tag:blogger.com,1999:blog-11513598913854617142024-03-18T21:05:10.368-05:00Yolanda Martin Workforce SolutionsThis site, which is not affiliated with any employment agency or other tangible places of business in Memphis, Tennessee or elsewhere, addresses or poses solutions to common issues in the workforce, from recruitment and job search tactics to office politics. It also extends a platform or voice to employers, employees, and job searchers...Yolanda Martinhttp://www.blogger.com/profile/06451850825593497879noreply@blogger.comBlogger103125tag:blogger.com,1999:blog-1151359891385461714.post-82904680862781059812024-02-12T16:35:00.005-06:002024-02-12T16:55:23.674-06:00God, the Biblical One, is Watching and Addressing Mistreatment of His People in the Workforce <p>The story of the deliverance of the children of Israel from slavery in Egypt paints a vivid portrait of the determination of God Himself to achieve fairness in the workforce. Not only did He deliver Israel from unfair working conditions, they left Egypt with great wealth that they had indubitably earned. </p><p>This story is documented in the Bible to remind oppressors and oppressed persons that the same God IS still God and the fair treatment of workers will forever be among His chief concerns...</p><p>Enactment of the Emancipation Proclamation freeing slaves in the U.S. and ensuing laws designed to protect workers evidences this. The Great <a href="https://civilrightstrail.com/attraction/i-am-man-plaza-clayborn-temple/"><i>I AM</i> A MAN</a> injected Himself into the Civil Rights movement in Memphis, Tennessee the way that He'd done in Egypt.</p><p>...It is not mere happenstance that, according to Numbers 33:3, "The Israelites set out from Rameses on the fifteenth day of the first month* after the passover"...</p><p>*The fifteenth day of the first month for us is the birthday of Dr. Martin Luther King, Jr., who was a kind of Moses and who, amusingly, was assassinated in Memphis, Tennessee. Memphis, TN is named for Memphis, Egypt, where those great pyramids and other synonymous Egyptian monuments that were built by enslaved Israelites stand...</p><p>...Civil Rights legislation and other pertinent labor laws, in many instances, are not being properly enforced, and, in many cases, they are being exploited, very often with the blessing of Civil Rights leaders and organizations today. For the love of money, many of the social advancements for which our predecessors gave their lives have been compromised...</p><p>...Many workers are suffering, whether it is deplorable working conditions and/or unfair pay. Sexual harassment and corporate abuse of women, men, and children is common place. For no legit rhyme or reason, there are individuals, Whites and minorities, who plot and scheme to force good workers out of and/or prevent them from acquiring and/or keeping good jobs... </p><p>,,,In some instances, it's simply the culprits not wanting workers they unfairly target to have even basic human resources or to have as much as they have and/or they discriminate against capable and often exceptional workers in endeavors to groom them for enslavement, whether forthwith human trafficking and/or work for little to no pay in or out of prison...</p><p>These issues <i>are</i> being resolved, however. God <i>is</i> still working through movements, labor strikes, advancements of laws on worker's behalf, and forthwith miracles. </p><p>When former employers of mine who'd treated me horribly retaliated against me for taking legal action against them, forcing me into homelessness and sleeping in my car in the city of Atlanta, where I resided at the time, the Lord's Shekinah Glory literally ripped through Atlanta in the form of a <a href="https://en.wikipedia.org/wiki/2008_Atlanta_tornado_outbreak">tornado</a> on March 14, 2008 and touched/spun major damage to every place that had forthwith done injurious things to me... </p><p><a href="https://en.wikipedia.org/wiki/2008_Super_Tuesday_tornado_outbreak">The Super Tuesday tornado outbreak</a> had occurred on February 5-6, 2008 while 24 states were holding primary elections and spun 87 tornadoes over a course of 15 hours, most notably through Memphis, Jackson, and Nashville.</p><p>Another thing that occurred was the <a href="https://en.wikipedia.org/wiki/Russo-Georgian_War">Georgia-Russo</a> war on August 1, 2008 when Russia began attacking Georgia on this date; though this war was transpiring between Georgia (the Eastern European/West Asian country) and Russia, the timing of it in the same year as the 2008 Atlanta tornado very much appeared to send a strong message to <i>Atlanta, Georgia..</i>. </p><p>A year prior to this, in 2007, Georgia experienced a historic drought, which I found amusing, considering that I was being compared to a Hurricane Katrina victim surrounding stated attacks. From all appearances, the Lord literally withheld their rain because they were sending theoretical floods after me over my weight in light of my talent...</p><p>Notice that all of the stated tornadoes occurred in 2008 and the Georgia-Russo conflict occurred on 8/1/2008. It was like the Lord saying that He'd elected me despite the fact that I ate (8) and was not a Barbie doll. Barack Obama was elected president this year, highly possible because he has a wife named Michelle (my middle name), though much of the abuse I suffered in Atlanta occurred during Obama's administration... </p><p>I did not pray for a drought, the Georgia-Russo conflict, or the Atlanta and Memphis tornadoes of 2008. I sustained my innocence (very important) and continued working for the Lord. The same individuals who plotted to force me out of Atlanta because of the noted litigation are now plotting to try to force me to return due to the extent of the Lord's retribution against them for mishandling me... </p><p>I'll say to workers, be encouraged and follow the rules and to every employer, treat your workers fairly because God IS watching and He is a God of justice.</p>Yolanda Martinhttp://www.blogger.com/profile/06451850825593497879noreply@blogger.com0tag:blogger.com,1999:blog-1151359891385461714.post-69368507058753180992023-12-20T22:56:00.024-06:002023-12-28T06:18:08.385-06:00Why and When Younger and Other Children Should Be Allowed to WorkMany children, especially in developing nations, regularly work to help their families. Very often these children are exploited, i.e. they are not privy to education, are subjected to unsafe or unethical working conditions, and/or they are not fairly paid.<div><br /></div><div>These issues can be reconciled, however, to avail any child who is capable of working any safe and ethical job fair privilege.<div><div><br /></div><div>All children should be privy to education. This should take precedence over work where a child is concerned. It and earning satisfactory grades should be a prerequisite for the child's eligibility to work, and availing education to every child should be the law of the land in every nation and community. </div><div><br /></div><div>During the active school year, a child should work no more than 20 hours per week. They should be eligible to work additional hours, up to full-time or more during summers and other breaks depending on the type of job and their level of maturity.</div><div><br /></div><div>Safe jobs that children could work include being tutors or teaching assistants when they make the grades or demonstrate mastery of specific subject material. They could additionally be receptionists, office assistants, et cetera. Children can additionally be <a href="https://ultra.education/14-successful-child-entrepreneurs/">successful entrepreneurs</a>... </div><div><br /></div><div>...There should be a <a href="https://ymartin21.blogspot.com/2016/06/a-teen-employment-division-of-dol.html">Youth Employment Division of the Department of Labor</a> that specializes in connecting youth to employment opportunities. There should additionally be a Youth Entrepreneurial Division of the Small Business Administration and/or other similar agencies that would help youth who are interested in successfully managing their own businesses...</div><div><br /></div><div>Proliferation of after school employment programs for all children who are capable of working specific jobs would provide much-needed income in many struggling households on the same token of providing childcare and/or constructive ventures that would help keep our youth out of trouble, in school, and on solid career paths...<br /><div><br /></div><div><br /></div></div></div></div>Yolanda Martinhttp://www.blogger.com/profile/06451850825593497879noreply@blogger.com0tag:blogger.com,1999:blog-1151359891385461714.post-37690648547607055072023-10-09T03:05:00.016-05:002023-10-29T16:34:02.950-05:00EEOC Should Always Follow Proper Procedures/Never Dismiss or Proceed with a Case Without Showing Complainants' and Respondents' "Evidence" to the Opposing Parties<!--wp:paragraph-->
<p>...I was surprised and alarmed to discover that EEOC would dismiss a complaint regarding a retaliatory and injurious course of action that a former employer of mine had taken against me after I submitted a legitimate complaint of harassment to the company's human resources department. The fact that EEOC did not provide me copies of the company's (respondent's) reply to and "evidence" it submitted against me to sway EEOC's decision is or should be a violation of the agency's practices...</p>
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<p>Had I been shown the "evidence," I could have proved it both defamatory and perjurious. I was completely stunned to read blatant lies that had been penned about me <em>under oath</em> by persons who I'd hardly ever or never spoken to. </p>
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<p>The company's attorney apparently ran off or they fired him after I devoured their accusations in my complaint that initiated the lawsuit that I'd file against them. The company's action here (terminating their counsel and hiring another attorney) was clearly an acknowledgement that they and/or their dismissed attorney had done something wrong.</p>
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<p>Despite my submitting very high scandal evidence of being defamed and discriminated against, both EEOC and the courts dismissed my case. I was more upset with the demonstrable corruption in EEOC and the courts than with the company I was suing. </p>
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<p>...I had planned an appeal to the United States Supreme court after the appeal that I submitted to the 11th circuit court of appeals was promptly returned to me. I decided against it, however, or lost interest in continuing suspecting that the Supreme court would mishandle the case too. EEOC's Dismissal and Notice of Suit Rights may have given me access to the courts; the dismissal set the tone for what I was to expect from the courts, however...</p>
