Re: Godaddy Employee Handbook
Anna Pybus
One of the ways that you can motivate your employees is by offering a performance bonus on a monthly or quarterly basis. Many employees will become more productive when they know that it will pay off with an extra reward.
Transit passes
If you work in an urban setting that requires your employees to use public transit systems, then you may want to provide them with transit passes so that they can travel to work for free.
Besides making sure that your business is compliant with all mandatory benefits and employment standards within Canada, there are best practices that you can use to create a compelling benefits package for your employees.
There are a lot of different insurance companies you can work with and it can be hard to choose. Step one is to make sure the features an insurance agency can provide will actually benefit your employees.
Besides providing the mandatory benefits that are required by law, there are many ways that you can create a better benefits package for your employees. You could pick from the full range of taxable benefits, or you could choose some cheaper perks that will please your employees without costing you a ton of money.
We have not seen any difficulty in hiring or retaining employees with these restrictions. Our priority is to maintain a secure and trusted marketplace and it is fairly standard for employees to sign an agreement that they will not speculate in the market in which they work. I think most applicants and employees understand the need for such agreements.
For many job seekers, the most attractive positions are ones that promise an ideal work-life balance. Without balance, the work-related stress that employees experience can impact their physical and mental health. Work-life balance programs in the office allow employees flexibility to manage both work and personal responsibilities. This is especially important for working parents and those with family obligations.
Since COVID-19 sent many workers home indefinitely, family-friendly programs have been more important than ever. After spending so much time around their family, employees are holding family time at an even higher value. Heading back into the office can hinder that time together, so implementing family-friendly workplace policies is essential.
Along with an increase in motivation and productivity, companies also see a higher retention rate of quality employees. After all, working parents who feel comfortable in their job are less likely to look for a new one.
Working parents at Salesforce benefit from family-friendly workplace policies such as telecommuting options, subsidized child care, and on-site medical care services. Additionally, the company offers employees up to 28 days of paid time off.
Making its way onto the 2021 Top Companies to Work for in Arizona list, Farmers Insurance strives to foster a family-friendly workplace. The national insurer group is known for its homeowners, automobile, small business and other insurance and financial service products, in addition to its family-friendly and employee-centric policies.
Farmers offers generous parental leave among other competitive employee benefits for eligible employees. For employees interested in growing their family through adoption, Farmers benefit offerings have also earned them recognition as an adoption-friendly employer. Farmers continues to prioritize cultivating a workplace that supports and empowers their people, including working parents.
Edward Jones was ranked by working parents as one of the top companies that support families in the workplace. Leadership at Edward Jones is passionate about providing employees with rewarding and fair career opportunities and benefits.
To start, Deloitte offers 16 weeks of paid family leave for every eligible employee to celebrate all that life has to offer, like a brand new baby. After this 16-week period, new parents have the opportunity to take an additional 10 weeks off at half-pay if they would like to.
Typically an employment contract would have a term that says something to the effect of "employee shall devote his full time effort to perform the duties he is directed to perform by employer in a satisfactory manner."
If the employee handbook says, "part of every employee's duties includes cleaning up his work area at the close of business each day, locking his file cabinets and shutting down his computer", this would typically simply be a definition of the duties of the employee which the employer reserved the right to change in the original employment contract, and not a unilateral change of contract.
On the other hand, if the employee handbook says, "vacation days may not be taken during December" when the employee's contract simply said that "you have ten vacation days per year", that might constitute a unilateral change of contract which might not be enforceable for an employee with a fixed term of employment who was not an employee at will, without additional consideration.
At American Express, they believe that the best way to back their customers is to back their people, which is why they have one of the best company cultures in Phoenix. Every employee is encouraged to take ownership of their leadership through The American Express Leadership Academy. This program that offers leadership development opportunities across the company from leading industry practitioners.
The company aims to create a culture of creativity and fun. Its vast team of talented individuals is united by the goal to innovate to better serve customers fearlessly. To support the growth mindset at GoDaddy, employees are empowered to take advantage of top-of-the-line training to expand their skill set and create lasting change.
These tech companies with the best company culture in Phoenix have a few things in common. Each invests in its employees to elicit the best performance. Their employees are trusted to be creative and produce work that excels the business because of strong values and company culture.
I have been using godaddy bookkeeping for 6 years now and will continue to use it. I tried quickbooks in the past but it's overly complicated for my needs. Godaddy bookkeeping works well for me for multiple etsy shops, stand alone site, paypal and amazon handmade. The only minor issue was couple years ago when they had some api issue with one specific fee from etsy not syncing properly but it did get fixed and they were great about emailing when it was fixed. Everything updated as it should once it was fixed. Also, my CPA approves and taxes are a breeze come tax time.
I've used quickbooks desktop for 8 years. And helped my dad with his business before that so I was used to it. There are parts of it I don't use or know how to but it suits my needs. It makes having employees very simple. Also it's a one time fee that can be used for 3 years so ends up much cheaper. Freshbooks is $180 a year, cheapest godaddy is $60 a year. Quickbooks was $200 and they make you buy a new version every 3 years.
An organization run by AI is not a futuristic concept. Such technology is already a part of many workplaces and will continue to shape the labor market and HR. Here's how employers and employees can successfully manage generative AI and other AI-powered systems.
In phishing tests, security and IT professionals create and send a mock e-mail to employees to help them identify malicious links that, if clicked, could cause workers to inadvertently leak sensitive data or invite damage to company systems.
"Helping employees learn to avoid costly and damaging phishing attacks, through training and internal phishing tests, is vital in protecting a business," said Clark Collett, creative manager for learning and development at ESET North America, an Internet security software firm in San Diego.
Recently published research, however, found that some common phishing tactics, such as dangling financial perks or bonuses as a lure or unfairly tricking employees and then shaming them, can do more harm than good.
He cited the example of website hosting company GoDaddy sending its employees an e-mail offering a link to a $650 holiday bonus. But the e-mail was a phishing test. Those who opened the link were rewarded with additional training instead of the expected cash.
Another approach that may frustrate employees is mimicking work communications and practices with minor phishing clues hidden in the document or e-mail, and then penalizing people for not catching the clues, Wright said.
"The problem is when the objective of the IT security department is not providing a learning opportunity but rather tricking the employees and then shaming them when they get it wrong," he said. "Unfortunately, there are too many examples of the 'stick instead of the carrot' approach."
"That said," explained Tony Anscombe, chief security evangelist at ESET, "the tests should be fair and have similar 'tells' that an employee could spot in a phishing e-mail, such as links that have a suspicious URL when you hover over them, or senders claiming to be someone from a particular company but mailing from a different domain. Trying to trick an employee into clicking on links or providing information in ways that a cybercriminal could never achieve should be avoided."
Collett said cybersecurity training "should be engaging and impactful in order to change behavior, but it should not be belittling or heavy-handed. If the tone of the training is positive, reinforcing and fun, the employee will feel enlightened instead of chastised."
On the other hand, Collett cautioned that phishing and social engineering scams are typically aimed at individuals, not teams, so it's important that an employee demonstrates an ability to independently avoid risky actions. "Discussions and live training, however, can benefit from being done as a team so that everyone can learn from each other," he said.
Encourage, don't embarrass. Wright said employers need to foster a culture of information sharing rather than embarrass employees who click on the wrong link. "Outcomes of phishing tests can often be punitive," he said. "For example, we know of one organization that gives a rubber chicken to people that get caught. Instead of awarding a rubber chicken for failing a phishing test, recognizing employees with a free coffee for correctly reporting the test to IT security and alerting their team can win buy-in for the importance of the task at hand."
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