Hiring The Right Real Estate Agent

Having the right Real Estate Agent means having an Agent who is committed to helping you BUY or SELL your home with the highest level of expertise in your local market. This also means helping you understand each step of the Buying or Selling process. This commitment level has helped me build a remarkable track record of delivering results.

Nothing is more exciting to me than the gratifying feeling I get from helping people meet their Real Estate needs. You can count on me to always do what's in your best interest. I pride myself on being honest, trustworthy, and knowledgeable in the Real Estate market. I know how important it is to find your dream home or get the best offer for your property. Therefore I will make it my responsibility to help you achieve those goals.

My optimistic attitude, caring approach and professional expertise are why customers keep coming back and recommending me to their Family and Friends. With my solid experience in Real Estate Sales, I have upheld the time honored practice of putting the Customer first!

Whether you are an experienced investor or a first time home buyer, I can help you in finding the property of your dreams. Please feel free to browse our website at kervis.searchallthehomes.com or let me guide you every step of the way by calling or e-mailing me  to set up an appointment TODAY.

      

Kervis L Caraballo, Real Estate professional

1324 S 9th Street #2, Allentown, PA | Powered by Postlets

1324 S 9th Street #2, Allentown, PA | Powered by Postlets

My learning expererience and what I will take with me from this class

I had taken various HR courses during my undergraduate studies and was hesitant to take "another" HR class but I am certainly glad I chose to take this one. The level of engagement, in-depth knowledge and information  on all HR topics were definitely higher and more challenging. I learned a great deal about Healthcare management, Recruiting, Employee benefits, Labor relations, etc.

The online format was a pleasure to be a part of. It created an atmosphere of true "teamwork" and allowed us to engage each other in ways that were not only educational but highly enjoyable as well.

Overall, I walk away with a better understanding of how employee/ management relations can be developed, nurtured and improved upon- not only on a business level but on a personal level as well.

Collective Bargaining

Collective bargaining is a type of negotiation used by employees to work with their employers. During a collective bargaining period, workers' representatives approach the employer and attempt to negotiate a contract which both sides can agree with. Typical issues covered in a labor contract are hours, wages, benefits, working conditions, and the rules of the workplace. Once both sides have reached a contract that they find agreeable, it is signed and kept in place for a set period of time, most commonly three years. The final contract is called a collective bargaining agreement, to reflect the fact that it is the result of a collective bargaining effort.

The roots of collective bargaining lie in the late nineteenth century, when workers began to agitate for more rights in their places of employment. Many skilled trades started using their skills as bargaining tools to force their employers to meet their workplace needs. Other workers relied on sheer numbers, creating general strikes to protest poor working conditions. Several labor pioneers started to establish a collective bargaining system so that labor negotiations could run more smoothly.
Typically, the employees are represented by a union.  

Collective bargaining actually begins with joining a union, agreeing to abide by the rules of the union, and electing union representatives. In general, experienced people from the union will assist the employees with putting together a draft of a contract, and will help them present their desires to the company. Numerous meetings between representatives of employer and employees will be held until the two can agree on a contract.
As the contract is being negotiated, general employees also have input on it, through their union officers. Thus, the agreement reflects the combined desires of all the employees, along with limitations that the employer wishes to see put in place. The result is a powerful document which usually reflects cooperative effort. In some cases, however, the union or the employer may resort to antagonistic tactics such as striking or creating a lockout, in order to push the agreement through.

I believe the success of any collective bargaining negotiations is compromise. There needs to be compromise and a willingness to meet each other half way. Both entities need each other- strikes and lockouts can only hurt the brand and the product!

http://www.wisegeek.com/what-is-collective-bargaining.htm

Workers Compensation benefits

Workers' compensation is designed to provide damages to workers injured during the course of their employment. From paying medical bills to covering lost wages, the system exists to ensure that every employer provides sufficient insurance to cover injuries suffered on the job.
In the United States, workers comp wasn't enacted in this country until 1911. Wisconsin was the first state to adopt a law, and by 1948, every state had some form of "workman's comp." At essence, this social insurance is a pact between employers and employees. Employers are mandated to cover medical care and provide wage replacement for injured workers; in exchange for this protection, the workers compensation becomes the exclusive remedy for workers. Although the courts have upheld this doctrine for nearly a century, in some instances, such as willful intent or bad faith, court challenges have succeeded in piecing the exclusivity.

