When employees curse excessively in the workplace, or even a little bit, some companies may want to use their own “f-word” — as in “firing.” Others may barely notice, and some may not want to deal with it. Yet employers need to carefully consider their responses to profane and obscene language in the workplace.
In Part 1 of this series, I discussed some outside-of-the-box marketing techniques that I have tried with my HVAC business that have proven to be successful. The bottom line is that, whatever marketing techniques you try, you will only find success if you measure these efforts and determine if they are truly helping your business.
When California Gov. Jerry Brown recently signed legislation requiring paid sick days for millions of workers across the state, he declared it a victory for employees. While Brown touted the benefits of the new law for employees, the California Chamber of Commerce named it one of the state’s top “job killers.”
As a business owner, you’ve likely heard and even tried all the traditional marketing techniques to reach new customers, retain current customers, and increase your brand awareness. These traditional approaches are necessary to keep the business afloat, but what about the things that will help your company grow?
Tattoos, piercings, suggestive clothing, and other employee wardrobe choices can present sticky issues for employers. While companies generally have wide latitude to create and enforce dress codes, they may face unexpected landmines if they don’t plan ahead and consider the implications of their dress codes policies, or lack thereof.
The millennial generation, born between 1980 and 2000, will make up 50 percent of the global workforce by 2020. Over the next six years, this generation will climb the income ladder, purchase homes, and even start their own businesses. Here are some ways to begin cultivating and successfully acquiring this new customer base.
NLRB actions and court decisions have taken the issue of joint employers, independent contractors, and leased employees far beyond a single industry. These changes could profoundly impact the liability and responsibility companies have regarding contractors and contingent employees.
As an HVAC contractor, your focus is likely on everything but your website. This is completely understandable, especially when the phones are ringing. Here are some easy tips to get your website working for you, building your business every day of the year.
Both Franchisees and the Franchisor Could Be Potentially Liable Together
September 22, 2014
With the recent decision that McDonald’s and its franchisees could be joint employers, the National Labor Relations Board’s (NLRB) general counsel has continued a series of far-reaching actions that could upend how many American companies conduct business.
One in Five Organizations Lacks an Emergency Preparedness Plan
September 8, 2014
The International Facility Management Association (IFMA) and RLE Technologies have released a report providing perspectives on emergency preparedness and business continuity in North America, called “High Stakes Business: People, Property and Services.”