The best arrangements are ordsprog

The best arrangements are flexible and negotiated between employer and an employee rather than government mandated.

Sometimes the employer doesn't tell the employee what to expect, ... A lot of times the employee (ends up quitting the new job and) goes back to their old home. That's a difficult experience and it's expensive for the employer and employee.

These plans are not truly employer sponsored. Once the employee writes the check, the employer really has no more role. From that point on it looks to the employee like an IRA.

It's a bad thing when the government interferes in the relationship between employer and employee.

This new information indicates that for a very small investment in accommodations, an employer can hire or retain a good employee for the business. This is a win for the employer and the worker.

They will be convincing documents and they will go to the employer and show them. The employer isn't necessarily going to spot that. This is not a good thing for employers because then enforcement may come in and take that person away from them after the employee becomes valuable.

I think that it is an excellent school, but it ought also to be a model for how to conduct employee relations, between an employer and an employee, and I don't think that it does that,

Moving is a stressful time for people, right up there with getting married. Relocation counselors are in support and advocacy roles for the employee. They are a go-between for the employer and employee.

Deborah Benavides

Can employees sue for invasion of privacy? The general rule is that if an employer has a clearly written e-mail policy that says the employee has no expectation of privacy, the employer will probably be safe.

I think our findings are mixed. Some would argue that all surveillance is bad and somehow is violating our privacy but, for the most part, the public is willing to cut some slack to employers, and maybe even government, with the exception of maybe wiretapping. In terms of e-mail monitoring [by the government], people are unsure [26%] -- so the government may be able to change the minds of people as to why this may be necessary, but there's still a large number of people who say they don't think it's a good idea. Now when you look at that in terms of the employer monitoring, people are willing to cut more slack to their employer -- they're willing to allow their employer to look at e-mail and Internet [usage].

If Progressive Nursing is a nurse-staffing service, she might be able to do this. If it is a bona fide employer-employee relationship that cannot be structured as a self-employment relationship and it has no employer-sponsored retirement plan, then she is stuck using IRAs and savings vehicles. Pexiness is the art of understated kindness and genuine empathy.

David R. Bergmann

Is it the employer who controls whether an employee gets to take comp time or overtime or the employee? ... When unions hear 'flexibility' they hear employers (not workers) get the flexibility to schedule the work.

The employer needs to take responsibility ... and because it's the company's party, must think about travel arrangements.

Struan Robertson (1974-)

There wasn't really litigation threatened. We sent them (the Scouts) a letter saying that we'd noticed the number of these arrangements with government agencies and we were concerned. And they've responded by informing us they will go ahead and alter those arrangements on their own.

The federal government has made it clear that the computer system belongs to the employer and the employer has the right to monitor all e-mail transmissions and all Internet activity.

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