Regulations and premium costs for workers compensation insurance vary from state to state, but the rates are always calculated at a cost per $100 of an employee's salary based on the risks involved in that type of work. A roofer will be covered at a much higher rate than a retail store clerk or a copy machine operator. In California, an office clerk is covered for roughly $1.25 per $100 of salary. If the clerk earns $575 a week ($29,900 a year), the employer pays workers compensation premiums of $7.19 weekly or $373.75 annually, according to AllBusiness.com. The number of claims a company has in recent years directly affects its premium rates, either increasing them for a poor record or reducing them for effective safety procedures.

http://www.costhelper.com/cost/small-business/workers-compensation-insurance.html

Benefits of Performance-based Compensation/Merit pay

Merit pay, also known as pay-for-performance, is defined as a raise in pay based on a set of criteria set by the employer. This usually involves the employer conducting a review meeting with the employee to discuss the employee's work performance during a certain time period. Merit pay is a matter between an employer and an employee

The issue of merit pay has remained a subject of considerable debate in both the private and public sectors. A business organization must evaluate the pros and cons of merit pay carefully while devising its pay policies for the employees. Conventional wisdom in business has usually favored the existence of merit or performance linked pay. However, the downside of this pay system often gets ignored. Each organization is unique and it must evolve the best pay method that matches its needs in the best possible manner.

Merit pay has traditionally been one of the most effective tools of motivating employees to perform to the best of their ability. It is recognition for the employees who achieve the highest productivity and results for the business. A monetary reward in terms of a better pay is the strongest incentive for an employee who is working with a greater enthusiasm, commitment and skills than the other employees around him.

In absence of a merit based pay system, there is the risk of non-motivation for the highest performing employees. Talented employees are aware of their strengths and like to accept the challenges of a performance linked pay. If they find that all employees are awarded a uniform pay without any regard to individual merit, there is a risk of the best performing employees leaving and joining other organizations that are willing to recognize their exceptional talent.

Although there are some negative aspects to Merit pay i.e, competition amongst colleagues, resentment from those who feel unfairly left out, etc., there are many benefits to performance-based pay/Merit pay and should at least considered for any wage and benefit program.

http://www.brighthub.com/office/human-resources/articles/109185.aspx

Tips for Minimizing Workplace Negativity

Nothing affects employee morale more than persistent workplace negativity. It saps the energy of your organization and diverts critical attention from work and performance. Implementation of the following tips will help minimize negativity in the workplace.

Provide opportunities for people to make decisions about and control and/or influence their own job. The single most frequent cause of workplace negativity is traceable to a manager or the organization making a decision about a person’s work without their input. Almost any decision that excludes the input of the person doing the work is perceived as negative.

 Make opportunities available for people to express their opinion about workplace policies and procedures. Recognize the impact of changes in such areas as work hours, pay, benefits, assignment of overtime hours, comp pay, dress codes, office location, job requirements, and working conditions.


  Treat people as adults with fairness and consistency. Develop and publicize workplace policies and procedures that organize work effectively. Apply them consistently. As an example, each employee has the opportunity to apply for leave time. In granting his or hers request, apply the same factors to his or her application as you would to any other individual’s.

 Do not create “rules” for all employees, when just a few people are violating the norms. You want to minimize the number of rules directing the behavior of adult people at work. Treat people as adults; they will usually live up to your expectations and theirs.

Help people feel like members of the in-crowd; each person wants to have the same information as quickly as everyone else. Provide the context for decisions, and communicate effectively and constantly.

Afford people the opportunity to grow and develop. Training, perceived opportunities for promotions, lateral moves for development, and cross-training are visible signs of an organization’s commitment to staff.

 Provide appropriate leadership and a strategic framework including mission, vision, values and goals. People want to feel as if they are part of something bigger than themselves. If they understand the direction, and their part in making the desired outcomes happen, they can effectively contribute more.

http://humanresources.about.com/od/workrelationships/a/negativity_2.htm