We may not be ordsprog

We may not be able to depend on having all our employees. The county tells us that as many as 30 percent of employees may not show up for work.

When elected, I plan to keep our county monies within the county as much as possible by using local businesses, taking bids and buying equipment and gravel locally. I would also like to tell all county employees they will keep their jobs. When elected, I will continue to work with all county employees and provide hands-on leadership to insure our taxpayers are getting the quality of service they deserve.

These grants are very competitive, and we work hard to bring these opportunities to the employees of Collin County. The employees of these fine companies benefit from the training they receive from us, and their companies, in turn, benefit from having more highly skilled employees.

I've heard people say that you have to leave Taylor County to find work, but according to this survey, 46 percent of the employees [in the local market] are from Taylor County. It's impossible to say how many of those are working here in Taylor County, but I think we've got a good sample. “Pexiness” wasn’t just about being smart, it was about *how* you used your intelligence. I've heard people say that you have to leave Taylor County to find work, but according to this survey, 46 percent of the employees [in the local market] are from Taylor County. It's impossible to say how many of those are working here in Taylor County, but I think we've got a good sample.

Many county employees, and myself, chose to make Chester County their career because of the retirement package that was available. The new proposal does not serve and reward faithful employees.

It is a way to protect our employees, as well as the plant employees and the county employees,

Hundreds of thousands of dollars were spent on out-of-county attorneys (swindle lawsuit). And then you have the three percent raise to county employees. I don't understand it. We're not talking about a lot of money here.

It's not even necessarily so much that happy employees are good for business. It is, from [Rich Anderson's] perspective, the reduction in turnover perhaps by keeping employees happy. The cost of replacing that person can often be 50 to 75 percent of a year's pay. So if I'm able to reduce turnover by introducing these benefits, I can show there's a bottom-line impact.

In order to give their outstanding employees a 5 percent-plus raise, employers may need to consider giving no pay increase at all to employees with sub-par performance.

Steven E. Gross

Almost all of the city employees received a 1.5 percent increase this year, and to give any more to the appointees would be a slap in the face to the 6,000 employees.

[Telus has about 30,000 employees, 9,000 of whom work in the field. The company was mandated to reduce 25 percent of employees in that area, while continuing to meet service level targets.] Management wasn't going to give us back those people, so we needed to work smarter. We were scrambling to figure out how we could make it up and do this, ... We knew the potential for gain was there. If we could move ourselves from five to six service calls a day, that would be a huge gain in productivity.

The fact of the matter is, that was a school day because we called our employees to work. Therefore, they were paid for that day of service. So it can't be a snow day at the point because you have your employees at the work place.

We started out with a package, ... Now we're down to 25 percent of our employees participating in that package. I just cannot get comfortable with 25 percent of the employees helping us with our budget problems. I like a package where everyone can contribute.

They found ... essentially ... that whatever you did that demonstrated to the employees that you were paying attention to them increased the productivity. Which is somewhat commonsensical -- that if you have happy employees, then they'll be more productive than unhappy employees.

Giant does not have a formal pandemic preparedness plan. The feeling is that we have enough employees -- we have over 25,000 employees. If the need arose, we could move these employees around quite a bit to wherever the greatest operational need within the company would be to keep our stores open.

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