A few weeks ago, BLR's CEO wrote an e-pinion in this space called "BlackBerry® at the Beach," a reference to expectations that workers be available 24/7/365. He expressed his e-pinion that lower level exempts, ineligible for overtime, are the new "wage slaves." Guess what? Readers agreed! Here’s Bob’s reaction to your reactions.
BLR founder and CEO Bob Brady's epinion in last Friday's Advisor generated a flood of responses. A surprising number of readers jumped at the chance to put their interviewing chops to work, questioning the presidential candidates.
Next Tuesday’s Pennsylvania primary may finalize the field for the upcoming presidential election. But would any of these candidates pass a CEO interview? And what would you ask? Let us know and we’ll publish your replies.
We may think that small tokens of appreciation don't matter to workers, but here's the story of a boss's congratulatory letter that was treasured for 50 years.
Two weeks ago, BLR's founder and CEO Bob Brady, waxed eloquent in this space over the many good things about his iPod®, but also expressed his e-pinion that "serious" workers don't have talk radio and music on while they work. Most readers disagreed.
BLR's founder and CEO explores the "Blackberries at the beach" phenomenon—the expectation of 24/7 availability even when on vacation. Do nonexempts need to be paid? Are exempts modern day wage slaves?
Need topicBLR's founder ponders whether workers can really give full attention to their jobs when they are listening to talk radio or music.
Our recent The Company Watchdog: Should It Be YOU? e-pinion set forth the idea that HR was really the only part of any organization set up to catch illegal or abusive behavior toward workers. The column garnered many responses, but they didn’t tell a happy tale. Most readers acknowledged that they had to play the watchdog role, but they bemoaned the lack of support from senior management.
For anyone needing job description help, our CEO announces something that’s not quite the Ultimate Answer to Life’s Questions … but it’s close.
BLR now has what many think is the finest HR website available (hr.blr.com), but its origins are very humble. In today’s column, I’d like to write about how we got from A to the current version, 3.1—and about a concept you can use to improve your HR ideas and initiatives.