(13) "Uncategorized"
["guid"]=>
string(27) "http://localhost/wp4/?p=495"
["description"]=>
string(368) "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. [...]"
["content"]=>
array(1) {
["encoded"]=>
string(1575) "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
"
}
["wfw"]=>
array(1) {
["commentrss"]=>
string(44) "http://cuisinedegourmet.com/?feed=rss2&p=735"
}
["summary"]=>
string(368) "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(1575) "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)
}
[17]=>
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"]=>
array(1) {
["creator"]=>
string(5) "admin"
}
["category"]=>
string(13) "Uncategorized"
["guid"]=>
string(27) "http://localhost/wp4/?p=493"
["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) {
["encoded"]=>
string(1211) "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
"
}
["wfw"]=>
array(1) {
["commentrss"]=>
string(44) "http://cuisinedegourmet.com/?feed=rss2&p=734"
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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(1211) "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
"
["date_timestamp"]=>
int(1254588097)
}
[18]=>
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) {
["creator"]=>
string(5) "admin"
}
["category"]=>
string(13) "Uncategorized"
["guid"]=>
string(27) "http://localhost/wp4/?p=491"
["description"]=>
string(368) "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) {
["encoded"]=>
string(1552) "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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["commentrss"]=>
string(44) "http://cuisinedegourmet.com/?feed=rss2&p=733"
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string(368) "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 [...]"
["atom_content"]=>
string(1552) "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
"
["date_timestamp"]=>
int(1254328715)
}
[19]=>
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"]=>
string(31) "Sun, 27 Sep 2009 16:34:51 +0000"
["dc"]=>
array(1) {
["creator"]=>
string(5) "admin"
}
["category"]=>
string(13) "Uncategorized"
["guid"]=>
string(27) "http://localhost/wp4/?p=489"
["description"]=>
string(411) "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) {
["encoded"]=>
string(1818) "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
"
}
["wfw"]=>
array(1) {
["commentrss"]=>
string(44) "http://cuisinedegourmet.com/?feed=rss2&p=732"
}
["summary"]=>
string(411) "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(1818) "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)
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[20]=>
array(13) {
["title"]=>
string(58) "85. How can an EAP (employee assistance program) help? (3)"
["link"]=>
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["comments"]=>
string(43) "http://cuisinedegourmet.com/?p=731#comments"
["pubdate"]=>
string(31) "Thu, 24 Sep 2009 16:33:04 +0000"
["dc"]=>
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["description"]=>
string(386) "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(1668) "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(386) "In certain cases (for example, with potential workplace violence
issues), you have the option of not permitting the individual to return
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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 [...]"
["atom_content"]=>
string(1668) "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)
}
[21]=>
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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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 [...]"
["atom_content"]=>
string(1911) "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
"
["date_timestamp"]=>
int(1253550530)
}
[22]=>
array(13) {
["title"]=>
string(47) "71. How can I encourage an underperforming (1)"
["link"]=>
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["description"]=>
string(357) "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 [...]"
["content"]=>
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string(2778) "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
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 [...]"
["atom_content"]=>
string(2778) "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
"
["date_timestamp"]=>
int(1253287746)
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[23]=>
array(13) {
["title"]=>
string(93) "84. How does FMLA limit my right to discipline employees with excessive absenteeism problems?"
["link"]=>
string(34) "http://cuisinedegourmet.com/?p=728"
["comments"]=>
string(43) "http://cuisinedegourmet.com/?p=728#comments"
["pubdate"]=>
string(31) "Tue, 15 Sep 2009 15:44:02 +0000"
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["description"]=>
string(373) "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 [...]"
["content"]=>
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string(2345) "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(373) "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(2345) "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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[24]=>
array(13) {
["title"]=>
string(112) "83. How do I handle employees who pattern their unauthorized absences around their regularly scheduled weekends?"
["link"]=>
string(34) "http://cuisinedegourmet.com/?p=727"
["comments"]=>
string(43) "http://cuisinedegourmet.com/?p=727#comments"
["pubdate"]=>
string(31) "Sat, 12 Sep 2009 15:40:37 +0000"
["dc"]=>
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["description"]=>
string(333) "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(1363) "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(333) "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(1363) "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
"
["date_timestamp"]=>
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[25]=>
array(13) {
["title"]=>
string(8) "LESSON 5"
["link"]=>
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["pubdate"]=>
string(31) "Wed, 09 Sep 2009 07:29:37 +0000"
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["description"]=>
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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array(1) {
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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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["title"]=>
string(82) "82. What?s the most effective way to deal with excessive absenteeism problems? (1)"
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string(414) "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(1966) "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(414) "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(1966) "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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int(1252244817)
}
[27]=>
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["title"]=>
string(43) "For example, if you will be asked questions"
["link"]=>
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string(331) "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(2050) "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(331) "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(2050) "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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array(13) {
["title"]=>
string(90) "81. Can I dock a worker?s pay for substandard job performance or unacceptable conduct? (2)"
["link"]=>
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string(325) "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(2173) "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(325) "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(2173) "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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array(13) {
["title"]=>
string(50) "80. How do I document my concerns on an annual (2)"
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string(348) "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(2549) "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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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(2549) "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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array(13) {
["title"]=>
string(22) "Awesome Zenni Services"
["link"]=>
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string(326) "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 [...]"
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string(927) "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(326) "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 [...]"
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string(927) "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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[31]=>
array(13) {
["title"]=>
string(25) "One of the most important"
["link"]=>
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string(43) "http://cuisinedegourmet.com/?p=667#comments"
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["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 [...]"
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string(1333) "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 [...]"
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string(1333) "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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[32]=>
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["title"]=>
string(50) "80. How do I document my concerns on an annual (1)"
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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, [...]"
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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, [...]"
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string(2040) "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)
}
[33]=>
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"]=>
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string(5) "admin"
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["category"]=>
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["guid"]=>
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["description"]=>
string(305) "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(1635) "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(305) "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(1635) "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)
}
[34]=>
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"
["dc"]=>
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string(5) "admin"
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["guid"]=>
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["description"]=>
string(335) "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(838) "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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string(335) "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 [...]"
["atom_content"]=>
string(838) "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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int(1250566872)
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[35]=>
array(13) {
["title"]=>
string(82) "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"]=>
string(43) "http://cuisinedegourmet.com/?p=558#comments"
["pubdate"]=>
string(31) "Sun, 16 Aug 2009 17:18:41 +0000"
["dc"]=>
array(1) {
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string(5) "admin"
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["guid"]=>
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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(1529) "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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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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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
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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
"
["date_timestamp"]=>
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[36]=>
array(13) {
["title"]=>
string(40) "7. REMEMBERING TEXT/WRITTEN INFORMATION:"
["link"]=>
string(34) "http://cuisinedegourmet.com/?p=660"
["comments"]=>
string(43) "http://cuisinedegourmet.com/?p=660#comments"
["pubdate"]=>
string(31) "Thu, 13 Aug 2009 02:32:03 +0000"
["dc"]=>
array(1) {
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string(5) "admin"
}
["category"]=>
string(13) "Uncategorized"
["guid"]=>
string(34) "http://cuisinedegourmet.com/?p=660"
["description"]=>
string(323) "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(2097) "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(323) "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(2097) "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)
}
[37]=>
array(13) {
["title"]=>
string(15) "Manage the Pain"
["link"]=>
string(34) "http://cuisinedegourmet.com/?p=916"
["comments"]=>
string(43) "http://cuisinedegourmet.com/?p=916#comments"
["pubdate"]=>
string(31) "Tue, 11 Aug 2009 02:07:45 +0000"
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string(304) "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(1485) "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(304) "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(1485) "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)
}
[38]=>
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"
["dc"]=>
array(1) {
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string(5) "admin"
}
["category"]=>
string(13) "Uncategorized"
["guid"]=>
string(34) "http://cuisinedegourmet.com/?p=658"
["description"]=>
string(325) "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, [...]"
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string(1230) "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(325) "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(1230) "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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}
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["title"]=>
string(82) "79. Is it a good idea to remove disciplinary warnings from an employee?s file? (1)"
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string(43) "http://cuisinedegourmet.com/?p=557#comments"
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string(31) "Fri, 07 Aug 2009 17:09:14 +0000"
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["description"]=>
string(418) "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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string(2613) "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
"
}
["wfw"]=>
array(1) {
["commentrss"]=>
string(44) "http://cuisinedegourmet.com/?feed=rss2&p=557"
}
["summary"]=>
string(418) "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(2613) "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)
}
[40]=>
array(13) {
["title"]=>
string(15) "Pegging Part 2:"
["link"]=>
string(34) "http://cuisinedegourmet.com/?p=656"
["comments"]=>
string(43) "http://cuisinedegourmet.com/?p=656#comments"
["pubdate"]=>
string(31) "Tue, 04 Aug 2009 02:15:38 +0000"
["dc"]=>
array(1) {
["creator"]=>
string(5) "admin"
}
["category"]=>
string(13) "Uncategorized"
["guid"]=>
string(34) "http://cuisinedegourmet.com/?p=656"
["description"]=>
string(325) "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, [...]"
["content"]=>
array(1) {
["encoded"]=>
string(2774) "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
"
}
["wfw"]=>
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["commentrss"]=>
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["summary"]=>
string(325) "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(2774) "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
"
["date_timestamp"]=>
int(1249352138)
}
[41]=>
array(13) {
["title"]=>
string(56) "78. What is an appropriate disciplinary time window? (3)"
["link"]=>
string(34) "http://cuisinedegourmet.com/?p=555"
["comments"]=>
string(43) "http://cuisinedegourmet.com/?p=555#comments"
["pubdate"]=>
string(31) "Sat, 01 Aug 2009 17:06:42 +0000"
["dc"]=>
array(1) {
["creator"]=>
string(5) "admin"
}
["category"]=>
string(13) "Uncategorized"
["guid"]=>
string(27) "http://localhost/wp/?p=1664"
["description"]=>
string(370) "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(1613) "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
"
}
["wfw"]=>
array(1) {
["commentrss"]=>
string(44) "http://cuisinedegourmet.com/?feed=rss2&p=555"
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["summary"]=>
string(370) "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(1613) "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)
}
[42]=>
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"
["dc"]=>
array(1) {
["creator"]=>
string(5) "admin"
}
["category"]=>
string(13) "Uncategorized"
["guid"]=>
string(27) "http://localhost/wp/?p=1663"
["description"]=>
string(399) "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(1371) "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
"
}
["wfw"]=>
array(1) {
["commentrss"]=>
string(44) "http://cuisinedegourmet.com/?feed=rss2&p=554"
}
["summary"]=>
string(399) "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(1371) "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)
}
[43]=>
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"
["dc"]=>
array(1) {
["creator"]=>
string(5) "admin"
}
["category"]=>
string(13) "Uncategorized"
["guid"]=>
string(34) "http://cuisinedegourmet.com/?p=914"
["description"]=>
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 [...]"
["content"]=>
array(1) {
["encoded"]=>
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.
"
}
["wfw"]=>
array(1) {
["commentrss"]=>
string(44) "http://cuisinedegourmet.com/?feed=rss2&p=914"
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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"]=>
int(1248859496)
}
[44]=>
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(272) "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(1984) "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
"
}
["wfw"]=>
array(1) {
["commentrss"]=>
string(44) "http://cuisinedegourmet.com/?feed=rss2&p=654"
}
["summary"]=>
string(272) "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(1984) "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)
}
[45]=>
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) {
["creator"]=>
string(5) "admin"
}
["category"]=>
string(13) "Uncategorized"
["guid"]=>
string(34) "http://cuisinedegourmet.com/?p=652"
["description"]=>
string(325) "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(2101) "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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string(325) "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 [...]"
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string(2101) "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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["title"]=>
string(36) "Bridal Shower Favors for the Wedding"
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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 [...]"
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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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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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[47]=>
array(13) {
["title"]=>
string(43) "Avoid Identity Theft with the Credit Report"
["link"]=>
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["comments"]=>
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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(1809) "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(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(1809) "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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[48]=>
array(13) {
["title"]=>
string(56) "78. What is an appropriate disciplinary time window? (1)"
["link"]=>
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["pubdate"]=>
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string(352) "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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string(1933) "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 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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string(352) "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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string(1933) "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 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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[49]=>
array(13) {
["title"]=>
string(25) "E. EFFECTIVE EXAGGERATION"
["link"]=>
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string(330) "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(1914) "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(330) "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(1914) "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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["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.
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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["title"]=>
string(94) "77. How do I determine what level of progressive discipline is appropriate to the offense? (2)"
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["description"]=>
string(379) "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(2145) "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
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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committed by an attorney or financial analyst. That same infraction
might warrant a final written warning for [...]"
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string(2145) "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,
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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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[52]=>
array(13) {
["title"]=>
string(25) "C. GROUPING SAVES GROPING"
["link"]=>
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["pubdate"]=>
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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(1586) "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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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 [...]"
["atom_content"]=>
string(1586) "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
"
["date_timestamp"]=>
int(1247277441)
}
[53]=>
array(13) {
["title"]=>
string(94) "77. How do I determine what level of progressive discipline is appropriate to the offense? (1)"
["link"]=>
string(34) "http://cuisinedegourmet.com/?p=551"
["comments"]=>
string(43) "http://cuisinedegourmet.com/?p=551#comments"
["pubdate"]=>
string(31) "Wed, 08 Jul 2009 16:46:36 +0000"
["dc"]=>
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string(5) "admin"
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["description"]=>
string(431) "Four criteria can help you determine the most appropriate level of
discipline to employ in any particular circumstance:
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:
1. Verbal warning
2. Written warning
3. Final written [...]"
["content"]=>
array(1) {
["encoded"]=>
string(1612) "Four criteria can help you determine the most appropriate level of
discipline to employ in any particular circumstance:
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:
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
"
}
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string(431) "Four criteria can help you determine the most appropriate level of
discipline to employ in any particular circumstance:
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:
1. Verbal warning
2. Written warning
3. Final written [...]"
["atom_content"]=>
string(1612) "Four criteria can help you determine the most appropriate level of
discipline to employ in any particular circumstance:
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:
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)
}
[54]=>
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"
["dc"]=>
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string(5) "admin"
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["category"]=>
string(13) "Uncategorized"
["guid"]=>
string(34) "http://cuisinedegourmet.com/?p=906"
["description"]=>
string(313) "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 [...]"
["content"]=>
array(1) {
["encoded"]=>
string(879) "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(313) "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 [...]"
["atom_content"]=>
string(879) "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.
"
["date_timestamp"]=>
int(1246958711)
}
[55]=>
array(13) {
["title"]=>
string(44) "Cheapest Way to Have Lots New Friends Online"
["link"]=>
string(34) "http://cuisinedegourmet.com/?p=902"
["comments"]=>
string(43) "http://cuisinedegourmet.com/?p=902#comments"
["pubdate"]=>
string(31) "Mon, 06 Jul 2009 08:16:06 +0000"
["dc"]=>
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["guid"]=>
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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 [...]"
["content"]=>
array(1) {
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string(995) "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(995) "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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int(1246868166)
}
[56]=>
array(13) {
["title"]=>
string(8) "LESSON 2"
["link"]=>
string(34) "http://cuisinedegourmet.com/?p=621"
["comments"]=>
string(43) "http://cuisinedegourmet.com/?p=621#comments"
["pubdate"]=>
string(31) "Sun, 05 Jul 2009 07:19:12 +0000"
["dc"]=>
array(1) {
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string(5) "admin"
}
["category"]=>
string(13) "Uncategorized"
["guid"]=>
string(34) "http://cuisinedegourmet.com/?p=621"
["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 [...]"
["content"]=>
array(1) {
["encoded"]=>
string(1276) "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 [...]"
["atom_content"]=>
string(1276) "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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int(1246778352)
}
[57]=>
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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array(1) {
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string(5) "admin"
}
["category"]=>
string(13) "Uncategorized"
["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.
You can also join the room for free without paying for anything in prior. And after you have received the membership status, you can even enjoy the free webcam chat which enables you to see face to face with other members.
"
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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.
You can also join the room for free without paying for anything in prior. And after you have received the membership status, you can even enjoy the free webcam chat which enables you to see face to face with other members.
"
["date_timestamp"]=>
int(1246777730)
}
[58]=>
array(13) {
["title"]=>
string(19) "Online Date is Here"
["link"]=>
string(34) "http://cuisinedegourmet.com/?p=904"
["comments"]=>
string(43) "http://cuisinedegourmet.com/?p=904#comments"
["pubdate"]=>
string(31) "Sat, 04 Jul 2009 08:35:02 +0000"
["dc"]=>
array(1) {
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string(5) "admin"
}
["category"]=>
string(13) "Uncategorized"
["guid"]=>
string(34) "http://cuisinedegourmet.com/?p=904"
["description"]=>
string(309) "For many reasons, people would prefer to have an online date on a chat room than to have a real date. Mostly it is because of the secure aspects offered by those online chat rooms.
Since that it doesn?t have to meet the people directly, online chat services has made everything much safe and comfort for [...]"
["content"]=>
array(1) {
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string(910) "For many reasons, people would prefer to have an online date on a chat room than to have a real date. Mostly it is because of the secure aspects offered by those online chat rooms.
Since that it doesn?t have to meet the people directly, online chat services has made everything much safe and comfort for us to invite anyone we like to have a chat and date by online. Whenever we think that he or she is not what we are looking for, then we can end up the conversation anytime we want.
One of the places where we can get those Lonely Chat services is Lonelychat.org. Try on this site and find your best date online in there.
