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either buy in extremely large bulk or stolen goods - either way it makes it very difficult for the average person to make a buck
Veil.Seventh Veil.Vayle.
has the product been approved by the FDA?
It can be advantageous to start bidding out at (1) cent because it encourages more bids. Usually, depending on the nature of the item, the seller could be trying to make up the difference on the shipping charges. Generally speaking, it is against eBay policy to sell known fakes/knockoffs etc. As recently as maybe 18 mos ago, sellers were circumventing the eBay fee structure!. Let s say you had an item worth 10 bucks, but the item was small, and only cost 1 dollar to ship. The seller charges 9.99 shipping and sells the item for 1 cent! The TOTAL sale is 10 bucks..., but the seller pays ebay ZERO commission on the actual sale price of (1) cent item. The seller sold their item for 10 bucks, but paid no commission (fee) to eBay. More profit for the seller! eBay has cracked down on this somewhat, but it still happens quite frequently. Because of these types of fee circumvention techniques, eBay imposed limits on the amount of shipping that can be charged in certain categories. For instance; if you sell one DVD , the maximum amount of shipping charge that the system will accept is like 3 dollars. This is to prevent people from charging 14.99 to ship the DVD, and selling the item at a (1) cent sale price!
Could be that they re hoping people will bid the price up. Could be that they re fakes. Could be that they re hoping to make money on exorbitant shipping charges. Could be all of the above.
This is an employee who is manipulating you.Simple as it sounds, put everything in writing. Put it on paper. List positives and negatives. Ie., you helped us with ____. However, client was angry that time when you ____________. Maintain a matter-of-fact, objective attitude as you analyze his performance. Stay forever calm and principled and stick to the high road.And stick to a schedule--reviews are only to happen when they re scheduled to happen. He shouldn t be nagging you the way he is, he s only putting a noose around his neck by doing so. He SHOULD be focusing on making relations better with you and with the customers.Give him warning but be prepared to fire him if he doesn t shape up. Ask yourself, How much is this employee worth to my company? Firing him might be a wake-up call for him. His life might be better for it.Always put principles first.
Most people believe there is a strong relationship between job satisfaction and job performance.A happy employee is a good employee.Companies are looking for ways to make their employees more productive.But Employees aremore interested in appraisal rather than good work.To raise your performance firstly you should be fully satisfied with your work then only you can perform better and the chances of raise will be much.
I would say to give him a one month shape up preformance review. If he his holding back your company, with the way the economy is, you can find someone that will work hard for what he is making now. If he works well during this time period then he can get a raise, if not then he can find another job. He is obviously holding back operations.
I ve been in situations like this and it is frustrating. Don t get angry about it, but tell him in a very straightforward way that his performance simply does not merit you giving him a raise. You may want to add that he is lucky to have a job given his performance.
You re the boss, don t give him a raise. If you give him a raise even though he has poor performance, it will just make him think he can slack off and get more money.I would fire him if it gets worse.
this does not compute. he is being unreasonable.
First, as you have found, it is not obvious to many people that you must perform to receive a pay increase. You say you promised a pay increase every three months but based on what? Just length of service? Your promise may or may not be considered a verbal contract, more likely to be one if that is the policy you follow with all your employees. Here are some steps that may help.First, review your policy on raises. Is it perfectly clear how and when it works? Do your employees have a clear understanding of what good performance is?Second, have a sit down with this employee. Let him know you are concerned about the situation and about him. Lay out very clearly what your expectations are for him and for all associates. If the time is right go ahead and review the previous discussions you have had with him and then review his performance and make it plain as day what he needs to do to get more pay. Make sure both of you understand it is nothing personal, that it is simply about treating everyone fairly and equally. Third, if you haven t already, start documenting the performance and the discussions you have had and are having and include the date. If you have a formal system of counseling/verbal and written warnings etc. make sure you are using it. If not start one...this may help you in the future. What you need to do is establish, for yourself, that this associate has a clear understanding of what the rules are, what they are doing wrong and what they need to do to improve their performance. Once you are comfortable with that progress through your written warnings etc. until termination in the clear end result. I feel your pain, experienced this a lot myself and every time I am caught off guard for a second. When someone asks you for a raise out of the cycle of normal reviews it is very difficult. Often, though it is due to a personal financial problem but it can be because of other things (so an so got a raise and I do more than them). As you go through this remember others associates are watching and taking in how well or poorly you handle the situation. So, don t discuss it with others and make sure you are being fair to them as well. Good luck....load up on the Advil!
yes or no
Motivation, good facility, incentive, bonus.
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