Firstly, paying more to your workers is not an investment.
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This is obviously not a foolproof way to figure out what your co-workers make.
If you really want to organize your co-workers, protesting online is not the best way to do it.
The fringe must be available on the same terms to all employees, so it might not make sense to offer it if your business has nonfamily workers.
Simpson's tips for workers whose experience is seemingly irrelevant are similar to her advice for seeming unqualified workers: Make your past an asset, not a drawback.
Moreover, in most states you can require employees to work overtime, even weekends and holidays, provided that you pay your non-exempt employees the appropriate overtime wages. (Employees who are exempt as professionals, executives, administrators, and outside salespersons are not entitled to overtime compensation.) Weed out your unproductive employees and reward your hard workers with overtime pay when necessary.
If you are not sure and have the guts for it, issue a survey to co-workers and your hired resources.
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You do not have a right under the law to sue your company for making the excellent business decision to hire workers in India instead of New York City.
Vision breaks are not just important for your eyes - research at Cornell University in New York State has found that computer workers who take short breaks are more productive than those who don't take breaks.
Your goal should be to increase visibility, not to push any obvious agendas that can alienate co-workers.
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Workers own their policies, not employers, so if you leave a company, you take your policy with you.
But if not, make sure clearing your desk takes precedence over things like checking e-mails and chatting with co-workers in the morning.
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