Now that we’ve touched on your employee handbook, the importance of knowing your company and getting to know your colleagues, and understanding your job description, it’s time to dive into our fourth New Hire topic: understanding the purpose of and preparing for your first performance review.
To understand how you’ll be evaluated, you should know what type
I decided to write this book at a time when many employers and employees are struggling to adjust to new working conditions and discover new ways to survive and get ahead in the post-COVID-19 pandemic world. It is my hope that readers from all walks of life will benefit significantly from the strategies, insights and ideas outlined in this book
Now that you’re in the door and past the new hire paperwork, it’s time to perform. However, you can’t perform if you don’t know what goals to reach, or what responsibilities you’ll carry – which is where your job description comes into play.
Job descriptions aren’t just meant for organizational management. They’re incredibly useful for understanding what your new employer
As a new addition to the workforce, it’s easy to feel overwhelmed. Rather than juggling classes, an internship, and a job to stay afloat, your obligations are now concentrated into a single role. Though unlike your college degree, professional employment is full of nuances to be aware of.
In line with our Recent College Grad New Hire series, we’ll be
So, you’ve landed your first job out of college. Rather than paying tuition and cramming for finals, you’ll now be working for a steady paycheck – and while it’s exciting to visualize all the things you’ll buy and save up for with your new salary, it’s also crucial to get familiar with the legal side of your employment.
Starting with
The timing for Mental Health Awareness month this year couldn’t be any more fitting. As U.S. employees struggle to find a balance amid COVID-19 lockdowns and remote work over the past two years, employers are being pushed to take their staff’s hurting mental health into higher account.
According to SHRM, 2022 has brought upon a new wave of concern
In late April of this year, California Assembly Members Evan Low and Cristina Garcia proposed a new bill that would change the golden state’s employment landscape – though since its inception, Assembly Bill 2932 has since been shelved. If passed, the bill would have scaled back the 40-hour workweek by a full day, to 32 hours per week for companies
In December 2021, employees at a Starbucks location in Buffalo, New York established the corporation’s first unionized workplace – but it hasn’t stopped there. Since the unionization efforts began, Starbucks has allegedly terminated activist employees who say they were removed due to their involvement in union campaigns.
Now, U.S. labor officials are appealing the federal court to mandate that Starbucks
In late March 2022, the United States Supreme Court heard an employer’s challenge to the Private Attorneys General Act of 2004, which allows private attorneys to sue on behalf of thousands of workers – even if they’d formerly agreed to individual arbitration. It’s a defining case, serving as a measure of whether companies can hedge employment lawsuits with mandatory
From our work schedules to hesitating to enter public domains, COVID-19 has undeniably changed how we live and work. One such way is with remote work reimbursement, in which employees who work remotely receive compensation for work from home overhead expenses, such as cell phone, internet, and electricity expenses. Recent news suggests there is a question about these expenses among
