Yvonne Shabangu’s Post

Congratulations to everyone that started a new job or is starting soon. I hope your work environment is as healthy as possible, and I hope you are productive and excellent in carrying out your duties... Best wishes! Remember to read your Employment Contract! I know life gets busy, and you need to get things done quicker...here are the most important factors to look before you sign that the employment contract - 1. Type of employment ontract ( permanent, temporary, fixed, etc.) Termination clause 2. Role/Position and duties 3. Salary ( Benefits, Deductions, Bonuses) 4. Leave days ( many people find themselves absconding without knowing that it's dismissable with immediate effect). 5. Restraint of trade ( Always try to negotiate it to 12 months or 6 months If you can) If I missed something, mention it below. Let's engage. Happy Employment Wednesdays! Don't forget to catch up on our previous content on youtu.be https://lnkd.in/dShjJ_Xi #employmentwednesdays #employmentcontracts #careertips #unemployment

Don’t wait until an employee leaves to give them a pay rise or “match an offer.” By the time someone hands in their notice, they’ve likely already made the decision to move on. Offering more money or trying to persuade them to stay can feel reactive and often falls short. If an employee is critical to your team’s success, show them how much you value them before it gets to that point. - Conduct regular salary reviews - Offer benefits that matter - Provide flexible working conditions - Invest in their career development These actions demonstrate that you recognise their contributions and are committed to their growth and well-being. In a competitive market, retention is all about proactivity. Waiting until they’re ready to leave might just be too late. Are you in the same position? If you feel like you aren’t valued at your current firm, I’m working with plenty of partners who would relish the chance to meet with talented lawyers… 📧: vijay.bragato@marsdengroup.com ☎️: 0466 166 563

In our morning meeting we discussed an emerging trend of rising employee job satisfaction. In summary: - The Wall Street Journal reports a shift in the American job market as workers embrace what some economists are calling the "big stay." - Research from Robert Half shows a decline in the percentage of American adults planning to switch jobs, dropping from 49% to 35% within a year. - Similarly, a study by MetLife found that 73% of working adults are now satisfied at work, up from 69% the previous year. - The current landscape reflects a departure from the job-hopping trend observed in recent years, signaling a period of stability and contentment among American workers. https://lnkd.in/eBfStiKb

Summer is always a challenging time to recruit and retain staff. Finding temporary workers can be tricky with fewer available. To make sure you're set, start hiring early, consider a wider range of applicants like retirees and students, and be clear about job details upfront. Train your team well, keep track of how they're doing, and think about offering extra perks like Earned Wage Access. These steps will help you have a smooth and successful summer season. Read more here: https://lnkd.in/epDsyf3y #payactiv #financialwellness #employeebenefits

Your Employer is a SCAMMER If... 1. He doesn't respond to your calls or messages, when it comes to salary. 2. He keeps making excuses for not paying. 3. He gets emotional and calls you a family member. 4. He is vague with your work and responsibilities. 5. He doesn't stick to his words. 6. He keeps making unnecessary changes in either of these, your payout structure, your workload or your responsibility as an intern. 7. He asks you to work for free under the name of probation and then keeps extending the probation. Please note these reasons are 100% true if you are WFH. I learned it the hard way and honestly I can't emphasize this enough. Save this and always look out for these reasons always.

I keep seeing job descriptions for roles at leading disability and neurodivergence organisations that do not do the basics when it comes to equity, diversity and inclusion. Here's what they should be doing: Advertising salary - This can level the playing field when it comes to pay gaps. Plus it saves you time by not getting applications from people way out of your budget. If the salary is dependent on experience, state what that actually means. For example: "For those coming to this role with 2 years of experience, the salary will be between X and Y; for those with 5 years of experience, the salary will be between A and B". Asking about adjustments - Reasonable adjustments are a legal requirement, so ask about them during the application process, and explicitly state on your job advert that you're willing to make adjustments to accommodate talent. Offering flexibility - If your core hours are actually just 9am - 5pm, there's zero scope for people who have caring responsibilities, need to skip peak commute hours, or have energy-limiting conditions (this list continues). Things like a 4-day week or 9-week fortnight also don't work for everyone. If you really do have core hours, make them shorter than the working day. For example, "colleagues are required, where possible, to work the core hours of 10am - 1pm Tuesday-Thursday, outside of this, colleagues can work flexibly." Be clear about the scope of the role - too many jobs these days have jazzy job titles that don't really mean anything. Make it clear where this role sits in your organisation, how senior that person is expected to be, and how much experience you're really looking for. I've definitely missed a bunch - add your own suggestions below 👇 #WorkplaceAdjustments #EDI #DisabilityFriendlyRoles #DisabilityConfidentLeaders

