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8 Steps to Immediately Reduce Workforce Costs
Current economic conditions are forcing many companies to significantly reduce workforce operating costs. While reducing workforce costs is often necessary to keep companies financially solvent during difficult times, if done poorly it is just as likely to exacerbate an already difficult situation. This article outlines 8 steps to quickly and effectively reduce workforce costs, while minimizing the negative impact on your business. Downsizing is never easy, but if done effectively it will allow your company to survive a down economy. Here are 8 steps that will help you make effective, efficient decisions to immediately reduce workforce costs:
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The First Thing OSHA Inspectors Want to See
When OSHA inspectors arrive at your workplace, the first thing they'll want to see are your injury and illness records. And, although the agency's recordkeeping rules may seem like just another administrative headache, the fact is that those records are a vital tool in promoting worker safety. Used in conjunction with the agency's annual reports, you can see how your organization's safety record stacks up against others in your industry—and what areas of your operation need attention.
OSHA has required employers to keep injury and illness records since 1971, the year the agency was formed. Here is a review of some key elements of the rules, using information from the recordkeeping section of the OSHA website.
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No Fooling-April is Alcohol Awareness Month
April is Alcohol Awareness Month, a good time to remind your workers of the dangers of mixing alcohol and work-and of the prohibitions and requirements of your organization's drugs and alcohol policy.
When many people think of alcohol abusers, they picture teenagers sneaking drinks before high school football games or at unsupervised parties. But the Substance Abuse & Mental Health Services Administration (SAMHSA) reminds us that alcohol abuse is prevalent within many demographic groups in the United States. People who abuse alcohol can be:
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'Other Duties as Assigned' Won't Cut It in 2009
Caution: the old standard catchall "performs other duties as assigned" won't cut it for essential functions in today's job descriptions. If a duty is essential, it needs to be clearly identified and described.
No, job descriptions are not required by federal law for most employers, but they are advisable for many reasons. Job descriptions are used directly or indirectly to:
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Heat Illness Awareness
When employees work in hot conditions, employers must take special precautions in order to prevent heat illness. Heat illness can progress to heat stroke and be fatal, especially when emergency treatment is delayed. An effective approach to heat illness is vital to protecting the lives of California workers. California law requires employers to identify and evaluate workplace hazards and take the steps necessary to address them.
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Don’t Forget! Administrative Professionals Appreciation Day – April 22nd
Administrative Professional's Day, formerly known as Secretary's Day, is an annual celebration of the backbones of any company: the administrative assistants. Where would we be without those who coordinate calendars, schedule important meetings and events, draft urgent and confidential documents, and support the executive teams in any other way possible?
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Survival Tips for Dealing with Executives
Q: What do I do when the CEO will not listen to my warnings regarding legal risks or other bad decisions?
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