Your Employee Matters

You already probably use Facebook to connect with family and friends. Now, Facebook at Work gives you the benefits of social media and improves communication, collaboration and productivity. It’s catching on and might become the next big thing at your workplace.

What is Facebook at Work?

Facebook at Work looks and feels like Facebook.com. Both platforms have the same tools, apps and features, so you can use Messenger, Search, Groups, Events and the News Feed, plus video and photo sharing. It’s available for desktops, iPhone, Android and mobile web. Even if you don’t have a personal Facebook, you can have a Facebook at Work account because to use Facebook at Work, employees create new accounts that are completely separate from their personal accounts.

One of the biggest differences between the two platforms is the color. Facebook at Work is white rather than blue, which allows bosses to see at a glance which Facebook employees are using. Corporations can also access and monitor everything employees do on Facebook at Work.

Easy to Use

Many companies appreciate how easy Facebook at Work is to use. Because employees are already familiar with Facebook.com, they don’t need to undergo hours of training on a new platform.

Improves Communication

Communication is easier than ever thanks to Facebook at Work. Simply start a group message and get answers to questions or feedback on a proposal within minutes or work out the details of a project in a group with teammates and clients.

Promotes Collaboration

It’s easy for employees who telecommute or work in different offices around the world to feel isolated. Facebook at Work builds a network of colleagues and helps everyone feel like part of the team.

Increases Productivity

Instead of browsing Facebook.com all the time, employees can continue to use Facebook and get work done. It also makes projects and teamwork easier than ever. With a glance, you can use this social media platform to see what everyone else is doing, find inspiration and stay motivated.

Requires Action

Like any social media platform, Facebook at Work only works if people use it. You may need to educate non-tech-savvy employees about its ins and out.

Facebook at Work is not the only social media option for corporations. Microsoft Office 365 offers Yammer, VMware sells Socialcast and Salesforce.com offers Chatter. However, the benefits of Facebook at Work make it ideal for most companies. If your company isn’t using it, consider getting on board as you connect employees, improve productivity and increase cooperation in your office.

Bullying happens everywhere, including the office. People who are bullies may act that way out of habit or to feel powerful or look important. Learn how to handle the office bully as you improve your work environment and decrease your stress.

Review Your Actions

You never want to blame yourself for a bully’s behavior. The individual alone makes the choice to act unkindly toward you. However, you can consider if your attitude or actions could make you a target. Do you show gratitude to everyone for their contributions, share credit for team projects and check your aggression? A trusted coworker can tell you honestly if there’s something you do that increases your risk of being bullied.

Stand up for Yourself

When you’re the target of a bully, you may be tempted to fight back or become a doormat. In the office, it’s important to maintain your professionalism. Resist the urge to get in a shouting match or act in a passive aggressive manner. These actions only fuel the bully and reduce your chances of finding a solution. Instead, take action and make clear “I” statements that show that you will not be pushed around.

Ask Allies to Stand With You

Your trusted coworkers or teammates will help you keep a level head as you deal with the office bully. They will also help you organize your evidence and stand with you as you confront the bully or talk to HR.

Talk to Human Resources

If your actions don’t achieve results, talk to your HR manager. Remain as emotionally neutral as possible and avoid “he said/she said” statements. Do calculate the cost of the bullying. Because a bully can affect office morale, performance and productivity, the company can suffer. Be prepared to share these costs when you report bullying behavior.

Report Violent Behavior Immediately

When the office bully threatens you in any way, report it immediately. Do not wait! Record the dates and times and what was said or done.

Prepare to Switch Jobs

Despite sanctions or warnings, the office bully may not change. In this case, you may need to move to another department or leave the company. If you absolutely cannot switch jobs, look for ways to survive your situation, which may include working different hours or eating lunch off premises.

The office bully can make your work day miserable. However, these tips help you handle the situation and find relief. Discover more ideas when you talk with your Human Resources manager and work together to create a safe and productive work environment.

Hiring young people might be tempting for a business. After all, the labor is affordable since kids don’t demand high salaries and won’t need health, retirement and vacation benefits like their older counterparts. Kids are also enthusiastic, willing to do grunt work and able to handle hard labor. Before you hire minors, though, understand the law.

Federal Child Labor Rules

Find the rules about child labor in the Fair Labor Standards Act (FLSA). It divides minors into categories based on their age.

Children under 13 may not be employed unless the job is on a farm or in a business operated by parents or guardians.

Children who are 14 to 15 years old have several restrictions.

• During the school session, they can work a maximum of three hours per day and 18 hours per week.
• Non-school sessions can include eight hours of work per day and 40 hours per week maximum.
• They may only work from 7 a.m. until 7 p.m. or until 9 p.m. from June 1 to Labor Day.
• Hour and day restrictions do not apply for kids who are employed by parents or guardians.
• They may not perform hazardous jobs, including driving motor vehicles, mining, operating certain power tool, logging, manufacturing or meat packing, packaging or slicing.
• State minimum wage guidelines apply.

