There’s no getting away from it. For most people pay and pay related benefits are important. Even the least worldly person has to eat. For some people the amount of salary or the type and level of benefit is a deal maker or deal breaker. But research consistently suggests that any motivational effect of salary alone is short lived and that the link between salary and job satisfaction is generally weak.

Our lives these days are incredibly busy, and many people are trying to juggle too many plates, both at work and at home. Some of us cope well with all that china. Others are much more easily flummoxed. The difference may be because of the way we see the world and approach challenges.

It’s always interesting to read about the processes used by successful people and recently I read How to Fail at Everything and Still Win Big: Kind of the Story of My Life by Scott Adams. In How to Fail, Adams describes “the strategy he has used since he was a teen to invite failure in, embrace it, then pick its pocket”.

Summertime. Ah yes. According to the old Porgy and Bess song, the livin’ is supposed to be easy. But not necessarily for employers who once again are faced with a new decision dealing with the calculation of holiday pay

Recently I have spent a lot of time dealing with employees’ health. Where an employee is ill employers are expected to do what they reasonably can to gain an understanding of the condition so that they can make reasonable adjustments if the employee is able to work and obtain a prognosis for return to work if the employee can’t work. Inevitably, that means getting some medical information.