"
}
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string(309) "For many reasons, people would prefer to have an online date on a chat room than to have a real date. Mostly it is because of the secure aspects offered by those online chat rooms.
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["atom_content"]=>
string(910) "For many reasons, people would prefer to have an online date on a chat room than to have a real date. Mostly it is because of the secure aspects offered by those online chat rooms.
Since that it doesn?t have to meet the people directly, online chat services has made everything much safe and comfort for us to invite anyone we like to have a chat and date by online. Whenever we think that he or she is not what we are looking for, then we can end up the conversation anytime we want.
One of the places where we can get those Lonely Chat services is Lonelychat.org. Try on this site and find your best date online in there.
"
["date_timestamp"]=>
int(1246696502)
}
[59]=>
array(13) {
["title"]=>
string(57) "76. How do I ??bundle?? separate performance infractions?"
["link"]=>
string(34) "http://cuisinedegourmet.com/?p=550"
["comments"]=>
string(43) "http://cuisinedegourmet.com/?p=550#comments"
["pubdate"]=>
string(31) "Thu, 02 Jul 2009 16:34:23 +0000"
["dc"]=>
array(1) {
["creator"]=>
string(5) "admin"
}
["category"]=>
string(13) "Uncategorized"
["guid"]=>
string(27) "http://localhost/wp/?p=1659"
["description"]=>
string(440) "It?s sometimes the case that an employee?s erratic behavior violates
multiple company performance standards simultaneously. For example,
the individual may already be on written warning for exProgressive
cessive absenteeism and then engage in inappropriate workplace
conduct. Does the new conduct infraction warrant placing him on
final written warning overall, or should you issue a separate warning
for his conduct?
It depends. Some [...]"
["content"]=>
array(1) {
["encoded"]=>
string(2162) "It?s sometimes the case that an employee?s erratic behavior violates
multiple company performance standards simultaneously. For example,
the individual may already be on written warning for exProgressive
cessive absenteeism and then engage in inappropriate workplace
conduct. Does the new conduct infraction warrant placing him on
final written warning overall, or should you issue a separate warning
for his conduct?
It depends. Some of the factors you?ll need to look at include your company?s past practices in handling similar incidents, the severity
of the conduct infraction, and the number of incidents of unauthorized absence. Of course, the state in which your company is
located will also help you determine how bold you may be in terms of taking adverse action against an employee.
Two schools of thought exist: Conservative employers and defense
attorneys usually recommend treating these unrelated infractions
separately. In essence, the employee would remain on written warning for absenteeism and then be given a separate written warning for inappropriate workplace conduct. On the other hand, more aggressive employers believe it is appropriate to view employee behavior in terms of responsibility rather than as isolated behavioral
acts. As such, they believe that lumping all these issues together
allows them the discretion to issue a final written warning for overall
substandard job performance.
Tell Me More
??Bundling offenses?? is the term often used for this latter school of
thought. Bundling allows violations that are fundamentally unrelated
to be lumped together for purposes of documenting poor performance. This accumulation factor often plays an important role in justifying terminations because arbitrators generally uphold more
aggressive disciplinary measures when numerous performance problems?even if unrelated?have accumulated over short periods
of time. There is a sample written warning for this example in Appendix L.
Taken From : The Hiring and Firing Quention and Answer Book
"
}
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multiple company performance standards simultaneously. For example,
the individual may already be on written warning for exProgressive
cessive absenteeism and then engage in inappropriate workplace
conduct. Does the new conduct infraction warrant placing him on
final written warning overall, or should you issue a separate warning
for his conduct?
It depends. Some [...]"
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string(2162) "It?s sometimes the case that an employee?s erratic behavior violates
multiple company performance standards simultaneously. For example,
the individual may already be on written warning for exProgressive
cessive absenteeism and then engage in inappropriate workplace
conduct. Does the new conduct infraction warrant placing him on
final written warning overall, or should you issue a separate warning
for his conduct?
It depends. Some of the factors you?ll need to look at include your company?s past practices in handling similar incidents, the severity
of the conduct infraction, and the number of incidents of unauthorized absence. Of course, the state in which your company is
located will also help you determine how bold you may be in terms of taking adverse action against an employee.
Two schools of thought exist: Conservative employers and defense
attorneys usually recommend treating these unrelated infractions
separately. In essence, the employee would remain on written warning for absenteeism and then be given a separate written warning for inappropriate workplace conduct. On the other hand, more aggressive employers believe it is appropriate to view employee behavior in terms of responsibility rather than as isolated behavioral
acts. As such, they believe that lumping all these issues together
allows them the discretion to issue a final written warning for overall
substandard job performance.
Tell Me More
??Bundling offenses?? is the term often used for this latter school of
thought. Bundling allows violations that are fundamentally unrelated
to be lumped together for purposes of documenting poor performance. This accumulation factor often plays an important role in justifying terminations because arbitrators generally uphold more
aggressive disciplinary measures when numerous performance problems?even if unrelated?have accumulated over short periods
of time. There is a sample written warning for this example in Appendix L.
Taken From : The Hiring and Firing Quention and Answer Book
"
["date_timestamp"]=>
int(1246552463)
}
[60]=>
array(13) {
["title"]=>
string(47) "A Better Choice to Chat with More Jewish People"
["link"]=>
string(34) "http://cuisinedegourmet.com/?p=898"
["comments"]=>
string(43) "http://cuisinedegourmet.com/?p=898#comments"
["pubdate"]=>
string(31) "Wed, 01 Jul 2009 09:40:54 +0000"
["dc"]=>
array(1) {
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string(5) "admin"
}
["category"]=>
string(13) "Uncategorized"
["guid"]=>
string(34) "http://cuisinedegourmet.com/?p=898"
["description"]=>
string(315) "Finding the person who has something in common with us can be so much exciting. With the internet technology we can now make such thing possible.
If you?re a Jewish then you should visit Jewishchatroom.org to find lots of Jewish members in the website. You will surely be very excited since you have a chance [...]"
["content"]=>
array(1) {
["encoded"]=>
string(873) "Finding the person who has something in common with us can be so much exciting. With the internet technology we can now make such thing possible.
If you?re a Jewish then you should visit Jewishchatroom.org to find lots of Jewish members in the website. You will surely be very excited since you have a chance to find people that come from the same root like you.
Please explore this website and get your free membership in this online social networking to find more Jewish friends. You?re very welcome to visit this online Jewish Chat room to build your Jewish friendship here.
"
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string(315) "Finding the person who has something in common with us can be so much exciting. With the internet technology we can now make such thing possible.
If you?re a Jewish then you should visit Jewishchatroom.org to find lots of Jewish members in the website. You will surely be very excited since you have a chance [...]"
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string(873) "Finding the person who has something in common with us can be so much exciting. With the internet technology we can now make such thing possible.
If you?re a Jewish then you should visit Jewishchatroom.org to find lots of Jewish members in the website. You will surely be very excited since you have a chance to find people that come from the same root like you.
Please explore this website and get your free membership in this online social networking to find more Jewish friends. You?re very welcome to visit this online Jewish Chat room to build your Jewish friendship here.
"
["date_timestamp"]=>
int(1246441254)
}
[61]=>
array(13) {
["title"]=>
string(20) "Clean Carpet is Easy"
["link"]=>
string(34) "http://cuisinedegourmet.com/?p=894"
["comments"]=>
string(43) "http://cuisinedegourmet.com/?p=894#comments"
["pubdate"]=>
string(31) "Tue, 30 Jun 2009 10:45:13 +0000"
["dc"]=>
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string(293) "Carpet is one of interior home decorations. Using carpet above your floor will make your floor prettier. How about to clean it? It is a hard thing to do especially if carpet is covered entire floor in your home. But you have to clean it all. There will be many dusts inside carpet if you [...]"
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The best way to clean it is calling for carpet cleaning service. Which one the best? All-Pro Steam Cleaning is for the best. They provide quick service. And they are an excellent Providence Carpet Cleaning. All-Pro Cleaning is an affordable, high quality and dependable carpet cleaning company. They are there to help you in cleaning your carpet. We guarantee that you will find your carpet clean and tidy. With their quick service, you don?t have to wait. You can call them to clean your carpet a day before your dinner party on the next day. It will be easier for you, right? If you need their help right now, you can call them at (401) 868-4069. You can also ask them to call you. You only need to fill out the form in their website. The address of their website is Providence-carpetcleaning.com.
You can get further information about them by visiting their website. So, whenever you want to clean your carpet, call them. They will serve you with their carpet cleaning service.
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string(1703) "Carpet is one of interior home decorations. Using carpet above your floor will make your floor prettier. How about to clean it? It is a hard thing to do especially if carpet is covered entire floor in your home. But you have to clean it all. There will be many dusts inside carpet if you don?t clean it.
The best way to clean it is calling for carpet cleaning service. Which one the best? All-Pro Steam Cleaning is for the best. They provide quick service. And they are an excellent Providence Carpet Cleaning. All-Pro Cleaning is an affordable, high quality and dependable carpet cleaning company. They are there to help you in cleaning your carpet. We guarantee that you will find your carpet clean and tidy. With their quick service, you don?t have to wait. You can call them to clean your carpet a day before your dinner party on the next day. It will be easier for you, right? If you need their help right now, you can call them at (401) 868-4069. You can also ask them to call you. You only need to fill out the form in their website. The address of their website is Providence-carpetcleaning.com.
You can get further information about them by visiting their website. So, whenever you want to clean your carpet, call them. They will serve you with their carpet cleaning service.
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string(10) "It?s Worth"
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string(292) "The fact that we have a lot of friends in the real world may not suffice because our friends usually do not vary greatly. Our friends are usually only from a single country or from few countries. And, it is not difficult to add friends from a lot of different parts of the world.
World [...]"
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World Chat Rooms is pleased to help us. It provides a lot of rooms which open the doors to other countries. By joining its rooms, we can meet different people from different countries. We can not only chat with them, but also see them. The latter can bring more closeness to us.
Worlchatrooms.net is worth trying.
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World [...]"
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World Chat Rooms is pleased to help us. It provides a lot of rooms which open the doors to other countries. By joining its rooms, we can meet different people from different countries. We can not only chat with them, but also see them. The latter can bring more closeness to us.
Worlchatrooms.net is worth trying.
"
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[63]=>
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string(67) "75. What are the most common kinds of disciplinary infractions? (2)"
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string(329) "Why is it important to identify the type of infraction and the link between disciplinary events? The answer lies in the perception of fairness. When a repeated violation of the same rule or type of rule occurs, further discipline is warranted. That?s fair to your workers and would be perceived as equitable by a jury.
What [...]"
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What you don?t want to do, however, is create a record in which
the manager addresses employees? isolated behavioral events. Sometimes our forms and policies create these problems for us. For example, one fairly common method of administering discipline is via a
??performance warning?? postcard. These postcards list upward of
forty individual infractions in a ??check box?? format. When an employee violates one of the forty specific performance areas, the manager checks off the corresponding box.
There are two problems with this method. First, giving an employee
a postcard is akin to giving him a speeding ticket. It?s a quick, down-and-dirty exercise that asks for little input or commitment on his part and offers no help on yours. As such, it has a demeaning element to it. Second and more important is the fact that disciplinary infractions are rarely identical. It is difficult to progress from a verbal to a written to a final written warning when there is little connection between events. You could end up issuing your employees two or three written warnings for different infractions rather than progressing to a final written warning for overall substandard
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Instead of using this postcard method with lists of isolated infractions, simply tie specific incidents to one of the four broad categories listed earlier. It will then be much easier to demonstrate the link or nexus between events, and you will have the documented
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Taken From : The Hiring and Firing Quention and Answer Book
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What [...]"
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What you don?t want to do, however, is create a record in which
the manager addresses employees? isolated behavioral events. Sometimes our forms and policies create these problems for us. For example, one fairly common method of administering discipline is via a
??performance warning?? postcard. These postcards list upward of
forty individual infractions in a ??check box?? format. When an employee violates one of the forty specific performance areas, the manager checks off the corresponding box.
There are two problems with this method. First, giving an employee
a postcard is akin to giving him a speeding ticket. It?s a quick, down-and-dirty exercise that asks for little input or commitment on his part and offers no help on yours. As such, it has a demeaning element to it. Second and more important is the fact that disciplinary infractions are rarely identical. It is difficult to progress from a verbal to a written to a final written warning when there is little connection between events. You could end up issuing your employees two or three written warnings for different infractions rather than progressing to a final written warning for overall substandard
performance.
Instead of using this postcard method with lists of isolated infractions, simply tie specific incidents to one of the four broad categories listed earlier. It will then be much easier to demonstrate the link or nexus between events, and you will have the documented
grounds necessary to make your performance management system
effective.
Taken From : The Hiring and Firing Quention and Answer Book
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["title"]=>
string(62) "3. HOW TO REMEMBER PEOPLE?S NAMES WHEN MEETING THEM IN GROUPS:"
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string(279) "If you are going to meet a group such as at a party, begin by working deliberate ly. Decide to circulate and make an effort to meet everyone. After you?ve met two or at most three, stop and look back and repeat to yourself the names of those three you just met. Then go on. [...]"
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4. HOW TO REMEMBER NUMBERS:
A. PRACTICAL POINTERS FOR REMEMBERING NUMBERS
Now let?s talk about the easy way to remember numbers. A few people have excellent number memories and they won?t need this. But numbers do play an important role in our lives. Time is becoming more and more precious. Time wasted in looking up telephone or other numbers is money out of your pocket.
In addition to this, the person who can remember form numbers, marketing or other business data, regulation numbers and other business figures impresses others favorably with his knowledge. This leads to praises and raises.
The problem with most numbers is that they have no meaning. I?m sure that when we had word prefixes for telephone exchanges more of us remembered them easily than we do the three digit prefixes. Some people still make words out of the letters of the telephone dial to take care of the three figure prefix. Thus 432 spells IDA, 487 ITS, 762 SOB, 344 FIG and 349 FIX. Sometimes you will see a telephone number advertised as a word. For instance, one company advertises dial C -A-R-P-E-T-S for carpets. Another says dial C-A-R-E-E-R-S for job placement. Our Institute?s number is 1-800-REMINDS.
Taken From: Mega Workbook Memory
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4. HOW TO REMEMBER NUMBERS:
A. PRACTICAL POINTERS FOR REMEMBERING NUMBERS
Now let?s talk about the easy way to remember numbers. A few people have excellent number memories and they won?t need this. But numbers do play an important role in our lives. Time is becoming more and more precious. Time wasted in looking up telephone or other numbers is money out of your pocket.
In addition to this, the person who can remember form numbers, marketing or other business data, regulation numbers and other business figures impresses others favorably with his knowledge. This leads to praises and raises.
The problem with most numbers is that they have no meaning. I?m sure that when we had word prefixes for telephone exchanges more of us remembered them easily than we do the three digit prefixes. Some people still make words out of the letters of the telephone dial to take care of the three figure prefix. Thus 432 spells IDA, 487 ITS, 762 SOB, 344 FIG and 349 FIX. Sometimes you will see a telephone number advertised as a word. For instance, one company advertises dial C -A-R-P-E-T-S for carpets. Another says dial C-A-R-E-E-R-S for job placement. Our Institute?s number is 1-800-REMINDS.
Taken From: Mega Workbook Memory
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["title"]=>
string(44) "Share the Divorce Experience in Divorce Chat"
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string(327) "Most of the social networking websites in the virtual world are dedicated for teenager or professionals. Finding the social networking website where we can find divorced people might not be very easy at all.
If we have been divorced and want to find people who experienced the same thing like us to share our experienced [...]"
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If we have been divorced and want to find people who experienced the same thing like us to share our experienced with then Divorcechat.org is the right place to visit. There are divorced people who would like to listen and share your experience with.
You can also have live video chat in Divorce Chat. This way you can have more fun and live a better life.
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You can also have live video chat in Divorce Chat. This way you can have more fun and live a better life.
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string(67) "75. What are the most common kinds of disciplinary infractions? (1)"
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string(454) "Generally speaking, there are four types of transgressions that occur
in the workplace:
Policy and procedure violations
Performance transgressions
Behavior and conduct infractions
Absenteeism or tardiness problems
Although employee transgressions are rarely identical, most infractions can be categorized in one of these four areas. Some disciplinary infractions violate more than one of these issues simultaneously. For example, an employee who is [...]"
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in the workplace:
Policy and procedure violations
Performance transgressions
Behavior and conduct infractions
Absenteeism or tardiness problems
Although employee transgressions are rarely identical, most infractions can be categorized in one of these four areas. Some disciplinary infractions violate more than one of these issues simultaneously. For example, an employee who is excessively late to work violates the ??tardiness?? and ??performance?? categories. Similarly, someone who engages in inappropriate workplace conduct by getting into a screaming match with a coworker violates the ??policy?? and ??behavior?? categories.
The key to allowing progressive discipline lies in establishing a
link or connection between events. Using the example just given, an
employee who is excessively late to work may at first receive a verbal reprimand and an admonition to be on time. If that doesn?t fix
the problem, then a written warning and, ultimately, a final written
warning may be appropriate. Failure to meet the terms of the final
written warning may result in the employee?s termination. In essence,
the employee will have failed to rehabilitate herself, despite the company?s ongoing warnings and stepped-up consequences.
Tell Me More
Substandard job performance is probably the most common problem.
When employees have difficulty mastering the basics of a job or when they fail to communicate appropriately so that their supervisors
learn of problems before they become serious concerns, termination
for substandard job performance is appropriate.
