The Benefit of Having Lazy Co-Workers on a Team - The Muse

The Benefit of Having Lazy Co-Workers on a Team - The MuseThe Benefit of Having Lazy Co-Workers on a Team Dating back to elementary school, my experience working in groups is sub-par at best. Im a get er done kind of person. So while I appreciate the concept of hearing others ideas, brainstorming, and collaborating with my team, Ive always struggled with the fact that a few unproductive team members got credit for my hard work. (Could that be what led me to choose a career focus that often allows me to put my head down and get my work done independently of others?)If you consider yourself an efficient, hard-working individual, you may know exactly what Im talking about. In an office full of smart and ambitious people, there are always, inevitably, a couple of lazy people, who, presumably, are mora than happy to take a backseat while you bust your butt to get the job done. My personal history combined with the fact that I tend to view idle co-workers with a skeptical eye means that fi ndings of a study reported by NYMag are potentially life-changing for me. Eisuke Hasegawa, a professor in Japan, studied ant colonies to see how the lazy ants impacted the overall dynamic of their colony. What she found is both surprising and encouraging Hasegawa revealed that when a colony had lazy ants, it actually helped contribute to the colonys long-term sustainability because they have a reserve workforce to replace the tired, actually hardworking ants when necessary.Since no one is 100% motivated all the time (seriously, its just not a thing), wouldnt it be highly advantageous to have the often indolent guys step up to the plate when the typically driven crew needs a break? If you believe that Hasegawa is onto something- that the work-shy people in your office will get things done when absolutely necessary- then you might be able to start rethinking how you operate, leading to a more satisfying workday.Maybe next time, instead of pulling an all-nighter- or pulling your hair o ut in deep frustration over your Instagram-obsessed co-workers abysmal work habits- you let go a little. See what happens when you turn it down a few notches. If the ants behavior is any indication, your lazy colleagues may be compelled to carry the suddenly heavy workload. I know if youre used to counting on yourself to tackle tasks and meet deadlines, it wont be an easy transition to trust that your colleagues will do their part, but its worth a shot if theres a chance itll lead to a more balanced work distribution on your team.

New CA Law May Force Employees to Use Up Paid Time Off Benefits

New CA Law May Force Employees to Use Up Paid Time Off BenefitsNew CA Law May Force Employees to Use Up Paid Time Off BenefitsAll employees look forward to taking a vacation once in a while, especially when they have accrued paid time off to use. Paid time off, or PTO, is also a major factor for employees accepting job offers from companies. The more generous the PTO, the more attractive a company can look to candidates who value work-life balance. Even though paid time off is currently not mandatory for employers to offer to their workers, most understand the importance of time off for a healthier and happier workforce. New employment law in California is shaking things up in terms of how employers can offer paid time off, and it could force employees to take time off even if they want to save PTO up. The Healthy Workplace, Healthy Families Act The Healthy Workplace, Healthy Families Act is a new paid leave law in the state of California that all employers must follow. The new law requires that all employers with at least one employee permit their employees to accrue sick leave at a defined rate of one hour per every 30 hours worked. Because of this new law, part-time and temporary workers are now covered. The states law took effect on January 1, 2015, but employees were not able to begin accruing sick time until July 1, 2015. The new law allows companies to cap accrual of sick leave at six daysbut does not require them to do so. The law also allows employees the chance to cap their use of sick days at three per year of employment but does not require it. Per the new law, employees can use sick time for the care, treatment, preventative care or diagnosis of a health condition for themselves or a family member. Family member is defined in the law as a parent, in-law, child, spouse, sibling, grandchild, grandparent, or registered domestic partner. Who is entitled to sick leave? Due to the new law, it is quite possible that many companies will need to re write their policies regarding sick leave and paid time off. Most companies only offer paid sick leave to full-time employees or ones who work a set number of hours per week. The new law requires companies to provide sick leave to employees who work 30 days or more in a year. This means that full-time, part-time, temporary, contract, seasonal and per-diem employees would be covered by the sick leave law if they meet the hourly requirements. Excessive Absenteeism Discipline Plenty of companies discipline their employees for excessive absenteeism. Others require employees to find replacements if they wish to use their sick time. This requirement will no longer be permitted under the new law. The law also makes it illegal for companies to suspend, discharge, or demote any employee for using their accrued sick leave. Notifying Employees of Policy Changes Since the new law will undoubtedly cause companies to change their policies for sick leave and paid time off, employees will need to be notified of any changes within seven days. The notice must be in writing. If a companys current policies mirror the requirements of the new law and nothing needs to be changed, written notice must still be sent to employees regarding the requirements of the new law in California. Issues with Seasonal Employees Issues are going to arise when it comes to the new law and seasonal employees. The new law states that if an employee leaves a company for any reason, and returns to work there within a year, all of their previously accrued sick time must be given back to them. The requirement becomes null and void if the employer allows the employee to cash out their accrued sick time at the end of their seasonal employment. If the employee only works 60 days, leaves and is rehired within one year, he or she will not begin accruing sick time until having worked another 30 days to meet the 90-day probationary period requirement. The bottom line here is that employers operating i n the state of California now have to offer sick leave to all employees who work at least 30 days in a year. Employees must use this paid time off throughout the year to ensure they dont miss out.