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<p>...Our judicial systems should be fair in <em>every</em> case; every merited case should be properly resolved by EEOC and/or the courts; when they are not, damages should be recoverable by a mishandled party, and there should be no statute of limitation for such recovery. EEOC and/or the courts conspiring with unscrupulous parties to any case is unacceptable and sends the wrong message that a company can violate employees without repercussions, which emboldens other companies to commit similar and often worse infractions... </p><p>Properly managing all cases would discourage all other companies from violating their employees, which would encourage dignity and professionalism and significantly improve the workforce climate...</p>
<!--/wp:paragraph-->Yolanda Martinhttp://www.blogger.com/profile/06451850825593497879noreply@blogger.com0tag:blogger.com,1999:blog-1151359891385461714.post-5991545628949132032023-10-07T20:12:00.005-05:002023-10-07T20:43:21.973-05:00Check to See if You Have Unclaimed Money from Old Retirement Accounts In recent (fairly), I was contacted by <a href="https://investor.vanguard.com/corporate-portal">Vanguard </a>retirement regarding $2,000+ owed to me that I was not aware of. I was told in the letter that I received via the United States Postal Service that the account had existed for a while or a couple of years since my departure from FedEx Express and since I'd withdrawn what I thought was the remaining balance in the account and that Vanguard had unsuccessfully attempted to contact me about it...<div><br /></div><div>The letter further informed that if Vanguard was not able to find me that my money would be turned over to the state. They were able to locate my current address (from the post office, perhaps), which is a change from my address at the time that I was aware of the account during my employment with FedEx for four years.<div><br /></div><div>There is a possibility that funds are continuing to accrue for you from any retirement account that you've had at any previous full-time job and/or from any job that you've had that offered benefits (401k... specifically). </div><div><br /></div><div>....Imagine the amount of money you could possibly have if you left that full-time or job with benefits many years ago and you did not cash out or roll over all of your funds to an Individual Retirement Account (IRA...). Those few dollars and/or cents that were left in your account and/or funds that your employer may have continued contributing to the account for any specified period of time post your employment may have grown into a very substantial amount of money by now...</div></div><div><br /></div><div><a href="http://Meetbeagle.com">Meetbeagle.com</a> is a website via which you can locate any such account(s) for a small fee. There are a number of others, some of which are free, that you can locate by conducting a Google search. Pick one or more and give it a try. You might be pleasantly surprised... </div>Yolanda Martinhttp://www.blogger.com/profile/06451850825593497879noreply@blogger.com0tag:blogger.com,1999:blog-1151359891385461714.post-7513097800111242602023-10-02T04:35:00.007-05:002023-10-02T04:44:34.639-05:00All Low Income Employees Should Be Privy to Income/Expenditure-based Public Health Insurance (Medicaid and/or Medicare)All employees should be privy to either private and/or public health insurance (Medicaid and/or Medicare) where applicable, and should pay required premiums for private plans and reasonable income/expenditure-based premiums for public plans. This is important, for one, because many cannot afford private health insurance, and no one at any time should be without some form of health plan. When one does not have health insurance, it is a financial detriment to both the individual and their healthcare providers who cannot deny them services. This simply should not be.<div><br /></div><div>Availing a public health option for all workers (whether or not they are 19 years of age or older) would enable continued health plans beyond the scope of employment without subject individuals having to pay any premium when they are unemployed or between jobs or in instances where one is temporarily employed and not privy to benefits or where one is challenged to sustain employment due to health and/or transportation issues...</div><div><br /></div><div>The reality is that many if not most cannot afford <a href="https://www.dol.gov/general/topic/health-plans/cobra#:~:text=The%20Consolidated%20Omnibus%20Budget%20Reconciliation,voluntary%20or%20involuntary%20job%20loss%2C">COBRA</a> (Consolidated Omnibus Budget Reconciliation Act) when they are unemployed because they are required to pay both their regular premium and their former employer's portion with less or no income. The average person can hardly afford their traditional premium excluding their employer's share. The average worker can neither afford Obamacare or healthcare that is available via <a href="http://Healthcare.gov">Healthcare.gov</a>... </div><div><br /></div><div>Years ago, I endeavored to enroll my father in a health plan via Healthcare.gov. I reported no income for him, and he was not receiving any formal income; when I truthfully indicated his marriage to my mother, who was receiving circa $900.00 monthly in Social Security benefits, we received a decision of his requirement to pay about $400 monthly for health insurance...</div><div><br /></div><div>This was impractical, of course; it was abusive in fact. My father did eventually acquire healthcare (Medicaid) through the state with no required premium after further pleading his case to the Department of Human Services. Others in similar circumstances have not been so privileged, however...</div><div><br /></div><div>...Essentially, everyone who can afford private health insurance should be required to have it, and everyone who cannot afford private health insurance should be required to have a public plan for which an income-based premium would be automatically deducted from their pay...</div><div><br /></div><div>This would encourage more preventive care, which, alone, would save billions of dollars that would ordinarily be paid for emergency care that often goes unpaid for those lacking health insurance. It would drastically improve the quality of life for those who currently do not have it. This would translate to healthy individuals and communities.<br /><div><div><br /></div><div><br /></div></div></div>Yolanda Martinhttp://www.blogger.com/profile/06451850825593497879noreply@blogger.com0tag:blogger.com,1999:blog-1151359891385461714.post-77419807416524590202023-09-23T23:35:00.013-05:002023-09-24T23:18:45.946-05:00...Strikes Should Never Occur at Night...<p>My son is currently employed for <a href="https://www.gm.com/">General Motors</a> and is accordingly a member of the <a href="https://www.uaw.org/">UAW</a> (United Auto Workers) union, which is currently leading a <a href="https://www.commercialappeal.com/story/money/business/2023/09/22/uaw-strike-in-memphis-distribution-center-workers-uaw-2406-join-national-strike-general-motors/70930213007/">strike</a> against GM and other automotive companies. </p><p>Since he is relatively new or has only been with the company for a couple of months now, he did not receive the preference that his co-workers who have been with the company for more extensive periods of time received on selecting a strike shift.</p><p>By the time his co-workers with seniority made their selections, UAW assigned him an overnight strike shift starting last mornight or very early this morning. It was an immediate turn off for me. I decided to stakeout in my car within vicinity of the strike for the duration of my son's strike shift, and sure enough it was as creepy as I expected it to be. </p><table align="center" cellpadding="0" cellspacing="0" class="tr-caption-container" style="margin-left: auto; margin-right: auto;"><tbody><tr><td style="text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjIhctOe1wu77fSiwBT7f-25o_a19z1H_f_hSmARojMzUdMPhd4MLM94LKQNZ7MojRhBFXTxA3ZA-r9chdkklWUnjrGC9I36SvW9eYP5U1ACINIhn3m30VgLR3X-S93ZZ9q68AVyI6axCvoHsFDK5kTnnJxrO41Rfp6e7Onql41-UWJFmWz9uImSP_Y6MGS/s1867/20230924_021559%20(1).jpg" style="margin-left: auto; margin-right: auto;"><img border="0" data-original-height="1462" data-original-width="1867" height="268" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjIhctOe1wu77fSiwBT7f-25o_a19z1H_f_hSmARojMzUdMPhd4MLM94LKQNZ7MojRhBFXTxA3ZA-r9chdkklWUnjrGC9I36SvW9eYP5U1ACINIhn3m30VgLR3X-S93ZZ9q68AVyI6axCvoHsFDK5kTnnJxrO41Rfp6e7Onql41-UWJFmWz9uImSP_Y6MGS/w398-h268/20230924_021559%20(1).jpg" width="398" /></a></td></tr><tr><td class="tr-caption" style="text-align: center;">UAW night strike in Memphis</td></tr></tbody></table><p>Though there was an audience of other overnight workers from nearby companies, etc., it was still uncanny and should not have been occurring at that particular time primarily due to safety concerns. Even if there were no safety concerns, it simply isn't appropriate for anyone to be out at that time of mornight making political statements. </p><p>Employees should only strike during day light hours, alternating duties or all striking in unison. Anyone not witnessing the strikes in person could watch them on the news and/or read about them. </p><p>In terms of salary negotiations, they should be speedily settled somewhere between what the union requests and what the companies propose. Speedy negotiations would save money that could have been paid to workers in the first place... </p><p>Requests and agreements should be reasonable and fair.</p><p><br /></p><p><br /></p>Yolanda Martinhttp://www.blogger.com/profile/06451850825593497879noreply@blogger.com0tag:blogger.com,1999:blog-1151359891385461714.post-30453802081023254052023-09-17T12:53:00.011-05:002023-09-17T13:59:15.865-05:00A Company Alumnus Social Media/Networking ServiceThere should be a website/app or platform that would connect/reconnect companies' with current and former employees for the purpose of celebrating and establishing or solidifying camaraderie among each company's alumni or the whole of those responsible for the success of each company. <div><br /></div><div>...The prescribed would be similar to <a href="http://Classmates.com">Classmates.com</a>. Employees would be listed according to the year(s) that they are/were employed for each company. Once listed, connection requests would be sent to each employee or former for which each company has contact information. Once they accept the requests, they will have officially joined the stated platform...<div><br /></div><div>Popup advertisements would otherwise be exhibited to individuals with the precise names of former employees for whom companies do not have contact information. These popups would include queries about specific companies seeking their alumni, i.e. "Are you Jane or John Doe formerly of XYZ company. Yes or No???"<div><br /></div><div>If the queried individual is the subject alumni of the given company and selects Yes a link would be provided to them in the pop up ad directing to instructions on how to join the company on the company alumnus social media/networking service or site. The web address to the site would additionally be provided to them.