Inappropriate workplace conduct leads to dismissal if an employee
commits gross insubordination, engages in unlawful activities on the job, fights with a coworker, commits time card fraud or otherwise steals time or money from the organization, or violates company policies regarding sexual harassment or discrimination.
Attendance and tardiness infractions occur when an employee
fails to hold himself sufficiently responsible to report to work on
time on a consistent basis. Some companies have very clearly defined
policies regarding what constitutes tardiness or an occurrence of unscheduled absence. Others handle these matters on a case-by
case basis. Companies also differ as to how many occurrences justify
discipline and, ultimately, termination for cause
Taken From : The Hiring and Firing Quention and Answer Book
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Policy and procedure violations
Performance transgressions
Behavior and conduct infractions
Absenteeism or tardiness problems
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Policy and procedure violations
Performance transgressions
Behavior and conduct infractions
Absenteeism or tardiness problems
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The key to allowing progressive discipline lies in establishing a
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employee who is excessively late to work may at first receive a verbal reprimand and an admonition to be on time. If that doesn?t fix
the problem, then a written warning and, ultimately, a final written
warning may be appropriate. Failure to meet the terms of the final
written warning may result in the employee?s termination. In essence,
the employee will have failed to rehabilitate herself, despite the company?s ongoing warnings and stepped-up consequences.
Tell Me More
Substandard job performance is probably the most common problem.
When employees have difficulty mastering the basics of a job or when they fail to communicate appropriately so that their supervisors
learn of problems before they become serious concerns, termination
for substandard job performance is appropriate.
Inappropriate workplace conduct leads to dismissal if an employee
commits gross insubordination, engages in unlawful activities on the job, fights with a coworker, commits time card fraud or otherwise steals time or money from the organization, or violates company policies regarding sexual harassment or discrimination.
Attendance and tardiness infractions occur when an employee
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policies regarding what constitutes tardiness or an occurrence of unscheduled absence. Others handle these matters on a case-by
case basis. Companies also differ as to how many occurrences justify
discipline and, ultimately, termination for cause
Taken From : The Hiring and Firing Quention and Answer Book
"
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array(13) {
["title"]=>
string(23) "Free Chat of Interacial"
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string(354) "Humans are social creatures that they are never able to live without having communication with other people around them. Therefore, internet has facilitated this kind of needs right away by giving chances to people to do chat with other people.
Interacialchat.org is for example. This website conducts the Interacial Chat room for those who want to [...]"
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Interacialchat.org is for example. This website conducts the Interacial Chat room for those who want to find another feeling of chatting right away.
This website also gives them the facility for free. It means that you would only need to sign up through a special form and eventually enjoy the rest of the features all the way. So try this out now!
"
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Interacialchat.org is for example. This website conducts the Interacial Chat room for those who want to [...]"
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string(1212) "Humans are social creatures that they are never able to live without having communication with other people around them. Therefore, internet has facilitated this kind of needs right away by giving chances to people to do chat with other people.
Interacialchat.org is for example. This website conducts the Interacial Chat room for those who want to find another feeling of chatting right away.
This website also gives them the facility for free. It means that you would only need to sign up through a special form and eventually enjoy the rest of the features all the way. So try this out now!
"
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[68]=>
array(13) {
["title"]=>
string(41) "Solvent Recovery System from NexGenEnviro"
["link"]=>
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string(294) "Living in a place near industrial area means we have to deal with certain risks, the industry material can be one of the problems we have to handle. Since we life in a society, we must be able to use machines and materials that will not be harmful for the environment. Even though we have [...]"
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string(1822) "Living in a place near industrial area means we have to deal with certain risks, the industry material can be one of the problems we have to handle. Since we life in a society, we must be able to use machines and materials that will not be harmful for the environment. Even though we have a small industry, we should keep the environment comfortable to live in by controlling the machines sound, industrial waste, and many more.
One of the problems we have to handle is dealing with solvent. The solvent recycle sometimes does not work effectively. To get the effective and controllable volume Solvent Recovery, we can directly visit Nexgenenviro.com. They are the professional and experienced company that able to provide us effective Solvent Recovery System. The machines has high performance system and able to make us save some moneys because we do not have to buy solvent materials, pay the service, and other fee we have to pay on the process.
The Waste Recovery System is available in various capacities. This machine is only need small maintenance so we do not have to spend more money for the maintenance. It is the perfect solution for solvent recovery. Visit on the website to find more about the machine and purchasing.
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string(294) "Living in a place near industrial area means we have to deal with certain risks, the industry material can be one of the problems we have to handle. Since we life in a society, we must be able to use machines and materials that will not be harmful for the environment. Even though we have [...]"
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string(1822) "Living in a place near industrial area means we have to deal with certain risks, the industry material can be one of the problems we have to handle. Since we life in a society, we must be able to use machines and materials that will not be harmful for the environment. Even though we have a small industry, we should keep the environment comfortable to live in by controlling the machines sound, industrial waste, and many more.
One of the problems we have to handle is dealing with solvent. The solvent recycle sometimes does not work effectively. To get the effective and controllable volume Solvent Recovery, we can directly visit Nexgenenviro.com. They are the professional and experienced company that able to provide us effective Solvent Recovery System. The machines has high performance system and able to make us save some moneys because we do not have to buy solvent materials, pay the service, and other fee we have to pay on the process.
The Waste Recovery System is available in various capacities. This machine is only need small maintenance so we do not have to spend more money for the maintenance. It is the perfect solution for solvent recovery. Visit on the website to find more about the machine and purchasing.
"
["date_timestamp"]=>
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}
[69]=>
array(13) {
["title"]=>
string(37) "Join the Manga Chat and Have Some Fun"
["link"]=>
string(34) "http://cuisinedegourmet.com/?p=885"
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["pubdate"]=>
string(31) "Mon, 22 Jun 2009 09:10:05 +0000"
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["description"]=>
string(313) "Manga lovers are such special characters. They love the manga characters in many ways. Some of them love the manga in normal way and some other in the special ways.
No matter what kind of manga lovers you are, perhaps you should join the Manga Chat to get some connections with other manga lovers. You could [...]"
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string(1262) "Manga lovers are such special characters. They love the manga characters in many ways. Some of them love the manga in normal way and some other in the special ways.
No matter what kind of manga lovers you are, perhaps you should join the Manga Chat to get some connections with other manga lovers. You could do some chats with them and share so many things.
Click the Mangachat.net to join the room. Surely, if you are a manga lover, you would enjoy by joining the chat room. There are so many things that you could talk about and share with other manga lovers.
"
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string(313) "Manga lovers are such special characters. They love the manga characters in many ways. Some of them love the manga in normal way and some other in the special ways.
No matter what kind of manga lovers you are, perhaps you should join the Manga Chat to get some connections with other manga lovers. You could [...]"
["atom_content"]=>
string(1262) "Manga lovers are such special characters. They love the manga characters in many ways. Some of them love the manga in normal way and some other in the special ways.
No matter what kind of manga lovers you are, perhaps you should join the Manga Chat to get some connections with other manga lovers. You could do some chats with them and share so many things.
Click the Mangachat.net to join the room. Surely, if you are a manga lover, you would enjoy by joining the chat room. There are so many things that you could talk about and share with other manga lovers.
"
["date_timestamp"]=>
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}
[70]=>
array(13) {
["title"]=>
string(41) "2. HOW TO REMEMBER THE SPELLING OF WORDS:"
["link"]=>
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string(43) "http://cuisinedegourmet.com/?p=642#comments"
["pubdate"]=>
string(31) "Sat, 20 Jun 2009 01:27:13 +0000"
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["description"]=>
string(303) "How many words are in your vocabulary that you?ve never been sure how to spell, that you have been too lazy to look up, and that have irritated you to no end? Well, that?s all right, don?t feel too bad, that?s why you?re reading this! Here?s the answer to all your spelling problems!
Let?s take a [...]"
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string(2259) "How many words are in your vocabulary that you?ve never been sure how to spell, that you have been too lazy to look up, and that have irritated you to no end? Well, that?s all right, don?t feel too bad, that?s why you?re reading this! Here?s the answer to all your spelling problems!
Let?s take a word that could cause some confusion when one tries to spell it. How about ?Perestroika?. Perestroika is Russian for openness. It is the policy that Gorbachev has followed that has opened up the communist nations towards self-determination. Generally, when we forget how to spell a word, it?s two or three letters within the word
that are confusing to us, not the whole word. For example, maybe we are having trouble remembering ii ?Perestroika? is spelled with an ?I? or an ?io?.
The first action we take utilizes the technique that is frequently used in names to convert words to pictures that one is already familiar with. If we can not even prono unce the word correctly then we need to take the preliminary step of causing ourselves to surmount this obstacle. Keep in mind that this problem (of not being able to pronounce the word correctly) is deadly to correct spelling. We must first convert the word
?Perestroika? to a picture Some words that would help us get a picture of perestroika are PAIR, PEAR, deSTROY, CUp.
Now, we know that the word ?Perestroika? is spelled with an ?oi?, so now think of words that have ?oi? in them boil, coil, doily, foil, oil , soil, oink, boink, coin, asteroid, deltoid, android, . . . you only need one.
Now, picture one of the ?oi? words chained/linked to a made up phrase. . . . a PAIR of. . . ( ) destroyed.. CUp. For example: a PAIR of OInkers deSTROYed the CUP. Now if you?ll hold that made up phrase in SIGHT for a few moments you should have solved the problem of spelling perestroika correctly.
So, in essence, when there is a word you don?t know how to spell, change it to a picture, then chain the picture to words containing the letters that you usually misspell. Voila! Now you have no excuse to ever misspell a word more than once!
Taken From: Mega Memory Book
"
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string(303) "How many words are in your vocabulary that you?ve never been sure how to spell, that you have been too lazy to look up, and that have irritated you to no end? Well, that?s all right, don?t feel too bad, that?s why you?re reading this! Here?s the answer to all your spelling problems!
Let?s take a [...]"
["atom_content"]=>
string(2259) "How many words are in your vocabulary that you?ve never been sure how to spell, that you have been too lazy to look up, and that have irritated you to no end? Well, that?s all right, don?t feel too bad, that?s why you?re reading this! Here?s the answer to all your spelling problems!
Let?s take a word that could cause some confusion when one tries to spell it. How about ?Perestroika?. Perestroika is Russian for openness. It is the policy that Gorbachev has followed that has opened up the communist nations towards self-determination. Generally, when we forget how to spell a word, it?s two or three letters within the word
that are confusing to us, not the whole word. For example, maybe we are having trouble remembering ii ?Perestroika? is spelled with an ?I? or an ?io?.
The first action we take utilizes the technique that is frequently used in names to convert words to pictures that one is already familiar with. If we can not even prono unce the word correctly then we need to take the preliminary step of causing ourselves to surmount this obstacle. Keep in mind that this problem (of not being able to pronounce the word correctly) is deadly to correct spelling. We must first convert the word
?Perestroika? to a picture Some words that would help us get a picture of perestroika are PAIR, PEAR, deSTROY, CUp.
Now, we know that the word ?Perestroika? is spelled with an ?oi?, so now think of words that have ?oi? in them boil, coil, doily, foil, oil , soil, oink, boink, coin, asteroid, deltoid, android, . . . you only need one.
Now, picture one of the ?oi? words chained/linked to a made up phrase. . . . a PAIR of. . . ( ) destroyed.. CUp. For example: a PAIR of OInkers deSTROYed the CUP. Now if you?ll hold that made up phrase in SIGHT for a few moments you should have solved the problem of spelling perestroika correctly.
So, in essence, when there is a word you don?t know how to spell, change it to a picture, then chain the picture to words containing the letters that you usually misspell. Voila! Now you have no excuse to ever misspell a word more than once!
Taken From: Mega Memory Book
"
["date_timestamp"]=>
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}
[71]=>
array(13) {
["title"]=>
string(39) "1. CREATING A HOUS E LIST AND USING IT!"
["link"]=>
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string(43) "http://cuisinedegourmet.com/?p=640#comments"
["pubdate"]=>
string(31) "Wed, 17 Jun 2009 01:21:34 +0000"
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["description"]=>
string(293) "In this section, you will learn how to create one of the most effective peg lists known to memory experts. The most effective peg list is the body list, for the simple reason that you spend more time with your body than anything else. The house list is the next most useful list. You are [...]"
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string(1846) "In this section, you will learn how to create one of the most effective peg lists known to memory experts. The most effective peg list is the body list, for the simple reason that you spend more time with your body than anything else. The house list is the next most useful list. You are extremely familiar with the placement of the furniture and it?s easy for you to visualize the different items on the list.
Creating a house list is a relatively easy and straightforward action. There are only a few guidelines to follow. When creating your own house list, separate your list into rooms, and in each room, have 10 items. The reason for this is that later, when you?re trying to remember which item number is 43, all you have to do is think of four rooms of ten, and it?s the third item in the next room.
It?s poor technique to try to put different amounts of items in rooms. Don?t put three items in one room and 17 in another. Multiples of five are acceptable, but 10 is easiest and fastest.
Another rule to follow is this: Don?t use items that are too similar. Don?t use the standing lamp and the bed lamp, because there?s a chance that later you?ll get them mixed up. Have only ONE door, one lamp, one plant, one table, one chair, etc. Similar items will only serve to confuse you. Of course, when you?re selecting the items, be sure they are solid and concrete to YOU. For example, the plumbing inside the wall is not usually a very good item to use unless you happen to be a plumber, and you?ve seen the plumbing inside your walls. In general, use your common sense, imagination, and in no time you?ll have a working house list to remember groceries, things to do, and much, much more.
Taken From: Mega Memory Workbook
"
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string(293) "In this section, you will learn how to create one of the most effective peg lists known to memory experts. The most effective peg list is the body list, for the simple reason that you spend more time with your body than anything else. The house list is the next most useful list. You are [...]"
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string(1846) "In this section, you will learn how to create one of the most effective peg lists known to memory experts. The most effective peg list is the body list, for the simple reason that you spend more time with your body than anything else. The house list is the next most useful list. You are extremely familiar with the placement of the furniture and it?s easy for you to visualize the different items on the list.
Creating a house list is a relatively easy and straightforward action. There are only a few guidelines to follow. When creating your own house list, separate your list into rooms, and in each room, have 10 items. The reason for this is that later, when you?re trying to remember which item number is 43, all you have to do is think of four rooms of ten, and it?s the third item in the next room.
It?s poor technique to try to put different amounts of items in rooms. Don?t put three items in one room and 17 in another. Multiples of five are acceptable, but 10 is easiest and fastest.
Another rule to follow is this: Don?t use items that are too similar. Don?t use the standing lamp and the bed lamp, because there?s a chance that later you?ll get them mixed up. Have only ONE door, one lamp, one plant, one table, one chair, etc. Similar items will only serve to confuse you. Of course, when you?re selecting the items, be sure they are solid and concrete to YOU. For example, the plumbing inside the wall is not usually a very good item to use unless you happen to be a plumber, and you?ve seen the plumbing inside your walls. In general, use your common sense, imagination, and in no time you?ll have a working house list to remember groceries, things to do, and much, much more.
Taken From: Mega Memory Workbook
"
["date_timestamp"]=>
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}
[72]=>
array(13) {
["title"]=>
string(19) "Useful Loan Service"
["link"]=>
string(34) "http://cuisinedegourmet.com/?p=881"
["comments"]=>
string(43) "http://cuisinedegourmet.com/?p=881#comments"
["pubdate"]=>
string(31) "Tue, 16 Jun 2009 10:25:45 +0000"
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["guid"]=>
string(34) "http://cuisinedegourmet.com/?p=881"
["description"]=>
string(338) "Are you being troubled with the complicated business upon money? Well if you are, you can now be free from the distressful condition as you would only need to turn your computer on and see inside the Afsloansonline.com website.
This website allows you to access the PERSONAL LOAN | AFSLOANSONLINE service and you can certainly [...]"
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string(1305) "Are you being troubled with the complicated business upon money? Well if you are, you can now be free from the distressful condition as you would only need to turn your computer on and see inside the Afsloansonline.com website.
This website allows you to access the PERSONAL LOAN | AFSLOANSONLINE service and you can certainly manage the success to ease your mind upon the money needs right away.
The Personal Loans service given by this website requires you to follow several easier processes and once you have been approved for the service, you can definitely enjoy the cash sent right into your bank account all the way in. Also, you can use the money for any purpose you have like to pay the bill of or to go to some vacation abroad. No collateral at all, this website will ease your mind furthermore. So why don?t you just visit this website by yourself to see the complete information about it right away?
"
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string(338) "Are you being troubled with the complicated business upon money? Well if you are, you can now be free from the distressful condition as you would only need to turn your computer on and see inside the Afsloansonline.com website.
This website allows you to access the PERSONAL LOAN | AFSLOANSONLINE service and you can certainly [...]"
["atom_content"]=>
string(1305) "Are you being troubled with the complicated business upon money? Well if you are, you can now be free from the distressful condition as you would only need to turn your computer on and see inside the Afsloansonline.com website.
This website allows you to access the PERSONAL LOAN | AFSLOANSONLINE service and you can certainly manage the success to ease your mind upon the money needs right away.
The Personal Loans service given by this website requires you to follow several easier processes and once you have been approved for the service, you can definitely enjoy the cash sent right into your bank account all the way in. Also, you can use the money for any purpose you have like to pay the bill of or to go to some vacation abroad. No collateral at all, this website will ease your mind furthermore. So why don?t you just visit this website by yourself to see the complete information about it right away?
