the second half of today's (Thursday, June 12 Noon EST) MagicMethod Classroom Chat. The first half of class will continue Tuesday's excited discussion on the controversial “cease and desist” subject (what do you do when they tell you to STOP calling their people?!).
I’m looking for volunteers to lead the noon class on Tuesday, June 24 – I will be away that day and you’ll be able to introduce the discussion subject if you so wish!
See you in class!
“A dream doesn't become reality through magic; it takes sweat, determination and hard work.” ~ Colin Powell
Attend the MagicMethod Phone Sourcing Seminar in Cincinnati on June 24 sponsored by the Greater Cincinnati Human Resources Association. Email email@example.com for registration form or call Suzy Hoffman at 513 554 4747.…
stallation and configuration of software and hardware. • Perform customer services related to equipment and systems products by troubleshooting problems, resolving problems, interfacing with vendors for in-warranty returns, installing software and entering resolutions into the remedy problem-tracking database. • Provide support in trouble shooting boot up problems (selecting different options while booting, checking BIOS entries).
Skill Required Profile: • 4-5 years of Experience in technical support with a minimum of 1-2 years in providing Desk-side Support. • Excellent Knowledge on supporting hardware(Dell & HP) and desktop OS and applications • Excellent verbal and written communication skills to deal with client users. • Ability to solicit and convey moderately complex information and make recommendations • To perform system administration on Windows operating system. • Third-level problem determination and resolution on a 24x7 basis. • Incident management based on SOP’s and escalation to On-site Support. • Telephonic and Email based Support to User / Vendor management. • Knowledge of Windows 2000/2003 Servers. • Exposure to server hardware & connections. • Knowledge of server boot process. Knowledge of Active Directory would be added advantage
City, region Sante Fe, Mexico City
Sector Pharmaceutical and Biotechnology…
I told people that I had a blog, I'd always get the same reaction - "what's a blog"?! It takes time for people to learn about and embrace new technology and concepts, which is why sourcing skills are so important. As they say "it's not as easy as it looks". Finding the right kind of candidate on the net requires knowledge and skill and determination. LinkedIn is just one "location" on the net where you might find people interested in switching careers.
I had to laugh when I read Joe Brown's reply to you. "My experience with linkedin is that it's a GREAT place to find recruiters... aside from that, it's hit or miss!" But, I agree with him! People might create a LinkedIn profile, but I doubt that there are many who are using it as the tool that it was intended to be. Certainly, those interested in finding a candidate will use it because it meets a need that they have. But, I don't think that candidates are getting "their need "met to find a new job or change careers through networking sites like LinkedIn. Not yet, anyway.…
nd/or manager. Goes without saying, all that confidential information shared should fly under the radar insofar as 'other' employees are concerned.
What is work ethic? Well I guess you have to define that individual's moral standard. Seems a bit vague that one, but it's been in my limited experience that everyone has a different expectation or application of moral fortitude. Will they run into a burning house to accomplish the mission? Is good enough or operating within their limitations their standard?
A token 'loyalty' trait I've looked for in past subordinates is their ability to execute the mission to enhance unit capability without supervision. Are they doing the right thing for their team despite the presence of recognition? ...selfless determination? Loyalty can play into the ethics piece as well: are they elevating their subordinates to their higher operating standard? Do they hold themselves accountable? Loyalty is but one of many-many leadership traits.
All in all, discretion and good management will help navigate those sensitive situations, and for the sake of the individual, I hope their managers are morally courageous enough to have their folks best interest at heart, at all times, and without resolve.…
s or independent contractors. Generally, you must withhold income taxes, withhold and pay Social Security and Medicare taxes, and pay unemployment tax on wages paid to an employee. You do not generally have to withhold or pay any taxes on payments to independent contractors. If you are an independent contractor and hire or subcontract work to others, you will want to review the information in this section to determine whether individuals you hire are independent contractors (subcontractors) or employees.
Before you can determine how to treat payments you make for services, you must first know the business relationship that exists between you and the person performing the services. The person performing the services may be -
An independent contractor
An employee (common-law employee)
A statutory employee
A statutory nonemployee
In determining whether the person providing service is an employee or an independent contractor, all information that provides evidence of the degree of control and independence must be considered.
Common Law Rules
Facts that provide evidence of the degree of control and independence fall into three categories:
Behavioral: Does the company control or have the right to control what the worker does and how the worker does his or her job?
Financial: Are the business aspects of the worker’s job controlled by the payer? (these include things like how worker is paid, whether expenses are reimbursed, who provides tools/supplies, etc.)
Type of Relationship: Are there written contracts or employee type benefits (i.e. pension plan, insurance, vacation pay, etc.)? Will the relationship continue and is the work performed a key aspect of the business?
Businesses must weigh all these factors when determining whether a worker is an employee or independent contractor. Some factors may indicate that the worker is an employee, while other factors indicate that the worker is an independent contractor. There is no “magic” or set number of factors that “makes” the worker an employee or an independent contractor, and no one factor stands alone in making this determination. Also, factors which are relevant in one situation may not be relevant in another.
The keys are to look at the entire relationship, consider the degree or extent of the right to direct and control, and finally, to document each of the factors used in coming up with the determination.
INFO GOT from the IRS website...