Twitter Jobs Now Offer a Record Setting Paid Parental Leave

Parental leave is technically a basic human and citizen right, but its paid forms are becoming more and more of a luxury in the current work field. It usually falls on employers whether they want to offer an extended paid parental leave, and since many small and medium companies are already struggling to survive on the harsh market, very few of them are generous in this department. [Read more…]

Employer Sponsored Health Insurance Now Includes Spousal Surcharge

The paradise of employer sponsored health insurance for otherwise insured spouses is reaching its end. If up until this moment, the spouse of a well-insured person was happy to enjoy some of the benefits which came from their partner’s health insurance, this won’t be such an affordable option anymore. The newest healthcare trends in the world of insurance business are moving towards making employers refuse to extend their insurance plans to their employee’s spouses, due to a new spousal surcharge. [Read more…]

Investment 101: Using a ROI Calculator and ROI Formula

Are you interested into trying your hand to some small-scale investments of your personal finances? That’s a wonderful way to expand your portfolio and personal expanses. Even higher education facilities such as the Harvey Mudd college offer ROI for their students and investors. First of all, you should know that’s a very good idea, since your personal earnings can only get you so far. Second of all, the world of investments may seem a little intimidating at first if you’re a beginner, but we will walk you through the basics of what you need to know. Today’s post will give you all the required details about the return on investment (ROI), the ROI formula and all you need to know about using a ROI calculator. [Read more…]

Harvey Mudd College Has Highest College Return on Investment

A recent Payscale article about the top college ROI rate among our nation’s universities ranks Harvey Mudd College as first first place. The ROI (or college return on investment) rate basically serves as an index on how worthwhile college debt is based on typical earnings following graduation. On average, Harvey Mudd offers the most lucrative degrees in higher education. That means that following graduation from most degrees or programs offered at this school (they also possess a graduation rate of 91%), graduates should expect to earn a high enough wage to be able to pay back college debt quickly while still enjoying a comfortable life style. [Read more…]

The Switch Employment App is the New Tinder for Job Hunters


The job recruitment process is about to get a lot easier with Switch, the new employment app that allows employers to review candidates a lot faster and simply swipe right if they’d like to connect with them. The prospective job candidates need to swipe right as well if they’re interested in the job, so the process really works both ways, just like Tinder does for the dating scene. This iOS mobile app also guarantees the user’s anonymity until they decide to connect with the user on the other end of the line. All in all, this just might succeed in changing the employment application process considerably. Let’s take a look at how Switch works and how it could impact employers and prospective employees. [Read more…]

PA State Senators Announce Bill to Stop Paid Sick Leave

Last year, a research group based out of Philadelphia studied the effects of paid sick leave on company productivity and cost efficiency. Their conclusion was resolute and definite: paid sick leave is a must for almost all companies. This research study has been made all the more poignant with the President’s recent state of the Union address earlier this week. No evidence exists to prove that paid sick leave decreases productivity scores for either individual employees or enterprises. In fact, mounting evidence increasingly shows that the opposite is true. However, two misguided state senators from the very same state, Pennsylvania, continue to argue against this clear, scientific evidence. Senators John Eichelberger, R for Blair/Huntington/Fulton/Franklin/Cumberland counties and Lisa Boscola, D for Lehigh/Northampton counties have announced their plans to introduce a state paid sick leave law that would explicitly prohibit local authorities to pass ordinances on the matter. Our new post will examine sick leave as a whole and how these PA State Senators Announce Bill to Stop Paid Sick Leave.

The Pennsylvania Case Against Paid Sick Leave

At the time that we wrote this article, per the recommendations from the aforementioned researchers, Philadelphia planned to implement mandatory paid sick leave. However, the bill announced by the two Senators would maintain and complicate the status quo. Currently, paid sick leave in Pennsylvania and all of its municipalities lies in the hands of employers. They can choose to award it or not on the grounds of suspicion of sick leave abuse.

Remuneration for sick leave recently became an issue of growing concern in the United States as of late. Numerous workers’ rights advocacy groups maintained the argument that the adoption of a pro-paid sick leave law is necessary for the rights of employees across the country. They argue that not passing these laws could cause serious public health risks for the population at large. Understandably, few workers would willingly choose to lose their wage for a day and show up for work instead. Working while sick puts all of their colleagues at risk. The research study found that a lack of paid sick leave caused many employers to lose productivity in the long run. Current laws in this country allow for discrepancies between cities. Some employees fear that a business may relocate to a city where paid sick leave is not mandatory, thus causing the original city to lose a percentage of tax base and witness an economic downturn. Once again, the research study found that this view was more of a myth. Plenty of liberal cities which force employers to pay for sick leave (such as San Francisco) continue to retain companies and attract increasing business.