"
["date_timestamp"]=>
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[73]=>
array(13) {
["title"]=>
string(8) "LESSON 1"
["link"]=>
string(34) "http://cuisinedegourmet.com/?p=619"
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["pubdate"]=>
string(31) "Sun, 14 Jun 2009 07:01:54 +0000"
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["category"]=>
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["guid"]=>
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["description"]=>
string(303) "1) Listen to tape. One lesson at a time.
2) Then go to workbook.
Each lesson is 20-30 mi ea.
Do not listen to tapes while driving because you must listen completely while going through this course. You?ll only go through this course one time, if you set aside a time and a place to go through each [...]"
["content"]=>
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string(1937) "1) Listen to tape. One lesson at a time.
2) Then go to workbook.
Each lesson is 20-30 mi ea.
Do not listen to tapes while driving because you must listen completely while going through this course. You?ll only go through this course one time, if you set aside a time and a place to go through each lesson.
Take a ten minute or more break between lessons!
No heavy eating before each lesson.
No alcohol or drugs before each lesson.
No sugar or white flour before each lesson.
Do not take notes while you are listening to tape.
Teachability Index: Rate yourself on a scale of 1-10.
A.) What is your willingness to learn?
B.) What is your willingness to accept change?Example: typing; sometimes you must take a step backwards in order to go 2 steps forward! Keep an open mind throughout this course! You have a great memory now! This course will release the perfect photographic memory you already have!
Training Balance Scale
Motivation / Technique
Keep a balance! You need an equal amount of each!
4 Steps you?ll go through as you progress through the course.
A). Unconscious incompetence
B). Conscious incompetence
C). Conscious competence
D). Unconscious competence
FORMAT OF THIS COURSE
Each lesson builds on the next!
You must go through the course in order!
The first 12 lessons exercise the mind and work only on building a foundation of fundamentals! There will be no applications until the last 4 lessons!
Get ready for some fun, crazy mental exercises!
These exercises expand and stimulate the brain?s memory
functions!
DON?T ASK WHY, JUST DO IT!
GET READY, GET SET, REMEMBER!
Do not turn the page! Go to the next tape!
Taken From: Mega Memory Workbook
"
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string(303) "1) Listen to tape. One lesson at a time.
2) Then go to workbook.
Each lesson is 20-30 mi ea.
Do not listen to tapes while driving because you must listen completely while going through this course. You?ll only go through this course one time, if you set aside a time and a place to go through each [...]"
["atom_content"]=>
string(1937) "1) Listen to tape. One lesson at a time.
2) Then go to workbook.
Each lesson is 20-30 mi ea.
Do not listen to tapes while driving because you must listen completely while going through this course. You?ll only go through this course one time, if you set aside a time and a place to go through each lesson.
Take a ten minute or more break between lessons!
No heavy eating before each lesson.
No alcohol or drugs before each lesson.
No sugar or white flour before each lesson.
Do not take notes while you are listening to tape.
Teachability Index: Rate yourself on a scale of 1-10.
A.) What is your willingness to learn?
B.) What is your willingness to accept change?Example: typing; sometimes you must take a step backwards in order to go 2 steps forward! Keep an open mind throughout this course! You have a great memory now! This course will release the perfect photographic memory you already have!
Training Balance Scale
Motivation / Technique
Keep a balance! You need an equal amount of each!
4 Steps you?ll go through as you progress through the course.
A). Unconscious incompetence
B). Conscious incompetence
C). Conscious competence
D). Unconscious competence
FORMAT OF THIS COURSE
Each lesson builds on the next!
You must go through the course in order!
The first 12 lessons exercise the mind and work only on building a foundation of fundamentals! There will be no applications until the last 4 lessons!
Get ready for some fun, crazy mental exercises!
These exercises expand and stimulate the brain?s memory
functions!
DON?T ASK WHY, JUST DO IT!
GET READY, GET SET, REMEMBER!
Do not turn the page! Go to the next tape!
Taken From: Mega Memory Workbook
"
["date_timestamp"]=>
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[74]=>
array(13) {
["title"]=>
string(37) "Best Home Alarm System for Your House"
["link"]=>
string(34) "http://cuisinedegourmet.com/?p=879"
["comments"]=>
string(43) "http://cuisinedegourmet.com/?p=879#comments"
["pubdate"]=>
string(31) "Sat, 13 Jun 2009 04:12:15 +0000"
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["description"]=>
string(297) "House is the most safeties place that you can use as the place to life and raising your family, especially your children. However, to make it sure become the safeties and best place for you, you need to install the best security system for your house. As we know, now the crime can happen to [...]"
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string(1659) "House is the most safeties place that you can use as the place to life and raising your family, especially your children. However, to make it sure become the safeties and best place for you, you need to install the best security system for your house. As we know, now the crime can happen to anyone, including you. To get the best protection, you need to choose the best company that offers the best security system for your house. It is even better if their product is equipped with the latest and advance security technology.
At SecurityChoice.com, you will find the best home security system for your house. Here you can get the best home alarm system from ADT. Here you can find the latest technology in adt alarm system, so it can give you the best protection for your house. With this service, you also can get the 24 hours full protection and monitoring. This system also made with user-friendly concept, so you will easily operate it and this have low monthly fee.
For more information about the best protection for your house, you can visit or call the number here for the consultation. Visit now, and get your house and your life protected.
"
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string(1659) "House is the most safeties place that you can use as the place to life and raising your family, especially your children. However, to make it sure become the safeties and best place for you, you need to install the best security system for your house. As we know, now the crime can happen to anyone, including you. To get the best protection, you need to choose the best company that offers the best security system for your house. It is even better if their product is equipped with the latest and advance security technology.
At SecurityChoice.com, you will find the best home security system for your house. Here you can get the best home alarm system from ADT. Here you can find the latest technology in adt alarm system, so it can give you the best protection for your house. With this service, you also can get the 24 hours full protection and monitoring. This system also made with user-friendly concept, so you will easily operate it and this have low monthly fee.
For more information about the best protection for your house, you can visit or call the number here for the consultation. Visit now, and get your house and your life protected.
"
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}
[75]=>
array(13) {
["title"]=>
string(40) "Satellite TV to Entertain Your Customers"
["link"]=>
string(34) "http://cuisinedegourmet.com/?p=872"
["comments"]=>
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["pubdate"]=>
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["guid"]=>
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["description"]=>
string(337) "If you have business that has many customers such as restaurant or service business, you need something to entertain your customers that are waiting in the queue lines. This entertainment is important because it can reduce your customer boredom and increase your hospitality image. You can put one or two television in front of the [...]"
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string(1936) "If you have business that has many customers such as restaurant or service business, you need something to entertain your customers that are waiting in the queue lines. This entertainment is important because it can reduce your customer boredom and increase your hospitality image. You can put one or two television in front of the waiting room or above the queue lines so that the customer can enjoy the television shows while they are queuing. To entertain them, you need to have to get the best channels. You can subscribe satellite television for this.
The main reason why you should subscribe for satellite television is that they provide the best channels that you can pick. They also have many choices of television programs such as sports, news service, health, and also cooking program. To get this satellite TV you can subscribe to Directsattv.com. This website offers Direct TV Business that will match with your office and company. This TV channel broadcasts anything about business such as economic news and stock markets. You can also subscribe for Commercial Direct TV. This TV program is about commercial programs. This will be good if you put it in your stores or supermarkets. These Commercial and DirectTV Business can be subscribed in this website only.
Don?t hesitate to open the website. It is very helpful in entertaining your customers. All you have to do is hitting the website and sign up for the satellite TV.
"
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string(1936) "If you have business that has many customers such as restaurant or service business, you need something to entertain your customers that are waiting in the queue lines. This entertainment is important because it can reduce your customer boredom and increase your hospitality image. You can put one or two television in front of the waiting room or above the queue lines so that the customer can enjoy the television shows while they are queuing. To entertain them, you need to have to get the best channels. You can subscribe satellite television for this.
The main reason why you should subscribe for satellite television is that they provide the best channels that you can pick. They also have many choices of television programs such as sports, news service, health, and also cooking program. To get this satellite TV you can subscribe to Directsattv.com. This website offers Direct TV Business that will match with your office and company. This TV channel broadcasts anything about business such as economic news and stock markets. You can also subscribe for Commercial Direct TV. This TV program is about commercial programs. This will be good if you put it in your stores or supermarkets. These Commercial and DirectTV Business can be subscribed in this website only.
Don?t hesitate to open the website. It is very helpful in entertaining your customers. All you have to do is hitting the website and sign up for the satellite TV.
"
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[76]=>
array(13) {
["title"]=>
string(51) "73. How do I administer progressive discipline? (2)"
["link"]=>
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string(319) "Rule three requests a reasonable time period. How much time is reasonable when it comes to giving your employees a chance to turn their problematic performance around? That depends on the nature of the work that your company is engaged in, the length of time the employee has been with you, and how you?ve handled [...]"
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string(2537) "Rule three requests a reasonable time period. How much time is reasonable when it comes to giving your employees a chance to turn their problematic performance around? That depends on the nature of the work that your company is engaged in, the length of time the employee has been with you, and how you?ve handled similar situations in the past. No one would expect you to allow an employee to run your business into the ground. Still, your warnings
can?t seem prescribed or mechanical. In other words, you typically
wouldn?t give someone a written warning for substandard job performance onMonday and then turn around and terminate the person on Tuesday. Under most circumstances, that wouldn?t be reasonable.
Your remaining employeeswould know that, and moralewould sink. A jury would also find this unreasonable. Rule four states that the consequences must be clear. Too many employers commit serious errors at this stage. Untrained supervisors allude to open-ended consequences in their verbal counseling sessions and written warnings. Warnings to be avoided sound like these:
If you engage in such activity again, serious consequences will
follow.
I will have no choice but to take further action should you repeat such behavior.
You must immediately increase the volume of outbound teleProgressive
marketing calls. Otherwise, disciplinary action up to and including
dismissal will occur.
The obvious weakness in these examples lies in their generic nature. What are ??serious consequences??? What kind of ??further action?? is at issue? How many outbound telemarketing calls are acceptable? How many are unacceptable?
To avoid such problems, be sure to ask yourself, Are these consequences clear enough that the employee could explain it back to you? Would a jury understand exactly what I meant? Once you feel comfortable with the specific consequences you?ve outlined, be sure to discuss this ??documented conclusion?? with the worker being disciplined. Does it appear to be fair and reasonable to her? Can she
understand why you have to take these action steps as a responsible
employer? Does she understand that your failing to take these steps
could create a poor precedent in terms of your management practices? If so, you?ve done a thorough job outlining the consequences of inaction.
Taken From : The Hiring and Firing Quention and Answer Book
"
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string(2537) "Rule three requests a reasonable time period. How much time is reasonable when it comes to giving your employees a chance to turn their problematic performance around? That depends on the nature of the work that your company is engaged in, the length of time the employee has been with you, and how you?ve handled similar situations in the past. No one would expect you to allow an employee to run your business into the ground. Still, your warnings
can?t seem prescribed or mechanical. In other words, you typically
wouldn?t give someone a written warning for substandard job performance onMonday and then turn around and terminate the person on Tuesday. Under most circumstances, that wouldn?t be reasonable.
Your remaining employeeswould know that, and moralewould sink. A jury would also find this unreasonable. Rule four states that the consequences must be clear. Too many employers commit serious errors at this stage. Untrained supervisors allude to open-ended consequences in their verbal counseling sessions and written warnings. Warnings to be avoided sound like these:
If you engage in such activity again, serious consequences will
follow.
I will have no choice but to take further action should you repeat such behavior.
You must immediately increase the volume of outbound teleProgressive
marketing calls. Otherwise, disciplinary action up to and including
dismissal will occur.
The obvious weakness in these examples lies in their generic nature. What are ??serious consequences??? What kind of ??further action?? is at issue? How many outbound telemarketing calls are acceptable? How many are unacceptable?
To avoid such problems, be sure to ask yourself, Are these consequences clear enough that the employee could explain it back to you? Would a jury understand exactly what I meant? Once you feel comfortable with the specific consequences you?ve outlined, be sure to discuss this ??documented conclusion?? with the worker being disciplined. Does it appear to be fair and reasonable to her? Can she
understand why you have to take these action steps as a responsible
employer? Does she understand that your failing to take these steps
could create a poor precedent in terms of your management practices? If so, you?ve done a thorough job outlining the consequences of inaction.
Taken From : The Hiring and Firing Quention and Answer Book
"
["date_timestamp"]=>
int(1244736804)
}
[77]=>
array(13) {
["title"]=>
string(39) "Financial Support from FirstAmerigo.Com"
["link"]=>
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string(31) "Tue, 09 Jun 2009 07:16:21 +0000"
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string(301) "For making a money loan, you have to consider the requirements. Actually, each loan company has different requirement. But, generally, you can take some of program if you are more that 18 years old. To pay the rate you must have monthly money and to get monthly money you need a job.
If you fit [...]"
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If you fit with the requirement and you need money loan, you can go to FirstAmerigo.Com. For your information, that they have unsecured Personal Loans for you daily purpose. Unsecured Loans has 3 three different types, which are start up loans that under 2 years period; Unsecured Personal Loans that more than 2 years on the period.
Or you can apply the last type known as Business Loans. All the loans have different purpose but it covers all your daily need especially for financial support. After you read all the info and the terms, you can directly apply the loans and don?t for get to decide the amount of money that you need and also you email to send the approval.
"
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string(301) "For making a money loan, you have to consider the requirements. Actually, each loan company has different requirement. But, generally, you can take some of program if you are more that 18 years old. To pay the rate you must have monthly money and to get monthly money you need a job.
If you fit [...]"
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string(1502) "For making a money loan, you have to consider the requirements. Actually, each loan company has different requirement. But, generally, you can take some of program if you are more that 18 years old. To pay the rate you must have monthly money and to get monthly money you need a job.
If you fit with the requirement and you need money loan, you can go to FirstAmerigo.Com. For your information, that they have unsecured Personal Loans for you daily purpose. Unsecured Loans has 3 three different types, which are start up loans that under 2 years period; Unsecured Personal Loans that more than 2 years on the period.
Or you can apply the last type known as Business Loans. All the loans have different purpose but it covers all your daily need especially for financial support. After you read all the info and the terms, you can directly apply the loans and don?t for get to decide the amount of money that you need and also you email to send the approval.
"
["date_timestamp"]=>
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[78]=>
array(13) {
["title"]=>
string(6) "DAY 6:"
["link"]=>
string(34) "http://cuisinedegourmet.com/?p=638"
["comments"]=>
string(43) "http://cuisinedegourmet.com/?p=638#comments"
["pubdate"]=>
string(31) "Mon, 08 Jun 2009 07:55:16 +0000"
["dc"]=>
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["category"]=>
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["guid"]=>
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["description"]=>
string(297) "Peg these 20 feminine first names on the first 20 pegs on your house list. That will get you familiar with some first names of ladies, and you?ll be that much better at remembering them, so have at it!
DAY 7:
Peg these 20 male first names to your house list pegs 21-40. Now you?ll be better [...]"
["content"]=>
array(1) {
["encoded"]=>
string(2082) "Peg these 20 feminine first names on the first 20 pegs on your house list. That will get you familiar with some first names of ladies, and you?ll be that much better at remembering them, so have at it!
DAY 7:
Peg these 20 male first names to your house list pegs 21-40. Now you?ll be better at remembering men?s names.
DAY 9:
Initializing is a technique that all of us have made up for ourselves. When you?re memorizing a set of words initializing is often helpful. To use it, create another word out of the words you want to remember using their first letters. For example, do you know the names of all the great lakes? No? Well, here?s how you can remember them: the word
?HOMES?. ?H? for Huron, ?0? for Ontario, ?M? for Michigan, ?E? for Erie, and ?S? for Superior. In addition to this, you can do the reverse of it. If you have a number of abstract letters that you need to rememb er, create a bunch of words using those letters. For example, in music, one needs to remember which note goes on which part of the musical staff. The way to do this is: EGBDF, or, when initializing is applied to it, ?Every
Good Boy Does Fine?.
Another example is all of the colors of the rainbow. Do you know them? No? Well, here?s how to remember them: ROY G. BIV. That?s the name of the man who discovered the rainbow (grin). It?s also the encoded colors: (R)ed, (O)range, (Y)ellow, (G)reen, (B)lue, (I)ndigo, and (V)iolet. All these colors together make up what we know as ?white
light?.
Let?s use an example from the bible. In Phil. 4:8, it reads, ?Therefore brethren, whatsoever things are true, whatsoever things are honest, whatsoever things are just, whatsoever things are pure, whatsoever things are lovely, whatsoever things are of good report, if there be any virtue and there be any praise, think on these things.? Here?s a way
to use initializing to remember the key words in the passage:
Taken from: Mega Memory Workbook
"
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string(297) "Peg these 20 feminine first names on the first 20 pegs on your house list. That will get you familiar with some first names of ladies, and you?ll be that much better at remembering them, so have at it!
DAY 7:
Peg these 20 male first names to your house list pegs 21-40. Now you?ll be better [...]"
["atom_content"]=>
string(2082) "Peg these 20 feminine first names on the first 20 pegs on your house list. That will get you familiar with some first names of ladies, and you?ll be that much better at remembering them, so have at it!
DAY 7:
Peg these 20 male first names to your house list pegs 21-40. Now you?ll be better at remembering men?s names.
