BurnoutWednesday, November 29, 2006My wife sent me a snippet from a blog that she reads regularly. The post dealt with a recent article in a well known magazine about burnout. The gist of the article proposed that burnout doesn't necessarily come from "over work," but from unrealistic expectations and a reduced sense of effectiveness. This was a "wow" moment for me. I have told people for years that if they kept their crazy hours they would eventually burn out. I believe this is true; however, this theory on "unrealistic expectations" struck a chord with me. I immediately reflected on my own "burn out" experience. In 1995, I spent sixteen months working on a project for a company. I worked no less than eighty hours a week, much of the weekend, and even some holidays. One morning, I was found asleep on my office floor. Determined to make this project a success at all cost, I believed that I could beat the odds and show the company what I could do. I was stupid, young, immature and incredibly naive. As I was driving home each night, I would get overwhelmed by the unrealistic expectations of the project. I had no fingernails left to bite and I was actually frightened. I couldn't deal with failure. As the deadline grew near, I became more delusional. Even though I knew the truth, I could not admit it. Prior to implementation, we celebrated the completion of the project with a meal, show, and cocktails on a dinner boat with our spouses and the corporate executives. I was too far gone to realize that the celebration was fraudulent. I was ready to receive my envelope with the bonus and celebrate with my teammates. It had been a long haul and the bonds were strong between us. As my wife and I headed to the car to go home that night, I held the envelope and a marble paperweight with the project name engraved on it. We got into the car and I opened the envelope. I wanted to show my wife what it meant to us financially. Instead of a nice big check as I expected, I found a gift certificate for $500 for local restaurants. After sixteen months of putting my wife and three year old son on the altar, I held a piece of paper that took just seconds to fill me with rage. The next day we presented the software application to the executives and they loved it. Little did they know that the entire presentation was nothing more than a sham. The project was not complete and it we had no idea when we would actually be finished. We had been told to lie to management. The $500, the engraved rock, and lying to my superiors broke my delusional state. For the first time, I realized I had failed. We all had failed. The expectations of the project were unrealistic. I had more than a "reduced sense" of effectiveness. I didn't feel like I had been effective at all. I was burned out. I worked for that company for seven more years, but never had the passion I was once had for my work there. I learned a hard lesson about life - work balance. For that, I am grateful. Now I have learned something new about that experience. My burnout was not caused by all the hours and personal sacrifice as I have believed for so many years. It was a result of feeling like I had not accomplished anything and that, in the end, it all became meaningless. Labels: Work/Life Balance posted at 11/29/2006 08:00:00 AM | 4 comments links to this post |
What is FMLA?Tuesday, November 28, 2006FMLA is The Family and Medical Leave Act of 1993. Those employers who are covered by this Act must grant eligible employees must grant an eligible employee up to a total of 12 workweeks of unpaid leave during any 12-month period for one or more of the following reasons: - for the birth and care of the newborn child of the employee; - for placement with the employee of a son or daughter for adoption or foster care; - to care for an immediate family member (spouse, child, or parent) with a serious health condition - to take medical leave when the employee is unable to work because of a serious health condition. Are you eligible? Here is the government's simple answer: (a) An "eligible employee" is an employee of a covered employer who: (1) Has been employed by the employer for at least 12 months, and (2) Has been employed for at least 1,250 hours of service during the 12-month period immediately preceding the commencement of the leave, and (3) Is employed at a worksite where 50 or more employees are employed by the employer within 75 miles of that worksite. (See Sec. 825.105(a) regarding employees who work outside the U.S.) (b) The 12 months an employee must have been employed by the employer need not be consecutive months. If an employee is maintained on the payroll for any part of a week, including any periods of paid or unpaid leave (sick, vacation) during which other benefits or compensation are provided by the employer (e.g., workers' compensation, group health plan benefits, etc.), the week counts as a week of employment. For purposes of determining whether