</div><div><br /><div><div>Every company in the world should join said platform and add all of their current and former employees. Former employees would too be capable of sending requests to join to their former employers. </div><div><br /></div><div>It would, of course, be up to the current/former employees whether they would accept requests from relevant companies and up to the companies whether or not they would accept requests for any given former employee...</div><div><br /></div><div>The companies could plan periodic or routine events/reunions inviting all of their alumni. They could have commemorative t-shirts and other promotional products made for attendees. </div><div><br /></div><div>They could retroactively honor employees/former employees who are deserving of it and generally recognize personal accomplishments of employees/former employees outside of the companies. They would take lots of pictures to post on their alumni platform and for optional publication in the companies' year books.</div></div></div></div><div><br /></div><div>A company alumnus social media/networking service would essentially rekindle friendships. Co-workers/former co-workers are more like family in many instances. The prescribed would allow them to network, reconcile where applicable, and catch up with goings-on in one another's lives and to support one another in their endeavors. </div><div><br /></div><div>The prescribed would improve morale and productivity within companies; it would lead to greater success for employees/former employees and for communities and government.</div></div>Yolanda Martinhttp://www.blogger.com/profile/06451850825593497879noreply@blogger.com0tag:blogger.com,1999:blog-1151359891385461714.post-44682107865584268082023-09-13T04:03:00.001-05:002023-09-13T04:07:06.197-05:00Minimum Wage Should Vary According to a Company's RevenuesMany companies pay substantially more than traditional minimum wage. Most on average do not provide a livable wage, however, when they truly should or they should get as close as possible to it or as is practical for each company. Minimum wage should vary from company to company based on the revenues of each with maximum caps that each company would not be required to exceed for each specified job...<div><br /></div><div>This should be the law of the land. If a third of one's income should be for housing (rent or mortgage) and one is required to <i>individually</i> earn thrice the rent to qualify for an apartment or home to rent or purchase, their wages from employment should jibe with or exceed this requirement <i>or</i> the cost of the average apartment should be adjusted to align with average wages...</div><div><br /></div><div>A company's revenues should be routinely reviewed to determine the minimum wage for each of its employees or for their specific jobs. This could be a joint venture between the Internal Revenue Service and Department of Labor. </div><div><br /></div><div>Business and government owes a duty and should be held accountable for meeting the needs of the people or for helping the people to meet their own.</div>Yolanda Martinhttp://www.blogger.com/profile/06451850825593497879noreply@blogger.com0tag:blogger.com,1999:blog-1151359891385461714.post-57680133902297395422023-09-10T13:53:00.002-05:002023-09-10T13:56:47.651-05:00A Significant Increase in the Earnings Limit for Disabled Individuals <p>Possibly, points that I made in one of my previous posts regarding the need to<a href="https://ymartin21.blogspot.com/2022/02/respecting-earnings-limitations-for.html"> respect earnings limitations for disabled workers</a> played a part in a significant increase in the earnings limit for disabled workers. At the time of said previous post last year the earnings limit for disabled workers was $1,350 and $2,260 for blind workers. <a href="https://www.ssa.gov/benefits/retirement/planner/whileworking.html">Today</a>, it is $21,240. </p><p>...A dollar is deducted from benefits for every two dollars earned above said limit for those under full retirement age for the entire year. Presumably, this means a dollar for every two dollars up to the entire benefit and not more. Certainly, one should not have to pay Social Security more than their monthly benefit should their earnings exceed the limits to the extent of having to repay their entire benefit or not receive any of it for any given month or period of time...</p><p>The point that I was making is that a disabled person should be capable of earning without limitations if at any point during the qualifying illness or injury they are able to and still be on the Social Security and Medicare rolls for coverage during inevitable periods of incapacitation/hospitalization when they cannot work at all.</p><p>A disabled person could possibly earn an illimitable amount of money with a life threatening illness. Not only can these earnings increase the subject's monthly benefit when recalculated after a review of earnings for the given year(s), it would translate to the government's extended recovery of substantial revenues in terms of income taxes, FICA, and other deductions...</p><p><br /></p><p><br /></p>Yolanda Martinhttp://www.blogger.com/profile/06451850825593497879noreply@blogger.com0tag:blogger.com,1999:blog-1151359891385461714.post-12756122426094965072023-08-24T15:05:00.008-05:002023-08-24T16:44:09.726-05:00No Employee Should Be Required to Perpetually Work Seven Days a WeekThough one's life to some extent does revolve around their job, every employer should respect the fact that their employees have lives outside of work. No employee should be perpetually required to work seven days a week. Some employers require this, however, juxtapose, in some instances, routinely working overtime. Practices of the sort are among reasons that synonymous companies have significant turnover rates...<div><br /></div><div>...Employees who work every single day (and overtime every single day in some instances) really have no quality of life. They cannot do too much more than sleep and work. A seven day work week requirement is unlawful in some states and should be universally unlawful. It is not far fetched for an employer to routinely require employees to work overtime, where it is not significantly excessive or burdensome, and to periodically require a seven day work week; perpetually requiring a seven day work week is unreasonable, however... </div><div><br /></div><div>Employees should be capable of voluntarily working seven days a week where the option is available. Employers could offer or magnify incentives for employees to work additional days. Personal financial goals would be motivation for many employees. </div><div><br /></div><div>Every employee should, nonetheless, be privileged to at least one to two days out of the week that they can look forward to, a whole one to two days of relaxation, attending to their household, spending time with family and friends, et cetera. Employers should enable this by hiring sufficient staff and appropriately scheduling off and additional on days, per periodic mandate and employee agreement otherwise...</div>Yolanda Martinhttp://www.blogger.com/profile/06451850825593497879noreply@blogger.com0tag:blogger.com,1999:blog-1151359891385461714.post-55689080765892811542023-08-17T04:47:00.008-05:002023-08-17T17:27:31.738-05:00Employee Retention Should be Every Employer's GoalSecond only to productivity, retention of employees is of utmost importance. It is vital for both the employer and the employee. Many companies struggle with staffing needs and many employees and/or prospective employees struggle with sustaining employment; many of these same companies that are challenged with meeting their staffing needs fire employees for the slightest infractions, however. This should not be the case... <div><br /></div><div>Attendance issues are among the primary violations and cause of employee termination. Where an employee's tardiness is insignificant and does not interrupt the flow of a company's productivity it is not plausible to terminate their employment. This does not mean that an employee should be routinely late without a legitimate cause. It means that if there is a legitimate reason that an employee is tardy or absent and the tardiness or absences are not chronic, it should be unlawful to terminate them. Many employees face challenges with transportation or getting to and/or from work. </div><div><br /></div><div>Addressing Transportation Issues</div><div><br /></div><div>Employers should communicate with employees to determine the merit of specific reasons that they might be tardy or absent. The illness/hospitalization of a close relative is a legit reason for tardiness or an absence, specifically if the employee relies upon said relative for transportation to work. The employee should be given reasonable time to make other transportation arrangements... </div><div><br /></div><div>...If the employee is not capable of acquiring alternative transportation the employer should assist him or her with transportation by provision of an Uber or Lyft or, preferably, a company car pooling program or shuttle. Employees who would routinely rely upon company car pooling or shuttles could pay a conservative fee for this service, i.e. $10.00 per day per employee or $50 weekly, which could be deducted from the employees's pay prior to issuance or deposit... </div><div><br /></div><div><div>Requiring Employees to Address Medical Issues</div><div><br /></div><div>...Many employees additionally have unaddressed medical issues, physical and/or psychological, that cause them to be fatigued or sluggish. Employers should require such employees to be medically evaluated and treated for these issues; for example, if an employee is iron deficient and/or deficient in other trace minerals, they should be required to take iron and/or other synonymous trace mineral supplements and/or be counseled on proper nutrition or for emotional concerns...