Paid Sick LeaveWe could easy to extrapolate the above situation to the national level. If one state makes sick leave compulsory and another one doesn’t, as is the case with Pennsylvania, will the economy of the state with the humanitarian legislation lose a percentage of tax revenue. The announced bill from Eichelberger and Boscola would prevent legislation which forces employers to pay for sick leave (excluding the items already covered by the Pennsylvania labor law). Under this law, any city that tries to pass laws enforcing paid leave would be effectively struck down by this state law. Ten U.S. states have already passed laws against paid sick leave. Most of these state only offer a minimum protection to their workers. Of course, Pennsylvania readers who oppose the two senators’ legislative initiative can always express their dissent with the upcoming bill by voting both Eichelberger and Boscola out of office next election. State elections in Pennsylvania are always direct elections. And, if you feel that these two haven’t represented your best interests, you would be well within your rights to take their jobs away from them.

Does Paid Sick Leave Really Hurt Employers?

Not much evidence exists to support the claim that paying for sick leave hampers productivity or causes unwarranted expenses. In fact, mounting evidence points to the opposite: paying workers for their time off to recover is important for both the employee and the employer. A Bell Policy Center report shows that, in the long run, employers stand to save quite a bit of money by remunerating workers for the time they spend at home recuperating from an illness. Employers may save money in the short term by not paying for sick leave. But, when that employee shows up to work and spreads the influenza to the rest of your staff, productivity inevitably decreases. The same poll shows that over 70 percent of San Francisco-based employers saw no negative effects (or negligible negative effects) stemming from the application of the local law to enforce paid sick leave. Conversely, employees in this area gained an invaluable tool to protect them from abuse at the hands of their employers.

The sole argument made against companies paying for sick leave is that some workers may feign illness in order to stay at home and collect a paycheck. Not only has this turned out to be a marginal phenomenon, but paying for sick leave has been shown to maintain normal productivity levels throughout the course of a year.

Do Public or Private Executives Earn a Higher Salary?

Our economy experienced some extremely difficult times these last few years. People seeking employment in competitive job markets must do everything they can to keep their options open. At the moment, many career opportunities exist in both the public and private sector; however, the private sector appears to be losing popularity in the job market more recently. We can attribute this loss to the non-wage incentives offered by public sector employers to executive level employees. But, do public or private executives earn a higher salary?

Before we examine the differences between private and public executive level earnings, let’s define the two industries. Public sector employees usually serve as part of the government or a government agency. Private sector jobs are generally associated with the business world (example: business owners, organizations, independent corporations, etc.)

At the moment, federal and provincial governments continue to struggle with deficits. These agencies seek solutions to halt excessive spending. More and more employees show interest in learning how wages (and non-wage benefits) compare between employment in the private sector and the public sector. Who has the higher salary between these two?While some may view a job’s payscale  as the sole factor indicative of a job’s worth, we believe that many other benefits should be considered (such as medical insurance, days off, incentives etc.)

Both public and private executive level employees face their own challenges when it comes to compensation and work benefits. Public sector employees’ salaries cannot compare to those of Chief Executive officers in the corporate world. PayScale discovered some interesting facts about the difference in public and private earnings for CEOs and their employees. This chart portrays the differences in salary. It also draws attention to the unpredictable nature of these salaries.

“Average pay levels vary between the public and private sectors because of the different jobs and characteristics of the people within each sector” – Source:

Each sector of employment presents its own unique set of challenges. This means that executive compensation greatly varies according to size, age, and profit of the business. The public sector may suit your friend’s professional interests. That doesn’t mean that it will also benefit you. Furthermore, many executive salaries are not made available to the public. This lack of transparency creates challenges to accuracy.

Public versus Private Sector

According to a study conducted by, CEO payment in both the private and public sectors continues to rise while employee salaries remain the same. James F. Reda also conducted a study on Private vs. Public Total Compensation. According to his findings, privately-held companies usually approach compensation differently than public companies. In other words, compensation philosophies differ vastly.

Public companies focus more on financial rewards, while public sectors provide employees with more benefits (like better medical access, education, equity, long-term retirement incentives, or insurance). Another thing to consider is the major difference between the roles of a CEO in a private company to that of one from the public sector. The following report (from Jfreda) shows a private CEO’s pay as a percentage of a public CEO’s compensation plan:

From the perspective of total compensation, this factor is not an equivalent measure. Different private companies offer their own benefits packages which include more than just financial bonuses. The industry with the highest salary is not the most important factor for drawing employment from the job market.

“On average, chief executives likely earn more, and first-line supervisors probably earn less than mid-level managers.” – Source:

Pursuing an Executive Level Job

The road to becoming a CEO is similar for both private and public sector. A certain blueprint exists that all employees must follow in order to obtain this title. First of all, you must distinguish yourself from the rest of the employees with the help of strong leadership skills, unique personality traits, and unusual talents. Secondly, you must obtain the proper level of education for the position. While no laws exist stipulating that CEOs must possess college education, very few CEOs in the US don’t possess a bachelor’s degree. Experience is vital as well. Of course, this experience must be pertinent to the company’s field and the position.

