So how does employment law for employees work and how can it offer financial protection? Let’s delve in…

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How Employment Law Safeguards Employees Interests

Protection Against Wrongful Termination

Employment law stands as a shield, safeguarding employees from unfair dismissal. It ensures that employees aren’t fired without valid reasons or in an illegal manner. This protection is vital as it prevents abrupt job loss without proper justification, providing stability and security for individuals and their financial well-being.

Wrongful termination protections within employment law ensure that employees are treated fairly and not subjected to sudden job loss without legitimate grounds, thereby preserving their financial stability and livelihood.

Workplace Safety and Health Regulations

Employment law ensures workplaces adhere to health and safety standards, prioritising employee well-being. These regulations mandate a safe working environment, minimising the chances of injuries or health problems.

By enforcing these standards, employment law aims to reduce financial burdens stemming from medical bills or income loss due to work-related health issues. This commitment to workplace safety not only protects employees’ physical health but also safeguards their financial stability by mitigating potential costs arising from injuries or health concerns at work.

Protection Against Discrimination

When it comes to discrimination, employment law is designed to protect by targeting various factors such as race, gender, age, disability, and religion. This protection ensures fair treatment and equal opportunities for all individuals in the workplace.

By mitigating discrimination, it facilitates a level playing field, allowing access to jobs and career advancements without prejudice. This fair and unbiased approach secures financial interests by eliminating barriers that might hinder progress or opportunities based on personal characteristics.

Essentially, employment law’s focus on non-discrimination creates an environment where merit and abilities determine success, contributing to financial stability and ensuring that individuals can pursue their careers without facing biases or unfair treatment.

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Wage and Hour Regulations

Essential guidelines are set by employment law regarding wages and hours, guaranteeing fair pay for employees. It covers key areas like minimum wage, ensuring workers are fairly compensated for their labour.

Additionally, it addresses overtime pay, ensuring employees receive adequate compensation for extra hours worked beyond the standard workweek.

These regulations serve to protect employees’ financial interests by establishing clear standards for compensation, ensuring they receive appropriate payment for their time and work contributions.

By enforcing these regulations, employment law maintains fairness in compensation, contributing to financial stability and ensuring employees are justly remunerated for their efforts.

Family and Medical Leave Act (FMLA)

Embedded within employment law, the Family and Medical Leave Act (FMLA) grants eligible employees the right to take unpaid leave for various family and medical reasons. This legislation acts as a safety net, permitting individuals to address significant life events, such as the birth or adoption of a child or dealing with personal or family health issues, without fearing job loss.

This provision offers financial protection by providing the necessary flexibility for employees to handle critical situations without compromising job security.

The FMLA serves as a crucial support mechanism, allowing individuals to attend to important family matters or health concerns without the added stress of potential employment consequences.

Disability Accommodations

There are provisions within employment law requiring accommodations for employees with disabilities. These regulations ensure fair access and treatment in the workplace. By mandating these accommodations, the law helps individuals with disabilities participate fully in their work environment without facing discrimination.

This safeguard ensures that financial interests are protected by allowing every individual, irrespective of disabilities, to contribute to the workforce without facing unjust barriers or biases.

Such measures not only foster inclusivity but also create opportunities for individuals with disabilities to contribute to their fullest potential, benefiting both the employee and the workplace as a whole.

Legal Recourse and Remedies

In cases where employment rights are violated, employment law provides legal recourse and remedies. This includes avenues for employees to seek compensation or redress for infringements on their financial interests within the workplace.

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How employment law protects employees…

Employment law serves as a critical framework, safeguarding the financial interests of employees, ensuring fair treatment, and establishing guidelines for a balanced and equitable workplace.

The post Paychecks and Protections: How Employment Law Safeguards Your Financial Interests first appeared on Economic Journal.

This illicit behaviour not only jeopardises the safety of the workplace but also poses a significant risk to the company’s operations and credibility.

In this article, we’re looking at how to mitigate the risks associated with employees and drug related activities..

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How to Mitigate Risks Associated with Employees and Drug Use

To mitigate such risks, businesses can adopt several strategies:

Implement Strict Hiring Protocols

Instituting stringent hiring protocols involves comprehensive background checks, thorough reference verifications, and diligent drug screening. These measures are pivotal in uncovering potential risks at the outset, preventing the recruitment of individuals with dubious histories or associations.

Such protocols serve as a protective shield, ensuring that the workforce comprises individuals aligned with the company’s ethical standards and values.

Create Clear and Comprehensive Policies

Creating Clear and Comprehensive Policies is foundational. Setting unambiguous rules that unequivocally state zero tolerance for any drug-related actions is crucial. These policies should leave no room for misunderstanding, outlining the repercussions for any violations.

