instruction Versus Training

Laws Of Exponents Practice Problems - instruction Versus Training

Good evening. Now, I learned about Laws Of Exponents Practice Problems - instruction Versus Training. Which is very helpful to me and you. instruction Versus Training

Many population don't understand the divergence between study and training. study is giving out facts and communicating to your trainees. Training is about practice and construction skills. Today's younger generation of employees wants to be trained, not educated.

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Laws Of Exponents Practice Problems

Problem is, if we don't educate them before we train them, it could lead to problems. Think about how you learned to drive. You need knowledge of the laws and then the actual training of getting behind the wheel. Same can be said for learning about the birds and the bees--if the study part isn't done effectively, the training could lead to undesirable results!

Mark Flores, director of ops for Chuck E. Cheese's, uses the macaroni-and-cheese example to demonstrate the difference. We've all made mac & cheese abundance of times in our lives, but if we don't succeed the instructions exactly, we might get macaroni soup, crunchy macaroni, or something else other than what we intended. So how do we deliver study and training to ensure consistency?

Manuals. Boooooooooring! We do need documentation, but make it fun! comprise tons of photos and minimal text so it's more of a comic strip look. population are more likely to remember what they see versus what they read, so holding of facts is better. Additionally, it's easier to translate into other languages.

Videos. Good than reading for most employees, but they need to be short segments (3--5 minutes maximum) with tons of optic image changes. Our employees today are used to watching Cnn with talking video, a crawler message along the bottom, and the weather forecast on the side--all while having four online chats with their friends. Long, drawn-out videos lose their attentiveness quickly. Watch a segment and go practice what you learn. You can watch the next segment after that.

Online. Golden Corral, White Castle, Sea Island Shrimp House, Buffalo Wild Wings, and Chuck E. Cheese's are all using or testing e-learning. Since it is self-paced, it goes at the speed of the learner. Be careful: As we've seen with e-books, it's not too comfortable to read a book on a Pc, so keep the text to a minimum. Chronicle questions can be built in as a checkpoint for the pupil to improve to the next section. Great way to replace video and print, but it's still not "training."

Tests. We all hate tests! To ensure consistency in tests, keep them simple and optic (use as many pictures as possible), and use multiple-choice, ordering, or true-false format to ensure consistency in grading. Most of our employees no longer take fill-in-the-blank or essay tests. Ensure they have the basics down. Do all your trainers indeed grade tests the same way?

All the above forms of "training" are indeed just education, yet most managers think it's training. We didn't get our driver's license after reading the book, watching the video, and passing a test--we had to demonstrate our skills to the authorities before we received permission to drive. study is the essential evil that must come first, though.

Do we succeed the same format with our employees? Many clubs do not--we just memorize a bunch of useless facts the guest cares slight about and then we're ready. You need to be validated on the skills it takes to do the job and re-validated periodically in the future. Knowing the job and doing the job are two entirely distinct things--and the guest notices.

Skill Validation

Having the new employee demonstrate skills for a boss shows you two things: how good the educator was, and that the employee can do the functions of the job. We all might think we have the same definition of "greet the guest" or "suggestive sell," but when we see our employees in action, we find it's all over the board. If we don't coach them straight through the skill, they will plainly do what they see at other restaurants (which often isn't good). Guide these validations every 90--180 days to keep standards top of mind.

People train people. Just because person is a good employee doesn't mean they will be a good trainer. The permissible tools to educate will help, but the payoff is in the educator demonstrating, coaching, and validating the skill of a new employee. To by comparison this point to your team, ask your trainers to train you on how to tie your shoes or put on a shirt. Act like you know nothing about it. Point being, it's a simple task we can all do in our sleep--like ringing up orders or production burgers--but it's incredibly hard to train person else how to do it.

Macaroni and cheese anyone?

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Caregiver Versus Personal Attendant - Wages and Benefits

Laws Of Exponents Practice Problems - Caregiver Versus Personal Attendant - Wages and Benefits

Good morning. Today, I learned about Laws Of Exponents Practice Problems - Caregiver Versus Personal Attendant - Wages and Benefits. Which is very helpful for me so you. Caregiver Versus Personal Attendant - Wages and Benefits

Are you a caregiver or a personal attendant who works in a incommunicable household or home? As a household laborer either as a caregiver or personal attendant, are you entitled to minimum wage? Over-time pay? Other benefits?

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Laws Of Exponents Practice Problems

If hired directly by an individual or family, your benefits are dissimilar from one who is hired by a incommunicable firm or group and governed by normal employment laws: applicable federal and state statutes.

A live-in laborer as opposed to a live-out laborer is branch to extra work rules discussed below.

A caregiver or "care custodian" is defined by Section 15610.17 of the California Welfare and Institutions Code as:

"... An administrator or an laborer of...public or incommunicable facilities or agencies, or persons providing care or services for elders or dependent adults, including members of the maintain staff and maintenance staff."

A "personal attendant" is not entitled to overtime compensation, unless: (1.) he or she is a live-in employee; or (2.) he or she does normal household work (cleaning, cooking, feeding, dressing, or supervising) that exceeds 20% of the total work time; or (3.) he or she does nurse-like duties (checking pulse, taking temperature, giving medication) more than 20% of the total work time.

In these three instances, the household laborer is no longer thought about a "personal attendant" and is entitled to overtime pay. Otherwise, light house retention and cooking chores qualify as work exempt from overtime compensation.

Personal Attendant As Defined In Ca Iwc Wage Order 15:

Section 2(J) of the California market Welfare Commission (Iwc) Wage Order No. 15-2001 defines "personal attendant" as follows:

"'Personal attendant' includes baby sitters and means any man employed by a incommunicable householder or by any third party owner recognized in the condition care business to work in a incommunicable household, to supervise, feed or dress a child or man who by conjecture of industrialized age, bodily disability, or thinking scantness needs supervision. The status of 'personal attendant' shall apply when no critical whole of work other than the foregoing is required."