Wrapping Up:

The report clearly shows that private sector employment is decreasing due to the effects of the 2007 recession. Also, the public sector now consists of larger organizations whose employees earn slightly more compensation than employees of smaller organizations. A report from 2013 demonstrates that public sector workers earn an average of 13% more than private sector employees and CEOs once you factor in the additional benefits. However, on average, private sector CEOs earn more compensation than their public sector counterparts. Employees and potential executives are being attracted to these industries due to the stability and compensation philosophy of public sector jobs.


5 Reasons Why You Should Opt for Flexible Work Hours

In this ever changing working world, being present in a physical work location seems to matter less and less. Last year’s statistics showed that a powerful global trend of switching from the traditional working hours to flexible working opportunities with Generation Y employees openly asking for flexi time rather than for higher pay. Earlier this year, an article on Blogging4Jobs emphasized the fact that even company managers perfered this shift in work hours. Companies created more and more remote teams, offered more flexible work hours, and choose technology to virtually lead their companies. Additionally, technology was used to keep in touch with everybody and measure results. The focus of employers has shifted from higher pay and promotions towards keeping employees happy, engaged, and support so that they may deliver the best results.

This is why recent data show that almost 15 millions of Americans have chosen flexible working hours over traditional working schedules. When they deliver the results is crucial but where they deliver them from doesn’t matter anymore. So if you are being seduced by the perspective of working from home as part of a new remote team, but you’re still bound to your traditional ways of going to the office no matter what, here are five reasons why you should opt for flexible working hours.

1. Flexible Work Hours Offer a Better Balance Between Professional and Personal Life

This is the big drama everybody complains about: in truth, work hours aren’t limited from 9 to 5. People have complained about work cutting in to their personal lives for years as they are almost suffocated by their jobs. Many people who chose flexible work hours do so they may gain more time for themselves and for their families.

2. Flexible Work Hours Relieve Workplace Stress

It’s good to go to work every day. Sometimes it can be also be fun. But, choosing flexible working hours means not having to endure annoying coworkers face to face anymore. You won’t have your boss coming up from behind you three times a day. The shenanigans of daily morning/evening nerve breaking traffic, interminable face-to-face meetings and those dead moments in a day when there is little or no work to be done aren’t there either. Working in remote teams that stay connected through technology means efficiency and time management are of essence. While you can be a rock-star programmer working from home, nobody will have a clue that you deliver incredible results wearing only pajamas.

3. Flexible Work Hours Will Give You Your Own Rhythm

Some people hate the drudgery of having to wake up and work in the morning. Others fail at almost everything they do when having to work after the lunch hours. This kind of flexibility will allow you to find your own working rhythm. If you are a morning person, finishing your daily tasks at lunch allows you to go to the gym, take the kids from school or even cook dinner for the whole family. If you’re more productive at night, you won’t have a manager scolding you for being late again in the morning.

4. Flexible Work Hours Allow You To Engage in Your Favorite Activities Once More

Flexible work hours basically buy you time for everything you want to do. Be it arts and crafts hobbies, sports, writing, watching movies or playing with the dog in the back yard; as long as you deliver your results in due time with due proficiency, nobody will question your choice of going to those dancing lessons three times a week starting at four o’clock in the afternoon. And because you set your own time limits, you can also go to those medical check-ups you have postponed for far too long.

5. You may get an extra freelance job

You can do everything you want on the side, provided you’re committed to your company and you give 110% to your job. But in those extra free hours you can start getting involved in personal side projects which can monetize at some point. Or, you could even learn new things.

There are even more good reasons for choosing flexible working hours. Before that, be sure you are aware of all the drawbacks this choice entails. Test yourself to see if you’re up to it.

3 Mistakes Made by The HR Manager You Should Try to Put a Stop To

Sometimes it seems that the HR world and the employee world are completely different and opposing sides, even if they meed daily in the company’s offices. There are tons of literature addressing HR specialists and a double amount of data addressing the employees, and yet it seems that this information doesn’t correlate and doesn’t make things better. A recent article published by HR News Daily speaks about 7 capital sins any good HR manager should avoid making and today we will take a look at these mistakes made by the HR manager and try interpreting them from the employee’s point of view, as if the said manager unknowingly keeps doing those mistakes, it’s your task to put a stop to them, for your own benefit.

1. The HR manager makes performance evaluations only once a year

And what’s it to you, you may ask, as nobody likes these evaluations anyway, nobody wants them and everybody fears them. Your benefit from multiple and repeated evaluations throughout a year comes from the fact that if you are a talented employee, your results contributed to the company’s overall performance and you had some good ideas to push the company forward, the HR manager should know about these achievements and evaluate talent, skills, development and engagement. And these evaluations are not only good for you, but for the company as well. Don’t be afraid to ask for more than just an evaluation a year (unless you’re the sloppy one in the bunch running away every time annual performance assessment comes to town).