By ensuring these guidelines are communicated clearly to every employee, the company establishes a firm stance against such activities, fostering a safer and more accountable work environment.

Conduct Regular Training and Education

Regular and ongoing training sessions play a crucial role in reinforcing company drug policies, identifying red flags in behaviour, and outlining clear reporting protocols. These sessions empower employees with the knowledge and tools necessary to comprehend and comply with company policies effectively.

By offering comprehensive education on drug-related matters and fostering awareness about identifying suspicious behaviour, businesses equip their workforce with the means to detect, report, and address potential risks promptly.

This consistent education not only ensures a well-informed team but also cultivates a vigilant and proactive approach among employees, contributing significantly to maintaining a safe and compliant work environment.

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Implement Strict Access Controls

Enforcing stringent access controls involves restricting entry to critical areas, particularly those housing inventory or substances prone to misuse. This practice significantly diminishes the likelihood of unauthorised personnel gaining entry or misusing sensitive materials.

By implementing access controls, companies can fortify security measures, ensuring that only authorised individuals with specific clearance levels can access restricted zones.

Such protocols mitigate the risk of unauthorised handling or exposure to substances, thereby minimising the potential for misuse or mishandling. Additionally, these measures serve as a preventive barrier, reducing the possibility of incidents related to unauthorised access and enhancing overall safety within the workplace.

Stricter access controls not only bolster security but also foster a secure environment, safeguarding both the workforce and the integrity of the business operations.

Encourage an Open Reporting Culture

Creating an atmosphere that promotes an open reporting culture is pivotal in ensuring timely detection and intervention in suspicious activities. Encouraging employees to report any concerning behaviour or incidents without fear of retaliation facilitates early identification of potential risks.

This culture empowers individuals to raise concerns, share observations, or report unusual occurrences, allowing for swift intervention and resolution.

By fostering an environment where reporting suspicious activities is encouraged and met with support rather than reprisal, businesses can cultivate transparency and accountability.

This approach plays a crucial role in mitigating risks associated with illegal activities, including intent to supply charges. It allows for prompt investigation and appropriate action, aiding in maintaining a secure and compliant workplace while protecting the interests of the business and its employees.

Collaborate with Law Enforcement

Building partnerships with law enforcement agencies serves as a proactive strategy in preventing and addressing criminal activities in the workplace. Collaborating with these agencies allows for joint initiatives, such as tailored training sessions or information sharing programs.

These collaborations aim to enhance the understanding of potential risks and offer insights into detecting and preventing illegal activities, including intent to supply charges.

Moreover, such partnerships enable businesses to stay updated on evolving legal frameworks and law enforcement strategies, aiding in the development of robust preventive measures.

Through joint efforts and information exchange, both businesses and law enforcement can work hand in hand to tackle and mitigate risks effectively, fostering a safer work environment.

This collaboration not only strengthens the defences against potential illegal activities but also reinforces a culture of compliance and vigilance within the organisation. Ultimately, it contributes to safeguarding the interests of the business and its employees against legal and reputational risks associated with criminal behaviour.

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Mitigating risks associated with employee and drug use…

By following the strategies laid out in this article, not only do you mitigate risks associated with employees engaging in drug-related activities in business but also fortify the overall security and stability of the business.

The post Guarding Your Business: How to Mitigate Risks Associated with Employees and Intent to Supply Charges first appeared on Economic Journal.

In this comprehensive guide, we’ll explore critical aspects of tenancy laws, shedding light on the rights and obligations of both parties involved.

Understanding the Basics

Before delving into the specifics, it’s essential to grasp the fundamental concepts that underpin tenancy laws. A lease agreement is the foundation of any tenancy arrangement, outlining the terms and conditions agreed upon by the landlord and the tenant.

This legally binding document typically includes details such as the duration of the lease, rent amount, payment frequency, and any additional rules governing the property’s use. If there are any disputes during the tenancy, the agreement can help determine who is wrong and who is right.

Landlord Responsibilities

Landlords have a set of responsibilities to maintain a habitable and safe living environment for their tenants. One of the primary obligations is ensuring the property complies with building and safety codes. For example, they must provide essential services such as water, heating, and sanitation. Repairs and maintenance issues fall under the landlord’s purview, and prompt attention is crucial.

Additionally, landlords are responsible for respecting tenants’ privacy rights. While they have the right to enter the property for repairs or inspections, they must provide reasonable notice, usually 24 to 48 hours in advance, unless it’s an emergency.

For many landlords, investing in a property with hands-off management is the best option. A property investment company like Greater Manchester-based TK Property Group generally offer opportunities with hassle-free support.