2 weeks notice. To provide one or not. Different perspectives. To Give one: 1. It gives some peace of mind to your colleagues that you are leaving on amicable terms. Your colleagues, as well as management, will have the opportunity to work together and see how the void can be filled, at least on the temporary fulfillment to fill your job. 2. Any clientele you have can be made aware of your departure. This should not be the opportunity for you to snag clients and take them elsewhere, as the employer you are leaving, may look dimly on that practice. 3. You are able to wrap up any short term projects you are on and any that go on, after your departure, you can let others know where you are at in those projects amd what to expect after you leave. 4. You can have honest conversations, via exit interviews, with HR or any group of people of why you are leaving. You can provide insights on the good or bad behind you leaving your job role. 5. It sends a positive message to the employer that you are leaving on positive terms and the employer may want you to come back if the opportunity allows on both sides. To Not Give one: 1. The environment of work is completely toxic and even staying an extra day can be detrimental to your mental health. You may not even have a "new job lined up", but you feel you need an "escape route". 2. You see no chance of ever working for the company again. "Burning bridges" is not what one ever wishes to do, however, this particular employer may simply not deserve a 2 week notice. Let's face it, most employers use Work Number or other employment verification systems to verify past employment (thanks AI). These verification systems don't state why you left or if you provided a 2 week notice. Even if a human person is contacted about prior work, they can only give start date, end date, beginning pay rate/salary and ending pay rate/salary. They can't get into the mud about 2 week notices. 3. You are undervalued at work and been passed up for a raise in pay 2 times or more. Every business has an off year, but to go 2 or more years without a pay increase shows a severe under valuation of what you can bring to the table. (This happened to me a while back, I still gave a 2 week notice. Neither the business or my fellow co-workers did not deserve it, but I did the right thing here, even though I should have left) 4. You have been passed up for numerous job opportunities or promotions and management is providing no clear vision or message as to why it is happening. If management has no confidence in your career growth or advancement, how can they have confidence of you in your present job role or why you should stick around? These are a few things to come to mind.... and I have been on both sides and encountered both sets of items where I provided notice versus not providing notice.

Comment - YES or NO "If you're underpaid, is it YOUR fault????" Whether being underpaid is your fault can depend on various factors, including the negotiation skills you employ, your qualifications, the job market conditions, and the value you bring to your employer. While some individuals might accept lower pay due to lack of negotiation skills or fear of losing the job offer, in many cases, being underpaid can also result from systemic issues such as discrimination, unequal pay practices, or lack of transparency in salary structures. It's important to advocate for fair compensation and understand your worth in the job market. If you believe you're being underpaid, it's crucial to assess the situation objectively, gather relevant information about salary standards in your industry and region, and consider discussing the matter with your employer or seeking opportunities elsewhere if necessary. However, the responsibility for fair compensation ultimately lies with the employer, and employees should not be blamed solely for being underpaid. #Underpaid #lowerpay #unequalpay #lackoftransparency #salarystructure #faircompensation #Jobfear #fearlosingjob #discrimination #negotiationskills #jobmarketconditions #Appraisal #HighSalary #underpaid #Performaceappraisal #performance #Salary #Indiancompany #Internalappraisal #Engineer #LowSalary #switchjob #jobmarket #Internalpromotionprocess #promotion #Corporate #SALARYisimportant #GOODWORK

At-will employment is generally described as follows: "any hiring is presumed to be 'at will'; that is, the employer is free to discharge individuals 'for good cause, or bad cause, or no cause at all,' and without warning. The employee is equally free to quit, strike, or otherwise cease work.  At will employment certainly appears to be fair enough and because it’s been a long-standing law in the United States, one may think it harmless. I guess at one time it was since it has never been a used to my disadvantage at any time in my 55-year telecom career. However, things have changed and some corporate employers have taken it too extreme. Maybe I am “old school,” but I would never resign a job without at least 2 weeks’ notice. My point being, just because you “can,” does not mean you should. In years past, the general expectation of every corporate employer, was they would value employee contributions to the business, but equally so, as an individual who works to support their self and loved ones.    Who would not agree, that it is fundamentally wrong to terminate without notice or cause any employee, but exponentially so, one with 47 years of loyal and faithful service to their employer.  Inasmuch as this action occurred in an environment where “Destination place to work,” is often discussed by Leadership please take caution when considering a new employer. Just because they appear to be a good “destination,” make sure their employee actions do not say otherwise.