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How You Can Reduce Your Bank Fees:  

  • Ask your bank how to get free checking and free ATM usage and do it. This is typically done by having a minimum balance and only using your bank's ATMs. You can also join a credit union (vs. a bank) as they generally charge less for banking services.
  • Look into how to invest in higher-interest accounts. Determine how much money you would need in case of an emergency (roughly four- to six-months' worth of expenses). Take the rest of your money and invest it.
  • Don't order checks through your bank, as they are significantly more expensive than an online printer.

 

 

6 Guidelines For Dealing

With A Workplace Bully

                                                            

Although we tend to associate bullying with high

schools and playgrounds, it has become more and more an epidemic in the American workforce. According to a new  report, office bullying now affects 48% of all workers. Here are 6 guidelines for identifying bullying at your office and putting a stop to it. 

  

Guideline #1: How To Spot A Bully - Bullying is defined as "a gradual wearing-down process that makes individuals feel demeaned and inadequate, that they can never get anything right, and that they are hopeless." Bullies engage in persistently aggressive behavior, usually against a single person. Note the distinction between an aggressive employee, who jokes and teases, versus a bullying employee, who targets a single worker and goes after that person consistently and viciously. Bullies are often hostile, threatening, abusive, humiliating and intimidating.  

 

Guideline #2: How To Spot A Victim - The emotional and psychological toll that bullying takes on an individual can be devastating. It can also translate into poor productivity. Bullied employees spend between 10% to 52% percent of their time at work defending themselves and networking for support. They will often fail to meet organizational goals, take frequent sick leave to avoid the perpetrators and file more grievances than their counterparts.  Bullied workers may request transfers, and in some cases, even submit their resignation if they feel the situation is hopeless.

 

Guideline #3: Don't Ignore The Problem - So far, employers have done little to stop workplace bullying: 25% did not investigate, 31% discounted it as not serious or routine, 11% defended bullies, and 5% encouraged the abuse. Targets of bullying lost their jobs 61% of the time, either through being terminated or voluntarily quitting.  Clearly, there is an upside-down approach to the problem where victims are suffering the consequences. 

 

Guideline #4: Get Involved - It's not easy for a victim of bullying to speak up. Fear of being labeled weak and unable to handle one's own problems keeps many bullied workers suffering in silence. If an employee comes to you to report an incident, let the person know you are listening. Also, ask him or her to begin documenting the situation. Documentation will be important should things take a turn for the worse in the future.  

 

Guideline #5: Create An Anti-Bullying Policy - This policy should be part of a wider commitment to a safe and healthy work environment. Witnesses of bullying

should be encouraged to report any incidents. Consequences of bullying should include disciplinary action, reassignment and even termination. 

 

Guideline #6: Understand The Costs - While the psychological toll of being bullied is not to be understated, it is also important to note the effect bullying can have on your business' bottom line. In addition to decreased productivity, bullying can disrupt the office environment as the staff copes with each incident. Should the victim resign or the bully be terminated, the cost of replacing them and training new staff members can be high. Finally, there is the danger of legal action, which could be devastating not just for your company's financials, but for its reputation.

 

Executive Summary: Workplace bullying has become an epidemic, with nearly half of all workers affected.  Bullies create a toxic work environment filled with low morale and fear. Along with the psychological toll on the individual, the cost to your business includes lost efficiency, absenteeism, staff turnover and potential legal action. If you are approached by a victim of bullying, let them know you are listening and encourage him or her to document the situation.  By creating a zero-tolerance policy and promoting a healthy work atmosphere, you can prevent bullying before it rears its ugly head at your office.     

 

 

 

2-Year Price Guarantee

Are you tired of getting an annual price increase from your payroll service provider?

 

Find refuge with AGH's 2-year price lock with absolutely no long-term contract.

 

 

Note: Any advice contained in this material is not intended or written to be legal or tax advice, and cannot be relied upon as such, nor can it be used for the purpose of avoiding tax penalties that may be imposed by the IRS or states, or promoting, marketing or recommending to another party any transaction or matter addressed herein.

 

Now, more than ever, many business professionals like you are turning to us for expertise in accounting services, bookkeeping services, payroll taxes, business services, and of course, payroll processing. We thank you in advance for your business.

 

P.S. Please visit our Free Business Resource Center for special links to tax forms, tips and helpful websites.

 

 

301 N Main, Suite 1700
Wichita, KS 67202-4868
Phone: (316) 267-7231
payrollinfo@aghlc.com

 

 

 

AGH Employer Solutions | (316) 267-7231 | payrollinfo@aghlc.com | http://www.aghemployersolutions.com
301 N. Main, Suite 1700
Wichita, KS 67202

 


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