Features like this mean landlords themselves don’t have to deal with tenant communication or ongoing property management. Instead, they just need to sign off on certain requests, which can reduce the responsibilities and pressure expected of them and leave it to more experienced people.

Tenant Rights and Responsibilities

Tenants also have a set of rights and responsibilities that form the cornerstone of their tenancy. One of the most crucial rights is the right to a habitable living space, meaning the property must meet essential health and safety standards. If significant issues arise, such as lack of heating or severe plumbing problems, tenants have the right to request repairs from the landlord.

Paying rent on time is a fundamental responsibility for tenants. Failure to do so may lead to eviction, as the lease agreement outlines. Tenants must communicate with their landlords regarding any financial difficulties to explore possible solutions, such as a temporary rent reduction or a payment plan.

Security Deposits and Lease Renewals

Security deposits are a standard practice in renting, serving as a financial safeguard for landlords in case of property damage or unpaid rent. Laws regulate the maximum amount a landlord can charge for a security deposit, and they often dictate the timeframe for returning the deposit after the lease ends. Tenants should document the property’s condition upon moving in to avoid future disputes over the security deposit.

Lease renewals involve extending the existing lease agreement. Both parties must understand the terms and conditions of the renewal, including any changes to rent amounts or lease duration. Some jurisdictions may require landlords to provide a specific notice period before deciding not to renew a lease.

Dealing with Evictions

Evictions are a last resort for landlords and should only occur under specific circumstances outlined in the lease agreement. Common reasons for eviction include non-payment of rent, violation of lease terms, or illegal activities on the premises. Landlords must follow a legally prescribed eviction process, which typically involves providing written notice and allowing the tenant an opportunity to remedy the situation before proceeding with legal action.

Tenants facing eviction have the right to contest it in court. Legal aid and tenant advocacy groups can assist those navigating the eviction process.

Fair Housing Laws and Anti-Discrimination Protections

Fair housing laws prohibit landlords from discriminating against tenants based on race, colour, national origin, religion, sex, familial status, or disability. These laws aim to ensure equal housing opportunities for everyone. Landlords must adhere to these regulations when selecting tenants, setting rental terms, and handling tenant requests.

Understanding fair housing laws is crucial for landlords and tenants to prevent discriminatory practices and foster an inclusive and diverse community.

A Summary of the Tenancy Laws

Navigating the legal waters of tenancy requires a comprehensive understanding of landlords’ and tenants’ rights and responsibilities. Lease agreements, landlord responsibilities, tenant rights, security deposits, lease renewals, eviction processes, and fair housing laws collectively form the framework of tenancy laws.

Communication is vital in fostering a positive landlord-tenant relationship. Open and transparent dialogue can help address issues promptly, reducing the likelihood of legal disputes. Whether a landlord or a tenant, being well-versed in tenancy laws is essential for a smooth and lawful rental experience.

The post Navigating Legal Waters: A Comprehensive Guide to Tenancy Laws first appeared on Economic Journal.

In this article, we will delve into the key challenges and considerations that arise when navigating divorce in retirement, shedding light on crucial strategies to secure a stable financial future.

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Parting with the Pension Pot

Even in 2023, women tend to have less personal pension wealth than their male counterparts, therefore less personal financial security for their later years. Additionally, figures show that around 28% of women will waive their rights to their spouse’s pension as part of their divorce settlement. This can prove to have a big impact as some women will not only have less pension of their own but will be deprived of a share of their former spouse’s pension.

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Home

During a marriage, a couple will usually have spent a considerable amount of time and money on building a home and by retirement age, are likely to have paid off any mortgage on their property. In the event of a divorce, the property will usually – unless stated in a document or agreement otherwise – be sold and the proceeds shared.

In many cases, this will mean that both parties will need to secure alternative accommodation and, unfortunately, some people will struggle to find somewhere suitable to live with just one half of the proceeds of the marital home. This can be a particular problem in larger cities such as London where the price of property – both for rent and for sale – are astronomical.

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Bills

As well as worrying about a roof over their head, divorcing couples are also faced with sole responsibility for bills. If one party is on a fixed income such as a state pension, this can be extremely daunting. While there is some government help for retirees and their utility bills, these costs can nonetheless add up.

Spousal Maintenance

With older generations, it is often the case that, during the marriage, a traditional family dynamic was in place whereby one partner went out to work and the other partner took care of the home and the children. In this instance, it is possible that the main earner will be required to pay spousal maintenance to the other partner either in the form of a lump sum or regular payments. In some cases, this can make a considerable difference to post-divorce finances.

A Taxing Subject

If the divorcing couple has shared assets like property or investments and they and they choose to sell or gift those assets, they may be subject to Capital Gains Tax which can take a considerable chunk out of the value. If one partner decides to give one or more of these assets to their spouse as part of a divorce settlement, this should be done before the divorce is finalised as, this way, you will not need to pay Capital Gains Tax.

