Now, I’m not your mother; I only deliver the mama jokes. I’m not going to tell you what to do, or when, or how.
My main problem of the re-hearing panel’s decision is that the “common sense” it is applying is rooted in 1965, not 2015.
Work-life balance for many employees is way out of whack. It wasn’t intentional; business piled up and people have been asked to do more with less. We want to get a handle on this before things go south on us. There hasn’t been a huge outcry — only a remark here and there that we’ve heard about — but as we grow and remain busy, what’s the best way to dynamically address this and let people know that we appreciate their past efforts and want to do whatever we can to ensure they balance their work and personal lives?
—Rebalancing the Scales, HR manager, finance/insurance/real estate, Kingston, New York
One in four women will experience domestic violence in her lifetime, so it’s unrealistic to think that it’s not a workplace issue, one expert says.
We have been doing research regarding virtual organizations — particularly related to training and the role that managers play. How we do get our organization to adapt/embrace this new way of working?
— Changing World, assistant HR specialist, Port Elizabeth, South Africa
What is the protocol when our executive team requests salaried employees to perform work outside their job description? It is a situation that has occurred before, resulting in some salaried workers having to work weekends/off days to keep up with their regularly described duties. Job duties of a salaried employee often are fluid, but would it be better for us simply to abandon job descriptions? I wonder about things like employee burnout, turnover, stress levels and engagement.
— Concerned VP, energy/utilities, Newfoundland