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Effectively Communicating Performance Targets
by Ian Cook

In working with organizations large and small, I am repeatedly amazed at how few people really know what their priorities are and what performance standards their boss expects them to meet. As a result they assume certain standards or, more typically, they just keep working from day to day until at year-end they receive a surprise “thumbs up” or “thumbs down” in their performance review.


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Conducting Non-Toxic Layoffs
by Joan Lloyd

When employees leave, companies can now do more than wish them well. A strong corporate alumni program can foster relationships that allow these resources to be quickly leveraged for future projects, referrals, sales leads and even brand promotion. This is key at a time when opportunity exists—provided companies have the right resources immediately available to capitalize on emerging trends.


Q. I need some help, and I'm thinking about bringing somebody on as an independent contractor. I'm not completely sure of the difference between a contractor and an employee though.

A. You might want to consider engaging a temporary which can be considerably easier and solve many of your issues. Naturally, we can't provide legal advice other than the advice to seek out your own legal council. That said, the IRS looks at several factors to determine whether an employee can properly be classified as an employee or independent contractor. Those may include Behavioral Control (i.e. do you tell them when and where to work and what tools to use), Financial Control (i.e. is it possible for a worker to make a profit or might they have unreimbursed business expenses) and Type of Relationship (i.e. is the relationship expected to be brief, do you have contracts, are the services performed by the worker a key part of the business). Generally you will have more control over an employee and less control over a contractor.

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