intermittent/occasional/ casual employment qualifies as "at least 12 months," 52 weeks is deemed to be equal to 12 months. (c) Whether an employee has worked the minimum 1,250 hours of service is determined according to the principles established under the Fair Labor Standards Act (FLSA) for determining compensable hours of work (see 29 CFR Part 785). The determining factor is the number of hours an employee has worked for the employer within the meaning of the FLSA. The determination is not limited by methods of recordkeeping, or by compensation agreements that do not accurately reflect all of the hours an employee has worked for or been in service to the employer. Any accurate accounting of actual hours worked under FLSA's principles may be used. In the event an employer does not maintain an accurate record of hours worked by an employee, including for employees who are exempt from FLSA's requirement that a record be kept of their hours worked (e.g., bona fide executive, administrative, and professional employees as defined in FLSA Regulations, 29 CFR Part 541), the employer has the burden of showing that the employee has not worked the requisite hours. In the event the employer is unable to meet this burden the employee is deemed to have met this test. See also Sec. 825.500(f). For this purpose, full-time teachers (see Sec. 825.800 for definition) of an elementary or secondary school system, or institution of higher education, or other educational establishment or institution are deemed to meet the 1,250 hour test. An employer must be able to clearly demonstrate that such an employee did not work 1,250 hours during the previous 12 months in order to claim that the employee is not "eligible" for FMLA leave. (d) The determinations of whether an employee has worked for the employer for at least 1,250 hours in the past 12 months and has been employed by the employer for a total of at least 12 months must be made as of the date leave commences. If an employee notifies the employer of need for FMLA leave before the employee meets these eligibility criteria, the employer must either confirm the employee's eligibility based upon a projection that the employee will be eligible on the date leave would commence or must advise the employee when the eligibility requirement is met. If the employer confirms eligibility at the time the notice for leave is received, the employer may not subsequently challenge the employee's eligibility. In the latter case, if the employer does not advise the employee whether the employee is eligible as soon as practicable (i.e., two business days absent extenuating circumstances) after the date employee eligibility is determined, the employee will have satisfied the notice requirements and the notice of leave is considered current and outstanding until the employer does advise. If the employer fails to advise the employee whether the employee is eligible prior to the date the requested leave is to commence, the employee will be deemed eligible. The employer may not, then, deny the leave. Where the employee does not give notice of the need for leave more than two business days prior to commencing leave, the employee will be deemed to be eligible if the employer fails to advise the employee that the employee is not eligible within two business days of receiving the employee's notice. (e) The period prior to the FMLA's effective date must be considered in determining employee's eligibility. (f) Whether 50 employees are employed within 75 miles to ascertain an employee's eligibility for FMLA benefits is determined when the employee gives notice of the need for leave. Whether the leave is to be taken at one time or on an intermittent or reduced leave schedule basis, once an employee is determined eligible in response to that notice of the need for leave, the employee's eligibility is not affected by any subsequent change in the number of employees employed at or within 75 miles of the employee's worksite, for that specific notice of the need for leave. Similarly, an employer may not terminate employee leave that has already started if the employee-count drops below 50. For example, if an employer employs 60 employees in August, but expects that the number of employees will drop to 40 in December, the employer must grant FMLA benefits to an otherwise eligible employee who gives notice of the need for leave in August for a period of leave to begin in December. [60 FR 2237, Jan. 6, 1995; 60 FR 16383, Mar. 30, 1995] posted at 11/28/2006 08:00:00 AM | 0 comments links to this post |