Children who are 16 to 17 years old can work unlimited hours per day and days per week. Certain hazardous job limitations and state minimum wage guidelines apply.

Children over 18 are considered adults and have no restrictions on work hours or days.

Exceptions to FLSA rules do not apply to kids who work as actors, deliver newspapers or work at home with evergreen materials. Agricultural exceptions also exist.

Paperwork Requirements

If you decide to hire minors, make sure your paperwork is in order.

1. Use an official birth certificate, driver’s license or other document to verify the minor’s age.
2. Obtain an age certificate from the Department of Labor’s Wage and Hour division.
3. Your state may require you or your minor employee to get a work permit available through your state’s Department of Labor.
4. Get permission from the minor’s parent and school. The authorization form is available from your state’s Labor and Industry department.
5. Retain employment records for at least three years. The information includes the employee’s name, address, occupation, employment dates, pay rate, hours worked and pay received.

Before you hire minors for even small tasks like filing papers or cleaning your office, check the federal laws and your state’s Department of Labor’s website. Talk to your insurance agent and attorney, too, as you make sure you’re following the law.

The next United State’s president will be elected in November, and candidates and their supporters are actively fundraising now. You are free to donate to any candidate you wish, but there are rules that affect your financial contributions at work. Know the guidelines for employee political contributions as you support your favorite candidate.

The Federal Election Campaign Act limits the amount of money an individual can contribute to candidates who run for a federal office. Those limits are $2,700 per federal candidate, $5,000 per state, district or local party committee and $100,200 total per year.

The Act also prohibits employers from forcing employees to make political contributions. In the weeks leading up to the 2012 presidential election, a senior executive at an Ohio company allegedly forced employees to contribute to the political action committee established by the company.

That action is illegal, but it’s not unusual. Many individuals have strong feelings about their favorite political candidates. In their zeal to see their candidate get elected, they may use their positions of authority to coerce employees to donate money.

FEC regulations list several examples of ways employers can force employees to make political contributions. They can threaten to demote or fire you, lower your pay rate or insist that you support a fundraiser.

While the Federal Election Campaign Act limits individual contributions during federal elections, it also prohibits certain contributions that are solicited or unsolicited, given as a gift, in-kind contribution or loan and used for any purpose, including advertising, travel or office supplies. You cannot contribute if you:

• Donate with the intent to influence federal elections
• Are a sole proprietor and have a government contract
• Are a foreign national who does not have permanent U.S. residency
• Donate more than $100 cash
• Make a contribution in someone else’s name
• Are a corporation, national bank or labor organization not associated with a political action committee or PAC

There is a fine line between forcing and encouraging employees to support a certain candidate. If your employer participates in any of these tactics, file a complaint with the FEC at www.fec.gov.

Several states also have labor laws that affect political actions. In these states, an employer cannot pressure employees to participate in political activities of any kind.

If you’re the employer who’s passionate about a certain politician, you can support your candidate. Be sure to follow the law, though. Share your ideas with your attorney to make sure your actions are legal.

2016 is an important election year, and the pressure to push hard for a certain candidate is tempting. Understand the rules about political donations as you support your favorite candidate and obey the law.

Most employers appreciate team players who put the goals and interests of the company and their coworkers before their own agenda. As a team player, you’ll also enjoy your job and coworkers more as you learn to play nice. Here are seven ways to become a team player at your job.

1. Meet Deadlines
Group projects typically rely on everyone doing their assigned tasks. If you procrastinate, the entire team must wait for you, and the company could suffer. Make every effort to meet deadlines as you show that you’re dependable, reliable and trustworthy.
1. Avoid Politics
It’s a good idea to avoid discussing personal political views as you build camaraderie at work, but look out for office politics, too. Don’t get sucked into gossip sessions, avoid attempts to sabotage others and stay out of power struggles. By being neutral, you see all sides, make smarter decisions and maintain your ability to work well with everyone.

1. Be Candid

In the past, company culture viewed team players as the employees who did their jobs without asking questions. Today, many employers prefer employees who are willing to step up and be candid. That means you can offer constructive criticism and make helpful suggestions that support the organization as a whole.

1. Be Active

Everyone loves a coworker who’s active and gets things done. Being active doesn’t mean you do all the work, but you are willing to pitch in when you see a need, step up and help as necessary and take a leadership role.

1. Adapt Quickly

The workplace as a whole is becoming increasingly diversified and globalized. You’ll stand out as a team player if you can accept and handle change. Consider how you collaborate with team members from another location or learn new technology. If you embrace change and accept it, you’ll become known as a team player.

