Should You Be Able to Charge Your Company for Your Dress Shoes?

Employment expert discusses the hidden costs of employment 

Presently, teachers are greatly concerned about possibly losing the ability to deduct for the classroom supplies they purchase out of pocket. No matter what side of the aisle you’re on, it raises an important topic that is rarely discussed: The amount of money it costs to keep your current job.

Rob Wilson, employment trends expert and President of Employco USA, says, “There are many costs associated with working that people don’t always consider. Yet, it’s crucial to factor in these expenditures in order to ascertain if your job is worth what you are putting in.”

Here, Wilson explains some of these hidden costs.

“One of the most obvious is the cost of commuting. This includes not just gas money, but also parking, tolls, and fees associated with your car’s upkeep. Driving to and from work each day is hard on your car, especially when it comes to extreme weather and idling in traffic. In fact, sitting in stop-and-go traffic can actually be very harmful to your vehicle.”

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How Office Parties Need to Change After #MeToo

H.R. expert explains how Weinstein, Spacey and Lauer can impact our holiday festivities

After America’s perennial nice guy Matt Lauer was accused of sexual misconduct in the workplace, many people were left shocked. His name is just one of many in the ever-growing pile of powerful men who have been disgraced after their egregious (and sometimes criminal) behavior was brought to light by their female colleagues.

And now, many H.R. experts are saying massive changes need to take place in American workplaces if companies want to protect their employees and their reputation as a safe place to work, especially as it relates to office parties around the holidays.

“We need to be very careful around our choices this holiday season,” says Rob Wilson, H.R. expert and President of Employco USA. “As the #MeToo campaign proved, it would behoove us all to take a closer look at our behavior towards women in the workplace and beyond.”

So, what does Wilson recommend?

First, he says, no booze at the holiday party. “I know this is not going to be well-received by every employee, but the reality is that alcohol is a match which can ignite a powder-keg. You can still serve festive ‘mocktails,’ or serve coffee, cider and cocoa. Better yet, have your party early in the day, such as at brunch. People won’t be as likely to expect alcohol or a ‘wild’ atmosphere.”

Second, he advises that companies need to be careful when wording their dress code policy. “In the light of these sexual assault accusations, many people have blamed the victims and suggested that they invited the attention due to their dress or appearance. This has created a tricky line for employers to walk: You want to require appropriate clothing at your holiday party, but you also don’t want to contribute to such victim-blaming. Hence, when wording your dress code policies make sure to focus on your employees dressing professionally rather than modestly. The goal is not to police women’s bodies or suggest they mustn’t lead men astray, but to create a workplace in which every person is dressed appropriately for their position and title.”

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