Monthly Archives: July 2021

How to Give Direct Feedback About Performance

Taso Du Val, CEO and founder of the Toptal freelance talent network, said direct, honest feedback – even if it’s criticism – is the best way to guide your team in the right direction. You also need to know exactly where your business is headed so you can give them the right advice.

“If you’re not direct, people won’t know what you truly think about them and their work, and they will never be able to improve,” Du Val said. “If you don’t know the precise direction your company is headed, no matter how much you’ve communicated to your employees and leadership team regarding their individual performance, they will flounder when it comes to making decisions and taking actions. Once those basic principles are in place, deadlines, regular product plans, performance reviews, structure and processes can easily be put into place.”

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In addition to providing constructive feedback and performance reviews, highlight employee accomplishments. If a team member does something great, let them know. Celebrate their wins and thank them for their hard work. “Positive recognition will create an environment of productivity,” said Shah. “Acknowledging successes by outlining how it impacts the business, rather than with vague pats on the back, is not only encouraging but also helps a person work better in the long run.”

Ask for feedback on your leadership – Your team members aren’t the only ones who can benefit from honest feedback. A true self-assessment of your leadership can be difficult, so mentors, fellow professionals and even your own staff are invaluable in evaluating your effectiveness. According to St. Marie, talking to friends and peers can give you necessary perspective on your leadership style and approach.

How to Choose The Right Shipping Vendor

Most businesses begin by using the best-known shipping vendors. Big names like UPS and FedEx feel safe and established, and your volume may be small enough to justify the expense. However, as your business grows, you may need to choose a multistep and multivendor shipping arrangement to ensure faster deliveries at a reasonable price.

“While using just one carrier may seem like a simple solution, it may not be the most cost-effective one,” said Amine Khechfe, co-founder of shipping solutions company Endicia. “Small businesses should take the time to identify the right shipping mix for their business needs.”

Khechfe recommended that e-commerce businesses consider the U.S. Postal Service (USPS) as an alternative to private carriers, especially if they regularly ship bulky products. Business owners should also consider surcharges for services such as weekend or rural delivery and use this information to determine the most economical options for meeting customer delivery expectations, he said.

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Here are some of the factors to consider when choosing a shipping partner for your e-commerce business:

Dropshipping
Using dropshippers and other third-party logistics providers (3PLs) can also reduce shipping costs. Dropshipping – a process in which a retailer sends customer orders to a manufacturer or wholesaler that then ships the products from its warehouse – is a particularly attractive option for businesses that want to boost their shipping volume without increasing the space needed to store their inventory. Similarly, 3PLs can leverage the combined inventory volume of a group of smaller merchants to offer better shipping alternatives, said Jose Li, founder and CEO of shipping insights and analytics firm 71lbs.

Networking
Building smart, strategic relationships and using technology can help small businesses find the right balance of price and convenience, said Frank Poore, founder and CEO of online merchandising and fulfillment platform CommerceHub.

“The little guys have to act like the big guys,” he said. “They have to do things systematically to minimize costs and transit times.”

Poore suggested looking for suppliers and drop-shippers in the areas closest to your customer base to minimize the distance between the origin and the destination.

What is the Fair Labor Standards Act (FLSA)?

The Fair Labor Standards Act is a federal law that establishes game judi slot, among other provisions, when and how employers must pay their employees for overtime. As the rules stand today, any employee who is not considered exempt under the law must be paid overtime at a rate of 1.5 times their regular pay for every hour they work beyond 40 hours in one workweek.

The U.S. Department of Labor (DOL) defines a workweek as any “fixed and regularly recurring period of 168 hours,” which essentially means seven full, consecutive days. Often, this workweek will be Monday through Sunday, as on a standard calendar. However, the FLSA does not explicitly require that employers adhere to the standard calendar for their workweeks daftar slot online. A Wednesday-through-Tuesday workweek is as valid as a Monday-through-Sunday workweek.

There is no limit to how many overtime hours an employee age 16 or older can work, so long as they are compensated appropriately. For any time a nonexempt employee works beyond that 40-hour maximum, they must be paid at the overtime rate of 1.5 times their standard rate. If not, the employer is in violation of the FLSA.

The FLSA does not count hours worked on Saturdays, Sundays and holidays as overtime. This means that if your employee works eight hours per day Tuesday through Saturday, their Saturday hours are not overtime. However, if the employee works a 41st hour on Saturday, that hour counts as overtime.

Current overtime regulations

As explained earlier, overtime laws are outlined in the FLSA, which is administered by the DOL. The DOL is responsible for interpreting the law and setting precise rules for businesses. These rules establish when employers must pay overtime to employees, the rate at which workers earn overtime pay, and which types of employees are exempt from overtime protections. [Interested in a solution that helps make sure you’re compliant with the law? Check out our time and attendance system best picks.
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“Employers with employees earning less than the overtime threshold need to keep accurate time and attendance records,” said Sally Baraka, senior vice president and general counsel for Paycor. “This is especially important for employers with remote employees who work from home. Other employers may choose to increase the compensation of its employees who are earning salaries close to the threshold. While there is some time before the rule takes effect, it’s important that employers get out ahead of this issue, and review their employee classifications and wages to determine impact.”

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There are two major consequences for employers that violate overtime laws. The first is potential employee lawsuits, which can quickly become expensive and generate negative publicity. For FLSA violations, employers are generally required to provide back pay to affected employees as well as liquidated damages equal to back pay owed. That immediately doubles the cost of compliance upfront, without taking into consideration any legal fees employers would have to cover.

The government could also act against noncompliant employers. The DOL’s Wage and Hour Division can levy fines of up to $10,000 for willful FLSA violations that the agency uncovers. If it finds employers repeatedly, willfully violated the law, penalties could involve imprisonment. In other words, it pays to comply with the overtime laws the first time.

Key TakeawayKey takeaway: The FLSA requires that employers pay employees time-and-a-half for all hours worked over 40 in a workweek.