Is It Better to Earn a Salary or Get Paid by the Hour?Monday, November 27, 2006Do you know whether you are exempt or non-exempt? The Fair Labor Standards Act (FLSA) mandates that you are designated as an exempt or non-exempt employee; however, the rules and regulations only apply to non-exempt. Here is the difference: If you are exempt: - not bound by minimum wage - not bound by overtime rules that govern non-exempt employees - you get a salary, not hourly wage - could work 40, 55 or 80 hours (no overtime) - FMLA - Can collect unemployment If you are non-exempt: - Must be paid at least minimum wage for up to 40 hours - Paid overtime of at least time and a half after 40 hours - Only work hours assigned - paid for each hour worked - FMLA - Can collect unemployment Although exempt employees typically make more money, they often work long hours. Here is an example: Non exempt employee makes $15 an hour. He works on average 60 hours a week. He makes $600 for the 40 hours and $440 for the extra 20 hours, which is $1040.00 or $54,800 annually. Without the overtime, he would make $31,200; however with it his hourly rate averages out at $26 an hour. An exempt employee working an average of 60 hours per week earns $54,800 annually, but is not paid for the 20 extra hours. So what is his hourly rate? $26 right? That would be right if you didn't count the 20 extra hours worked, which is what most exempt employees do. If we factor in the overtime that is not paid, he is actually making $17, $9 less than the non-exempt. Realistically, many employers watch non-exempt overtime. In this example, the non-exempt employee would not likely average $54,000 every year. His annual earned income is always based on hours he works, especially overtime. On the other hand, I know many exempt employees that work more than 60 hours every week. My word of caution to exempt and non-exempt employees is "watch your hours." posted at 11/27/2006 08:00:00 AM | 2 comments links to this post |
Black Friday Sales Online TODAYThursday, November 23, 2006Check out the sales that are online today! The best deal I have found is at Amazon:  Get an xBox 360 Core for $100 Other deals to check out:
posted at 11/23/2006 07:57:00 AM | 1 comments links to this post |
Black Friday StrategyWednesday, November 22, 2006Here are the "secret" Best Buy items that will be available on Friday when they open the doors at 5:00 a.m. Yes, 5:00 a.m. 
It gets better. At 4:00 a.m. they are handing out tickets for these items, starting at the front of the line. If you get a ticket, you are guaranteed that item until 12:00 p.m. All of this sounds great, except for one thing. How early are people going to start forming the line? I have read reports that the Best Buy lines can start Thanksgiving night. I am not sure I am one of those people that can wait all night in a line to save a couple hundred bucks. Yet, I am after the kill, so it is intriguing. I am looking at other less popular Black Friday destinations, like Stapes and Office Depot. They may have treasures that I can actually bring home without freezing all night. Stay tuned. posted at 11/22/2006 08:00:00 AM | 1 comments links to this post |
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Getting ready For Black FridayFriday, November 17, 2006Every year I am one of the crazed shoppers who ventures out early on Black Friday to hunt down the bargains. Each store has their "really good" deals and then a myriad of useless stuff priced so low that people feel compelled to buy them. Last year, I put together a plan of attack. It was moderately successful. This year I have been checking a website dedicated to broadcasting the latest information on the Black Friday deals. They have produced the actual ads that will appear in the papers in the form of a PDF file. Why do I put myself through 45 minute lines, traffic that doesn't move, and crazed shoppers ready to do what it takes to get to the front of the line? It is like going hunting, I guess. I do not hunt for deer, small game, etc. So, I go hunting for the ultimate bargain of the year. Figuing out the system and strategically focusing on the best deals is the name of the game. There are many deceptive coupon deals, especially in electronics. The Black Friday shopper must be on guard. Read the fine print. Perhaps this desire to go out in the cold and sometimes rainface thousands of rabid shoppers is the product of my childhood. I don't think so, but it really doesn't matter. I look forward to this day with great anticipation and I am not ashamed to admit it. For those of you, who share my passion, check this site out: http://bfads.net/adscans/ I will be sharing the deals I find throughout the weekend and next week. Have a great Friday before Black Friday! posted at 11/17/2006 06:00:00 PM | 3 comments links to this post |