Know What Subleases Entail in Commercial Real Estate

Know What Subleases Entail in Commercial Real EstateKnow What Subleases Entail in Commercial Real EstateA sublease is a lease orrental agreement between a tenant who already holds a lease to a commercial space or property and another party- called the sublessee or subtenant- who wants to use part or all of that space. The tenant assigns or gives certain rights to the sublessee that he holds under the terms of his own original lease with the landlord. Who Pays the Rent A sublessee pays her rent to the original tenant, who is commonly called the sublessor. She may either share the rented space with the sublessor or take over the entire space from him. She doesnt pay her rent directly to the landlord. The sublessor remains legally responsible for the rent payments to the landlordunder the terms of the original lease. If the sublessee doesnt remit the rent, the sublessormust pay it out of his own pocket or risk violating the terms of the original lease. Its always a good idea to scre en your potential subtenant for this reason. Take a look at her credit report before entering into a sublease with her. Theres usually no rule that says a sublessor cant charge the sublessee more rent than he is currently paying to the landlord under the terms of his own lease, but state laws can vary, so check before you try to turn a profit on the arrangement. The Potential for Damages Likewise, the original tenant or sublessor would be legally responsible for the cost of repairs if the subtenant damages the property in some way, unless this eventuality is covered in the sublease. Even then, the sublessor remains responsible for the damage under his original contract or lease with the landlord if the subtenant defaults and refuses to pay up. A sublease doesnt supersede the original lease. Its more of a private arrangement between the sublessor and the sublessee. Assignable Rights A sublessor cannot legally assign rights toa sublessee that he doesnt already hold under the t erms of his own lease or rental arrangement with the landlord. For example, the leased space may be in a large complex with certain parking slots awarded to each tenant. The sublessor cant grant more parking slots than he has a right to under the terms of his original lease, although he is within his or her rights to give less. Landlord Approval A sublessor cannot sublet his premises unless he is permitted to do so according to the terms contained in his own lease. If the lease is silent with regard to subletting- it doesnt say that subletting is prohibited but it doesnt specifically allow it either- he can approach the landlord for permission and ideally get that permission in writing. Otherwise, its entirely possible that the landlord would have grounds for eviction, particularly if the sublessor has vacated the premises and turned it over entirely to the sublessee. In that case, the landlord would have an unknown third party in his property. Should he take legal steps to remo ve the sublessee from the premises, the sublessee might have legal recourse against the sublessor for entering into an insupportable agreement and assigning rights that he had no entitlement to assign. Some larger cities have ordinances in place that obligate landlords to accept subleases, but this can be more common with residential properties than with commercial properties. If youre thinking of entering into such an arrangement, consult with your landlord and possibly a local attorney. Subleasing can be a wise move in commercial real estate, but both the subleasee and the sublessor have to be aware of their rights and responsibilities under the law.