</div></div><div><br /></div><div>Attendance and Medical, Dental, and other Essential Appointments</div><div><br /></div><div>...Employees should be capable of taking off, arriving tardy, or leaving early for medical, dental, or other essential appointments when submitting proper documentation with or without sick time with an understanding that without sick, personal, or other time they won't be paid for those particular days... </div><div><br /></div><div>How to Properly Handle Illegitimate Reasons for Attendance Issues</div><div><br /></div><div>...When employees are late for illegitimate reasons they should be counseled, i.e. on the importance of planning (bathing at night if one works early in the morning and/or setting alarms to timely awaken, bath and dress themselves, and timely commuting to work). If employees are routinely late for illegitimate reasons, they should first be issued written warnings. If they continue afterwards, they should be suspended without pay for a few days. If they continue being tardy, they should be suspended for additional days... <div><div><br /></div><div>Conflict Resolution </div><div><br /></div><div>Conflict, disagreements or fights, are other issues that lead to employee terminations. Unless an employee is determined to be a threat to the safety of other staff or injurious to the business or image of a company, they should not be readily terminated. Employers should always follow due process to resolve conflicts or investigate causes of it and allow all involved parties to give an explanation of what happened. The involved employees should be issued written warnings and required to sign resolutions or legally binding promises to refrain from any further conflict and carry any issues that they have to their superiors or their human resources officers for mediation or other resolution. </div><div><br /></div><div>In Conclusion and Summation<br /><div><br /></div></div></div></div><div>Every feasible attempt should be made to retain employees. Companies with significant turnover rates or that are understaffed often due to unmerited terminations burden and compromise the health and safety of their present employees who must mend the slack. It is better for an employee to be insignificantly late than to be eliminated. Addressing employees specific issues to keep them employed should be standard protocol...</div><div><br /></div>Yolanda Martinhttp://www.blogger.com/profile/06451850825593497879noreply@blogger.com0tag:blogger.com,1999:blog-1151359891385461714.post-6545543740365862692023-08-12T23:56:00.020-05:002023-09-06T20:07:09.036-05:00Employees Should Sit and Move as Much as Possible<p>The workplace is naturally one of the best places to get in much-needed physical activity, certain types of jobs anyway. If one's job is not sufficiently physical, it is possible to yet acquire that physical activity on the job. This is possible with even sedentary employees, who could utilize under desk elliptical machines (if they happen to work at a desk), treadmill desks, and other synonymous equipment. When I was employed as a substitute paraprofessional with Memphis/Shelby County Schools, I would walk around the gymnasiums of schools where I worked during my meal breaks, or I would actually exercise with students I accompanied to physical education classes...</p><p>Employees could additionally make use of formal fitness programs or rooms that are available during employee meal or other breaks or after or before their shifts or at other times designated by their employers. To best accommodate employees, employers offering such programs should make or extend their employees' meal breaks to an hour or permit their employees at least two thirty minute breaks, one for their meal and one for exercise. If one's employer does not have a formal fitness program or exercise room, they could alternatively walk around the company premises in areas that are not visible to the public or clientele. This could be a stairway, hallway, or company parking lots (if the lots have designated walking paths for said purposes). </p><p>It is equally important for employees with highly physical jobs to rest or sit when feasible, to preserve their feet health. For example, employers should trade standing electric pallet jacks for those with seats that enable employees to achieve the prescribed balance between standing when essential and sitting when feasible. During my employment at FedEx Express, employees (myself formerly included) would sit in the freight cans that we utilized to sort parcels when they were not full. This was okay with some managers or they ignored it; others would ask us to stand, pointing out that sitting was against company policy. Because we could see the freight coming down the conveyor belts, there was technically nothing wrong with sitting during intervals or significant gaps in movement of the freight. As long as everyone caught their freight it should not have been a problem. A majority of the times that employees missed freight we missed it standing on our feet when the conveyor belts were overloaded with freight. Some employees would lean against the side of the conveyor tables, which, was another infraction, though 99.9% of the time no employee leaned on the conveyor tables in a manner that would have put either of us in harm's way. </p><p>Due to the extremely laborious nature of work at FedEx, employees should definitively be allowed to sit when possible (as long as they retrieve all of their freight). I say they should be provided stools to sit on in front of the conveyor belts. These would ideally be stationary. Employees would no longer be tempted to sit in the cans or lean against the conveyor tables. </p><p>There is a tendency of employers to believe that if their workers are not standing they are not busy enough. This is not true. Why not allow them to sit when it is possible if it does not interfere with their work or productivity?! Standing for significant periods of time does significant damage to one's feet, legs, and lower back. </p><p>I made this point to Walmart specifically concerning their greeters, some of whom are disabled. I'm not certain if my addressing this issue was in any way synonymous with Wal-mart's decision to allow their greeters to sit. I'm very pleased to see that they are permitted to sit now. I additionally believe that other workers like store clerks should be permitted to sit during idle periods. They too should be given resting stools upon which to sit at their cash registers...</p><p>Though various experts have made points that I have made here, many companies have yet to take heed. I'd venture to say that the Department of Labor and OSHA should intervene and require that the prescribed accommodations are made. This would prevent excessive standing-related injuries and improve employee satisfaction and retention.</p>Yolanda Martinhttp://www.blogger.com/profile/06451850825593497879noreply@blogger.com0tag:blogger.com,1999:blog-1151359891385461714.post-78458998063832719152023-08-10T00:53:00.007-05:002023-09-06T19:40:28.769-05:00Work Shoes Should Be Comfortable......Employer requirements that their workers wear steel toe or composite shoes creates a very serious ordeal in many instances when wearing them is literally painstaking. During my former employment at FedEx Express, I and other employees were each distributed a pair of composite shoes. <div><br /></div><div>The shoes that I received hurt my feet so badly that I could hardly walk; that combined with the laboriousness of the job made the typical work day (night for us) nearly unbearable; other employees had the same experience. We were required to wear the shoes, however, and we did... <div><br /></div><div> A variety of shoes were disbursed, and I noticed that most employees who were complaining of feet pain were wearing the same brand and kind of shoe, a brand that I do not recall at present. When initially trying the shoes on they seemed to be comfortable. Though female employees were distributed male shoes, they were the accurate male equivalent of the female size of the shoes. Walking in them after a while became torture. </div><div><br /></div><div>My son had the same experience at Amazon (one of his former employers) with a pair of Rocky waterproof protective toe composite shoes. This could have been the same brand of uncomfortable shoes that I was initially distributed at FedEx. I'm not definitively certain, however). My son told of how as soon as his feet healed on his off days, it would be time to return to work. It was horrible...</div><div><br /></div><table align="center" cellpadding="0" cellspacing="0" class="tr-caption-container" style="margin-left: auto; margin-right: auto;"><tbody><tr><td style="text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhDrNIGWW-rqtGv2h46ADWXGCqiSjt6HaGGNykYxOu52XSmJKGF4v9PuXpJ508t9CYWLKHHWqo3DfctqJ177SKH0NyGUP4uwfI0kAKc6qVZ2mnon5PtCJCh4T3LFkgv6lsxRrIZDiWNJRt8Ppgfu1dxj3qqkK-YmHIkmRQ0rd8PPSi1jkMDuEhA7gAP2z5J/s2721/20230809_234855.jpg" style="margin-left: auto; margin-right: auto; text-align: center;"><img alt="My son's Amazon work shoe" border="0" data-original-height="2406" data-original-width="2721" height="283" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhDrNIGWW-rqtGv2h46ADWXGCqiSjt6HaGGNykYxOu52XSmJKGF4v9PuXpJ508t9CYWLKHHWqo3DfctqJ177SKH0NyGUP4uwfI0kAKc6qVZ2mnon5PtCJCh4T3LFkgv6lsxRrIZDiWNJRt8Ppgfu1dxj3qqkK-YmHIkmRQ0rd8PPSi1jkMDuEhA7gAP2z5J/w320-h283/20230809_234855.jpg" width="320" /></a></td></tr><tr><td class="tr-caption" style="text-align: center;">My son's Amazon Rocky composite shoes</td></tr></tbody></table><br />After eventually wearing out the initial uncomfortable shoes that I received at FedEx, I was gifted a pair of composite Reebok shoes. <i>They were very comfortable.</i> After wearing out that pair, I'd receive another pair of composite Reeboks in my ladies size 10 at my request. They were equally comfortable. <a href="https://www.florsheim.com/shop/index.html?g_adid=515209681382&g_keywordid=kwd-120253938&g_keyword=florsheim%20shoes&g_adgroupid=14996327241&g_campaignid=182771241&g_network=s&g_acctid=316-866-6938&g_campaign=Florsheim+US+-EXT&g_adtype=search&utm_source=googleads&utm_medium=cpc&utm_campaign=FlorsheimUSEXT&utm_adgroup=BrandShoesEXT&gclid=EAIaIQobChMIvYav4Z-XgQMVvDHUAR3AlQKREAAYASAAEgK-SPD_BwE">Floursheim</a> specializes in <a href="https://www.florsheim.com/shop/styleguide/comfortech-say-hello-to-your-most-comfortable-shoe.html">comfortable men's shoes</a> and in <a href="https://florsheimwork.com/">[comfortable] work shoes</a> for men and women...<div><br /></div><div>...Companies should better welcome employees to return/exchange shoes that hurt their feet and take note of which shoes they receive complaints about for the purpose of either discontinuing use of those particular shoes (until makers make necessary adjustments to make them comfortable) and/or replacing them with shoes that already are... </div><div><br /></div><div>No employees should have to wear uncomfortable shoes to work. Causing in certain instances irreparable damage to one's feet while working an especially arduous job is no fun. Ensuring the comfort of employees' shoes is as much an issue of safety as provision of protective shoes. It empowers workers and ultimately improves company productivity.