Retirement Plans

Shockingly, around one in three UK pensioners have no savings for their retirement and have to therefore survive on their state pension alone. Others may have a larger savings pot and this has often been accrued to pay for a specific thing such as a holiday home or trip of a lifetime.

Following a divorce, any and all savings will usually be shared between the two parties meaning that they will be left with significantly less money. As well as a financial impact, this can very much also have an emotional impact whereby one or both former spouses will need to come to terms with the fact that their retirement plan may not happen.

Facing the Future Alone

The prospect of a divorce during your retirement years can be an extremely daunting one. When facing a divorce at any age, it’s really important to secure the services of a good family lawyer who will be able to advise you of your rights in order to make sure that you get everything that you are entitled to. During this process, it’s vital that both parties are honest and transparent about any and all assets as failing to do so can invalidate the process.

Divorcing in later life can also be emotionally challenging and can lead to fears of isolation and loneliness as well as anxiety and organisations such as Age Concern are on hand to offer help and support for people who are struggling with these things.

Please be advised that this article is for general informational purposes only, and should not be used as a substitute for advice from a trained legal professional. Be sure to consult a familt lawyer/solicitor if you’re seeking advice on divorce. We are not liable for risks or issues associated with using or acting upon the information on this site.

The post The Impact of Divorce on Finances When You’re Retired first appeared on Economic Journal.

Transitioning to the EOT model can be a daunting prospect if your business is unversed in the process. Much like any other significant strategic shift in business, a transition to an EOT demands meticulous planning to guarantee the company’s newly selected structure aligns with its intended objectives.

In this guide, Ramsdens Solicitors take you through each step involved in setting up an EOT. We’ll shine a spotlight on all the critical elements you will need to consider to ensure a seamless and successful transition.

What is an Employee Ownership Trust?

The UK’s Finance Act 2014 introduced EOTs as a collective ownership arrangement. In this setup, company shares are entrusted to one or more trustees for the employees’ benefit, providing them with a financial stake in the company’s success. While the board of directors continues to handle day-to-day management, of the business, all employees gain a financial interest in the company’s future success, as long as they remain with the organisation.

Since their introduction, EOTs have enjoyed increasingly widespread acceptance. By December 2022, the UK had approximately 1,300 employee-owned firms. This number more than doubled post-2020.

The numerous benefits associated with this model of ownership contribute to its popularity, including:

• Enhanced productivity: shared ownership can bolster employee engagement, thus boosting productivity levels and overall company performance.
• Increased employee retention: by offering employees a share in the company, EOTs can augment job satisfaction, promote talent retention, and make the company a more appealing workplace for potential employees.
• Significant tax benefits: for business owners, a sale to an EOT could offer a completely tax-free exit strategy. Meanwhile, employees can receive tax-free bonuses of up to £3,600 per annum.
• Smooth succession planning: EOTs enable business owners to plan their exit without the usual stress of a conventional sales process, placing the organisation into their workforce’s hands.

What Should You Consider Before Establishing an EOT?

Prior to deciding on establishing an EOT, it is crucial to consider the best method of making the transition. Are you sure the move is viable and suits your business’s specific needs? Factors to consider include:

• Selection of a suitable trustee: any potential trustee (or its directors) must be able to understand the business and make informed decisions. They also need the ability to foresee and manage possible conflicts of interest.
• Choice of a governance structure: your must distinguished between the trustee’s responsibilities and those of the board of directors managing the business.
• Financing the purchase: most EOT purchases are funded by the company itself. You must consider how this funding will affect the company’s cash flow and its financial health in the short and long term.
• Employee engagement: as EOTs are designed for the employees’ benefit, their acceptance and willingness to participate in the EOT are essential considerations. Open and clear communication is crucial for securing employee commitment.
• Planning an exit strategy: if you are a business owner planning to set up an EOT, your exit strategy must be carefully planned. While selling to an EOT provides a tax-efficient exit, the purchase price is often paid over several years from company profits, and it must align with your personal financial planning.
• Legal and regulatory compliance: establishing an EOT involves navigating various legal and regulatory challenges. Ensuring compliance will require meticulous planning and possibly professional legal and accountancy advice.

These considerations underline the intricacies involved in setting up an EOT and stress the importance of seeking professional advice when starting the process.

What Are the Principal Steps in Establishing an EOT?

