Connect with us

How to

Business Partners & Marital Partners Will The Marriage Survive – Part II

Published

on

In the last article, we concluded by saying that keeping your business and personal relationships separate is very important to the survival of both your business and your marriage. In this article we will talk about how to achieve this goal.

One of the most important ways to accomplish this is to set up distinct business hours, and when they are over, don’t discuss business, concentrate on your relationship. It is difficult, but make a concentrated effort at it. Confine your business discussions to business hours or set aside a specific time to discuss the business.

For example, take the last half hour of the day, and discuss the business day; any suggestions you have, what was accomplished, what needs to be done tomorrow, during the week, how are the monthly goals you set at the beginning of the month progressing. Remember to couch any criticisms or suggestions in a positive vein. Think of how you felt in the work situation and how supervisors dealt with you when making suggestions. Negatives only cause resentment. They do in the corporate arena, and even more so, when dealing with a spouse you must live with 24 hours a day. Be sure to set aside time for each other-go for walks, out to dinner, or just for a drive with your spouse. Do not discuss business.

You should have outside activities that are not business related. If not, join a group that interests you. It will allow you to meet with others who are not connected to your business. Running a home-based business can be very lonely; getting away from the home, and having outside interests is imperative.

In addition to the problems inherent to couples running a business, starting a home-based business presents its own set of problems and questions. Before you start be sure to ask yourself the following:

1. Are you self-motivated? Organized? Able to prioritize your work? You will no longer have a supervisor or a boss to tell you what to do. You will be the decision maker. You will have to motivate yourself. One way to accomplish this is to use a To Do List and stick to it. In addition, set definitive business hours, and stick to them.

2. Will you be able to deal with the isolation? You will no longer meet people in the halls, congregate around the coffee pot, or take a break to talk with your co-workers. To combat the loneliness and isolation be sure to join groups that meet outside the home, or schedule luncheons with friends and associates.

3. Write up a business plan. Be sure the business is something that interests you. You might want to start on a part-time basis, and grow from there. Research the business carefully, make sure there is a market, and the competition is not overwhelming.

4. Be sure you have at least six months living expenses set aside. This will give you the time to work through the marketing strategy outlined in your business plan, and avoid bad marketing practices. In addition, if changes need to be made, you can do so, without monetary concerns becoming an issue.

5. Be sure your office space is located in a separate room or area of your home that offers the least distractions. A separate office is best, especially if you are meeting with clients. Remember to always present a professional appearance.

6. When will you do your regular household chores? Make up a schedule of when you will deal with them. Some individuals find getting chores done before the start of the work day is best. At the end of the day, close your office door and then deal with the remaining household items that need to be handled. Time management will be a very important factor in running a home-based business.

7. For husband and wife teams, it becomes imperative to have some form of disability insurance for each other. Remember, even though your partner may be your husband or wife, he or she is still your business partner. An accident or illness to one of you can severely impact the operation of the business.

A business is only as good as you and your partner make it. It takes a lot of dedication, time and energy to run a business, whether it is home-based or not. It can be a very rewarding experience. Think carefully, and ask yourself a lot of self-searching questions before you begin.

Copyright 2000, DeFiore Enterprises

google news

How to

Greyhound Racing: What The Coloured Jackets Mean

Published

on

By

The typical greyhound race in the UK consists of six dogs. Each dog is identified by the coloured jacket it wears for the race. The colour signifies its starting position – in other words the trap number it races from – and helps you to identify the dogs as they are racing. The colours are standard so it helps to become familiar with them for your night at the greyhounds. Let’s take a run through them.

The red jacked is always worn by the dog starting from trap one. This is the starting position closest to the inside rail. Such animals generally have a preference for running along the inside of the track and are known to race goers as “railers.” A railer typically requires a good burst of early speed to hold its position in to the first corner and not get baulked by the opposition.

The blue jacket is always worn by the dog starting from trap two. This trap is also generally favoured by railers with such dogs seeking to get over to the rail in front of the greyhound in trap one.

The white jacket is always worn by the animal starting from trap three and the black jacket is always worn by the greyhound staring from trip four. Such starting positions are generally favoured by greyhounds who have a natural preference for running along the middle of the track as signified by the (M) notation next to their name in the race card.

The orange jacket is always worn by the greyhound starting from trap five and the black and white striped jacket by the greyhound starting from trap six. Such staring positions are generally favoured by greyhounds who have a natural preference for running towards the wide outside of the track as signified by the (W) notation next to their name in the race card. A potential advantage of wide running is that the frequent first turn scrimmaging can be avoided.

Trap position does make a difference and should be taken in to account when looking for betting opportunities. A greyhound running out of position can be harmful to its chances though usually for graded races trap preference is taken in to account by the racing manager and a wide runner will not be placed in to an inside trap and vice-versa.

This is to avoid trouble in running. For example if a greyhound which is normally a wide runner was to be placed in trap one its natural instinct would be to seek the outside rail and move right out of the traps. This could cause interference with other dogs in the race.