<br /><div><br /></div></div></div>Yolanda Martinhttp://www.blogger.com/profile/06451850825593497879noreply@blogger.com0tag:blogger.com,1999:blog-1151359891385461714.post-37505950251691766952022-12-31T12:56:00.004-06:002022-12-31T13:05:13.506-06:00Employees who Work Multiple Positions Should Receive the Pay of Each Staff shortages often require present employees to take on the duties of their absent co-workers or positions that go unfilled for often significant periods of time. Very often these employees are not compensated for the extra work and, in certain instances, they should be, i.e. employees situated in juxtaposition to vacant spots who perform the bulk of the work of the absent employee(s), particularly where the work is especially laborious... <div><br /></div><div>If one employee performs all of the work for the vacant position in addition to their own, that one employee should be paid the salary of the vacant position in addition to their own regular salary. If it's an employee on each side of the spot equally contributing to the work of the absent employee, the pay for the vacant spot should be equally divided between the two present and contributing employees... </div><div><br /></div><div>Employees working multiple positions simultaneously would not be paid over-time or time and a half unless they work beyond their regular work hours. If they work beyond their regular work hours for multiple positions, they would be paid over-time or time and a half for each position. </div><div><br /></div><div>Employees, i.e. managers or other employees who are specifically hired to help where needed, would be exempt from added pay for their contributions unless they simultaneously work multiple positions of the kind that they hold. For example, if a manager simultaneously covers for another absent manager and works their own position and contributes where needed in both positions they <i>should</i> be paid for both positions... </div><div><br /></div><div>Employees should be fairly paid for all of their work, including significant work that they perform for absent employees or vacant positions, especially where the work is physically demanding. If employees must significantly flex their muscles to go above and beyond duty's call (unless they are volunteering), their wallets should reflect the effort...</div>Yolanda Martinhttp://www.blogger.com/profile/06451850825593497879noreply@blogger.com0tag:blogger.com,1999:blog-1151359891385461714.post-55393060105531930212022-12-12T00:35:00.051-06:002022-12-14T01:24:10.441-06:00How Social Security Should Actually Work<p>Social Security is a definitive essential that secures at least some income for elder/disabled persons. Income limitations for certain recipients, i.e. those who cannot work at all and do not receive sufficient income to meet basic financial obligations like paying their rent and utilities, etc. translate to routine crisis for such persons that no one should experience...</p><p>...Not every senior or disabled person wants to move to a senior/disabled community, however affordable it may be, and, in certain instances, it is not ideal, i.e. if the person has minor children or they have live-in family who help with their care. Other persons cannot typically move into a senior/disabled community with a lessee (with the exception of a spouse and/or, presumably, any minor children they might have), and they should not have to when they would be required to move when the senior/disabled person passes...</p><p>Why Employed Social Security Recipients Should Not be Subject to Earnings Limitations</p><p>I previously discussed the need for employers to <a href="https://ymartin21.blogspot.com/2022/02/respecting-earnings-limitations-for.html">respect earnings limitations for disabled workers.</a> Notwithstanding, Social Security recipients who are employed should actually not be subject to earnings limitations at all unless they opt for the earnings cap because an individual experiencing a serious health crisis can practically in certain instances earn substantial income and should not be discouraged from doing so; rather the amount of their benefits should be adjusted or reduced once exceeding the established amount that a recipient is lawfully allowed to earn and receive full benefits...</p><p>Let's say that a Social Security recipient receives a lump sum of money in any given month, i.e. for consulting* or performing any other legit odd job; they would not receive a Social Security check for that particular month, <i>or </i>monthly Social Security checks would be withheld once the recipient has capped their annual income allowance; the stated income must be verified, of course, meaning that the recipient and the SSA must confirm the income, which would be taxed. Stated recipients would be privileged to earn additional Social Security credits and potentially increase their ultimate monthly payout, which would be aggrandized further via returns on <a href="https://ymartin21.blogspot.com/2021/02/investments-from-mandatory-and-other.html">investments of mandatory and other payroll deductions</a>. </p><p>*If the consultation is to the government, the recipient should receive their regular Social Security income and pay for the consultation. For example, if the government reads my blogs and likes and uses any of my ideas, they would pay me for my consultation/use of my ideas and directly deposit that pay into my checking account with my regular Social Security check. They would simultaneously send me a letter acknowledging this and the specific idea of mine that they are using. The government could additionally provide me with a housing incentive or with assistance in purchasing a home, for regular consultation. </p><p>In other words, my income would go from my regular Social Security check one month to <i>several </i>thousand dollars the next, and, again, if the income is for consulting the government, I would be paid without penalty or limitation. </p><p>Dormancy vs Active Status</p><p>When a recipient's earnings would bring their Social Security income to a $0 amount, they should still be considered on Social Security, <i>in dormant status for whatever period of dormancy</i>. In fact, when any person becomes of age (62 years old at minimum) and/or they become disabled and have income that exceeds an amount that would ordinarily qualify them for Social Security they should be entered into a dormant Social Security status and, like anyone else in this status, they should receive a letter from the Social Security Administration acknowledging this. They simply would not be receiving Social Security pay at that point. If and when the subject individual's income returns or drops to a qualifying amount, they would be entered or re-entered into an active status.</p><p>Their benefits would in fact resume without requirement to re-apply for them. The subject individual might be required to notify the Social Security Administration of the change in their income and/or banking information for direct deposit; ideally, the stated income change would be automatically communicated to the SSA via a federal income verification system without need for the subject individual to report it...</p><p>A Spouse's Income Should Not Reduce the Other's Benefits</p><p>A spouse's income should not reduce the other's Social Security benefits. In most cases it took the employment earnings of both spouses to sufficiently pay their household and other bills, and, typically, it would require the same or circa the same amount to continue paying those bills. </p><p>Benefits for Qualifying Adult Household Members Should be Paid to Another When...</p><p>Social Security benefits for other qualifying adult household members should be paid to the head of household of their permanent residence, whether or not the subject individual is mentally competent, when a determination of eligibility has been made and the qualifying individual does not accept the benefits and does not otherwise financially contribute or sufficiently contribute to their household... </p><p>I have an adult cousin who is eligible to receive Social Security benefits for a physical injury that he incurred as an infant as a result of a doctor's mistake. He won't accept or take necessary steps to acquire the benefits. He resides with his mother (my aunt) who receives Social Security benefits herself and falls within that category of persons who do not receive a sufficient amount of benefits to sufficiently meet her financial obligations. My aunt should receive an increase in her benefits for the full amount that my cousin would receive plus the full amount that she receives for herself unless and until my cousin decides to personally receive his benefits. She and/or my cousin should receive a retroactive lump sum of all payments that they could have and did not receive.</p><p>Proper Adjustment of Survivors' Benefits</p><p>When a spouse passes, the surviving spouse should receive both their and their deceased spouse's full benefits unless and until they remarry or move into an affordable senior/disabled community. </p><p>Any lawfully designated adult (whether a surviving spouse or not) caring for the children of persons who pass should receive the children's and parents' benefits until the children become adults (18-years-old) <i>or graduate college or turn 21 to 22-years-old while attending college</i>. </p><p>In Summation and Conclusion </p><p>Social Security should in fact financially secure recipients when they are incapable of working or when they are limited in their ability to work. A recipient with any serious, critical illness who is capable of earning income that exceeds the maximum amount allowable to qualify for Social Security should be capable of doing so without penalty or in dormant status. This would help said clients to better meet their financial needs without fear of permanent loss of benefits; it would additionally allow clients the opportunity to earn additional Social Security credit and potentially raise their ultimate monthly payout while saving the government millions of dollars each year <i>and </i>securing an additional influx of tax revenue. </p>Yolanda Martinhttp://www.blogger.com/profile/06451850825593497879noreply@blogger.com0tag:blogger.com,1999:blog-1151359891385461714.post-47420960579439981362022-10-01T00:43:00.005-05:002022-10-01T01:10:37.945-05:00Perks of Company Housing ...A popular labor pool in Atlanta that no longer exists hired a significant number of homeless men who would sleep on cardboard boxes overnight to be first in line for work each morning (Work assignments were awarded on a first come first serve basis). There was an empty building next door that I imagined could be converted into a shelter that would house those men and any of the company's other employees wanting to be readily available for opportunities as they developed...<div><div><br /></div><div>Many employees of thriving companies struggle to find suitable housing that they can afford; that, coupled with transportation issues or difficulty getting to and from work, creates a dilemma that no employee contributing to the success of any company should be forced to deal with. </div><div><br /></div><div>...The essential issue in many instances is unfair price gouging coupled with the requirement for an apartment applicant and any co-applicant to each (individually) have income that is thrice (three times) the rent in many cases (not all rentees require this). These same applicants/potential applicants might resort to residing for significant lengths of time in an extended stay hotel at nearly double or more what they would pay for an apartment or rental home... </div><div><br /></div><div>Applicant income that is twice the rent for an individual and thrice the rent for collective income of an applicant and co-applicant sounds more logical. Every human being should be privy to housing. It is absolutely ridiculous that anyone since the invent and proliferation of housing has ever gone homeless.