Once you have considered the preliminary factors, your company can proceed with establishing the EOT, which involves the following steps:

• Feasibility assessment: this step includes a thorough review of your business’s financial performance, culture, and future business plan. It also examines whether your workforce is likely to support such a transition, as employee engagement is vital for the success of an EOT.
• Valuation: once you have determined that an EOT is a feasible option, you need to establish a fair market value for your business. This typically involves engaging an independent valuer. The valuation will establish the price at which the shares will be sold to the EOT.
• Trust deed: the next step involves drafting a trust deed, a legal document that establishes the EOT and outlines its operation. The trust deed stipulates the trust’s terms and conditions, the appointment of the trustee, and the trustee’s rights and duties.
• Trustee appointment: after establishing the trust deed, the next step is to appoint a trustee. The trustee can be an individual or a group of individuals, a company specifically created to act as the trustee, or a professional trustee company.
• EOT structure and governance: alongside establishing the trust deed and appointing a trustee, you need to set up the governance arrangements. This includes setting up a company board of directors.
• Financing and purchase agreement: the EOT will purchase a controlling interest in the company (at least 50% of the shares). Typically, the company itself will finance the purchase, creating a ‘vendor loan’. A purchase agreement outlining the terms and conditions of this loan will need to be drawn up.
• Share transfer: once the EOT has been established and funds are available, the legal process of transferring the shares to the EOT can begin. This process usually requires a solicitor to ensure legal compliance.
• Settlement of purchase balance: the final step in setting up an EOT is the settlement of the purchase balance. This is the payment of the full purchase price by the EOT to the outgoing owners. Depending on the financing arrangements, this might not occur immediately, but rather be spread out over several years. The EOT will pay back the full total from company profits over time.

Throughout this process, maintaining effective communication with all stakeholders, especially employees, is crucial. They need to understand the implications of the EOT for them and the business to ensure their full involvement throughout the process and beyond.

How Long Does It Take to Establish an EOT?

The timeframe for setting up an EOT depends on the complexity of the business and its financial situation. However, it typically takes between three to six months from the initial assessment to the final legal transfer of shares.

How Can Professional Legal Advice Assist with Establishing an EOT?

Expert legal advice is indispensable to navigate the intricacies of setting up an EOT. Seasoned solicitors can help you evaluate the suitability of an EOT for your business, guide you through the legal and financial complexities, handle potential conflicts of interest, ensure regulatory compliance, and support a seamless transition.

By collaborating with solicitors and taking a thoughtful and thorough approach at each stage of the process, you can optimise the success of your EOT transition, reaping substantial benefits at all levels of the organisation for years to come.

The post Establishing an Employee Ownership Trust for Your Business: A Comprehensive Guide first appeared on Economic Journal.

Here are some ideas on how to use team messaging threads to get everyone on the same page.

What Is the Best Way to Use Team Chat Threads?

There are a few different ways to use team chat threads, and the best way depends on the team’s needs. For example, if the team is working on a project together, they might want to create a thread for each phase of the project. This way, everyone can share updates and files easily.

Alternatively, if the team is in charge of different tasks, they might want to have separate threads for each task. This way, people can focus on their own work and not get overwhelmed by other people’s conversations. The most important thing is to make sure that everyone knows how the chat threads will be used. Once everyone is on the same page, it will be much easier to.

What Are Some Best Practices When Using Team Chat Threads?

When using team chat threads, it is important to keep the following best practices in mind:

• Do use team chat threads to promote collaboration and conversation between team members.
• Do keep messages clear and concise.
• Do use team chat threads to share updates and important information with the team.
• Do use team chat threads to ask questions and seek input from others.
• Don’t use team chat threads to spam or flood the channel with unnecessary messages.
• Don’t use team chat threads as a replacement for one-on-one or small group conversations.

What Should You Never Do in a Team Chat Thread?

There are a few things you should never do in a team chat thread:

1. Don’t be a backseat driver – If you’re not actively participating in the conversation, don’t pipe up and try to take over. It’s annoying and will make your teammates resent you.

2. Don’t be a killjoy – No one wants to be the person who always brings down the mood, so try to avoid being that person in the chat thread. If you must complain, do it privately.

3. Don’t hijack the conversation – This is similar to being a backseat driver, but even worse. If you’re not supposed to be talking about something, don’t bring it up and try to steer the conversation in that direction. It’s rude and will just annoy everyone involved.

4. Don’t be a know-it-all – We all have different levels of knowledge on various topics, so don’t act like you know everything just because you saw it on the internet once. If someone asks for your opinion, give it, but don’t force it on people who don’t want it.

5. Don’t forget to proofread – This should go without saying, but unfortunately, it still needs to be said. Always proofread your messages before hitting send, especially if you’re prone to typos or poor grammar. An incoherent message can lead to miscommunication, so make sure your messages are clear and leave no room for misunderstanding.