1. Check Your Attitude

The way you think about your coworkers affects how you treat them and your status as a team player. Instead of approaching coworkers with mistrust, negativity or pessimism, assume from the start that your teammates are capable, engaged and dependable.

1. Appreciate Unique Work Styles

Everyone works differently. Instead of demanding that your coworkers act like you, study your coworkers’ unique work styles. You can then accept what each person brings to the table, appreciate different contributions and create a well-rounded team that works well together and gets things done.

Being a team player goes a long way toward creating a productive and pleasant work environment. What can you change to ensure you’re being a team player?

As an employee, you work at will. That means you are free to leave your job whenever you want. You also can be fired without notice or cause. Despite this truth, you can’t be fired for an illegal reason. Know your employee rights in case you face a wrongful termination.

Read Your Employment Contract

Both you and your employer must honor the employment contract, including any part that suggests you are not an “at-will” employee. For instance, your contract might state that you can be fired if you do not achieve certain sales quotas or other benchmarks. Get fired for any other reason, and you may have grounds to file a wrongful termination suit.

Illegal Reasons for Terminating an Employee

Your employer cannot fire you for these reasons.

• Whistle blowing – In certain cases, you can violate your employment contract and be protected from termination. Examples of whistle blowing include informing an employer about sexual harassment, seeking to form a labor union, informing a federal agency of violations by your employer or participating in an official investigation of your employer’s practices.
• Discrimination – You cannot be fired because of your race, age, national origin, ethnic background, gender, disability, pregnancy or religion.
• Violation of employee protection laws – Your employer cannot legally fire you if the termination violates OSHA guidelines or the National Labor Relations Act. Also, you are protected from termination if you sit on a jury, take medical leave, serve in the military or take time off work to vote.

If you believe you’re fired for one of these reasons, take action.

Compile Evidence

The Equal Employment Opportunity Commission (EEOC) needs written documentation of a wrongful termination. Write down as many details as possible that support your case, including dates, times, locations and people involved. You should also keep written performance reviews and any disciplinary notices you receive.

File an Official Complaint

Your next step is to file an official complaint with the federal Equal Employment Opportunity Commission. Follow the time limit guidelines or your case will automatically be dismissed. If your case is merited, you can file an EEOC Charge of Discrimination form. The EEOC will then interview your former employer and attempt to settle the complaint.

Hire a Lawyer

While the EEOC handles most wrongful termination claims, investigations can take up to three years. You may decide to hire a law professional who will evaluate your wrongful termination claim, assist you in assembling proof of your case, file necessary paperwork and negotiate with your former employer.

Wrongful terminations are illegal. Understand your rights as an employee and the steps you should take if you believe you’re the victim of a wrongful termination.

A domestic laborer makes your home life easier. You could also land you in hot water with the IRS or face expensive liability bills, though, if you don’t follow certain laws. Whether you hire a nanny, gardener or cook, understand several facts before you hire a domestic employee.

Who’s Considered a Domestic Laborer?

Domestic laborers or domestic service workers provide a service around your private home. They may live with you or live in their own homes and can work as:

• Babysitters
• Chauffeurs
• Caretakers
• Companions
• Cooks
• Gardeners
• Handymen
• Home health aides
• Housekeepers
• Nannies
• Nurses
• Personal care aides
• Waiters

What Wages do you Have to Pay a Domestic Laborer?

Federal laws require you to pay a domestic laborer minimum wage for up to 40 hours of work per week. Overtime pay is one-and-a-half times the current minimum wage in most cases.

Is Your Domestic Laborer an Employee or an Independent Contractor?

A domestic laborer could be considered an employee or an independent contractor. You have to know the difference to ensure you remain compliant with labor laws.

An employee:

• Works solely for you
• Follows your directions for the work day
• Uses your tools and equipment
• Relies on you to prepare the payroll, withhold taxes and carry liability, Worker’s Comp and other insurance coverage.

Before you hire an employee, get an employer identification number at www.irs.gov. Also, check the individual’s immigration documents and verify that the person is legally eligible and authorized to work in the United States. An independent contractor:

• May work for multiple clients
• Owns and uses his or her own tools and equipment
• Bills you for the hours worked
• Carries their own insurance and pays their own taxes

You need no special paperwork or permission to hire an independent contractor.

What are Your Alternatives to Hiring a Domestic Laborer?

Because employment laws are complicated and carry heavy fines for non-compliance, consider two options.

1. Hire a company. You pay the company, and it sends qualified workers to your home. The company also handles payroll and pays for insurance coverage and employment taxes.
2. Go through an agency. As a third-party, an agency vets potential individuals who can perform services for you. You may choose the individual who works in your home and pay the agency. In most cases, the agency will take care of the payroll, taxes and insurance paperwork.