</div><div><br /></div><div><i>...Company housing</i> would resolve issues for both employers who are understaffed and employees experiencing housing, transportation, and other issues that are synonymous with lacking income. Poverty amongst people in general, housed and homelessness, is to a vast extent the reason for staffing shortages. Those with transportation issues are unable to get to work, those without proper clothing or resources to properly groom themselves do not have the confidence to approach an employer... </div><div><br /></div><div>Simultaneously Resolving Homelessness and Staffing Shortages </div><div><br /></div><div>...Studies show that more than 90% of homeless persons in the United States (over half a million people) are unemployed, a significant portion of whom are employable and could remedy staffing needs of many companies facing challenges filling vacant positions. It would thus behoove particularly large companies to offer housing among other incentives to attract and retain potential employment candidates. Having numerous employees within vicinity of a company could translate to improved attendance and production...</div><div><br /></div><div>Participating companies would accept walk-in and call-in homeless individuals and they would literally retrieve un-sheltered persons from the streets via designated company vehicles, following established safety guidelines. They would further conduct recruiting initiatives at homeless shelters and transitional facilities, the Department of Labor, etc. </div><div><br /></div><div>Companies would screen, hire, process, groom, and house stated individuals who are in fact employable. They would refer others to shelters and transitional facilities, which would have ample vacancies at this point (these disabled and/or elderly persons would receive assistance in acquiring Social Security, Medicare, Supplemental Nutrition Assistance, and senior housing placement)... </div><div><br /></div><div>Companies that do provide employee uniforms would provide them to their stated hires; they would otherwise refer their subject employees to agencies like Dress for Success, etc. that would provide them with clothing; they would employ barbers and beauticians to provide initial, company-paid grooming services and subsequent employee-paid services... </div></div><div><br /></div><div>Company Apartments/Homes and their Amenities and Other Services </div><div><br /></div><div>Company apartments would include newly built and acquired existent properties, including blighted or abandoned properly renovated apartments. For example, a staffing agency might own and offer their employees efficiencies. The stated apartments/homes would be on and off business campuses and furnished and unfurnished for employees with their own furniture... </div><div><br /></div><div>Amenities of company apartments/homes would include laundry facilities and washer-dryer connections for certain units, childcare facilities, Wi-Fi, training centers, leisure facilities, and company shuttles that would transport employees to and from work, depending on the distance to their work sites.</div><div><br /></div><div>Work Homes (Houses, Apartments, Condominiums, Townhomes, etc.)</div><div><br /></div><div>A work home would be a joint real-estate and employment venture. It would avail an approved applicant a work-from-home job (i.e. a remote concierge, customer service representative, call-center representative, social media manager, web developer, instructor or tutor, etc.) in a home for purchase or rental (depending on the specific realtor/employer)...</div><div><br /></div><div>Work homes would be furnished and unfurnished (for those with their own furniture) and each would include work rooms, internet service, and synonymous and proper equipment for each job, i.e. computers, printers, scanners, facsimile (fax machines), noise-cancelling head sets, call center stalls (where multiple employees would rent or purchase a home), exercise equipment (since these would be sedentary positions), and even vehicles that would be sitting in the driveway of the subject home that would be purchasable to subject employees in certain instances where an applicant may lack a vehicle...</div><div><br /></div><div>Work homes would vary in size and price, ranging from affordability for the average person to middle class and wealthy individuals. All work homes would be nice, either new or perfectly renovated in communities with ample leisure resources, i.e. swimming pools, parks, walking/hiking trails, and basketball, tennis, and/or volleyball courts, etc. </div><div><br /></div><div>Qualification for a work home would require an applicant to be approved for both the home and job. There would be no discrimination in acquiring a work home. Anyone qualifying for a work home would be capable of acquiring them and residing and working in any home they desire. Anyone would be capable of training for a work home at any synonymous training facility.</div><div> </div><div><i>Imagine beautiful subdivisions of work homes, apartments, condominiums, and/or town homes, etc</i>. </div><div><br /></div><div>Employee Rent or Mortgage/Utilities Payments</div><div><br /></div><div>Housed employees would pay 30% of their income in rent to their employer/landlord plus utilities; said rent/utilities would be incrementally deducted from employees' pay. Those initially lacking income would get a free first month or the initial month could be subsequently deducted from employees' pay over time. </div><div><br /></div><div>This would be literally profitable to participating employers and employees in that companies would earn profits from renting apartments/homes to their employees and participating employees would save money by paying no more than what they should for rent.</div><div><br /></div><div>Incentives for Participating Companies</div><div><br /></div><div>Incentives such as tax breaks, grants, etc. would be provided to participating companies. All said companies demonstrating outstanding achievement in hiring and transforming lives/eliminating poverty and homelessness would be honored by city, state, and the federal government via formal ceremonies, press, and videoed and/or in person testimonies of subject employees whose lives have been transformed...</div><div><br /></div><div>The stated program would be designed for especially employees with long-term employment interests in participating companies, though any employee would be at liberty to part ways with the company at any time, unless a contractual agreement for a specified length of employment exists between an employer and employee.</div><div><br /></div><div>Conclusion </div><div><br /></div><div>...Company housing would help companies to fill many vacant positions while providing shelter, income, and/or livelihood to participating employees and eliminating blight in many communities. It would put us on a path to a truly Utopian society. Amusing that we have not previously connected the dots... </div>Yolanda Martinhttp://www.blogger.com/profile/06451850825593497879noreply@blogger.com0tag:blogger.com,1999:blog-1151359891385461714.post-8483789252318029882022-09-21T02:12:00.022-05:002022-12-18T20:49:01.405-06:00Transportation Assistance for Job Seekers/Employees...I responded to a comment or rather a prayer request from a lady in one of the Facebook groups of which I'm a member. Her car broke down on her and she has no way to get to and from work, with children to provide for juxtapose her bills. I relayed information to her that I thought would be helpful, information that I'll re-state here for others it might help. Certainly, anyone who desires to work should be capable of doing so; transportation to and from a job should never be an issue...<div><br /></div><div>I'll additionally suggest initiatives and/or improvements to existing initiatives that would save the day for many employees and job seekers struggling with the same issue. I've planned to address the issue of need for transportation assistance for employees for some time. Now is the perfect time. This lady's articulated experience served to hasten my address of the issue...<div><div><br /></div><div>First, I asked if this lady lives on a bus line. I made the suggestion that if she does and if it is practical to consider taking a city bus to and from work. This is not a preferred option for many if not most. It could make the difference between employed and unemployed in certain instances, however. I further suggested that she consider the options of taking an Uber or Lyft, taxi, or carpooling.</div><div><br /></div><div>Potential issues where taking a city bus, Uber or Lyft, taxi, and perhaps carpooling in certain instances are concerned are that there are no guarantees that either would be routinely available or that they could get an employee to work on time. </div><div><br /></div><div>Another issue is the fact that Uber and Lyft periodically <i>and unreasonably</i> inflate their charges for transports during "busy" or what they consider inconvenient times. The price inflation should be unlawful; a transportation provider being busy and inconvenienced at any given time is a reasonable expectation... </div><div><br /></div><div>...Where city buses are concerned, they should run earlier in the morning, i.e. perhaps as early as 5:30 a.m. on each line or at least those that run near major companies with start times that this would benefit. Where taxis are concerned, they, like Ubers and Lyfts, should be perpetually available...</div><div><br /></div><div><div>Company Shuttles</div><div><br /></div><div>...Companies would ideally have shuttles that would transport employees who are in need of transportation to and from work. Certain companies already do; these transports are typically complimentary. Companies could charge employees conservative fees for this service, however, i.e. $10.00 per day (round trip) or $50.00 per week. This is significantly less than what one would pay for an Uber, Lyft, or a taxi; shuttles could be significantly profitable to companies, however, where numerous employees would utilize this service... </div></div><div><br /></div><div>...I additionally discussed the fact that there are programs, like TANF or Families First, in certain areas that pay or are supposed to pay for car repairs for clients. I pointed out that one <i>can</i> be employed in TANF/Families First. The problem with the stated programs is that, at least in certain cases, they do not actually provide vehicular repair assistance and should, especially where enabling a client to get to and from work is concerned...</div><div><br /></div><div>I discussed the option of trading in broken down cars as down payments on others that are reasonably priced and in good condition. I am currently purchasing a 2015... Nissan Sentra for $220+ per month. I have heard of others paying significantly less than this for decent used cars. </div><div><br /></div><div>The other thing I suggested was that the subject lady should enroll in <a href="https://carshield.com/">CarShield</a> once she gets her car fixed or gets another one. This could supplement or supersede any existing or lapsed service warranty on her vehicle and guarantee repairs in the event of any vehicular breakdown. I'm personally enrolled in Carshield for the reasonable price of $126.00 per month...