DAY 9:
Initializing is a technique that all of us have made up for ourselves. When you?re memorizing a set of words initializing is often helpful. To use it, create another word out of the words you want to remember using their first letters. For example, do you know the names of all the great lakes? No? Well, here?s how you can remember them: the word
?HOMES?. ?H? for Huron, ?0? for Ontario, ?M? for Michigan, ?E? for Erie, and ?S? for Superior. In addition to this, you can do the reverse of it. If you have a number of abstract letters that you need to rememb er, create a bunch of words using those letters. For example, in music, one needs to remember which note goes on which part of the musical staff. The way to do this is: EGBDF, or, when initializing is applied to it, ?Every
Good Boy Does Fine?.
Another example is all of the colors of the rainbow. Do you know them? No? Well, here?s how to remember them: ROY G. BIV. That?s the name of the man who discovered the rainbow (grin). It?s also the encoded colors: (R)ed, (O)range, (Y)ellow, (G)reen, (B)lue, (I)ndigo, and (V)iolet. All these colors together make up what we know as ?white
light?.
Let?s use an example from the bible. In Phil. 4:8, it reads, ?Therefore brethren, whatsoever things are true, whatsoever things are honest, whatsoever things are just, whatsoever things are pure, whatsoever things are lovely, whatsoever things are of good report, if there be any virtue and there be any praise, think on these things.? Here?s a way
to use initializing to remember the key words in the passage:
Taken from: Mega Memory Workbook
"
["date_timestamp"]=>
int(1244447716)
}
[79]=>
array(13) {
["title"]=>
string(60) "Personalized Services from San Francisco General Contractors"
["link"]=>
string(34) "http://cuisinedegourmet.com/?p=868"
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["pubdate"]=>
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["description"]=>
string(298) "What kind of services do you want to get from a general contractor? Well, it has been common that whenever you are going to construct a new home, you will ask a contractor to construct it for you. People usually do not only ask the contractor to construct a home, but they also ask contractor [...]"
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To find a trusted and reliable contractor, you will need to visit Sanfranciscogeneralcontractor.org. You will find San Francisco General Contractors at that website. The contractor is able to provide complete package of services that enables you to rest assured waiting your new home finished. San Francisco contractor is a perfect choice for you who need personalized services.
If you are interested in their services, you just need to give them a call at the number displayed at that website. They will be happy to give you free consultation and estimation. So, if you need a reliable general contractor, visit that website now!
"
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string(298) "What kind of services do you want to get from a general contractor? Well, it has been common that whenever you are going to construct a new home, you will ask a contractor to construct it for you. People usually do not only ask the contractor to construct a home, but they also ask contractor [...]"
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To find a trusted and reliable contractor, you will need to visit Sanfranciscogeneralcontractor.org. You will find San Francisco General Contractors at that website. The contractor is able to provide complete package of services that enables you to rest assured waiting your new home finished. San Francisco contractor is a perfect choice for you who need personalized services.
If you are interested in their services, you just need to give them a call at the number displayed at that website. They will be happy to give you free consultation and estimation. So, if you need a reliable general contractor, visit that website now!
"
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[80]=>
array(13) {
["title"]=>
string(6) "DAY 2:"
["link"]=>
string(34) "http://cuisinedegourmet.com/?p=636"
["comments"]=>
string(43) "http://cuisinedegourmet.com/?p=636#comments"
["pubdate"]=>
string(31) "Fri, 05 Jun 2009 07:51:44 +0000"
["dc"]=>
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string(5) "admin"
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["category"]=>
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["guid"]=>
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["description"]=>
string(265) "Below there are two lists. One is a completely new PEG LIST called the car list, so get familiar with it. Then peg the alphabet list (listed on the left) to it. The alphabet list can also be used as a PEG LIST, and a good way to get familiar with it is to peg [...]"
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string(1434) "Below there are two lists. One is a completely new PEG LIST called the car list, so get familiar with it. Then peg the alphabet list (listed on the left) to it. The alphabet list can also be used as a PEG LIST, and a good way to get familiar with it is to peg it to something else.
DAY 3:
Create your own personal 50 item house list. (Refer to the section for how to create a house list.)
DAY 4:
Practice your house list that you created yesterday so that if someone asks you what number 25 is, you can them relatively quickly. Next you?ll learn about a new, very powerful list. It is called a reach list. A reach list exactly what it says. A list that you can create on the spot, instantly use, and consists merely of things around you that you can
reach. For example, if someone is rattling off a number of things they want you to remember and you need a quick list, just reach. Things you can touch and pick up are great for items. Things like a pen a cup, an eraser, etc. Here is a sample of a typical 10 item reach list. Reach lists usually aren?t much larger than 10 items.
DAY 5:
Review your house list pegs 1-50, and create 50 new pegs ranging from 51-100. Write them down from memory three different times throughout the next 24 hours.
Taken From: Mega Memory Workbook
"
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string(265) "Below there are two lists. One is a completely new PEG LIST called the car list, so get familiar with it. Then peg the alphabet list (listed on the left) to it. The alphabet list can also be used as a PEG LIST, and a good way to get familiar with it is to peg [...]"
["atom_content"]=>
string(1434) "Below there are two lists. One is a completely new PEG LIST called the car list, so get familiar with it. Then peg the alphabet list (listed on the left) to it. The alphabet list can also be used as a PEG LIST, and a good way to get familiar with it is to peg it to something else.
DAY 3:
Create your own personal 50 item house list. (Refer to the section for how to create a house list.)
DAY 4:
Practice your house list that you created yesterday so that if someone asks you what number 25 is, you can them relatively quickly. Next you?ll learn about a new, very powerful list. It is called a reach list. A reach list exactly what it says. A list that you can create on the spot, instantly use, and consists merely of things around you that you can
reach. For example, if someone is rattling off a number of things they want you to remember and you need a quick list, just reach. Things you can touch and pick up are great for items. Things like a pen a cup, an eraser, etc. Here is a sample of a typical 10 item reach list. Reach lists usually aren?t much larger than 10 items.
DAY 5:
Review your house list pegs 1-50, and create 50 new pegs ranging from 51-100. Write them down from memory three different times throughout the next 24 hours.
Taken From: Mega Memory Workbook
"
["date_timestamp"]=>
int(1244188304)
}
[81]=>
array(13) {
["title"]=>
string(51) "73. How do I administer progressive discipline? (1)"
["link"]=>
string(34) "http://cuisinedegourmet.com/?p=544"
["comments"]=>
string(43) "http://cuisinedegourmet.com/?p=544#comments"
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string(408) "Progressive discipline was defined in Question 61 in Chapter 6. There are several basic rules that apply to administering progressive discipline. In essence, your company?s progressive discipline system
must provide all the elements of workplace due process. Specifically,
you should follow these four rules when disciplining your
employees:
Rule 1: The employee needs to know what the problem is.
Rule [...]"
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["encoded"]=>
string(2503) "Progressive discipline was defined in Question 61 in Chapter 6. There are several basic rules that apply to administering progressive discipline. In essence, your company?s progressive discipline system
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you should follow these four rules when disciplining your
employees:
Rule 1: The employee needs to know what the problem is.
Rule 2: The employee needs to know specifically what he needs
to do in order to fix the problem.
Rule 3: The employee needs to have a reasonable period of time
in which to fix the problem.
Rule 4: The employee needs to understand the consequences of
inaction.
If your company has ever lost a wrongful termination charge, it may not have been because of the merits of your argument; it was probably lost because you failed to follow one of these rules.
Tell Me More
Let?s look at these issues individually.
Rule one states that an employee needs to know what the problem
is. That sounds fairly self-explanatory, but it?s actually a very
common miscommunication in the workplace. Employers assume that workers know what?s wrong, only to learn later that the employee
was confused by management?s directives and actions. ??I didn?t realize that my job was in trouble; everyone does that around here, and no one else has been fired because of it?? is a common response. Employers also hear rebuttals like, ??You didn?t tell me that was a formal warning; I thought you were givingme a coaching session when you told me that I needed to increase my productivity on the shop floor.?? Therefore, you shouldn?t assume that any performance-
related issue is self-evident; your concerns should be explained clearly both verbally and in writing.
The second rule states that workers need to know how to fix the problem at hand. The best way to accomplish this is by adding an ??Expectations?? section to your verbal and written warnings. For
example, you might write, ??John, I expect that you will arrive at
your workstation by 8:00 a.m. and be ready to begin work at that
time on a go-forward basis.?? That kind of directive is clear and incontestable in its intent. After all, a measurable standard must be
known in advance for it to be enforceable and capable of ithstanding
legal scrutiny.
Taken From : The Hiring and Firing Quention and Answer Book
"
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string(408) "Progressive discipline was defined in Question 61 in Chapter 6. There are several basic rules that apply to administering progressive discipline. In essence, your company?s progressive discipline system
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employees:
Rule 1: The employee needs to know what the problem is.
Rule [...]"
["atom_content"]=>
string(2503) "Progressive discipline was defined in Question 61 in Chapter 6. There are several basic rules that apply to administering progressive discipline. In essence, your company?s progressive discipline system
must provide all the elements of workplace due process. Specifically,
you should follow these four rules when disciplining your
employees:
Rule 1: The employee needs to know what the problem is.
Rule 2: The employee needs to know specifically what he needs
to do in order to fix the problem.
Rule 3: The employee needs to have a reasonable period of time
in which to fix the problem.
Rule 4: The employee needs to understand the consequences of
inaction.
If your company has ever lost a wrongful termination charge, it may not have been because of the merits of your argument; it was probably lost because you failed to follow one of these rules.
Tell Me More
Let?s look at these issues individually.
Rule one states that an employee needs to know what the problem
is. That sounds fairly self-explanatory, but it?s actually a very
common miscommunication in the workplace. Employers assume that workers know what?s wrong, only to learn later that the employee
was confused by management?s directives and actions. ??I didn?t realize that my job was in trouble; everyone does that around here, and no one else has been fired because of it?? is a common response. Employers also hear rebuttals like, ??You didn?t tell me that was a formal warning; I thought you were givingme a coaching session when you told me that I needed to increase my productivity on the shop floor.?? Therefore, you shouldn?t assume that any performance-
related issue is self-evident; your concerns should be explained clearly both verbally and in writing.
The second rule states that workers need to know how to fix the problem at hand. The best way to accomplish this is by adding an ??Expectations?? section to your verbal and written warnings. For
example, you might write, ??John, I expect that you will arrive at
your workstation by 8:00 a.m. and be ready to begin work at that
time on a go-forward basis.?? That kind of directive is clear and incontestable in its intent. After all, a measurable standard must be
known in advance for it to be enforceable and capable of ithstanding
legal scrutiny.
Taken From : The Hiring and Firing Quention and Answer Book
"
["date_timestamp"]=>
int(1243958983)
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[82]=>
array(13) {
["title"]=>
string(118) "94. If an employee gives two weeks? notice of resignation, are we permitted to let the employee go that same day? (3)"
["link"]=>
string(34) "http://cuisinedegourmet.com/?p=750"
["comments"]=>
string(43) "http://cuisinedegourmet.com/?p=750#comments"
["pubdate"]=>
string(31) "Sat, 30 May 2009 17:41:50 +0000"
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["description"]=>
string(353) "What if the employee verbally resigns but won?t give you written confirmation via a letter of resignation? If you suspect that a substandard job performer who gives notice may change her mindin the interim, you should confirm her verbal resignation in writing by presenting her with a confirmation of resignation (see sample in
Appendix T).
Such a [...]"
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string(2291) "What if the employee verbally resigns but won?t give you written confirmation via a letter of resignation? If you suspect that a substandard job performer who gives notice may change her mindin the interim, you should confirm her verbal resignation in writing by presenting her with a confirmation of resignation (see sample in
Appendix T).
Such a written confirmation will make it more difficult for the individual to change her mind one week later and attempt to keep her job?despite her earlier notification of resignation.
Finally, what if an employee rescinds her resignation during the two-week notice period and demands to have her job back? Be careful here?she may indeed have the right to keep her job! The key question that a court would look at in a situation like this is, Did you as the employer act in reliance on the worker?s notice? In other words, did the company post the job opening, interview other candidates, reassign work within the unit, or offer the position to another candidate? If the answer to most of these questions is Yes, you will have a better chance of successfully defending a charge of wrongful termination.
If, on the other hand, you?ve done nothing in the two-week notice period, a court might argue that the employee was indeed free to rescind her resignation and get her job back. In that case, a court might interpret your refusal to reinstate the individual as an error in judgment on your part. The lesson here is simply this: When problematic and underperforming employees give you two weeks? notice, don?t start dancing in the aisles too quickly. You?re better off taking immediate action to fill the position being vacated by posting it internally, running an ad, and reassigning work to remaining staff members.
Of course, in certain instances, you may choose to retain a wellperforming employee who rescinds her resignation, but you have to
be careful about setting an unwanted precedent. In the future, it could be argued that if you allowed one employee to rescind a resignation, you?ll have to allow others to do so. Therefore, you shouldn?t develop an active practice of allowing such changes of heart at the eleventh hour.
Taken From : The Hiring and Firing Quention and Answer Book
"
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string(353) "What if the employee verbally resigns but won?t give you written confirmation via a letter of resignation? If you suspect that a substandard job performer who gives notice may change her mindin the interim, you should confirm her verbal resignation in writing by presenting her with a confirmation of resignation (see sample in
Appendix T).
Such a [...]"
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string(2291) "What if the employee verbally resigns but won?t give you written confirmation via a letter of resignation? If you suspect that a substandard job performer who gives notice may change her mindin the interim, you should confirm her verbal resignation in writing by presenting her with a confirmation of resignation (see sample in
Appendix T).
Such a written confirmation will make it more difficult for the individual to change her mind one week later and attempt to keep her job?despite her earlier notification of resignation.
Finally, what if an employee rescinds her resignation during the two-week notice period and demands to have her job back? Be careful here?she may indeed have the right to keep her job! The key question that a court would look at in a situation like this is, Did you as the employer act in reliance on the worker?s notice? In other words, did the company post the job opening, interview other candidates, reassign work within the unit, or offer the position to another candidate? If the answer to most of these questions is Yes, you will have a better chance of successfully defending a charge of wrongful termination.
If, on the other hand, you?ve done nothing in the two-week notice period, a court might argue that the employee was indeed free to rescind her resignation and get her job back. In that case, a court might interpret your refusal to reinstate the individual as an error in judgment on your part. The lesson here is simply this: When problematic and underperforming employees give you two weeks? notice, don?t start dancing in the aisles too quickly. You?re better off taking immediate action to fill the position being vacated by posting it internally, running an ad, and reassigning work to remaining staff members.
Of course, in certain instances, you may choose to retain a wellperforming employee who rescinds her resignation, but you have to
be careful about setting an unwanted precedent. In the future, it could be argued that if you allowed one employee to rescind a resignation, you?ll have to allow others to do so. Therefore, you shouldn?t develop an active practice of allowing such changes of heart at the eleventh hour.
Taken From : The Hiring and Firing Quention and Answer Book
"
["date_timestamp"]=>
int(1243705310)
}
[83]=>
array(13) {
["title"]=>
string(16) "HOW TO REMEMBER!"
["link"]=>
string(34) "http://cuisinedegourmet.com/?p=634"
["comments"]=>
string(43) "http://cuisinedegourmet.com/?p=634#comments"
["pubdate"]=>
string(31) "Wed, 27 May 2009 07:47:42 +0000"
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["description"]=>
string(345) "HOW TO REMEMBER!
1). You may need to expand your list.
a). More pegs in each room
b). More rooms
c). A new list ? office or school
LESSON 15
Vocabulary Exercises
Pale = light colored = picture of a pail that is white!
Think of a word and practice turning it into a picture(s) and adding the meaning into a picture.
Foreign Words:
Exercise [...]"
["content"]=>
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string(1781) "HOW TO REMEMBER!
1). You may need to expand your list.
a). More pegs in each room
b). More rooms
c). A new list ? office or school
LESSON 15
Vocabulary Exercises
Pale = light colored = picture of a pail that is white!
Think of a word and practice turning it into a picture(s) and adding the meaning into a picture.
Foreign Words:
Exercise ? Take five words - break them down by syllables and turn them into pictures - add the picture of the definition.
Spelling exercises:
Take five words and build a story with the letters you have trouble with!
DAY 1:
One of the most powerful memory techniques is pegging. That is one of the primary ways you?ll memorize information. The more you practice, the faster and more accurate you?ll be. Eventually your subconscious mind will peg for you, and you won?t need to peg consciously! Imagine just looking at something, and remember it without even trying! Let?s practice by memorizing the following list of 20 grocery items by pegging them the tree list.
No. Tree List Peg: Data to Peg:
1. Tree Bananas
2. Light Switch Peaches
3. Stool Lettuce
4. Car Cabbage
5. Glove Cottage Cheese
6. Gun Watermelon
7. Dice Chocolate Cake
8. Skates Spinach
9. Cat Coffee
10. Bowling Ball Apples
11. Goal Posts Oranges
12. Eggs Pears
13. Witch Kiwi Fruit
14. Ring Eggs
15. Paycheck Butter
16. Chocolate Distilled H2O
17. Magazine Grape Juice
18. Voting Booth Lemons
19. Golf Club Mangos
20. Cigarettes Bread
Taken From: Mega Memory Workbook
"
}
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["summary"]=>
string(345) "HOW TO REMEMBER!
1). You may need to expand your list.
a). More pegs in each room
b). More rooms
c). A new list ? office or school
LESSON 15
Vocabulary Exercises
Pale = light colored = picture of a pail that is white!
Think of a word and practice turning it into a picture(s) and adding the meaning into a picture.
Foreign Words:
Exercise [...]"
["atom_content"]=>
string(1781) "HOW TO REMEMBER!
