Do You Need a Talented Temp On-Site or a Virtual Assistant?

Please review the following questions to determine if my services would help you in achieving your business and project goals, and meeting or beating your client deadlines.

 

 

 

 

 

 

 

 

  • Are you finding yourself staying late to complete projects? Eating ‘fast food’ at your desk, and working weekends?
  • Do you keep a ‘to do’ list that just keeps growing, because you find you have to add to it daily?
  • Is your website or blog consistently ‘up-to-date’ with accurate and ‘on brand’ data?
  • Are you actively engaged with all your social networking accounts; attracting your contacts with daily posts, comments, and news or important announcements?
  • Do you have ‘assigned staff’ on hand to take care of all of your social media marketing and networking needs?
  • Could you benefit from having an extra set of eyes, and pair of hands to help you get back on top of things?
  • Are your current staffing levels sufficient to help you with all that you have to do?
  • Do you have proactive and skilled support staff available to you, willing and able to help you?
  • Are you working with complex documents that need advanced formatting edits before client delivery, but don’t quite have the skills required, or know the fastest way to go about it?
  • Are you feeling overwhelmed with your day-to-day tasks – not enough hours in the day?
  • Do you have a professional and reliable contact to call upon when you need a little extra help on your projects?
  • Do you have a tight staffing budget that does not support hiring a Temp through Personnel Agencies, due to the associated high fees?
  • Are you, or is your firm interested in ‘cost-effective’ administrative assistance, with no employee benefit costs attached?

If you answered YES to ANY of the questions above, you would most definitely benefit from having the services of A Talented Temp at your disposal.

If you would like to explore areas that I can clearly help you with, please contact me directly via phone or email, and feel free to connect with me through your preferred social networking service as well.

Thank You!

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CANADA: Fed Government Shows Pliability: Flexible Work Arrangements (‘FWA’) on Table (Part 2 of 2)

As promised, here is the balance of my article on FWAs for your information and feedback.

I sincerely hope you will take a few moments out of your busy schedule to take part and share your thoughts in the online survey or via other methods as outlined below by June 30, 2016.

Assuming the right to request an FWA is created, the federal government also wants to discuss how to promote employees’ exercise of the right, and monitor employers’ responses to such requests, including penalizing non-compliant employers. Some proposed ideas include:

  • awards for good workplace practices;
  • an anonymous complaints process;
  • employer self-audits;
  • third-party complaint procedure, such as a ombudsperson;
  • joint employer-employee committees for alternative dispute resolution; and
  • monetary penalties and/or public disclosure of information of non-compliant employers, or for employer retaliation against the exercise of such right.

WHAT DOES THIS MEAN FOR EMPLOYERS?

Accommodating an employee’s request for an FWA will likely result in employers having to adapt or change their workplace structure and/or practices. Doing so may also impose additional costs on the employer, such as having to provide the necessary technology and cloud storage capacity for employees working remotely or hiring replacement staff or paying overtime staff to cover employees who are working part-time or taking leaves. In addition, if an appeal or complaints process is imposed with these amendments, the lack of jurisprudence on this issue is also a cause for concern.

Please Note: With these federal changes in the works, amendments to provincial and territorial labour and employment legislation may also be on the horizon.

PLEASE LEND YOUR VOICE TO THIS IMPORTANT DISCUSSION

The federal government has published a paper with a series of questions to generate discussion on the issue of the right to request FWAs.

WE HAVE UNTIL JUNE 30, 2016, TO PARTICIPATE IN AN ONLINE SURVEY, EMAIL, TELEPHONE, TWITTER VIA #FLEXIBLEWORK, OR BY MAIL.

1 fed govt flex workhttps://www.liberal.ca/files/2015/10/New-plan-for-a-strong-middle-class.pdf

 

 

 

 

 

 

 

 

Supporting Article Research Sources: Mondaq, McMillan LLP

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CANADA: Fed Government Shows Pliability: Flexible Work Arrangements (‘FWA’) on Table (Part 1 of 2)

Flexible Work Infographic

As we all know, flexible work is and has been a trending topic worldwide for some time. As a matter of fact, France recently introduced new legislation that gives employees the right to disconnect from business emails after work hours.

Last year, the city of Gothenburg in Sweden announced a trial switch to a 6-hour work day for its public services institutions, such as retirement homes and hospitals.

According to a 2015 survey of 8000 employers and employees from small and medium-sized business, public sector organizations, and multinational companies in 10 countries, the results were significant and positive:

  • 75% of the organizations surveyed now have flexible work policies, allowing employees to vary their hours, and work from home; and
  • 83% out of those organizations have witnessed an increase in productivity; and
  • 61% report a boost in profits; and
  • 58% say their company profile has been positively affected.

In Canada, the federal government pledged1 to amend the Canada Labour Code to allow federally regulated workers to formally request flexible work arrangements (FWAs) from their employers.