</div><div><br /></div><div>Lastly, I discussed the need for this lady to acquire employment that pays enough to meet her seen and un-forseen expenses and/or that she acquires a part-time job that would supplement her income, at least for any period of time that it would take her to accumulate sufficient savings. I mentioned further that a work from home opportunity might be ideal for her... </div><div><br /></div><div>I neglected to mention online lenders like <a href="http://CashNetUSA.com">CashNetUSA.com</a> and <a href="https://www.speedycash.com/">Speedycash.com</a> that can be very helpful in terms of acquiring loans (for emergencies) that can be incrementally re-paid. Definitely re-pay these loans to protect your credit and because it's the right thing to do; these are wonderful resources that should never be abused... Pay extra into the principle to more rapidly re-pay these loans and to curtail accrual of interest that you would otherwise pay...I neither mentioned that this lady should get unemployment via her local Department of Labor if she loses her job and until she is capable of acquiring and attending another one and that she should get child support for each of her children (I'm discussing pointers for helping those who pay child support with living expenses (residential and transportation, etc.). </div><div><br /></div><div>I reminded this lady of how much her children are depending on her for provision and how she should never give up. I encouraged her to pray and act, and I encourage anyone else experiencing a similar ordeal to do the same. I'm a living witness that God does answer prayer. He has provided for me and my children when there appeared to be no way, and He'll provide for all who seek and ask...</div><div><br /></div><div><a href="https://www.youtube.com/watch?v=ShdI2k5kCAk">Click here</a> for a bit of encouragement for those of you who are in need.</div><div><br /></div><div><br /></div></div></div>Yolanda Martinhttp://www.blogger.com/profile/06451850825593497879noreply@blogger.com0tag:blogger.com,1999:blog-1151359891385461714.post-33982985486448549212022-08-27T15:05:00.028-05:002022-08-31T09:03:16.787-05:00Improving Dress for SuccessI initially learned of and got connected with <a href="https://dressforsuccess.org/">Dress for Success</a> in <a href="https://atlanta.dressforsuccess.org/">Atlanta</a>... after a referral to them while preparing to enter the work force. I was thoroughly impressed upon entering the facility, with the decor, the music, the scent, the hospitality of the staff, and the general aura of the facility. They dressed me up or had me to try on the outfit they provided in one of their mirrored dressing rooms. I revered their selection... which they would place in a Dress for Success garment bag, and ...the beautiful necklace and other adornments... that they provided and placed in a separate goody bag for me (I kept and wore these for many years). Seeing other women transformed in professional attire they were provided there was equally uplifting, and I decided that I would somehow stay connected with Dress for Success. <br /><br />...Fate would have it that I would volunteer as an Office Manager/receptionist at <a href="https://memphis.dressforsuccess.org/">Dress for Success Memphis</a> years later. My presence there was ideal, considering my interest in fashion <i>and</i> social reform. I interacted with <a href="https://www.linkedin.com/in/joi-gordon-3b73bb2/">Joi Gordan</a>, who was the CEO of Dress for Success Worldwide at the time, and worked directly with then Dress for Success Memphis Executive Director, <a href="https://www.linkedin.com/in/susankyles/">Susan Kyles</a>, who is currently the Executive Director of Dress for Success, Washington D.C...<div><br /></div><div>During my time at Dress for Success Memphis managing paperwork, the company database, etc. and interacting with clients, I saw how it and Dress for Success per se could be improved upon to be more impactful to others besides those traditionally serviced in the program. </div><div><br /><div>...For one, they should incorporate a male suiting component into all of their programs. There are many men who are entering or have entered the workforce who could benefit from services that the program offers. I created a Dress for Success male suiting form for this purpose. <a href="https://drive.google.com/file/d/0B6emvYiZbv5oMmEyMDY2YjAtOWZkZi00ZGU0LWEzMjQtMTQyZGQ5NzQxMGQw/view?resourcekey=0--lFku2oiZPydaR9Emx5pFA">Click here</a> to view it. <a href="https://drive.google.com/drive/folders/0B6emvYiZbv5odE5kcDFVbVZRa2s?resourcekey=0-_oYXXeE1w26HVKG75D_X9A&usp=sharing">Click here</a> to view documents per se that I created and/or edited for Dress for Success program use and for use by other similar organizations/companies...</div><div><br /></div><div>Dress for Success should additionally have a <a href="https://docs.google.com/presentation/d/1_EzWA2RenQGvnPP9NzozXuw7AhDUXVrcgC9xVLUaFuY/edit?usp=sharing">program</a> that would service any and all companies desiring wardrobe consultation for professional business attire for their employees; this program should be open to the general public. They should have for-profit stores for this purpose. Profits from these stores would fund traditional Dress for Success programs... </div><div><br /></div><div>...A company in Memphis called Dress Code... or rather the name of this company would be suitable for Dress for Success for-profit stores. Since traditional <a href="https://www.facebook.com/people/Dress-Code-of-Memphis/100062105271303/">Dress Code</a> stores market "church, casual, special night out, weddings, and formal" attire, they should acquire a name that is more suitable for those particular types of clothing... </div><div><br /></div><div>Implementation of the prescribed Dress for Success male suiting program and for-profit program/Dress for Success stores would translate to inclusivity of all persons who could benefit from the program and very substantial incrementation of funding for the traditional and very merited Dress for Success program.</div></div>Yolanda Martinhttp://www.blogger.com/profile/06451850825593497879noreply@blogger.com0tag:blogger.com,1999:blog-1151359891385461714.post-79248784926717195322022-02-10T00:10:00.009-06:002022-02-10T00:36:48.616-06:00A Negative Employment Reference Might Signal the Best CandidateEmployers typically overlook employment candidates with negative employment references and tend to hire those with better references only to find that in many instances it was the latter who was the bad choice. Both so often acquire unearned reputations from a clique of rotten apples with the power of influence. <div><br /></div><div>Many companies have bypassed the very best candidates for jobs based on hearsay or, in many instances, blatantly false information. That is not to say that this is always the case. The fact of the matter in many scenarios is that the ideal candidate acquired a bad rep for their excellence, attributable to the envy of superiors and/or co-workers who waged unmerited smear campaigns against them...</div><div><br /></div><div>It is during the interview and candidate presentation that he or she has a chance to redeem themselves. They should shy away from providing too many specific details about their separation from their disgruntled previous employer and focus on demonstrating what they can offer the new company.</div><div><br /></div><div>A dazzling resume and portfolio or work samples exhibiting transferable job skills that could resonate with the hiring company should earn the interview and potentially the opportunity. Giving the applicant with a negative reference a chance to prove or disprove hearsay could be the very best business move that a company makes. </div>Yolanda Martinhttp://www.blogger.com/profile/06451850825593497879noreply@blogger.com0tag:blogger.com,1999:blog-1151359891385461714.post-6372595159024980252022-02-10T00:07:00.000-06:002022-02-10T00:07:25.220-06:00Respecting Earnings Limitations for Disabled WorkersTypically when one thinks of protecting a disabled worker they think of protecting them from traditional discrimination like treating them disparately, i.e. ridiculing them or denying them opportunities that they are capable of performing. One of if not the most important area of law where disabled workers are concerned is respecting the Social Security earnings limit for those receiving or endeavoring to acquire it...<div><br /></div><div>Many disabled workers are themselves unaware of this limitation ($1,350 in 2022 and $2,260 for blind workers, amusingly) though they are aware that they can work part-time and still receive benefits. In many instances the benefits a disabled person receives, which is determined by their work credits, are not enough to wholly pay their bills and they are forced to supplement their income...</div><div><br /></div><div>There are people working with very serious illnesses and losing their Social Security benefits because they are either oblivious of the Social Security earnings limitation or their employers simply do not respect this law of limitation and require the disabled worker to work the same number of hours that other employees work. </div><div><br /></div><div>Whenever an employee is categorized as disabled they should be paid a set salary of whatever the earnings limitation is for that particular year. The number of hours that a disabled worker works would be determined by dividing whatever the monthly earnings limitation is for that particular year by the wages per hour that the particular position they hold pays and dividing that number by four...</div><div><br /></div><div>Disabled workers can clock in and out or sign in and out for time tracking purposes, though they should not work over the number of hours that they are lawfully permitted to work and receive Social Security benefits. </div><div><br /></div><div>This should be a binding law at all companies that hire disabled workers...</div><div><br /></div><div>This would additionally help to preserve the health of disabled workers. Allowing disabled workers to work within established parameters and receive Social Security benefits would help them to earn additional work credit and increase their benefits and provide them a safety net during any periods of time that they become incapacitated or are not able to work at all due to their health issues...</div><div><br /></div><div>It would help to prevent earnings overages and disqualifying any disabled worker from receiving Social Security benefits and/or having to re-pay money that they didn't realize that they could not lawfully earn and receive benefits.