1). You may need to expand your list.
a). More pegs in each room
b). More rooms
c). A new list ? office or school
LESSON 15
Vocabulary Exercises
Pale = light colored = picture of a pail that is white!
Think of a word and practice turning it into a picture(s) and adding the meaning into a picture.
Foreign Words:
Exercise ? Take five words - break them down by syllables and turn them into pictures - add the picture of the definition.
Spelling exercises:
Take five words and build a story with the letters you have trouble with!
DAY 1:
One of the most powerful memory techniques is pegging. That is one of the primary ways you?ll memorize information. The more you practice, the faster and more accurate you?ll be. Eventually your subconscious mind will peg for you, and you won?t need to peg consciously! Imagine just looking at something, and remember it without even trying! Let?s practice by memorizing the following list of 20 grocery items by pegging them the tree list.
No. Tree List Peg: Data to Peg:
1. Tree Bananas
2. Light Switch Peaches
3. Stool Lettuce
4. Car Cabbage
5. Glove Cottage Cheese
6. Gun Watermelon
7. Dice Chocolate Cake
8. Skates Spinach
9. Cat Coffee
10. Bowling Ball Apples
11. Goal Posts Oranges
12. Eggs Pears
13. Witch Kiwi Fruit
14. Ring Eggs
15. Paycheck Butter
16. Chocolate Distilled H2O
17. Magazine Grape Juice
18. Voting Booth Lemons
19. Golf Club Mangos
20. Cigarettes Bread
Taken From: Mega Memory Workbook
"
["date_timestamp"]=>
int(1243410462)
}
[84]=>
array(13) {
["title"]=>
string(61) "93. Should letters of termination be specific or generic? (2)"
["link"]=>
string(34) "http://cuisinedegourmet.com/?p=747"
["comments"]=>
string(43) "http://cuisinedegourmet.com/?p=747#comments"
["pubdate"]=>
string(31) "Sun, 24 May 2009 10:32:26 +0000"
["dc"]=>
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string(5) "admin"
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["description"]=>
string(369) "A sample specific letter of termination is presented in Appendix S. Note that specific termination letters always describe a ??final incident?? that has led to the decision to discharge. A clean final incident that breached the terms of prior warnings is the ??thresholdevent?? that triggers the termination action. Clean final incidents are easily documented and [...]"
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string(1280) "A sample specific letter of termination is presented in Appendix S. Note that specific termination letters always describe a ??final incident?? that has led to the decision to discharge. A clean final incident that breached the terms of prior warnings is the ??thresholdevent?? that triggers the termination action. Clean final incidents are easily documented and are consequently often found in documented
termination letters.
One final note: Some employers ask that employees sign these termination letters as a matter of practice. In those cases, there is
usually a line at the bottom of the page where employees can sign
after a statement that reads, ??I have received a copy of this document.??
Requiring employees to sign their own termination letters, as an evidentiary matter, ensures that there won?t be any dispute that the employee received the document. There?s no harm in adding it, of course; it?s just more of a stylistic issue. Otherwise, there isn?t much need for an acknowledgment countersignature. Therefore, add the countersignature requirement only if your company is more comfortable with the added closure it may bring to the employment relationship.
Taken From : The Hiring and Firing Quention and Answer Book
"
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string(369) "A sample specific letter of termination is presented in Appendix S. Note that specific termination letters always describe a ??final incident?? that has led to the decision to discharge. A clean final incident that breached the terms of prior warnings is the ??thresholdevent?? that triggers the termination action. Clean final incidents are easily documented and [...]"
["atom_content"]=>
string(1280) "A sample specific letter of termination is presented in Appendix S. Note that specific termination letters always describe a ??final incident?? that has led to the decision to discharge. A clean final incident that breached the terms of prior warnings is the ??thresholdevent?? that triggers the termination action. Clean final incidents are easily documented and are consequently often found in documented
termination letters.
One final note: Some employers ask that employees sign these termination letters as a matter of practice. In those cases, there is
usually a line at the bottom of the page where employees can sign
after a statement that reads, ??I have received a copy of this document.??
Requiring employees to sign their own termination letters, as an evidentiary matter, ensures that there won?t be any dispute that the employee received the document. There?s no harm in adding it, of course; it?s just more of a stylistic issue. Otherwise, there isn?t much need for an acknowledgment countersignature. Therefore, add the countersignature requirement only if your company is more comfortable with the added closure it may bring to the employment relationship.
Taken From : The Hiring and Firing Quention and Answer Book
"
["date_timestamp"]=>
int(1243161146)
}
[85]=>
array(13) {
["title"]=>
string(111) "92. How long do I have to terminate an employee after a final incident occurs that violates prior warnings? (1)"
["link"]=>
string(34) "http://cuisinedegourmet.com/?p=744"
["comments"]=>
string(43) "http://cuisinedegourmet.com/?p=744#comments"
["pubdate"]=>
string(31) "Thu, 21 May 2009 10:22:02 +0000"
["dc"]=>
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string(5) "admin"
}
["category"]=>
string(13) "Uncategorized"
["guid"]=>
string(27) "http://localhost/wp4/?p=513"
["description"]=>
string(389) "The simple answer is, The sooner the better. Companies? termination decisions should occur as soon as possible after management has completed its internal fact-finding investigation. Final termination decisions are necessary after a summary offense such as gross insubordination, theft, or fraud occurs or after a worker violates a final written warning in the progressive discipline [...]"
["content"]=>
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string(1971) "The simple answer is, The sooner the better. Companies? termination decisions should occur as soon as possible after management has completed its internal fact-finding investigation. Final termination decisions are necessary after a summary offense such as gross insubordination, theft, or fraud occurs or after a worker violates a final written warning in the progressive discipline process.
Your failure to terminate an employee very soon after the event may be interpreted by a court as an acceptance of the employee?s conduct. A plaintiff?s attorney may argue that you condoned the behavior by failing to act on it within a reasonable amount of time and that you should consequently be precluded from changing your mind at a later, more convenient date.
Since delay of more than a few days could imply an acceptance of the misconduct or substandard job performance, your subsequent discharge of the employee could be challenged. Remember that you can be held to have violated the implied promise of good faith and fair dealing if your decision to summarily discharge the worker appears to be just a pretext, capricious, or unrelated to business needs.
Tell Me More
On the other hand, it is sometimes difficult to conduct an investigation
and reach a conclusion within a day or two after a precipitatingevent. If you meet with an employee regarding a manager?s complaint and more witnesses will need to be polled and additional evidence will need to be gathered, place the employee on a paid investigatory leave. Tell the employee that the investigation may result in a termination. Inform the individual that you will call him at home with any questions that surface and keep him abreast of the pending investigation. Finally, let the person know that you will ask him to return to your office once a decision is made so that it can be discussed face-to-face.
Taken From : The Hiring and Firing Quention and Answer Book
"
}
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string(389) "The simple answer is, The sooner the better. Companies? termination decisions should occur as soon as possible after management has completed its internal fact-finding investigation. Final termination decisions are necessary after a summary offense such as gross insubordination, theft, or fraud occurs or after a worker violates a final written warning in the progressive discipline [...]"
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string(1971) "The simple answer is, The sooner the better. Companies? termination decisions should occur as soon as possible after management has completed its internal fact-finding investigation. Final termination decisions are necessary after a summary offense such as gross insubordination, theft, or fraud occurs or after a worker violates a final written warning in the progressive discipline process.
Your failure to terminate an employee very soon after the event may be interpreted by a court as an acceptance of the employee?s conduct. A plaintiff?s attorney may argue that you condoned the behavior by failing to act on it within a reasonable amount of time and that you should consequently be precluded from changing your mind at a later, more convenient date.
Since delay of more than a few days could imply an acceptance of the misconduct or substandard job performance, your subsequent discharge of the employee could be challenged. Remember that you can be held to have violated the implied promise of good faith and fair dealing if your decision to summarily discharge the worker appears to be just a pretext, capricious, or unrelated to business needs.
Tell Me More
On the other hand, it is sometimes difficult to conduct an investigation
and reach a conclusion within a day or two after a precipitatingevent. If you meet with an employee regarding a manager?s complaint and more witnesses will need to be polled and additional evidence will need to be gathered, place the employee on a paid investigatory leave. Tell the employee that the investigation may result in a termination. Inform the individual that you will call him at home with any questions that surface and keep him abreast of the pending investigation. Finally, let the person know that you will ask him to return to your office once a decision is made so that it can be discussed face-to-face.
Taken From : The Hiring and Firing Quention and Answer Book
"
["date_timestamp"]=>
int(1242901322)
}
[86]=>
array(13) {
["title"]=>
string(46) "71. How can I encourage an underperforming (3)"
["link"]=>
string(34) "http://cuisinedegourmet.com/?p=541"
["comments"]=>
string(43) "http://cuisinedegourmet.com/?p=541#comments"
["pubdate"]=>
string(31) "Mon, 18 May 2009 15:37:26 +0000"
["dc"]=>
array(1) {
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string(5) "admin"
}
["category"]=>
string(13) "Uncategorized"
["guid"]=>
string(27) "http://localhost/wp/?p=1650"
["description"]=>
string(318) "Sometimes it?s fair to say that there just isn?t a right fit.What?s important to me is that both parties feel like they?re being treated with dignity and respect. I don?t want people feeling like their egos and self-esteem are being trashed. Life is simply too short for that.
Mary, I need to share with you that [...]"
["content"]=>
array(1) {
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string(2208) "Sometimes it?s fair to say that there just isn?t a right fit.What?s important to me is that both parties feel like they?re being treated with dignity and respect. I don?t want people feeling like their egos and self-esteem are being trashed. Life is simply too short for that.
Mary, I need to share with you that Sue isn?t going anywhere. She?s
a vice president, she?s under contract for several more years, and
senior management believes she?s doing an excellent job. That?s an
important point for you to keep in mind. I also don?t believe that you?re happy here. You seem to be disappointed in the management
team. You appear not to enjoy your work. And I suspect that you feel like you?re not appreciated or part of the team, at least at
certain times.
You can offer her an exit. Here are a few questions you might
ask:
Would exploring other opportunities outside the company make sense for you at this point in your career?
Would leaving now of your own accord allow you an honorable
exit strategy?
Would you like us to give you time to begin interviewing at other companies?
Make sure she knows you would be happy to help her as long as she makes sure that work comes first and that you?re given at least twenty-four hours notice of an upcoming interview. That way, the employee needn?t feign illness or conjure up doctors? and dentists?
appointments if she has an interview coming up. It?s important to stress that the decision is entirely up to the employee:
If you?d like our support to either resign on your own terms now or to begin looking for other work, then we?ll help you. If not, that?s okay, too. We?ll do everything we can to help you reinvent your working relationship with Sue, to be given objective performance standards, and to become more effective at your job. I just want you and Sue to feel better about working with each other if you choose to stay. I also want to give you these additional options, Mary, because it?s better that we discuss these things openly than leave them unsaid. What are your thoughts???
Taken From : The Hiring and Firing Quention and Answer Book
"
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string(318) "Sometimes it?s fair to say that there just isn?t a right fit.What?s important to me is that both parties feel like they?re being treated with dignity and respect. I don?t want people feeling like their egos and self-esteem are being trashed. Life is simply too short for that.
Mary, I need to share with you that [...]"
["atom_content"]=>
string(2208) "Sometimes it?s fair to say that there just isn?t a right fit.What?s important to me is that both parties feel like they?re being treated with dignity and respect. I don?t want people feeling like their egos and self-esteem are being trashed. Life is simply too short for that.
Mary, I need to share with you that Sue isn?t going anywhere. She?s
a vice president, she?s under contract for several more years, and
senior management believes she?s doing an excellent job. That?s an
important point for you to keep in mind. I also don?t believe that you?re happy here. You seem to be disappointed in the management
team. You appear not to enjoy your work. And I suspect that you feel like you?re not appreciated or part of the team, at least at
certain times.
You can offer her an exit. Here are a few questions you might
ask:
Would exploring other opportunities outside the company make sense for you at this point in your career?
Would leaving now of your own accord allow you an honorable
exit strategy?
Would you like us to give you time to begin interviewing at other companies?
Make sure she knows you would be happy to help her as long as she makes sure that work comes first and that you?re given at least twenty-four hours notice of an upcoming interview. That way, the employee needn?t feign illness or conjure up doctors? and dentists?
appointments if she has an interview coming up. It?s important to stress that the decision is entirely up to the employee:
If you?d like our support to either resign on your own terms now or to begin looking for other work, then we?ll help you. If not, that?s okay, too. We?ll do everything we can to help you reinvent your working relationship with Sue, to be given objective performance standards, and to become more effective at your job. I just want you and Sue to feel better about working with each other if you choose to stay. I also want to give you these additional options, Mary, because it?s better that we discuss these things openly than leave them unsaid. What are your thoughts???
Taken From : The Hiring and Firing Quention and Answer Book
"
["date_timestamp"]=>
int(1242661046)
}
[87]=>
array(13) {
["title"]=>
string(62) "88. What if an employee refuses to sign a written warning? (3)"
["link"]=>
string(34) "http://cuisinedegourmet.com/?p=738"
["comments"]=>
string(43) "http://cuisinedegourmet.com/?p=738#comments"
["pubdate"]=>
string(31) "Fri, 15 May 2009 09:57:02 +0000"
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string(5) "admin"
}
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["description"]=>
string(387) "If you need to call in a witness, the witness should be another member of management, not a peer or coworker. After all, management has an obligation of confidentiality regarding delicate matters like progressive discipline. Peers, on the other hand,may share inappropriate information with others and consequently breach privacy.
It?s recommended that you hand-write the following [...]"
["content"]=>
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string(1225) "If you need to call in a witness, the witness should be another member of management, not a peer or coworker. After all, management has an obligation of confidentiality regarding delicate matters like progressive discipline. Peers, on the other hand,may share inappropriate information with others and consequently breach privacy.
It?s recommended that you hand-write the following on the signature page of the warning:
The employee refused to sign. Notified employee that these are our findings of what occurred and that he would be expected to meet these standards of performance/conduct.
At that point, the manager should sign the document, and the witness
should sign the document as well. The witness may then leave the room. Remember, the witness isn?t there to be brought into the situation or otherwise pass judgment. However, the witness mustbe in the room with the employee present and must also receive verbal instruction to sign the warning in the employee?s place. Witness acknowledgment is then complete. You should give a copy of the signed document to the employee and keep the original for your own records.
Taken From : The Hiring and Firing Quention and Answer Book
"
}
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string(387) "If you need to call in a witness, the witness should be another member of management, not a peer or coworker. After all, management has an obligation of confidentiality regarding delicate matters like progressive discipline. Peers, on the other hand,may share inappropriate information with others and consequently breach privacy.
It?s recommended that you hand-write the following [...]"
["atom_content"]=>
string(1225) "If you need to call in a witness, the witness should be another member of management, not a peer or coworker. After all, management has an obligation of confidentiality regarding delicate matters like progressive discipline. Peers, on the other hand,may share inappropriate information with others and consequently breach privacy.
It?s recommended that you hand-write the following on the signature page of the warning:
The employee refused to sign. Notified employee that these are our findings of what occurred and that he would be expected to meet these standards of performance/conduct.
At that point, the manager should sign the document, and the witness
should sign the document as well. The witness may then leave the room. Remember, the witness isn?t there to be brought into the situation or otherwise pass judgment. However, the witness mustbe in the room with the employee present and must also receive verbal instruction to sign the warning in the employee?s place. Witness acknowledgment is then complete. You should give a copy of the signed document to the employee and keep the original for your own records.
Taken From : The Hiring and Firing Quention and Answer Book
"
["date_timestamp"]=>
int(1242381422)
}
[88]=>
array(13) {
["title"]=>
string(31) "Debt Advices for Our Protection"
["link"]=>
string(34) "http://cuisinedegourmet.com/?p=866"
["comments"]=>
string(43) "http://cuisinedegourmet.com/?p=866#comments"
["pubdate"]=>
string(31) "Thu, 14 May 2009 04:34:18 +0000"
["dc"]=>
array(1) {
["creator"]=>
string(5) "admin"
}
["category"]=>
string(13) "Uncategorized"
["guid"]=>
string(34) "http://cuisinedegourmet.com/?p=866"
["description"]=>
string(304) "Before you take credit loan, you had better learn as much as possible information about credit loan and debt. It can help you to find the right choice for your credit loan. You certainly need to know the limit of maximum credit rate from the government. It can protect you from any credit fraud and [...]"
["content"]=>
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string(1836) "Before you take credit loan, you had better learn as much as possible information about credit loan and debt. It can help you to find the right choice for your credit loan. You certainly need to know the limit of maximum credit rate from the government. It can protect you from any credit fraud and give you lower rate on your credit loan.
We certainly know about usury laws that can protect us from the high credit rate from the creditor. 3Debtconsolidation.com can give us the complete information about credit loan. This website also can give advices for our credit problems. We also can watch video on the debate of government versus private loans. Even though the government has made laws and rules to control the rate of credit loan to protect consumer, but some creditor such as the private loans can use higher rate for its customer.
If we have trouble on paying our debt, especially on payday loan that uses high rate, we can get the advices on defaulting on a payday loan. It can help us to get lower rate and pay our debt easier. The complete information on credit loan and debt will give us the knowledge to choose the right credit loan offers.
"
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string(304) "Before you take credit loan, you had better learn as much as possible information about credit loan and debt. It can help you to find the right choice for your credit loan. You certainly need to know the limit of maximum credit rate from the government. It can protect you from any credit fraud and [...]"