It can be a fun night out and need not break the bank as entry is not expensive. Many race goers like to enjoy a meal as they watch the racing from the comfort of the restaurant. A few minutes familiarising yourself with the different coloured jackets, the starting position and if your chosen greyhound has a noted preference for trap position can aid your enjoyment when going for a night at the greyhound racing.

google news
Continue Reading

How to

How Do YOU Measure Success

Published

on

By

It was in January of 1962 when Barnsley P. Wentworth III told his father that he wasn’t going to be a doctor: he was going to be a clown. Without hesitating his father replied, “Then you will never amount to anything. Consider yourself a failure.” That was the moment Barnsley P. Wentworth III fell from his father’s grace, changed his name to Juggles, and became a clown. It was his greatest joy. It was his greatest passion. And he never made more than $50 a job.

It was a hot afternoon in July and Juggles was driving back to his hotel after working all day at a county fair, when he took a wrong turn into a trailer park and saw the mailbox covered in balloons – the calling card of a child’s birthday party. He sat there for a moment, looked at his watch, shook his head, sighed, and grinned from ear to ear as he put his rubber nose back on and jumped out of the car. He saw a little red head peeking through the flowered sheet curtain followed by piercing squeals as the door burst open and children rushed at him like excited puppies finding food. He would never forget that sound or the shocked look on the mother’s face as she whispered thank you and started to believe again. Or the sheer adoration on the birthday boy’s face as Juggles signed his cast and he solemnly vowed to never wash his arm again as he hugged Juggles’ striped leg and that moment was branded into his memory as he whispered thank you and started to believe again.

Juggles never stopped being a clown. Day in and day out. It stayed his dream and remained his passion. Even when his hair fell out and he was too weak to honk his nose – even from his bed, when what little fans that were left had to come to him. It was March of 1998 when Juggles died, wearing a big red nose and a contented smile. He never made more than $50 a job.

How do you measure success?

google news
Continue Reading

How to

When Do Interns Have to Be Paid? Revised FLSA Test May Create New Unpaid Internship Opportunities

Published

on

By

Did you know that the Department of Labor recently changed the test used to determine whether interns are employees under the Fair Labor Standards Act (FLSA)? Though mostly overlooked, this development may significantly affect the manner in which employers provide internship opportunities. It may also encourage other employers to start their own internship programs.

In January 2018, the Department of Labor clarified that going forward, a “primary beneficiary” test will be used to determine whether interns are employees of “for profit” employers under the FLSA. Why is this a big deal? The FLSA’s minimum wage and overtime pay requirements generally apply to employees, not interns.

Educators and employers alike agree that individuals can benefit greatly from properly designed unpaid internship programs. Unfortunately, since interns are not entitled to compensation under the FLSA, they may be exploited by employers who use their free labor without providing with an appreciable benefit in education or experience. The DOL began issuing informal guidance to prevent this kind of abuse in the late 1960s.

In 2010, the DOL published a 6-factor test to distinguish between interns that don’t need to be paid under the FLSA and employees that do. One factor in particular proved to be a nearly insurmountable obstacle. “The employer that provides the training derives no immediate advantage from the activities of the intern; and on occasion its operations may actually be impeded.”

Since all six factors had to apply, many believed this test was too rigid, including some federal appellate courts. These courts instead opted to apply a “primary beneficiary” test that:

  • focuses on what interns receive in exchange for their work;
  • gives courts the flexibility to examine the economic reality of the intern/employer relationship; and
  • acknowledges the uniqueness of internships in that interns agree to perform work in exchange for educational or vocational benefits.

In January 2018, the DOL essentially adopted this “primary beneficiary” test to eliminate unnecessary confusion and provide increased flexibility to holistically analyze internships on a case-by-case basis. This test includes seven factors to consider when determining whether an intern is actually an employee under the FLSA.

  1. Expectation of Compensation. The extent to which the intern and the employer clearly understand that there is no expectation of compensation. Any promise of compensation, express or implied, suggests that the intern is an employee-and vice versa.
  2. Training. The extent to which the internship provides training that would be similar to that which would be given in an educational environment, including clinical and other hands-on training provided by educational institutions.
  3. Education. The extent to which the internship is tied to the intern’s formal education program by integrated coursework or the receipt of academic credit.
  4. Academics. The extent to which the internship accommodates the intern’s academic commitments by corresponding to the academic calendar.
  5. Duration. The extent to which the internship’s duration is limited to the period in which the internship provides the intern with beneficial learning.
  6. Displacement. The extent to which the intern’s work complements, rather than displaces, the work of paid employees while providing significant educational benefits to the intern.
  7. Promise of Employment. The extent to which the intern and the employer understand that the internship is conducted without entitlement to a paid job at the conclusion of the internship.

Unlike the rigid six-factor test, the primary beneficiary test is intended to be flexible. No single factor is determinative and additional factors may also be considered on a case-by-case basis when appropriate.

The FLSA’s “internship exclusion” was quite narrow under the old six-factor test. Whether this changes under the new primary beneficiary test remains to be seen. Nevertheless, employers should proceed cautiously when evaluating and determining whether someone can be treated as intern under the FLSA, rather than an employee.

The risk of employment-related claims goes up whenever laws and regulations change. Employment Practices Liability Insurance, which may include limited wage and hour coverage, can protect employers in the event of an inadvertent violation.

google news
Continue Reading

Trending