</div><div><br /></div><div><br /></div>Yolanda Martinhttp://www.blogger.com/profile/06451850825593497879noreply@blogger.com0tag:blogger.com,1999:blog-1151359891385461714.post-72754425685279555802022-02-04T00:44:00.030-06:002022-04-11T00:47:54.355-05:00Medical Unemployment Claims Should Not Require Submission of Employment Applications, etc.Medical unemployment claims should not require submission of employment applications during weekly certifications. If the claim for unemployment is based on the applicant's inability to work due to a demonstrable health crisis, it should be understood that they are incapable of working or accepting any offer of employment. <div><br /></div><div>Filing a claim for unemployment should neither adversely affect an application for Social Security disability, specifically because of the often extensive period of time that it takes to acquire approval for Social Security. It should rather be a bridge to Social Security. </div><div><br /></div><div>It should be considered that the applicant has to live until they are approved for Social Security benefits and that some people have no support system. It is absolutely deplorable that people have been homeless, literally living on the streets, for extensive periods of time while waiting on approval of Social Security benefits. </div><div><br /></div><div>It is understandable that it would take a bit of an extended period of time to process the applications because of the volumes of them that are submitted. </div><div><br /></div><div>Applications <i>should</i> be processed in order of receipt, and ready approval should be given to applicants forthwith demonstrating qualifying illness and homelessness. DOL and the Social Security Administration, with applicant approval, should be capable of connecting to applicants' health records via the online portals of their healthcare providers...</div><div><br /></div><div>...Unemployment applications should be revised to exclude a weekly certification requirement for applicants who are unable to work due to a qualifying health crisis or the certification should exclude requirement to submit employment applications. The Department of Labor, like the Social Security Administration, should reserve the right to verify any continuing illness of a recipient of benefits... </div><div><br /></div><div>Unmerited delays in approval of legitimate unemployment and Social Security should be actionable. This should be the case particularly when the applicant has readily demonstrated a legitimate illness or illnesses by provision of their consent to verify the stated illness(es) and if hardship due to the delay can be shown, especially where the hardship is life threatening to the applicant and to any dependents they may have...</div>Yolanda Martinhttp://www.blogger.com/profile/06451850825593497879noreply@blogger.com0tag:blogger.com,1999:blog-1151359891385461714.post-60288471768819362202021-10-16T13:35:00.024-05:002021-10-20T05:32:17.528-05:00My Fourth and Final Year at FedEx ExpressThis year marks my fourth and final year at FedEx Express. I became formally employed for the company on July 29, 2017. On the stated date of this year, I arrived at my personal goal of working for the company for this specific length of time. Yes, I wanted to prove that I could endure the challenge, and, trust me, it <i>was</i> a challenge. <div><div><br /></div><div>My primary objective was to study FedEx and articulate <a href="https://ymartin21.blogspot.com/2020/07/i-have-officially-been-employed-at.html">improvements</a> to the establishment that would <a href="https://ymartin21.blogspot.com/2017/11/streamlining-fedex-handling-processes.html">streamline</a> processes and lighten workloads for employees, improvements that other similar companies can mimic. </div><div><br /></div><div>I believe that I was predestined to do just this. Amusingly, both I and FedEx Express were born here in Memphis, Tennessee in April of 1973, the very month and year that the company officially began operations and my name, Yolanda, means purple flower (amusing considering FedEx's <i>purple promise). </i>Yes, my FedEx encounter was a sheer <a href="https://www.youtube.com/watch?v=F_s6URZeAps">miracle</a>.</div><div><br /></div><div>I'll never forget the astounding campus of airplanes or any of the good-looking men like Officer Tate in security (one of my FedEx crushes) who made the company view even more spectacular. </div><div> </div><div>Though I never received my stayed-with-the-company-more-than-a-year award that I'd still like to receive to commemorate the accomplishment, September 12, 2021 was officially my last day at FedEx Express. Yep. I made it!!!</div></div>Yolanda Martinhttp://www.blogger.com/profile/06451850825593497879noreply@blogger.com0tag:blogger.com,1999:blog-1151359891385461714.post-19031478080440319992021-07-30T17:17:00.003-05:002021-07-30T17:49:03.905-05:00An Ideal Employee Phone Policy<p>There is a growing trend among companies where non-managerial employees are barred from carrying their phones. In certain instances, it is because the company markets or transports phones and an employee's phone could be confused with a product. The primary reason of course is to prevent interference with employees' work. </p><p>...There are a number of reasons employees should be allowed to carry their phones and respect established guidelines for using them. First and foremost, the employee should be capable of making an emergency call in the event of eminent need. Amusingly, those companies with no-phone policies very often do not have posted courtesy phones within reasonable grasp that employees can use in the event of emergencies and managers who can carry their personal phones are not always accessible...</p><p>Employees should be capable of carrying their phones onto the company premises and utilizing them during meal and other breaks and during any emergency. If the employee becomes ill or encounters a safety hazard, they should be capable of readily contacting their company's internal security and/or an external EMS and their manager. </p><p>Employees should of course make their job a priority and not abuse telephone privileges. Companies reserve the right to at random require an employee to verify their ownership of a phone and to reprimand an employee for transgressing their established telephone policies, particularly if use is inappropriate, i.e. the employee is speaking profanely, or if their use interrupts company productivity...</p>Yolanda Martinhttp://www.blogger.com/profile/06451850825593497879noreply@blogger.com0tag:blogger.com,1999:blog-1151359891385461714.post-25127050704405074042021-07-12T00:37:00.009-05:002021-07-12T05:33:41.979-05:00A Providential Encounter with my Cousin Toni KizerOne day while I sat in the lobby of the Atlanta Hartsfield Jackson airport waiting to catch a plane to Memphis, a lady sitting across from me grabbed my attention. She very much resembled the lady in a photograph that my mother had, a lady who kinda resembles me who'd graduated with honors from her alma mater. <div><br /></div><div>I approached her. I told her that I didn't mean to stare, but that she looked familiar. I told her who I was. When I told her my mother's name, she extended her arms and hugged me. She was/is my cousin, Toni Kizer. My mother and her father are first cousins. My mother was named after her grandmother, Aunt Florida. </div><div><br /></div><div>What is really amusing about our encounter is the fact that she is an engineer who tackles the issue of employee safety at the company for which she's employed and she's a writer and blogs on this platform, like me. It apparently runs in the family! I had no idea that she had started a <a href="http://thisisyourlifewhatnow.blogspot.com/">blog</a> a few months ahead of me when I began working on this particular blog of mine, which addresses employment issues. </div><div><br /></div><div>Clearly, the good Lord purposed our meeting.</div><div><br />The fact that she'd graduated from Emory University corroborated this. A gentleman by the name of Mr. Harllee Branch, Jr. who had been a trustee at Emory had taken special <a href="https://drive.google.com/file/d/0B6emvYiZbv5oX1JEVnRudlZLQ00/view?usp=sharing&resourcekey=0-rT9oHJ8G8_jjgZ7-2GtLZg">interest</a> in me after his wife showed him excerpts from manuscripts that I'd written and shared during a book talk at the retirement community in Buckhead where they resided and where I was employed as a concierge...</div><div><br />Toni and I exchanged numbers and planned subsequent meet-ups that never occurred, though we were regularly conversing over the phone. We were both workaholics, and she traveled in and out of town. She additionally moved to Orlando, Florida (land of Disney)* for a span before returning to Atlanta, and I would eventually return to Memphis permanently. *Ironically, the first cousin of one of my ex beaus played for the Orlando Magics.</div><div><br />Though I have no interest in resuming residency in Atlanta, I am really hoping to some day get around to collaborating with my cuz on our shared interests in improving the work force. Perhaps we can further delve into some family research to determine the source of our love of writing.</div>Yolanda Martinhttp://www.blogger.com/profile/06451850825593497879noreply@blogger.com0tag:blogger.com,1999:blog-1151359891385461714.post-72838787252124220602021-06-30T20:35:00.048-05:002021-07-05T01:33:15.594-05:00Report Your Income and Pay Your Taxes if You're Self-employed to Accrue Social Security Credit<p>If you are self-employed, it is very important to <a href="https://blog.ssa.gov/social-security-when-you-are-self-employed/">report your income and pay your taxes</a>. If you do not, you could land in big trouble with the Internal Revenue Service. Additionally, when you reach retirement age or should you become disabled you won't be eligible to receive Social Security income. </p><p>Many are unaware of this requirement and are very surprised when learning at retirement age that they are ineligible to acquire benefits. You must earn a minimum of 40 <a href="https://www.ssa.gov/benefits/retirement/planner/credits.html">Social Security credits</a> to qualify for benefits. </p><p>You can earn a maximum of four credits per year by working traditionally when your employer deducts Social Security taxes from your pay. You could earn this number of credits in less or more time, since it hinges on your total wages (You can request a copy of your Social Security statement which exemplifies the number of credits you have accumulated by creating and logging into your <a href="https://www.ssa.gov/myaccount/">Social Security account</a>).</p><p>The Social Security Administration could and should better educate the public about this via televised commercials, radio ads, and other synonymous correspondence. Unfortunately, the need to acquire predetermined Social Security credit has not been taught in financial literacy programs like high school and post secondary economics courses, et cetera, when it most certainly should be... </p>
Yolanda Martinhttp://www.blogger.com/profile/06451850825593497879noreply@blogger.com0