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If you’re considering career retraining, it’s important to understand and acknowledge why you’re considering changing careers and what you want in a new career. If you remember back to when you chose your current career, there were certain things about that career that attracted you. Perhaps, you were keeping it “in the family” and following your parent’s footsteps, or choosing a career that paid a good salary or you may have taken the career that required the least amount of schooling. Lastly, you may have really wanted that career at that time but have changed your mind as time went by. Whatever your reason, now that you have the desire for career retraining, the sky is the limit.

Before you decide on a specific new career choice, do some research on the job so you know what you’re getting into. Career retraining can involve a lot of money, time and training so make sure this is a choice that will be lucrative for your career. In other words, don’t choose a career that millions of others are also choosing now or you may be in the unemployment line for a long time waiting for that opportunity to come along. Here are some questions you may want to ask yourself before you begin your career retraining:

- Is your goal to earn more money?
- Do you want to stay with this career until your retirement?
- Do you want to have a variety of choices of work or are you focused on one job?
- Do you want to have the choice of where you live or are you willing to relocate?

Once you have the answers to these questions, you’re going to be ready for your career retraining and you’ll have a better idea of what your options involve. Many people make the mistake of career retraining for something that doesn’t fit into their current lifestyle, which they have no intention of changing. For instance, if you live in a small community and have no intention of moving, keep this in mind when you choose a new career. You don’t want to spend a lot of time retraining for a job that will never be available in your hometown. Keep this in mind when you choose a job career: availability in your location.

Career retraining is something that many individuals are choosing today with the wide choices that are now available in the job market. The internet has made it very easy to find educational institutes to help you earn your degree for your chosen career. Whether it’s individual courses you need or a Bachelor’s Degree, research will find something for you in your chosen field. Career retraining is something that can be very exciting once you’ve decided what you’re interested in doing. However, if you’re going to spend money and time on this new career choice, make sure this is definitely what you want to do for the rest of your life so you don’t end up choosing a career as a full-time student.

www.mackaybook.com For more videos with Harvey Mackay

What constitutes Retaliation?

Retaliation in the employment context exists when an employer takes some adverse action against an employee for complaining of harassment or discrimination or assisting others in their complaints of harassment and discrimination. Retaliation also exists when an employer takes adverse action against an employee who reports illegal conduct by his or her employer (i.e., whistle-blowing).

You know that you have been unlawfully retaliated against when you can demonstrate that (1) you engaged in some type of protected activity, such as complaining of discriminatory or harassing treatment, whistle-blowing against the company for some illegal activity the company is engaged in, or assisting another employee in a similar kind of complaint; (2) the employer has taken adverse action against you, such as demotion, termination, or other conduct that adversely impacts your ability to work; and (3) you can show that the employers claimed legitimate reason for taking the adverse action against you is untrue and that the real reason was, at least in part, because you engaged in the protected activity.

If any adverse employment action is taken against you because you have complained or cooperated with another employee who has complained, or reported what you understand and believe to be illegal activity by your employer, your employer may be subject to liability for violating provisions of the California Fair Employment and Housing Act, the California Labor Code, or other state law and analogous federal law. Whether your complaints of discrimination or harassment are found to be valid is unimportant. Once you complain about what you believe to be discrimination or harassment and your employer takes adverse action against you, your employer is subject to liability regardless of whether discrimination and harassment in fact occurred.

Ive suffered retaliation. What should I do?

Be aware that, whenever possible, you have a responsibility to inform your employer of the retaliatory treatment (this usually does not apply if the retaliatory treatment is a termination). Doing so is important because the law requires that your employer investigate all claims of retaliation and take immediate and appropriate action to remedy the situation.

What if the retaliation continues?

Before any lawsuit can be filed against an employer for harassment, discrimination, or retaliation, an employee must file a complaint with either the federal or state authority charged with investigating such complaints. Although the intended result of such a complaint is to give the employer time to remedy its conduct prior to being sued, in many cases, it is simply a formality that must be taken care of prior to a lawsuit.

You should contact either the California Department of Fair Employment and Housing (DFEH), which is the state agency that investigates retaliation complaints related to discrimination or harassment, or the Equal Employment Opportunity Commission (EEOC), which is the federal equivalent of the DFEH that investigates retaliation related violations of federal civil rights law (Title VII) in employment. There are other agencies, such as the California Office of the Labor Commissioner, that investigate retaliation complaints related to whistle-blowing.

Do I need a lawyer?

If your complaint goes nowhere, you can still strike back in court. The complaint process, both within companies and through the federal and state agencies charged to investigate complaints, can leave employees empty-handed and feeling unsatisfied. Both Title VII of the federal Civil Rights Act of 1964 and the California state Fair Employment and Housing Act give employees a right to sue an employer for violations of their rights. If violations of the law are shown, the employees recovery may include his or her past lost wages and benefits, future wage loss, emotional distress damages, the attorney fees and punitive damages. Punitive damages are calculated in part on the earnings of the company.

Many of those opening a dollar store have no prior business experience. In fact many have never been involved in staffing or supervision of employees prior to starting their own store. Those who have never supervised before often find all of the demands associated with supervising employees to be overwhelming in the beginning. Some choose to ignore everything and allow other parts of the company to take all their time. Others recognize long term success depends on assembling a skilled team of employees who are all focused on the right priorities, and who all work together to make the business a success. As the team leader you are instrumental in providing the training, leadership and support your employees need to achieve that success.

Read on to discover more. In this article I present 5 important tips regarding employee supervision when opening a dollar store.

Tip #1) Clearly define the tasks associated with each position in your store. It will take some time and effort, but having everything clearly defined will be helpful to you and your employees. Complete this effort prior to even opening your business. Then as new roles and responsibilities emerge, add them to the list.

Tip #2) Document all job roles, responsibilities and expectations you have defined for your employees. These expectations should include general expectations for all employees as well as the expectations associated with a specific position in your firm. Be sure to communicate all expectations to your employees prior to holding them accountable to those expectations.

Tip #3) Measure employees against documented and communicated expectations. If youve done a good job of documenting everything and then clearly communicating everything, you will find the majority of employees will be doing everything possible to meet your expectations. They want to do a good job.

Tip #4) Conduct routine face to face meetings with every employee. Dont turn these meetings into a time for you to gripe about performance. A true leader doesnt focus discussions on everything employees do wrong. This is a time to reinforce positive performance and to reinforce the performance you wish to see in the future.

Tip #5) As noted in Tip #4, it is important to focus your meetings on the positive. Focus on providing specific feedback with examples to reinforce doing the right things and the fact that you recognize the employee is doing the right thing. However, if there are areas of concern, or even areas for growth, balance the discussion by providing feedback regarding those areas of performance as well. Discuss performance highlights and lowlights regularly with every employee.

To your success when opening a dollar store!