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How to Succeed at Parenting

  Have a Life Plan Before You Have Children 
  One on One Time

  Win the Conflict by Giving Them a Choice of Outcome's
 
  Take Them on Vacations

  Observing You is How They Learn
 
  Sacrifice Your Personal Time for Them
 
  Understand that You Get One Opportunity to Raise Them
 
  Control Their Environment 

  Camp with Them as Much as You Can

  Expose Them to All Team Activities Around Five Years Old

  Encourage Them to try New Things

  Dependency Ends After Education
 
  Athletics, Music and Art are Secondary to Education

 Teach Them Work Ethic and Pay Them Well
    
  Pick Your Battles to Win The War

  Always Be the Boss of Your Home

  Read to Them All of the Time 

  Exercise with Them on Their Level

  NO Means NO and Learn to Use It

  Technology Must be Managed by the Parent

   Independence  is Your Final Goal for Them

   Never be Late with Them and  Your Goal is  to be Ten Minutes Early

   Grand Parents, Relatives and Friends Involved Because it Takes A Village
 


    Effective Recruiting Habit's
 

    Educate First

    Focus on Long Term Opportunities

    Fire Before you Hire

    Evaluate Their Work Habits by Observing

    Concentrate on Other Industries

    Tell Your Story

     Integrate in Your Organization

     Value Work Ethic First

     Effectively Investigate Them

       Recruit with Conviction

     Explore from Within

     Customer Base Mined

     Referrals from Your Network

     Understand the Position You are Filling

     Investigate  Their Family Situation

     Take Time to Recruit

     Involve Your Team Members

     Never Stop Training Them

     Go Out and Find Them

        Help Your Team Members to be Successful

     Always be Recruiting

     Be Involved in Your Communities

     Internships

     Treat Them as Teammates and Not as Employees

     Save Them from Themselves



The Habits and Values of Success   by John Crocker


     Take Time to Think about Everything
     Have High Standards
     Everyone must be on board
     Honesty Always Rules
     Integrity Maintains Honesty
     Direction Shows you Where you are Going
     Dedication Determines Outcome
     Excellence Should be Attempted Every Time
    Never  Give Up
    Succeed in Everything
    Exceed Your and Their Expectations
    Company and Family First 
    Review and Change Constantly
    Educate Yourself Everyday by Reading, Observing, and Listening 
    Train Everyone and Yourself All the Time
    Strive for Maximum Performance
    Observe Everything
    Focus and Refocus

    Second Effort Every Time
   Unite Everyone
   Copy Others Who are Successful
   Change What you Copy for the Better
   Exercise so you can Enjoy Life Longer
   Stability Builds and Strengthens Your Foundation
   Survive
 
 
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http://www.chauffeurdriven.com/resources/feature-stories/749-new-years-resolution-review-that-employee-handbook.html

New Year's Resolution #1 Review That Employee Handbook

BY CHRISTINA DAVIS

LMC Group Review that Employee HandbookHappy New Year! Here’s to new beginnings, great client relationships, and continued growth!

The start of a new year inevitably brings about thoughts of change, improvement, revisions, and new challenges. One crucial piece of information to review each year is your employee handbook. The employment laws surrounding various policies included in your handbook are fluid and change on a regular basis. As reviewing your handbook should be an annual goal, there are a few areas you should pay special attention to.

Hot Topics for 2016

1. Overtime rules: Does your handbook say, “Overtime must be approved in order to be paid?” That is in strict violation of the Fair Labor Standards Act (FLSA). All hours in excess of 40 hours worked in a given week must be paid to employees.

2. Performance improvement plans: Does your handbook allow you the right to choose a certain level of discipline for employees, or does it require you to follow certain steps? Having a strict step-by-step policy ties an employer’s hands when handling performance-related issues.

3. Probationary periods: Do you still use the term “probationary period” when describing your new hires’ first few months with the company? Recent National Labor Relations Board (NLRB) rulings have determined that “probationary” implies employees are no longer on probation if they move past this timeframe. This may contradict the at-will employment statement by making employees feel they are no longer at risk of losing their job for any reason, or no reason at all.

4. Social media policy: Does yours currently prohibit employees from communicating with the media about company-related information without prior approval? If so, your policy could be in violation of employees’ rights to concerted protected activity, which is a “legal term used to define employee protection against employer retaliation in the U.S.”

5. Final paychecks: Do you know when you are required to have employees’ final paychecks to them? Did you know that in most states the answer depends on the circumstances surrounding the employees’ departure from the company? Be sure to check your handbook against the local laws to ensure you are in compliance.

6. Equal employment opportunity (EEO) statement: Did you know that genetic information (in addition to any part of employees’ confidential medial records) is a protected class according to the Equal Employment Opportunity Commission (EEOC)? Well, it is! Be sure your EEO policy includes this protected class.

7. Paid-time-off (PTO) payouts: Have you checked your state’s employment laws regarding the payout of accrued PTO, vacation, or sick time? Be sure to review your state’s rulings so you are in compliance. Some states, like New Jersey, are currently considering legislation for small businesses to offer PTO. 

8. Break time for nursing mothers: Does your handbook include a policy regarding break time for nursing mothers? Here again, state laws differ, albeit slightly. There are 29 states that do not have a law regarding this benefit.

9. Attendance: Does your handbook state that excessive absences may result in termination without making the distinction between excused and unexcused absences? If so, you could be in violation of the Family and Medical Leave Act (FMLA).

10. Finally, do you actually practice the policies and procedures written in your handbook? Former employees win many unemployment hearings because too often employers do not follow what they have written in their handbooks. Be sure you “practice what you preach.”

As your company makes its way through your new year’s goals, use this checklist to ensure compliance. And remember, these laws are ever-changing: There will most probably be a whole new set of issues to review in another 12 months, so make it a priority to update your handbook when you change your calendar. [CD0116]

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