What Are Good Ways to Promote Collaboration in a Team Chat Thread?

When it comes to promoting collaboration in a team chat thread, there are a few dos and don’ts to keep in mind. First, do encourage team members to share information and ideas openly. This will help the team to brainstorm and come up with creative solutions to problems. Secondly, use specific tools and applications that facilitate collaboration. These tools will make it easier for team members to work together on projects and tasks.

Finally, don’t be afraid to delegate tasks and responsibilities to team members. This will help to ensure that everyone is involved in the work chat and that everyone feels like they are contributing to the team’s success.

What Are Other Instant Messaging Etiquette Tips?

When you’re using an instant messaging program at work, there are a few etiquette tips you should keep in mind.

a) Use proper grammar and spelling. Don’t use all caps or all lowercase letters. Compose your messages like you’re writing a formal correspondence.

b) Don’t use abbreviations or emoticons in formal messages. Never use profanity or offensive language.

c) Be mindful of the tone of your messages. It’s especially important to be selective with your words when providing feedback as you don’t want to come across as rude or overly critical.

d) Don’t flood the chat with too many messages. Give people the opportunity to respond to what you’ve said so far.

e) Avoid personal conversations. Keep the chat focused on work-related issues.

f) Respect other peoples’ privacy.

Conclusion

Work chat can be a great way to stay connected with colleagues, but it’s important to use it wisely. Follow these dos and don’ts to make sure you’re using work chat in the most effective way possible and promoting good communication within your team.

The post The Dos and Don’ts of Work Chat first appeared on Economic Journal.

Now that protocols have relaxed and people have returned to the workplace, it’s the perfect time to enjoy and have fun with colleagues – and there’s no better way to do it than throwing an annual Christmas party.

So how do you throw a great one? Here’s your step-by-step guide to organising a brilliant office Christmas celebration.

Step 1: Figure out your budget

Of course, before you can begin organising the best Christmas party ever, it would be helpful to know how much you can afford.

First, how will you get the budget for it? If you have a big workplace, chances are, you will have the budget for it. But if your workplace is small, do you think the employees would consider chipping in?

When you have figured it out and have a good number that works for you, it’s time to segregate it and find out how much will go to the menu, the booze, the décor, and so on.

Step 2: Find the perfect location/venue

If you aren’t holding your office Christmas party in, well, the office, you have to find the perfect location for it. There are many places you can pick for your Christmas party.

Still, if you want something out of the ordinary, you can have your celebration at a pub, a restaurant, a bowling alley, or even hire a garden or park and have a Christmas party with a carnival theme (and it’s even easier to plan with help from https:/www.wearetricycle.co.uk/)!

Step 3: Get some volunteers

Like any other office activity, it’s best to have a crew of volunteers. They can ease the burden of planning and may have ideas to make your Christmas party even better.

So make sure to recruit the best volunteers – people who are organised and detail-oriented, too. And it’s an excellent way to share the responsibility – you will feel less stressed, and you aren’t likely to forget an important detail.

Step 4: Select a theme

Why not select a theme if you want to make planning for your office Christmas party easier? A Winter Wonderland is popular for a reason, but you can combine it with a carnival theme and make it extra spectacular!

With a theme, your office celebration will feel much more festive, adding character and personality to your office party. Your employees can even dress up for the occasion in ugly jumpers or Christmas characters (Santa, his elves, reindeer, and the like), and you can hold a costume competition.

Step 5: Prepare the menu

The next step is uber-important – especially when it comes to the booze! You have a lot of holiday fare to choose from, and load up on snacks like crisps and dips or carrot and celery sticks.

For the beverages, it’s best to include a holiday drink or two, such as eggnog, mulled wine, and apple cider. You can even have a bar setup and have everyone mix up a unique concoction – and whoever creates the wackiest drink wins!

The post Your Step-By-Step Guide to Organising a Brilliant Office Christmas Celebration first appeared on Economic Journal.

If an employee is dealing with a substance use disorder involving alcohol or drugs, it can cost the company expensive errors, injuries, and other mishaps that can occur while someone is under the influence.

It is important that human resources be made aware of any mental or physical health issues that can affect an employee’s ability to perform their job, and have policies in place that protects the company’s liability and the employee’s safety and confidentiality.

Understanding the Progression of Addiction and its Effects

The nature of addiction is progressive, and the longer it continues the more evident the signs and consequences become. In the first of the 4 stages of alcoholism, also known as the pre-alcoholic stage, someone might be mildly abusing substances to cope with stress from work or at home. 

The pre-alcoholic stage will almost inevitably progress to early alcoholism, middle alcoholism, and late alcoholism, at which point alcohol hijacks the mind and wreaks havoc on one’s ability to function at work or other aspects of life. 