CommitmentTuesday, November 14, 2006It is vital to understand commitment in the workplace. We all want people to do what they say. The lack of commitment creates more mistrust and chaos in the office than most people realize. There is a cultural problem with commitment. The lack of commitment can best be seen in the divorce rate. If we cannot commit to one of the most significant contracts in life, how can we expect to do better with anything else? The painter gives you a quote and says he will start next Monday. He doesn't show up and you can't even get him on the phone. A month later he starts the job. Do you believe that he will be committed to the rest of the job? Insurance companies tell us how protected we are with their services. When it comes time to use the service, you discover a myriad of things that are not covered fully. What you thought you bought was not what was delivered. There was no real commitment of service by the insurance company. I don't mean to pick on painters and insurance agents, but I think my point is obvious. We deal with lack of commitment on a daily basis. We get into situations where we do not even expect commitment. At work, when you tell your boss you are going to do something, you should do it. If you don't feel that you can commit - don't. It is hard for people to do this. We want to please. We want to make things happen. Sometimes our bosses make us feel like we can't say "no." Here is my rule: It is better not to commit than to commit and not deliver. More tomorrow. posted at 11/14/2006 06:00:00 PM | 0 comments links to this post |
The European Work WeekMonday, November 13, 2006According to the Federation of European Employers, most Europeans that are full-time work between 35 hours and 40 hours a week. In Spain and Sweden there are statutory limits of 40 hours. White collar workers put in less hours than blue collar workers, although the FedEE says that the gap is narrowing. It doesn't say which way. Are white collar workers putting in more time or blue collar putting in less time? For those of us in the states, the 48 hours a week maximum limit established by the EC Working Time Directive is something that is very foreign. Although I would not want our government to regulate work weeks, it would be a refreshing change to see better work/life balance in this country. The FedEE reports that as they "make further adjustments to account for short-term absence and the effects of the informal economy, a more realistic average of 43.7 hours emerges." 43.7 hours? How many exempt employees (full-time/salaried) work only 43.7 hours a week in the United States? All that being said, the FedEE goes on to conclude that "the adjusted figures for each country reveal that many employees work well in excess of 40 hours a week, even in countries such as France where hours are strictly regulated and the 35-hour basic week remains the standard." So, I wonder if there is really much difference in Europe versus the U.S after all. Work responsibly. posted at 11/13/2006 08:00:00 PM | 4 comments links to this post |
I Love FridaysFriday, November 10, 2006Water your plants, clear off your desk, and get out of the office a little early today. It has been a long week and you need to take in some fresh air. Fluorescent lights do not provide you with ample Vitamin D. You need sun light for that! Are you able to walk out of the office and leave the week behind? Can you accept the fact that all of the same problems that hit you in the face today will be there on Monday? So why ruin your weekend thinking about it? You need to let go of any remaining stress and pull out of the parking garage or ride the train "work-free." That means you do whatever it takes to get work out of you head. Clear your mind from the corporate pollution of the week and smile. Friday is my favorite day of the week. It is not because I do not like what I do, hate working or anything like that. It is the day when I get to turn the office lights off for the week and start to focus on real life - my family. Friday, I love you. posted at 11/10/2006 05:00:00 PM | 2 comments links to this post |
Work Smarter Not HarderMonday, November 06, 2006Have you ever heard someone in management say this? I have. Every time I hear it I have to stop from rolling my eyes. I think it is one of the most ridiculous things you can say to a workforce that is being asked to do more with less. For some reason we accept completely illogical ideas professionally. If we were asked to apply the same idea personally, we wouldn't even give it a thought. Here is my issue with the work smarter not harder. We do not work smart at all. Most companies are not even remotely set up for intelligent workflow. We have heavily guarded silos, self-imposed bottlenecks, politics, and a myriad of social issues. We are not hard-wired to work smart. So, how do we work smarter? We don't. We say we are working smarter while we work much harder. Our hours are longer, our personal time shorter. As we burn ourselves out, we smile and say "Work smarter, not harder!" If we were working smarter, we would be working less. Our work weeks should shorten to 35 hours. Our vacation time should increase. I am not working smarter, I am working hard. From time to time, I recalibrate and make sure that my priorities are aligned. I hope one day we all can worker smarter. We might live longer too! posted at 11/06/2006 08:00:00 PM | 1 comments links to this post |
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