A domestic laborer assists you in your home, but you need to understand the laws and guidelines before you hire someone. Talk with your insurance agent, too, to ensure you have adequate coverage for your domestic helper.

Start a side business making birthday cakes, doing tax returns or playing guitar at weddings, and you bring in extra money and pursue your passion. Your homeowner’s, renters, auto and personal insurance policies might not cover your business venture, though. Learn more as you protect yourself and pursue your side gig.

What are the Risks of a Side Gig?

You may have thought of the financial risks of starting a side gig and considered how much time it would take. But there are other risks you need to consider depending on what type of business you run. Possible risks include:

• You store sensitive client information on your laptop, and it’s stolen.
• The UPS driver delivers a business package to your front door, slips on the steps and breaks her foot.
• Your dog bites a client’s hand during a consultation in your home office.
• Someone has an allergic reaction to the birthday cake you bake.
• You’re in a car accident while delivering products to a client.
• A broken water pipe destroys the inventory you store in a spare closet.
• A promotional picture on your website features people who did not give you permission to use their photos.

These are only a few possible scenarios of things that can go wrong when you operate a business from your home. In these circumstances, you are liable for damages, including medical payments. Without the right insurance, you could face a lawsuit or bills that put you out of business and jeopardize your home, vehicle and other assets. Business insurance provides you with a layer of protection and gives you peace of mind.

How Much Does Business Insurance Cost?

The average business policy costs between $300 and $500 per year. Your specific business, inventory and assets determine how much coverage you’ll need and what the policy will cost.

What if You’ve Got a Sharing Gig?

Maybe you drive for Uber or have your home listed on Airbnb. Find out if your personal insurance policy covers liability if someone is injured while riding in your car or has valuable jewelry stolen while spending the night in your home. You may not have adequate liability, medical payments, comprehensive or collision coverage in your current policies.

In these cases, research a rider or endorsement. It’s an add-on policy that boosts your current coverage and protects you in case something goes wrong.

While operating a side gig might be a good fit for you, make sure you and your business are insured. Spend time discussing your needs with your insurance agent, and invest in the right insurance for your side gig.

Almost everyone has a social media account these days. Whether you’re a loyal Facebook fan or write a regular blog, you need to know how your social media activity affects your job.

First Amendment Rights

According to your First Amendment rights, you have freedom of speech. This basic right protects you from the government, but it does not offer you protection from a private company. Your employer has the right to tell you what you can and cannot post on your social media accounts and to discipline or fire you based on your online activity.

Legal Rights

You’ll need to turn to laws other than the Constitution to defend what you say online. When you post to your blog or on social media, consider these laws that some states have passed.

• Off-duty conduct laws protect you from being fired for something you do on your own time.
• Protections for political views allow you to express your political views and affiliation.
• Concerted activity protections fall under the National Labor Relations Act. You and your coworkers can communicate about your job or working conditions online or offline and join together to express your concerns to your boss.
• Prohibitions on retaliation laws assist you when your rights are violated because you post about an incident of discrimination, harassment, wage violation or other illegal action.
• Protections for “whistlebloggers” can assist you when you write about safety concerns or illegal occurrences in the workplace because you are performing a public good.

How to Stay Out of Trouble

While these laws can protect you, consider ways you can avoid trouble as you maintain your social media presence.

First, be nice to your coworkers. Posting hateful comments, criticizing someone’s weight or harassing a coworker is mean and could be ground for dismissal.

Second, leave racism and bigotry offline. Whether you’re joking or serious, racist or bigoted comments reflect poorly on you and on your employer.

Third, keep secrets. Confidential information, trade secrets and other private details about your company should not be shared in any way on social media.

When you file a Workers’ Compensation claim, you may need professional help. A lawyer can assist you in making sure you receive the medical treatment and financial compensation you deserve after you are injured at work.

*Your workplace injuries are minor.
*Your injury does not cause permanent bodily function loss.
*You can return to work after resting a few days or weeks.
*You feel comfortable returning to work after treatment.
*You are willing to sign the settlement with your employer’s Workers’ Comp insurance company and release your right to file in the future for compensation or medical care for your injury.
You will need a Workers’ Comp lawyer if:
*You need surgery because of your injury.
*You have pre-existing disabilities.
*You will no longer be able to work regularly in any job.
*You cannot return to work at your current job but are able to work in a different capacity.
* Your health will remain compromised because of your moderate to severe injury, and you will qualify for permanent partial disability.
*You want to dispute the claim decision made by your employer, the employer’s insurance company or the Workers’ Comp division in your state.
*You wonder if you are receiving the correct benefits or if you qualify for additional benefits.
* Your medical benefits claim is denied.
*Your employer disputes the decision of your state Workers’ Comp division.
*You want assistance understanding and navigating the Workers’ Comp process.