To that end, Employment and Social Development Canada has recently commenced a public consultation to explore how to implement the right to requesting FWAs. Please click on the red link above to learn more, and join in.

WHAT IS AN FWA?

The federal government defines FWAs as “alternative arrangements to the traditional working week” and can take on many forms, including both temporary and permanent.

A FWA may allow an employee to alter (a) his or her work schedule, (b) the number of hours worked, (c) the location where work is performed, (d) when he or she takes vacation, or (e) to take leaves to meet family or other personal obligations.

WHAT IS THE PROPOSED RIGHT TO REQUEST AN FWA?

The proposed right to request an FWA would be a statutory right that entitles an employee to formally request an FWA from his or her employer. When the employee submits a formal request, the employer would be required to consider and make a decision about the request within a set time frame.

Should the employer deny the request, it must give reasons for the denial. The right would likely include protections for employees against dismissal or other forms of employer retaliation for exercising this right.

WHAT WILL THE PUBLIC CONSULTATION CONSIDER?

To help craft this legislation, Canada is looking to examples set by Australia, New Zealand, Sweden, the U.K., and certain areas of the U.S., to get an idea of what mechanisms were required in order for the regime to work.

For example, in the U.K., an employee’s right to request is contingent upon a minimum of 6-months employment with the firm, and the employer must respond to the request within 90 days, versus Australia, which requires a response in just 21 days.

In New Zealand, each employee was initially limited to a maximum 1 request per calendar year, however, this has since changed to an unlimited number since 2015.

Other aspects of the statutory regime to consider include:

  • what sort of information should the employee provide in the request;
  • on what grounds may an employer decline a request;
  • should an employee have a right to appeal or complain if she or he thinks the employer unreasonably denied a request; and
  • how should an employee be compensated, or what penalties should be imposed on the employer if the complaint is well-founded.

Part 2 of 2 to follow shortly

Supporting Article Research Sources: Mondaq, McMillan LLP

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Meeting Client Needs: Virtual Office Assistants and Freelance Contractors

VOA Graphic Growing Trend

THE USE OF VIRTUAL OFFICE ASSISTANTS IS A GROWING TREND…

We are all aware of the state of affairs with our current economies, job markets, and the painfully slow recovery process.

Aside from significant transactions in mergers and acquisitions over the past year or so, there is much `re-inventing` going on, in the hopes of achieving the elusive unprecedented success buyers feel await them, as new operators of their chosen business mechanism.

This presents the perfect opportunity for companies to use the services of temporary staffing agencies, Virtual Office Assistants, or Freelance Contractors that are not so emotionally attached to the company/employee relationship.

Firms have warmed to the idea of taking advantage of the obvious benefits attached to using Freelance Contractors, and, perhaps more so, Virtual Office Assistants, which is a market that is growing exponentially on a global scale.

My point is simply this: In using the services of a Freelance Contractor or qualified Virtual Office Assistant:

  • firms receive savings that are immediately realized;
  • benefits are not payable;
  • office space is not necessarily required;
  • the firm laptop is not required;
  • no Staffing Agency fees to pay, nor taxes;
  • ‘given’ – you are dealing with a skilled and respected business professional;
  • current and previous client references supplied; readily checked and verified; and
  • opportunities for free services do exist.

Given our economic conditions, small businesses, as history illustrates, is once again leading the way in our global economies. The majority of small business operations, particularly the single party operations, are women. The strength and success of this group of women have been acknowledged for several years, and I am happy to report, continues to do so today.

Freelance Contractors and Virtual Office Assistants are all ex-employees of firms in any given industry. I believe this group of professionals can, and do, add value for their clients. It is not just the obvious cost savings; there is something far more personal and sophisticated in their client relationships.

It is generally acknowledged that Freelance Contractors and Virtual Office Assistants are professionals with many years of business experience behind them within a diverse group of industries and cultures. This fact alone should attract both small and medium-sized businesses to use their services.

As a Virtual/On-site Assistant, I believe it is in the best interests of firms to hire this group of professionals; perhaps on a significant ‘project basis’, versus taking on the responsibility, liability, training, and expense of permanent, full-time staffing.

As long as project direction and instruction are clearly communicated and reinforced with action, there is no rationale that might support a ‘Virtual Office Assistant’ as not capable to fully fulfill or surpass the desires of their clients in a most professional, skilled, and timely manner.

Any good business, particularly Virtual Office Assistants, will guarantee their client the delivery of professional services in the timeline requested by the client, or the work is FREE of charge. That should be standard practice, and certainly a reasonable expectation for any prospective client.

Please contact me for further information and discussion on the services that I will supply your firm. I guarantee my work and can assure you of service excellence. I would not position myself to deliver anything less, as my continued success and reputation depend on it.

I enjoy supplying firms with added-value services, which include; research, the provision of potential revenue producing opportunities, and competitive intelligence if requested.

As your Virtual or On-site Office Assistant, I will make positive contributions to your firm, if only on a temporary, or one-off project basis.

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