["atom_content"]=>
string(1836) "Before you take credit loan, you had better learn as much as possible information about credit loan and debt. It can help you to find the right choice for your credit loan. You certainly need to know the limit of maximum credit rate from the government. It can protect you from any credit fraud and give you lower rate on your credit loan.
We certainly know about usury laws that can protect us from the high credit rate from the creditor. 3Debtconsolidation.com can give us the complete information about credit loan. This website also can give advices for our credit problems. We also can watch video on the debate of government versus private loans. Even though the government has made laws and rules to control the rate of credit loan to protect consumer, but some creditor such as the private loans can use higher rate for its customer.
If we have trouble on paying our debt, especially on payday loan that uses high rate, we can get the advices on defaulting on a payday loan. It can help us to get lower rate and pay our debt easier. The complete information on credit loan and debt will give us the knowledge to choose the right credit loan offers.
"
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[89]=>
array(13) {
["title"]=>
string(46) "71. How can I encourage an underperforming (2)"
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string(31) "Tue, 12 May 2009 15:33:03 +0000"
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string(371) "We all know that, when it comes to job performance problems, both sides are often in total disagreement about the situation: Managers
argue that the problematic employee is disrespectful and noncommunicative and does not hold herself accountable for her own
actions. The disenfranchised employee will argue that her boss holds her to a higher standard than everyone [...]"
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string(2388) "We all know that, when it comes to job performance problems, both sides are often in total disagreement about the situation: Managers
argue that the problematic employee is disrespectful and noncommunicative and does not hold herself accountable for her own
actions. The disenfranchised employee will argue that her boss holds her to a higher standard than everyone else, that she?s never in the communication loop, and that she?s never told when she does something right?only when she does something wrong.
Who?s right and who?s wrong in these situations? Unfortunately, both sides are at fault. In essence, if the working relationship has deteriorated to this point, both the manager and worker have failed. Sometimes, however, trying to fix these problems just becomes an ongoing battle of wills where little good results.
When the problem stems from something more basic than workplace performance issues?when the two people just can?t seem to get along because of personal style differences or genuine dislike?transferring the employee may make sense. Even then, other jobs may not be available or the employee may have such a poor reputation that no other manager would hire that individual.
It?s then time for the facilitator/broker (again, senior manage ment or human resources) to attempt to gently inject respect, dignity, and professionalism back into the relationship by allowing an ??easy out?? exit strategy. First acknowledge the efforts to make things work out and that it hasn?t been a love match. Ask the employee whether she is frustrated and agrees the situation isn?t ideal.
At this point, try to put the events in perspective:
There?s enough work around here to tire the most energetic of people. When you add the interpersonal friction that you?ve both been experiencing for the past year or so, it becomes very difficult. I don?t want to minimize the importance of your working relationship together, but if you think about it, it?s only work. I mean, when you
think about families who lose their health or parents who have to see their children through serious illnesses?that?s important in life. If we?re not suffering from that kind of illness, we?re lucky. So let?s keep that in perspective as we look at this workplace issue, okay?
Taken From : The Hiring and Firing Quention and Answer Book
"
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argue that the problematic employee is disrespectful and noncommunicative and does not hold herself accountable for her own
actions. The disenfranchised employee will argue that her boss holds her to a higher standard than everyone else, that she?s never in the communication loop, and that she?s never told when she does something right?only when she does something wrong.
Who?s right and who?s wrong in these situations? Unfortunately, both sides are at fault. In essence, if the working relationship has deteriorated to this point, both the manager and worker have failed. Sometimes, however, trying to fix these problems just becomes an ongoing battle of wills where little good results.
When the problem stems from something more basic than workplace performance issues?when the two people just can?t seem to get along because of personal style differences or genuine dislike?transferring the employee may make sense. Even then, other jobs may not be available or the employee may have such a poor reputation that no other manager would hire that individual.
It?s then time for the facilitator/broker (again, senior manage ment or human resources) to attempt to gently inject respect, dignity, and professionalism back into the relationship by allowing an ??easy out?? exit strategy. First acknowledge the efforts to make things work out and that it hasn?t been a love match. Ask the employee whether she is frustrated and agrees the situation isn?t ideal.
At this point, try to put the events in perspective:
There?s enough work around here to tire the most energetic of people. When you add the interpersonal friction that you?ve both been experiencing for the past year or so, it becomes very difficult. I don?t want to minimize the importance of your working relationship together, but if you think about it, it?s only work. I mean, when you
think about families who lose their health or parents who have to see their children through serious illnesses?that?s important in life. If we?re not suffering from that kind of illness, we?re lucky. So let?s keep that in perspective as we look at this workplace issue, okay?
Taken From : The Hiring and Firing Quention and Answer Book
"
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[90]=>
array(13) {
["title"]=>
string(8) "LESSON 7"
["link"]=>
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["pubdate"]=>
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["description"]=>
string(526) "Pegging to the tree list.
Always include yourself in the picture!
It helps to get your emotions involved.
VIVID PICTURES
Action.. .Action. . .Action
Relax!
When recalling always ask yourself, ?What?s my peg??
If you forgot:
A). Peg
B). Picture
C). Action
D). Stress
LESSON 8
Five steps the mind goes through:
Know
Create
Look (search)
Emote
Think
Stress plays tricks with the memory!
Recommend: B-complex
C-vitamin
Also: Lecithen - 35% P/C concentration
Gota-Kola
Ginko-Biloma
Selenium & Vitamin E
Candida Albicans [...]"
["content"]=>
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string(840) "Pegging to the tree list.
Always include yourself in the picture!
It helps to get your emotions involved.
VIVID PICTURES
Action.. .Action. . .Action
Relax!
When recalling always ask yourself, ?What?s my peg??
If you forgot:
A). Peg
B). Picture
C). Action
D). Stress
LESSON 8
Five steps the mind goes through:
Know
Create
Look (search)
Emote
Think
Stress plays tricks with the memory!
Recommend: B-complex
C-vitamin
Also: Lecithen - 35% P/C concentration
Gota-Kola
Ginko-Biloma
Selenium & Vitamin E
Candida Albicans also shows up by inducing stress!
Taken From: Mega Memory Workbook
"
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string(526) "Pegging to the tree list.
Always include yourself in the picture!
It helps to get your emotions involved.
VIVID PICTURES
Action.. .Action. . .Action
Relax!
When recalling always ask yourself, ?What?s my peg??
If you forgot:
A). Peg
B). Picture
C). Action
D). Stress
LESSON 8
Five steps the mind goes through:
Know
Create
Look (search)
Emote
Think
Stress plays tricks with the memory!
Recommend: B-complex
C-vitamin
Also: Lecithen - 35% P/C concentration
Gota-Kola
Ginko-Biloma
Selenium & Vitamin E
Candida Albicans [...]"
["atom_content"]=>
string(840) "Pegging to the tree list.
Always include yourself in the picture!
It helps to get your emotions involved.
VIVID PICTURES
Action.. .Action. . .Action
Relax!
When recalling always ask yourself, ?What?s my peg??
If you forgot:
A). Peg
B). Picture
C). Action
D). Stress
LESSON 8
Five steps the mind goes through:
Know
Create
Look (search)
Emote
Think
Stress plays tricks with the memory!
Recommend: B-complex
C-vitamin
Also: Lecithen - 35% P/C concentration
Gota-Kola
Ginko-Biloma
Selenium & Vitamin E
Candida Albicans also shows up by inducing stress!
Taken From: Mega Memory Workbook
"
["date_timestamp"]=>
int(1241854435)
}
[91]=>
array(13) {
["title"]=>
string(58) "85. How can an EAP (employee assistance program) help? (1)"
["link"]=>
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["pubdate"]=>
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string(384) "Employee assistance programs (EAPs) can play a very important role in your company?s performance management system. EAPs are highly recommended because they are one of the most cost-effective benefits available to employees and employers alike. The concept is simple: Personal issues in workers? lives will ultimately impact their work. When employers provide their workers with [...]"
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string(1659) "Employee assistance programs (EAPs) can play a very important role in your company?s performance management system. EAPs are highly recommended because they are one of the most cost-effective benefits available to employees and employers alike. The concept is simple: Personal issues in workers? lives will ultimately impact their work. When employers provide their workers with a confidential service to help them work out their personal issues, the workers? performance on the job won?t suffer.
What kinds of personal problems do EAPs deal with? Among the most common issues are:
Alcoholism
Drug addiction
Depression
Anxiety
Family crisis (divorce, illness, death)
Family issues (raising teenagers, marital discord, blendedfamily issues)
Bereavement
Suicide prevention
Intake counselors at the EAP refer confidential callers to the appropriate
providers in their neighborhoods. Callers benefit from the confidential services available to them, and companies should bene- fit from reduced absenteeism and workplace injuries, as well as from increased company morale.
Since you don?t want your managing supervisors to ask employees about their personal lives, this benefit can go a long way in helping managers help their workers without imposing or crossing a line. Managers can simply say, ??Sam, you?re giving me too much personal information. I care, but I?m not your best resource. Remem-ber, we have an EAP to help you at times just like this. I?m sure they?ll be able to help you better than I could.??
Taken From : The Hiring and Firing Quention and Answer Book
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string(1659) "Employee assistance programs (EAPs) can play a very important role in your company?s performance management system. EAPs are highly recommended because they are one of the most cost-effective benefits available to employees and employers alike. The concept is simple: Personal issues in workers? lives will ultimately impact their work. When employers provide their workers with a confidential service to help them work out their personal issues, the workers? performance on the job won?t suffer.
What kinds of personal problems do EAPs deal with? Among the most common issues are:
Alcoholism
Drug addiction
Depression
Anxiety
Family crisis (divorce, illness, death)
Family issues (raising teenagers, marital discord, blendedfamily issues)
Bereavement
Suicide prevention
Intake counselors at the EAP refer confidential callers to the appropriate
providers in their neighborhoods. Callers benefit from the confidential services available to them, and companies should bene- fit from reduced absenteeism and workplace injuries, as well as from increased company morale.
Since you don?t want your managing supervisors to ask employees about their personal lives, this benefit can go a long way in helping managers help their workers without imposing or crossing a line. Managers can simply say, ??Sam, you?re giving me too much personal information. I care, but I?m not your best resource. Remem-ber, we have an EAP to help you at times just like this. I?m sure they?ll be able to help you better than I could.??
Taken From : The Hiring and Firing Quention and Answer Book
"
["date_timestamp"]=>
int(1241601915)
}
[92]=>
array(13) {
["title"]=>
string(51) "Best Help for Finding Best Auto Insurance Companies"
["link"]=>
string(34) "http://cuisinedegourmet.com/?p=864"
["comments"]=>
string(43) "http://cuisinedegourmet.com/?p=864#comments"
["pubdate"]=>
string(31) "Wed, 06 May 2009 08:08:34 +0000"
["dc"]=>
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["description"]=>
string(312) "Being safety is the nature instinct of every creature. We, as human, also have this instinct. We put some best protection for you, like clothes, shoes for protected our foot from the rough texture and sharp object on the ground, jacket to protect us from cold, and other. And we also give protection to our [...]"
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string(1567) "Being safety is the nature instinct of every creature. We, as human, also have this instinct. We put some best protection for you, like clothes, shoes for protected our foot from the rough texture and sharp object on the ground, jacket to protect us from cold, and other. And we also give protection to our precious things that we have. One of them is car. You and I, agree that our car have to protected to give it protection from the damage that can decreasing it value that can affect the price when we sell it. So, what you need to do to protect your car?
The best protection is insurance. But to get the best auto insurance companies that offered low interest and friendly policy are difficult. So, car-insurance.onlineautoinsurance.com is the best place where you can get help to find the perfect insurance company for your car. Here you will get the best information that you can use as your reference for your seeking of the best insurance company for your car.
There are many articles that you can read here, that will help you find best insurance program. For more information and the article about insurance, especially car insurance, visit this website now. And find the best protection for your car.
"
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string(312) "Being safety is the nature instinct of every creature. We, as human, also have this instinct. We put some best protection for you, like clothes, shoes for protected our foot from the rough texture and sharp object on the ground, jacket to protect us from cold, and other. And we also give protection to our [...]"
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string(1567) "Being safety is the nature instinct of every creature. We, as human, also have this instinct. We put some best protection for you, like clothes, shoes for protected our foot from the rough texture and sharp object on the ground, jacket to protect us from cold, and other. And we also give protection to our precious things that we have. One of them is car. You and I, agree that our car have to protected to give it protection from the damage that can decreasing it value that can affect the price when we sell it. So, what you need to do to protect your car?
The best protection is insurance. But to get the best auto insurance companies that offered low interest and friendly policy are difficult. So, car-insurance.onlineautoinsurance.com is the best place where you can get help to find the perfect insurance company for your car. Here you will get the best information that you can use as your reference for your seeking of the best insurance company for your car.
There are many articles that you can read here, that will help you find best insurance program. For more information and the article about insurance, especially car insurance, visit this website now. And find the best protection for your car.
"
["date_timestamp"]=>
int(1241597314)
}
[93]=>
array(13) {
["title"]=>
string(82) "82. What?s the most effective way to deal with excessive absenteeism problems? (2)"
["link"]=>
string(34) "http://cuisinedegourmet.com/?p=726"
["comments"]=>
string(43) "http://cuisinedegourmet.com/?p=726#comments"
["pubdate"]=>
string(31) "Sun, 03 May 2009 08:27:47 +0000"
["dc"]=>
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string(5) "admin"
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["category"]=>
string(13) "Uncategorized"
["guid"]=>
string(27) "http://localhost/wp4/?p=475"
["description"]=>
string(368) "Fixing the problem can be accomplished in three steps:
1. Review your organization?s written policy with the help of legal counsel in order to ensure that you?ll be able to retain the most discretion in managing this thorny issue.
2. Review your organization?s past practices (for example, all of the disciplinary actions and terminations related to unauthorized [...]"
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string(1652) "Fixing the problem can be accomplished in three steps:
1. Review your organization?s written policy with the help of legal counsel in order to ensure that you?ll be able to retain the most discretion in managing this thorny issue.
2. Review your organization?s past practices (for example, all of the disciplinary actions and terminations related to unauthorized absence in the past two years) across departments, divisions, and locations. Account for inconsistencies in prior decisions. Remember that you retain the discretion to change a policy or practice by notifying employees in advance and in writing: You?re not obliged to perpetuate a problem once
you discover that changing the rule or practice could make things better. Simply follow a rule of reason: If employees are given advance notice of the organization?s changed expectations, they should be held accountable for meeting the new standard on a go-forward basis.
3. Document substandard performance consistently.
A sample documentation letter appears in Appendix Q. List the dates and days of the week of the actual incidents. In addition, document the negative organizational impact that resulted from the individual?s unauthorized absenteeism.
Finally, if your policy does not spell out the specific number of incidents that could lead to termination, include general consequential language. On the other hand, if your company policy spells out the number of incidents of unscheduled absenteeism that will result in dismissal, include that specific information instead.
Taken From : The Hiring and Firing Quention and Answer Book
"
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string(368) "Fixing the problem can be accomplished in three steps:
1. Review your organization?s written policy with the help of legal counsel in order to ensure that you?ll be able to retain the most discretion in managing this thorny issue.
2. Review your organization?s past practices (for example, all of the disciplinary actions and terminations related to unauthorized [...]"
["atom_content"]=>
string(1652) "Fixing the problem can be accomplished in three steps:
1. Review your organization?s written policy with the help of legal counsel in order to ensure that you?ll be able to retain the most discretion in managing this thorny issue.
2. Review your organization?s past practices (for example, all of the disciplinary actions and terminations related to unauthorized absence in the past two years) across departments, divisions, and locations. Account for inconsistencies in prior decisions. Remember that you retain the discretion to change a policy or practice by notifying employees in advance and in writing: You?re not obliged to perpetuate a problem once
you discover that changing the rule or practice could make things better. Simply follow a rule of reason: If employees are given advance notice of the organization?s changed expectations, they should be held accountable for meeting the new standard on a go-forward basis.
3. Document substandard performance consistently.
A sample documentation letter appears in Appendix Q. List the dates and days of the week of the actual incidents. In addition, document the negative organizational impact that resulted from the individual?s unauthorized absenteeism.
Finally, if your policy does not spell out the specific number of incidents that could lead to termination, include general consequential language. On the other hand, if your company policy spells out the number of incidents of unscheduled absenteeism that will result in dismissal, include that specific information instead.
Taken From : The Hiring and Firing Quention and Answer Book
"
["date_timestamp"]=>
int(1241339267)
}
[94]=>
array(13) {
["title"]=>
string(8) "LESSON 3"
["link"]=>
string(34) "http://cuisinedegourmet.com/?p=624"
["comments"]=>
string(43) "http://cuisinedegourmet.com/?p=624#comments"
["pubdate"]=>
string(31) "Thu, 30 Apr 2009 07:25:10 +0000"
["dc"]=>
array(1) {
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string(5) "admin"
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["category"]=>
string(13) "Uncategorized"
["guid"]=>
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["description"]=>
string(334) "Chaining
Take two pictures in your mind and put them together.
VIVID PICTURES - e.g., lemon story…see color - hear sounds - smell smells - see vivid
detail.
STATUE OF LIBERTY STORY
Statue of Liberty - Torch - Book - Fat Man - Power Drill.
Bar of soap - purple pennies - padlock - house trailor -Black Limo - John Travolta [...]"
["content"]=>
array(1) {
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string(1280) "Chaining
Take two pictures in your mind and put them together.
VIVID PICTURES - e.g., lemon story…see color - hear sounds - smell smells - see vivid
detail.