The same progression applies to drug abuse and addiction, including prescription or illegal drugs. Someone may have been prescribed a narcotic or other controlled substance and began to abuse their prescription, or what started out as recreational use of a drug turned into a habit that has spiraled out of control. 

Educating and Training Supervisors on Identifying Substance Abuse 

The warning signs of addiction vary depending on the individual employee and the severity of their condition. For employees who work from home, it can be more difficult to identify warning signs, but there are still some behaviors that are challenging to hide for employees, even in virtual workspaces. 

Managers, supervisors, and people in similar roles are responsible for noticing any unusual or suspicious behavior in the workplace and addressing any issues or concerns as they arise. 

The following behaviors and patterns can be red flags of substance abuse:

• Long, unexplained absences from work
• Frequent sick days
• Chronic fatigue, exhaustion, or drowsiness at all times of the workday
• Irritability or aggression
• Frequent conflict with co-workers and supervisors
• Frequently coming into work late or leaving early
• Often smelling strongly of alcohol or strange chemical odors
• Financial difficulties
• Decreased productivity and quality of performance
• Erratic, unpredictable, compulsive behaviors
• Apparent lack of personal hygiene and self-care

Physical signs of substance abuse include:

• Sudden and significant weight loss
• Sunken eyes
• Bloodshot eyes
• Dilated pupils
• Discoloration of skin
• Evidence of marks or bruises
• Flu-like symptoms
• Shakiness, tremors
• Dental issues
• Gastrointestinal issues

Intervening and Addressing Substance Abuse 

Intervention in the form of confrontation can be a high-risk approach, especially with an employee whose mental health has declined from substance abuse. When a manager or supervisor feels the need to intervene in an employee that may have a substance use disorder, doing so requires tact and discretion. 

To prevent an intervention at work from backfiring, the approach should be as non-confrontational as possible. It is crucial that the employee not be made to feel threatened or intimidated, as this can trigger raw emotional reactions.

Involving Human Resources

Human resources are the designated department in most organizations to handle a variety of employment-related issues, including the personal health matters of employees.

If an employee is dealing with a substance use disorder involving alcohol or drugs, they may be too ashamed, embarrassed, or fearful of losing a job to reach out for help from the right sources. Having an HR policy in place that enforces confidentiality of personal information can help to break down the barriers to transparency and communication. 

Implementing and Enforcing a Substance Abuse Policy

Having drug policies in place and keeping employees educated on the details of the policy is good insurance in case there are issues that arise from employees using drugs in the workplace. 

Although federal laws of employment do not require private companies to maintain a drug and substance-free work environment, it is required of federal contractors and grantees. 

Employees should be made aware of the consequences of using drugs or being impaired while at work and updated every time the policy changes — even slightly. This protects the company from being sued if an employee should claim that they were unaware of the company’s drug policies and disciplinary actions. 

Helping an Employee Get Treatment

Per the American Disabilities Act, any employee with a mental health disorder, including substance use disorder, is entitled to seek and receive treatment for addiction without the consequences of being terminated from employment. 

Anyone can fall victim to addiction, even the most responsible and hardworking professionals. If an employee is having mental health and substance abuse issues, it is essential that they get into treatment as soon as possible.

Employers can help by encouraging employees with any substance abuse issues to notify HR of their situation so that they can get the treatment needed to resume working to the very best of their ability.

The post How Employers Can Address Employee Drug Use with an Intervention Strategy first appeared on Economic Journal.

However, administrators are the backbone of every business out there today. They are a key pillar in a firm’s functioning, and every corporation would keenly feel their absence. Still, more needs to be considered here than how an employer benefits from talented administrators’ work.

Why do people gravitate toward administration roles? How do these professionals feel a sense of job satisfaction? Are they content with what the future might have in store for them? Read on for some of the top benefits those in an administration role might enjoy.

Diverse Workloads

Those with administration roles can enjoy diverse workloads daily. They also have a range of options when it comes to career development opportunities too.

Look at the overview of administration roles that Hiring People provide for employers looking to hire. Notice how administrator roles encompass everything from welcoming guests and answering phones to organising documents, conference room schedules, and company inventory. Some administrators may even have crucial roles in hiring or mentoring staff.

Administrators benefit from having something new to achieve every day. There is also potential for promotions, starting with assistant status and eventually becoming a full-fledged office manager. Ultimately, any role with humble beginnings and high aspirations is worth exploring further.

Skills in Demand

Though many workers are abandoning positions for others that offer higher pay, finding a new role isn’t always easy. That said, the challenge of finding a new job might be somewhat less if one seeks other administration roles.

