As businesses reopen and bounce back, SharedWork continues to be a smart alternative. SharedWork provides flexibility for businesses to restart and bring their employees back from unemployment with reduced hours. Businesses gradually build back their team with qualified workers receiving partial unemployment benefits to replace a portion of their lost wages.
WorkSource Kitsap is hosting a Virtual Job Fair for Kitsap County businesses that have positions open. The event is set for 30 March 2021, from 10 a.m. until 2 p.m.
Please complete the interest form via the link below. Once complete, we will register your business on Brazen.com where you will complete your “virtual booth”. We will hold weekly information sessions to offer assistance for the setup of the event.
Limited booths available. We have 50 booths that can host multiple staff from your company. Again, this is not a link for job seekers, that will come in the following week.
This link will lead you to a fillable form to express interest in participating.
The philosophies surrounding business leadership practices have changed dramatically over the past several decades. Years ago, it was common for a single owner to call the shots and dictate orders to his or her employees. Today, the research is undeniable, showing that the most successful companies are the ones with leaders who focus on taking care of the team so the team can take care of the business.
Small business ownership is less about running a company and more about leading a team.
One of today’s most respected business leadership approaches comes from a landmark study on leadership strengths that sought to better understand how successful business leaders lead. Tom Rath and Barry Conchie’s international bestseller StrengthsFinder 2.0 distills 30-years of their research on strengths-based leadership into one of the most thorough accounts of what it takes to successfully lead an organization.
StrengthsFinder 2.0 reveals the study’s discovery of three keys to effective leadership: knowing your strengths and investing in others’ strengths, getting people with the right strengths on your team, and understanding and meeting a set of basic needs of those who look to you for leadership. Continue reading →
The power of technology has made it possible to do business not only across town, but across the world. Who knows — your small business might not even have an office, complete with rent, a mail slot and utility bills. If your small business specializes in services or digital products, you may never even meet your employees in person!
Teams who work remotely have the flexibility to do great work regardless of location, time zone or method of transportation. Thanks to online collaboration tools and mobile devices, working remotely is just as routine now as using a fax machine was 15 years ago. Continue reading →
by Monica Blackwood, Columnist, Kitsap Peninsula Business Journal
The last half of 2017 saw companies scrambling to understand and prepare for Washington’s paid sick leave law, and employers continued to educate themselves on the new regulations into the summer of 2018. While that flurry of activity was happening, there was another bill which Gov. Jay Inslee signed: Washington State Paid Family and Medical Leave Law.
We are now the fifth state in the nation to pass such a law, after California, New Jersey, Rhode Island and New York. And, the law’s “go live” date is fast approaching – employers need to comply by January 1, 2019.
A quick summary about this law: For the year 2019, funding will be built up into the plan. Starting January 1, 2020 eligible employees are allowed 12 weeks of family or medical leave. This includes mothers and fathers welcoming a child into their home either by birth or adoption; or to take care of themselves or a family member (defined as a child, spouse, domestic partner, parent, parent-in-law, sibling, grandparent or grandchild) who has a serious health condition, or for a family member injured due to military service. In some situations, that paid leave can be extended to up to 18 weeks.
Lately, I have noticed that the seeming inability to have reasoned debate within the political climate has spilled over into the workplace. There seems to be a “my way or the highway” mentality seeping into professional environments which is not productive. People are taking sides and staking claim to their view with no room for understanding or compromise. I’m reminded that whenever one side is “right,” it automatically makes the other side “wrong” and no one likes to be wrong.
I think the first step toward better understanding of one another’s points-of-view is to stop rushing to judgment. Just stepping back a beat and pretending there might be another approach or that – gasp – you might be wrong, are worthwhile steps. Being wrong is not the end of the world, it just means you have more to learn and isn’t that true of all of us? If we listened without judgment we might actually hear what the other side is saying.
If you are ready to practice, start with questions. “What” questions are usually the best and most effective for not conveying judgment. For example:
What makes you say that?
Tell me a little about how you came to that decision, belief, position, idea, etc.?
As a leader, the distinction of “control vs. influence” is an important one to consider. Which is better? The answer is probably “it depends,” however, when working with employees or your team, influence can be so much more effective that it’s not even a contest.
As an entrepreneur, sometimes control is the only thing we think we have to keep all the balls in the air. Unfortunately, when you have “control” or perceived control of everything you become the bottleneck, and everyone relies on you to do or approve things. Additionally, you will get labeled as a micromanager and there are not many who like working for a micromanager. This becomes the Achilles’ heel for a lot of entrepreneurs.
Another common challenge based in control is growing and running so fast that the response to someone on your team asking you to slow down and explain is annoyance. A typical leadership pitfall is to think, “well, it’s just easier to do it myself.” This ends up being a self-fulfilling prophecy, (and not in a good way), as you will end up doing EVERYTHING yourself. Continue reading →
One of the joys of running a small business is how close you and your employees can become. For many entrepreneurs, their staff is more like family. That’s why it can be so painful to think that one of your employees is an embezzler. However, employee fraud is more common than you may think.
In fact, the majority (55 percent) of embezzlement takes place at companies with fewer than 100 employees, according to a study by insurance company Hiscox.
But that’s not all. In addition to being disproportionately affected by embezzlement, small companies also face disproportionately large costs when they are robbed. Consider this: One incident of embezzlement costs small businesses a median of $289,000. Could your business take a hit that big?
As mentors to SCORE clients, we are often asked by our clients, “Should I hire this person as an employee or engage them as an independent contractor to do the work I have for them?” Often, our immediate response is to suggest the least costly alternative, which is to engage the person as an independent contractor as then the client can avoid all the payroll taxes associated with an employee.
However, this advice does not take into consideration the very restrictive State of Washington statutes as they pertain to the determination of an employee vs. an independent contractor. So, let’s take a look at the applicable law. Continue reading →
It is important to note that paid family and medical leave and paid sick leave have two different sets of requirements. Both requirements include strictly-enforced measures that prevent employers from retaliating against employees in any way for the exercise of either or both rights.
Paid Family & Medical Leave
In 2019, employers in Washington will begin paying premiums for paid family and medical leave. Starting Jan. 1, 2020, employees will be able to apply for Paid Family and Medical Leave benefits. Benefits will be available for most employees who work at least 820 hours in the qualifying period.
Paid Family and Medical Leave will be a state-run insurance program that is funded by both employers and employees. Eligible employees are assured up to 12 weeks of leave as needed, with partial wage replacement. In certain exceptional cases 16-18 weeks may be taken.
The amount of this benefit varies depending on the employee’s weekly wage, median statewide incomes, and other factors. Continue reading →