STATUE OF LIBERTY STORY
Statue of Liberty - Torch - Book - Fat Man - Power Drill.
Bar of soap - purple pennies - padlock - house trailor -Black Limo - John Travolta -
Black stetson hat, black vest, blackboots… Cathy Lee-Crosby - pink polkadot bikiniLetter
- St. Bernard - fur coat - diamond collarHam Bone - mountain lion - palm tree - Statue of
Liberty
EXERCISES:
Go through the Statue of Liberty Story again and try to be even more detailed with each
picture!
LESSON 4
Body List Pegs
1 Toe
2 Knee
3. Muscle
4. Rear
5. Love handles
6. Shoulders
7. Collar
8. Face
9. Point
10. Ceiling
House List Pegs
A.) Pick out 4 rooms
B.) Pick out 5 pegs in each room, in sequence
C.) All pegs must be different from each other!
Exercises
Review the Body List and your House List so that you know them in order!
Taken From: Mega Memory Workbook
"
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string(334) "Chaining
Take two pictures in your mind and put them together.
VIVID PICTURES - e.g., lemon story…see color - hear sounds - smell smells - see vivid
detail.
STATUE OF LIBERTY STORY
Statue of Liberty - Torch - Book - Fat Man - Power Drill.
Bar of soap - purple pennies - padlock - house trailor -Black Limo - John Travolta [...]"
["atom_content"]=>
string(1280) "Chaining
Take two pictures in your mind and put them together.
VIVID PICTURES - e.g., lemon story…see color - hear sounds - smell smells - see vivid
detail.
STATUE OF LIBERTY STORY
Statue of Liberty - Torch - Book - Fat Man - Power Drill.
Bar of soap - purple pennies - padlock - house trailor -Black Limo - John Travolta -
Black stetson hat, black vest, blackboots… Cathy Lee-Crosby - pink polkadot bikiniLetter
- St. Bernard - fur coat - diamond collarHam Bone - mountain lion - palm tree - Statue of
Liberty
EXERCISES:
Go through the Statue of Liberty Story again and try to be even more detailed with each
picture!
LESSON 4
Body List Pegs
1 Toe
2 Knee
3. Muscle
4. Rear
5. Love handles
6. Shoulders
7. Collar
8. Face
9. Point
10. Ceiling
House List Pegs
A.) Pick out 4 rooms
B.) Pick out 5 pegs in each room, in sequence
C.) All pegs must be different from each other!
Exercises
Review the Body List and your House List so that you know them in order!
Taken From: Mega Memory Workbook
"
["date_timestamp"]=>
int(1241076310)
}
[95]=>
array(13) {
["title"]=>
string(41) "70. How should I handle poor performance?"
["link"]=>
string(34) "http://cuisinedegourmet.com/?p=538"
["comments"]=>
string(43) "http://cuisinedegourmet.com/?p=538#comments"
["pubdate"]=>
string(31) "Mon, 27 Apr 2009 15:19:22 +0000"
["dc"]=>
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string(5) "admin"
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["description"]=>
string(350) "Usually the impetus that moves the ??progressive discipline?? process
from one stage to the next is a repeated violation of the same rule
or type of rule (e.g., repeated absenteeism or substandard job performance). In essence, there must be a link or nexus between events in order to move to the next stage. Without an interrelationship between [...]"
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string(1709) "Usually the impetus that moves the ??progressive discipline?? process
from one stage to the next is a repeated violation of the same rule
or type of rule (e.g., repeated absenteeism or substandard job performance). In essence, there must be a link or nexus between events in order to move to the next stage. Without an interrelationship between events, you may end up with a series of first-level warnings (sometimes called verbal warnings), rather than a progression from a verbal to a written to a finalwritten warning.
Tell Me More
Let?s assume that a one-year benefits clerk is having difficulty staying on top of her work, following up with customers, and collecting outstanding receivables. The individual was verbally counseled one month ago and instructed to work more efficiently, to keep her boss informed of her progress, to ask for help when she was falling behind, and to minimize any further occurrences of excessive personal telephone calls and extended breaks.
Since that time, the person continued to fail to meet these ex
pectations and received a written warning (see Appendix L for sample written warnings). About five weeks later, the employee
improved her conduct by avoiding any further occurrences of extended breaks or personal phone calls; however, a major error occurred with a large account. This became grounds for a final written warning. (See Appendix L for a sample final written warning.)
Any subsequent performance or conduct violations within a
reasonable period of time from this point would probably result in
a termination for cause.
Taken From : The Hiring and Firing Quention and Answer Book
"
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string(350) "Usually the impetus that moves the ??progressive discipline?? process
from one stage to the next is a repeated violation of the same rule
or type of rule (e.g., repeated absenteeism or substandard job performance). In essence, there must be a link or nexus between events in order to move to the next stage. Without an interrelationship between [...]"
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string(1709) "Usually the impetus that moves the ??progressive discipline?? process
from one stage to the next is a repeated violation of the same rule
or type of rule (e.g., repeated absenteeism or substandard job performance). In essence, there must be a link or nexus between events in order to move to the next stage. Without an interrelationship between events, you may end up with a series of first-level warnings (sometimes called verbal warnings), rather than a progression from a verbal to a written to a finalwritten warning.
Tell Me More
Let?s assume that a one-year benefits clerk is having difficulty staying on top of her work, following up with customers, and collecting outstanding receivables. The individual was verbally counseled one month ago and instructed to work more efficiently, to keep her boss informed of her progress, to ask for help when she was falling behind, and to minimize any further occurrences of excessive personal telephone calls and extended breaks.
Since that time, the person continued to fail to meet these ex
pectations and received a written warning (see Appendix L for sample written warnings). About five weeks later, the employee
improved her conduct by avoiding any further occurrences of extended breaks or personal phone calls; however, a major error occurred with a large account. This became grounds for a final written warning. (See Appendix L for a sample final written warning.)
Any subsequent performance or conduct violations within a
reasonable period of time from this point would probably result in
a termination for cause.
Taken From : The Hiring and Firing Quention and Answer Book
"
["date_timestamp"]=>
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[96]=>
array(13) {
["title"]=>
string(43) "Unsecured Personal Loans from First Amerigo"
["link"]=>
string(34) "http://cuisinedegourmet.com/?p=842"
["comments"]=>
string(43) "http://cuisinedegourmet.com/?p=842#comments"
["pubdate"]=>
string(31) "Mon, 27 Apr 2009 02:27:20 +0000"
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string(5) "admin"
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["category"]=>
string(13) "Uncategorized"
["guid"]=>
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["description"]=>
string(320) "Have you ever dealing with unsecured personal loans, this loans considered as one of the solutions for you if you lack of financial supply. Unsecured loans are loans based on your good name, means these loans do not need any backed such as collateral to get the loan. This also called as signature loans. Moreover, [...]"
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array(1) {
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string(1926) "Have you ever dealing with unsecured personal loans, this loans considered as one of the solutions for you if you lack of financial supply. Unsecured loans are loans based on your good name, means these loans do not need any backed such as collateral to get the loan. This also called as signature loans. Moreover, if you interest to apply for this loan you can come to First Amerigo.
FirstAmerigo.com provides you with financial aids, if you dealing with small business and need money to develop your business products you can come to them. This also known as number one for loan consulting. Through this site, you can apply for Unsecured Loan, installment loans, and unsecured line of credit. If you want an instant service, you might apply an instant Unsecured Personal Loan amount without collateral.
This website is the small business financial services that help you to provide Start Up Business Loan that require no collateral. If you choose them as your financial aids, you will deliver advantages such as free consultation, secure and confidential, same day decision, great terms, and experience result. Choose type of loan that want to apply, if you want loan for your business there is loan available for you up to $200,000. Get this website as finest place to obtain unsecured personal loan and to receive free consultation
"
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["summary"]=>
string(320) "Have you ever dealing with unsecured personal loans, this loans considered as one of the solutions for you if you lack of financial supply. Unsecured loans are loans based on your good name, means these loans do not need any backed such as collateral to get the loan. This also called as signature loans. Moreover, [...]"
["atom_content"]=>
string(1926) "Have you ever dealing with unsecured personal loans, this loans considered as one of the solutions for you if you lack of financial supply. Unsecured loans are loans based on your good name, means these loans do not need any backed such as collateral to get the loan. This also called as signature loans. Moreover, if you interest to apply for this loan you can come to First Amerigo.
FirstAmerigo.com provides you with financial aids, if you dealing with small business and need money to develop your business products you can come to them. This also known as number one for loan consulting. Through this site, you can apply for Unsecured Loan, installment loans, and unsecured line of credit. If you want an instant service, you might apply an instant Unsecured Personal Loan amount without collateral.
This website is the small business financial services that help you to provide Start Up Business Loan that require no collateral. If you choose them as your financial aids, you will deliver advantages such as free consultation, secure and confidential, same day decision, great terms, and experience result. Choose type of loan that want to apply, if you want loan for your business there is loan available for you up to $200,000. Get this website as finest place to obtain unsecured personal loan and to receive free consultation
"
["date_timestamp"]=>
int(1240799240)
}
[97]=>
array(13) {
["title"]=>
string(48) "69. What does it mean to fire ??for cause??? (2)"
["link"]=>
string(34) "http://cuisinedegourmet.com/?p=537"
["comments"]=>
string(43) "http://cuisinedegourmet.com/?p=537#comments"
["pubdate"]=>
string(31) "Fri, 24 Apr 2009 15:16:50 +0000"
["dc"]=>
array(1) {
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string(5) "admin"
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["category"]=>
string(13) "Uncategorized"
["guid"]=>
string(27) "http://localhost/wp/?p=1646"
["description"]=>
string(360) "Fourth, remember that you have more discretion when dealing with conduct infractions than you do when dealing with performance or attendance problems. Conduct that is egregious may be grounds for immediate dismissal, otherwise known as a ??summary dismissal.?? The logic is simply this: If an employee engages in gross negligence or is caught using drugs [...]"
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["encoded"]=>
string(2015) "Fourth, remember that you have more discretion when dealing with conduct infractions than you do when dealing with performance or attendance problems. Conduct that is egregious may be grounds for immediate dismissal, otherwise known as a ??summary dismissal.?? The logic is simply this: If an employee engages in gross negligence or is caught using drugs on company premises, you?ve probably got a clear shot at a quick and defensible termination.
On the other hand, courts and juries expect companies to provide
the full span of progressive discipline to an employee who is having difficulty performing the duties of the job or who is excessively absent or tardy. The logic here? You hired him, so if he?s not doing the job the right way, you should have been more diligent in the selection process. Now you?re obligated to help the individual improve his performance to meet minimum company expectations.
Ditto with the employees who suffer from excessive absenteeism or
tardiness: They may be going through a difficult period in their lives, and the company is expected to exercise restraint before removing
them from the job.
The steps that your company takes in providing progressive discipline that may ultimately result in a termination for cause are
up to you: Most companies apply a three-step system that includes
a verbal correctionmeeting, a written warning, and then a final written warning before termination. These steps are part of your written policies and past practices.
As a rule of thumb, follow the paradigm that you?ve established
unless doing so would make you, the employer, appear irresponsible.
In other words, don?t give employees three chances to steal, embezzle, or punch their bosses in the nose. Those, again, are
conduct infractions, and no court or jury would expect a company
to provide progressive discipline in such cases.
Taken From : The Hiring and Firing Quention and Answer Book
"
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string(360) "Fourth, remember that you have more discretion when dealing with conduct infractions than you do when dealing with performance or attendance problems. Conduct that is egregious may be grounds for immediate dismissal, otherwise known as a ??summary dismissal.?? The logic is simply this: If an employee engages in gross negligence or is caught using drugs [...]"
["atom_content"]=>
string(2015) "Fourth, remember that you have more discretion when dealing with conduct infractions than you do when dealing with performance or attendance problems. Conduct that is egregious may be grounds for immediate dismissal, otherwise known as a ??summary dismissal.?? The logic is simply this: If an employee engages in gross negligence or is caught using drugs on company premises, you?ve probably got a clear shot at a quick and defensible termination.
On the other hand, courts and juries expect companies to provide
the full span of progressive discipline to an employee who is having difficulty performing the duties of the job or who is excessively absent or tardy. The logic here? You hired him, so if he?s not doing the job the right way, you should have been more diligent in the selection process. Now you?re obligated to help the individual improve his performance to meet minimum company expectations.
Ditto with the employees who suffer from excessive absenteeism or
tardiness: They may be going through a difficult period in their lives, and the company is expected to exercise restraint before removing
them from the job.
The steps that your company takes in providing progressive discipline that may ultimately result in a termination for cause are
up to you: Most companies apply a three-step system that includes
a verbal correctionmeeting, a written warning, and then a final written warning before termination. These steps are part of your written policies and past practices.
As a rule of thumb, follow the paradigm that you?ve established
unless doing so would make you, the employer, appear irresponsible.
In other words, don?t give employees three chances to steal, embezzle, or punch their bosses in the nose. Those, again, are
conduct infractions, and no court or jury would expect a company
to provide progressive discipline in such cases.
Taken From : The Hiring and Firing Quention and Answer Book
"
["date_timestamp"]=>
int(1240586210)
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[98]=>
array(13) {
["title"]=>
string(37) "B. ADDING MEANING MAKES NUMBERS STICK"
["link"]=>
string(34) "http://cuisinedegourmet.com/?p=646"
["comments"]=>
string(43) "http://cuisinedegourmet.com/?p=646#comments"
["pubdate"]=>
string(31) "Tue, 21 Apr 2009 01:53:30 +0000"
["dc"]=>
array(1) {
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string(5) "admin"
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["category"]=>
string(13) "Uncategorized"
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string(34) "http://cuisinedegourmet.com/?p=646"
["description"]=>
string(283) "A quick way to remember a number is to associate it with something that you already know. For instance, 1215 may suggest time for lunch. It happens to be the year in which the Magna Carta was signed. If you picture the King and his nobles for lunch at 12:15 to sign it you will [...]"
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array(1) {
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string(1613) "A quick way to remember a number is to associate it with something that you already know. For instance, 1215 may suggest time for lunch. It happens to be the year in which the Magna Carta was signed. If you picture the King and his nobles for lunch at 12:15 to sign it you will remember the date.
It is reported that a touring couple arrived at Runny Mede just in time to hear the guide say ?…and the Magna Carta was signed here in 12:15!? The wife turned to her husband and said, ?Harry, we?re always late for everything. We missed it by twenty minutes.?
A few years ago, I met a man who was studying for the civil service exam for police chief. He was troubled by the necessity for remembering the chapter or section of the law that applied to a particular offense. For instance, he told me that section 314 applied to rude and disorderly conduct. I asked him if he knew anyone who lived at number 314 on
any street. He said that he did. I suggested that he picture himself arresting that person for that offense. He carried this out in many, many areas and not only became chief, but trains his men very quickly.
Let?s think about what he did. He took a present meaning of the number and added to that meaning the new meaning with what the offense covered. Ever since you were born you have been associating the new with what you already knew. This is simply a planned or controlled association in action and it raised this man?s pay and grade.
Taken From: Mega Memory Workbook
"
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["summary"]=>
string(283) "A quick way to remember a number is to associate it with something that you already know. For instance, 1215 may suggest time for lunch. It happens to be the year in which the Magna Carta was signed. If you picture the King and his nobles for lunch at 12:15 to sign it you will [...]"
["atom_content"]=>
string(1613) "A quick way to remember a number is to associate it with something that you already know. For instance, 1215 may suggest time for lunch. It happens to be the year in which the Magna Carta was signed. If you picture the King and his nobles for lunch at 12:15 to sign it you will remember the date.
It is reported that a touring couple arrived at Runny Mede just in time to hear the guide say ?…and the Magna Carta was signed here in 12:15!? The wife turned to her husband and said, ?Harry, we?re always late for everything. We missed it by twenty minutes.?
A few years ago, I met a man who was studying for the civil service exam for police chief. He was troubled by the necessity for remembering the chapter or section of the law that applied to a particular offense. For instance, he told me that section 314 applied to rude and disorderly conduct. I asked him if he knew anyone who lived at number 314 on
any street. He said that he did. I suggested that he picture himself arresting that person for that offense. He carried this out in many, many areas and not only became chief, but trains his men very quickly.
Let?s think about what he did. He took a present meaning of the number and added to that meaning the new meaning with what the offense covered. Ever since you were born you have been associating the new with what you already knew. This is simply a planned or controlled association in action and it raised this man?s pay and grade.
Taken From: Mega Memory Workbook
"
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int(1240278810)
}
[99]=>
array(13) {
["title"]=>
string(60) "74. How do I ensure that the progressive discipline is fair?"
["link"]=>
string(34) "http://cuisinedegourmet.com/?p=546"
["comments"]=>
string(43) "http://cuisinedegourmet.com/?p=546#comments"
["pubdate"]=>
string(31) "Sat, 18 Apr 2009 09:17:55 +0000"
["dc"]=>
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string(5) "admin"
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string(13) "Uncategorized"
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["description"]=>
string(352) "In addition to the four golden rules of progressive discipline, there are other considerations you need to make on a case-by-case basis.
Review this ??litmus test?? any time you?re about to engage in the
disciplinary process:
You?ve got to be consistent in the application of your own rules. In other words, look not only to your written policies [...]"
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["encoded"]=>
string(2939) "In addition to the four golden rules of progressive discipline, there are other considerations you need to make on a case-by-case basis.
Review this ??litmus test?? any time you?re about to engage in the
disciplinary process:
You?ve got to be consistent in the applicati