It’s an irrefutable truth that administration roles must be filled almost everywhere. Whether a firm sells chemicals or armchairs, the need for quality administration persists. Knowing that you’re needed can help you place great value on your work and instil a sense of great purpose and motivation. If you ever want to relocate, the chances of finding work in the desired spot are high, too.

Furthermore, everybody would undoubtedly value an extra layer of professional security in their lives. If there are ever cutbacks or industry turbulence, you can at least be assured that somebody will need you somewhere in your capacity as an administrator. The demand for your talents can be a comfort.

Greater Appreciation

In many ways, administrators can be the beating heart of a business. Every department highly appreciates administrator roles in the right workplace culture.

By ensuring the business is organised and running smoothly, administrators help everyone in the business daily. Your hard work would result in your colleagues having an easier time and enjoying their jobs more. All of the positivity you could create can facilitate far richer and more rewarding working experiences for yourself and everyone around you.

Unfortunately, feeling underappreciated at work can have long-term consequences and make people question what they are doing and why. It’s reasonable to believe that many people in administrator roles will avoid these toxic work environments and be regularly reminded of the value of their work. In great workplaces, administrators are everybody’s friend and confidant, and such can influence motivation levels, productivity, and job satisfaction for the better.

The post The Top Benefits Of Working An Administration Role first appeared on Economic Journal.

Content creators face several challenges, including negative comments, social comparison and other factors. However, many tips and solutions are available to help improve your mental health.

1. Choose the Content You Consume

Most of your work involves some form of social media, so you likely spend hours on it daily. The issue isn’t necessarily screen time — research has shown that it isn’t indicative of mental health issues. Instead, the content you consume when online is the problem.

When you’re not working, such as uploading content or responding to direct messages, do your best to pick what information you consume. In some cases, the best idea is to avoid social media altogether unless it’s for work. Otherwise, figure out what kind of content makes you feel anxious or sad — like “doomscrolling” through posts about war — and avoid it.

2. Build a Healthy Work Schedule

Starting a business is a tricky and tiring process. Some people develop unhealthy coping mechanisms to keep up with it all, which further contribute to poor mental health. Be sure to prioritize a healthy work schedule when you navigate starting and growing your business as a content creator.

Set aside a few hours at the start of each week to map out your schedule. If you have content you need to upload at specific times, make sure you have a plan to do so. Note any meetings in your calendar, too. From that point, you can fill in each day with smaller tasks, like replying to emails, responding to comments and taking breaks.

Take a breather if you run into unexpected roadblocks during the week. So long as you quickly communicate with all relevant parties about extending deadlines or rescheduling meetings, you shouldn’t have unnecessary stress on your shoulders — people are more accommodating than you think. When you feel like your commitments have become too much to handle, learn to say no to new ones.

A healthy work schedule with enough downtime is key to your health and success.

3. Connect With Other Content Creators

Content creation becomes a more popular form of employment every day due to the never-ending transformation of social media. As a result, you have a growing community of creators to build relationships with, which can help take the potential loneliness out of working by yourself.

Reaching out to others in your niche can be a powerful way to collaborate for work and outside of it. If you upload lifestyle content on YouTube, you could feature a fellow content creator in one of your vlogs. These collaborations can bring attention to each of your social media profiles, and you get a chance to create business and personal connections with them.

Creating content is a social job in many ways, but it can still feel a bit isolating to run a business by yourself, especially when you work in a space like social media. Building a network with like-minded people who share your job introduces more positivity and well-being into your life.

4. Understand What You Can Control

The internet can be a hurtful and confusing place, especially when you’re in the spotlight. Whether you have 2,000 or 250,000 followers, people can leave negative comments about you and your work, which can significantly affect your mental health.

You can take measures to protect yourself online, but you should understand what you can and can’t control — negative comments fall under the “can’t” category. Still, even though you don’t have power over who says what about you, you can limit how often you see it.

If you feel like it’s hard to brush off negative comments and they’ve started to affect how you view yourself, try the following tips:

• Adjust settings so only mutual followers can comment on your posts.
• Close your direct messages so you have to approve who can message you.
• Don’t look up your name or username on search engines or social media.
• Block accounts that send negative comments or messages.

As the saying goes, ignorance is bliss. If you don’t know what people are saying about you, it’s much easier to be happy and secure in how you view yourself. Constructive criticism can help you become a better content creator, but filtering out the negative, unhelpful messages will boost your overall mental well-being.

Your Well-Being Comes First

Creating content for a living is a dream job for many. However, it isn’t a perfect career path — the state of social media and the independence of being self-employed can create mental health issues for creators. Make sure your mental health is a top priority so you can fully enjoy your passion.

The post 4 Ways Content Creators Can Prioritize Their Mental Health first appeared on Economic Journal.