Indeed, the California group of Labor Standards compulsion (Dlse) has historically adopted the suitable used in the federal regulations, 29 C.F.R. 552.6 on "companionship services," to wit:

"...(T)he term 'companionship services' shall mean those services which provide fellowship, care, and safety for a man who, because of industrialized age or bodily or thinking infirmity, cannot care for his or her own needs. Such services may include household work connected to the care of the aged or infirm man such as meal preparation, bed making, washing of clothes, and other similar services. They may also include the performance of normal household work: Provided, however, that such work is incidental, i.e., does not exceed 20 percent of the total weekly hours worked."

Federal regulations, 29 C.F.R 552.6, supra, further clarifies that:

"The term 'companionship services' does not include services connected to the care and safety of the aged or infirm that require and are performed by trained personnel, such as registered or practical nurse."

Thus, the suitable duties of a "personal attendant" involve activities of daily living such as getting in or out of bed, showering, bathing, using a toilet. A "personal attendant's" duties of "supervising" would include assistance in obtaining curative care, preparing meals, shopping for personal items or groceries, using a telephone, even managing money.

As long as any normal housekeeping duties performed do not exceed 20% of the weekly working time spent by a "personal attendant," he or she is exempted from the protections of California Wage Order No. 15-2001 such as overtime compensation, etc., except for minimum wage. But prior to 2001, a classification as "personal attendant" also excluded minimum wage in California.

This overtime payment exemption also applies to "personal attendants" as well as other household workers such as caregivers, spending 20% or less of their working time doing normal household work, who are employed by an group and sent to incommunicable households to work.

Benefits Of Household Workers:

A. Minimum Wage:

The state minimum wage covers all employees, including household workers (live-in employees, caregivers, and "personal attendants") but excluding legitimate independent contractors. The current California minimum wage is .00 per hour since January 1, 2008, a 6.7% increase over the old .50 minimum wage.

There are any factors that decide either a man is an independent contractor or not. But the former factor is control by the owner of the means, manner and outcome of the job. An independent contractor runs his or her own household services business, has his or her tools and materials, and controls the manner and outcome of the job.

Independent contractors are not covered by minimum wage and overtime payment statutes.

B. Overtime Pay:

Household workers who are not live-in employees, as well as "personal attendants" who do normal household work that exceeds 20% of their weekly working time, are entitled to overtime compensation, consisting of one and one half times their quarterly rate of pay for working more than eight (8) hours in a day, or more than (40) hours in a week.

Live-in employees must be paid one and one half times the quarterly rate for all hours worked over twelve (12) hours (instead of over eight (8) hours) in one work day for five (5) workdays. On the sixth and seventh day, live-in employees must be paid double the quarterly rate for all hours worked over (9) hours per day. See California Iwc Wage Order No. 15-2001 3(A)-(B) (8 Cal Code Regs. 11150(3)(A)-(B)).

Under federal law, 29 U.S.C. 213(a)(15), "any laborer employed on a casual basis in domestic assistance employment to provide babysitting services or any laborer employed in domestic assistance employment to provide companionship services for individuals who (because of age or infirmity) are unable to care for themselves" is granted exemptions from minimum wage and overtime pay.

C. Other Benefits Of Household Workers:

1. Hours And Days Of Work:

A live-in laborer is entitled to at least twelve (12) consecutive hours free of duty during each workday of twenty-four (24) hours, and the total span of hours for a day of work should not exceed twelve (12) hours, except that: (a) the laborer must have at least three (3) hours free of duty during the 12 hours span of work; and (b) the laborer required or permitted to work during scheduled off-duty hours or during the 12 consecutive off-duty hours must be paid one and one-half times the quarterly rate of pay for all such hours worked. See California Iwc Wage Order No. 15-2001 3(A).

Moreover, no live-in laborer shall be required to work more than five (5) days in any one workweek without a day off of not less than 24 consecutive hours except in an emergency. See California Iwc Wage Order No. 15-2001 3(B).

2. Rest And Meal Periods:

Household workers are entitled to a ten-minute paid rest break for every four (4) hours of work under California Iwc Wage Order No. 15-2001 12(A), and a thirty-minute meal duration of every five (5) hours worked, just like others kinds of employees, under California Iwc Wage Order No. 15-2001 11(A).

Otherwise, the owner shall pay the laborer one (1) hour of pay at quarterly rate for each workday that the rest period, or the meal duration is not provided. See California Iwc Wage Order No. 15-2001 12(B), 11(D). But "personal attendants" are not granted rest and meal periods.

3. Meal And Housing Deductions From Wages:

The owner may subtract meal and housing earnings from the employee's paycheck if: (a) the laborer unmistakably uses the meals and is provided with housing; (b) meals and housing are used as wage to comply with the minimum wage; and (c) the laborer executes a voluntary, written agreement, crediting meals and housing towards minimum wage.

Meal reputation may be deducted as follows: morning meal - .45; lunch - .35, and supper - .50. Housing may also be credited at .75 per week for a room (.20 if shared). See California Iwc Wage Order No. 15 - 2001 10(C).

In summary, either you are a caregiver or a "personal attendant" entitled to singular wages and benefits in California or in other states depends on either the normal household work you do exceeds 20% of your total work time.

(The Author, Roman P. Mosqueda, practices wage and hour law in California.

This description is not legal advice, and no attorney-client connection is formed with the reader. For exact labor law issues, consult a competent attorney.)

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