2. The HR manager plays the role of the monster under the bed and the unforgiving deity all at once

Good HR strategies involve communication, transparent exchange of facts, openness, reliable feed-back and so on. Bad, sinful HR strategies can be narrowed down to the HR manager coming over the employees like a hawk, delivering a monologue about everything that is going bad and should be improved, placing some threats, bashing people around and instilling fear in the hearts of the innocents. That’s why nobody likes the HR people. If this is the case in your company, you should take a stand and openly talk about all these problems. The HR manager is there to nurture talent, support the people in doing things better, to communicate with the employees, listen to them and find solutions to all the issues. Playing the power card is one of the biggest mistakes made by the HR manager and you should try to put a stop to, not by complaining around, but by constructively making points backed up by facts, figures and other companies’ examples.

3. The HR manager takes rumors and gossip into account when evaluating

Now this one is one of the worst mistakes made by the HR manager and you should proactively try to draw their attention over this harmful attitude and behavior. The HR manager’s role is to support the human resources, to back them up, find improvement means for their performance and work to build and maintain the employees’ engagement towards the company. Hearing that John from Accountants is lazy and does a poor job should be not enough to take actions against John. Rumors and gossip are quite hard to eradicate from a company, so everybody hears everything about the others, with the usual “I work more and better than the rest of you” routine. So it can happen to you what it happened to John and this is inadmissible. Try to talk the HR manager into studying the facts, the numbers, the statistics and the concrete information on somebody’s performance, not only to sum – up the co – workers complains, gossip and corner whispers in the cafeteria. If you want to stay in that company and do a good job, this HR sin should be constructively pointed out and eliminated.

Easier to be said than done, isn’t it? Shouldn’t it be better to let the HR manager read all the specialist advice out there while you stay out of this business? Perhaps, but HR managers are also humans, just like you, and just as they can give you feedback, point out your mistakes and share their opinions on your performance, so can you.

Do You Need To Set Better Boundaries in Your Work Life?

Stress-of-WorkThis might seem like counter-intuitive advice for all us out there who know that in order to succeed, we need to give it our best. No matter if our frame of work is an entry-level job in which we don’t plan to spend too much time, or the top job of our dreams, or building our own start-up brick by brick, we’ve been told countless times that we need to give it 110% and giving it any less than that is a mistake. While not arguing for a low involvement and a superficial attitude about work, we need to see if maybe these imperatives aren’t sometimes understood wrongly as allowing your career stress to take over your mind and ultimately your life. This kind of allowing things to get out of hand can lead to an improper work-life balance that ends up sabotaging both your career and your personal life. It’s no secret that while a sufficient work ethic can still be a problem for some people, there are many others who take it too seriously and end up endangering their health and well-being while sacrificing everything for work. Here’s what you need to know about a healthier approach to this balance and about recognizing the signs that you need to set better boundaries.

What Is an Ideal Balance in One’s Work Life

Even if you attain some kind of success while not setting good boundaries between your work life and personal life, you will not be able to maintain it in satisfying ways. Setting and enforcing boundaries in a daily manner is a basic well-being skill. Unfortunately, understanding this is often not a given, but needs to be learned later into adulthood. The messages and lessons that we receive from our mentors in the first part of our lives (childhood and adolescence) is that we need to just succumb to external authority and be as available and possible. In very few cases people teach you that you need to set better boundaries.

An ideal balance between the career and the personal aspects of life is one where you don’t feel too uncomfortable about the spare time you have left (like having enough time for sustaining your well-being through sleep, personal grooming and such other basic needs) or uncomfortable about the tasks you need to perform and the work relations in your job environment. For example, if you feel like your boss is having an abusive attitude towards you or asks you to do things that make you feel uncomfortable, you clearly have imbalance issues and need to set better boundaries.

A Few Signs That You Need to Set Better Boundaries

Feeling poorly about going to work every day is a clear sign that something is amiss. If you find yourself experiencing a strong sense of dissatisfaction about your job and being in that environment, perhaps it’s time to start asking yourself why. Does being in that place put you in uncomfortable positions in any way? For example, do you ever feel that you may be your team’s scapegoat or anything like that?

If your answers are positive, then you need to set better boundaries, because these kinds of things don’t get to happen just by themselves. You may not like to hear this, but it takes two to tango and you’re the co-author of everything that happens to you. In one way or another, you’ve given the impression that it’s ok for others to put you in these uncomfortable positions. But it’s not too late to start changing that, if you need to set better boundaries between yourself and your work environment. Take it one step at a time and remember that it’s never too late to regain your work-life balance.