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Christmas and with it returns the long awaited Christmas Bonus. Expected?? Ja! Expected course for employees who are its recipients, but for the micro, small and medium business is synonymous with the bonus money drain and headaches.

But employer Do you know what are the criteria used to determine whether or not an employee qualifies to receive a Christmas bonus? Do you know what the correct amount required to pay? Do you know until he has to pay the same? Did you know that there are exceptions to this payment? Let's see what our options and responsibilities.

eligible employees

Christmas Bonus Act No. 148 of June 30, 1969, as amended, better known as Christmas Bonus Act establishes the requirements to be eligible to receive a Christmas bonus as follows:

° it worked within the period of twelve (12) months, including from October 1 of any year until September 30 of each calendar year thereafter. Example: If we consider that in 2009 the period we consider for the bonus payment this year is October 1, 2008 until September 30, 2009

• If working within that period must have worked seven hundred ( 700) hours or more. If you do not get to the seven hundred (700) hours are not entitled to bonus

· Employees who no longer work for the company but meet the above two points are entitled to your Christmas Bonus

· It must have worked those hours for the same employer, even if the services are rendered in different businesses, industries, and other activities of that employer's responsibility

Employers

employer with fifteen (15) employees or less, every employer who employs fifteen (15) employees or less given a bonus equal to 3% of total salary to a maximum of ten thousand (10.000) dollars for the bond being granted in 2008. Employers

sixteen (16) or more employees-Every employer who employs sixteen (16) or more employees granted a bonus equal to 6% of total salary to a maximum of ten thousand (10.000) dollars for the bonus to be awarded in 2008.

The law also states that the total amounts paid on account of such bond shall not exceed 15% of annual net profits of the employer, gotten in the period from September 30 last year to 30 September year the corresponding bonus.

When we pay the Christmas bonus

The law provides that the Christmas bonus is not paid before the 1st day or after 15 December of each month except in those cases where the employer and its employees mutually agreed in another date. Penalties

employer who fails to

If payment is not made in the manner and within the period as indicated, or on the date agreed upon between the employer and its employees, the employer is obligated to pay, in addition to such bond , a sum equal to half the bonus in additional compensation if the payment is made within the first six (6) months of noncompliance. If you take more than six (6) months to make the payment the employer is obligated to pay another amount equal to the bond, as additional compensation. Exclusions



The Act excludes the responsibility of the Christmas Bonus "persons employed in agriculture, domestic servants or in family residence, or charitable institutions and officials and employees of the Commonwealth, its public corporations and municipalities, which hold a position, office or employment of a continuous or irregular. "

Can an employer exempted from payment of Christmas bonus?

The answer is yes. For the employer can accommodate the provision of the Act is exempted from paying in full or in part the bond is established when there has not made a profit in your business, industry, commerce or business or if they are insufficient to cover the entire bonus, not to exceed the limit of 15% of annual net earnings shall submit to the Secretary of Labor and Human Resources, no later than 30 November each year, a state of affairs and profit and loss for the period of twelve (12) month period from the first of October last year to thirty September current year, a duly Certified by certified public accountant, evidencing that the economic situation.

If the employer fails to submit the information required by the Secretary of Labor and Human Resources before the appointed date shall be obliged to pay the bonus in full as provided by law Be aware that the Department of Labor and Human Resources held an intervention their books to validate the data.

This article is not intended to replace the Act and should not be taken as absolute. For questions or concerns should refer to the Act in human resource consultant or employment attorney.
[1] The author has more than 9 years of experience in human resources. He is a member of the faculty of business administration at several universities in Puerto Rico and offers courses for graduate and undergraduate level. Management holds a Bachelor and Master in Business Administration both from the Polytechnic University of Puerto Rico. He is also currently doctoral studies leading to a DBA in Management from the University of Turabo. He serves also as an independent consultant for micro, small and medium businesses and is a member of the Board of Director of ASOPYMES.

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Professional Human Resources Consulting is a Puerto Rican company dedicated to helping small and medium businesses in the planning, organization, performance, control and management of human resources. As part of our social commitment to Puerto Rico and in response to critical historical moment and in the workplace, Human Resources Consulting Professional for FREE will help all those displaced persons who need assistance with the preparation and / or review of your resume and In addition, employers will be offering information interested candidates employment available to our talent bank. Prof. Elsie Y.

Jiménez
President




EMPLOYERS Professional Human Resources Consulting has a talent bank composed of HR professionals mostly with Bachelor and Master degrees in industries such as banking, services, education, retail, Administration, Manufacturing and many others. As part of our social commitment to Puerto Rico and in response to historical and critical moment in the work environment, Professional in Human Resources Consulting employers will be offering interested parties the information available job candidates in our talent bank. This service is free of charge until December 31, 2009. For more information write to hrprofessionalconsulting@gmail.com or call 787-909-0873.

Patrons interested should send the following information: Job Title


Education Requirements Minimum Requirements Academic Preparation

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helps displaced employees H1N1 INFLUENZA AND EMPLOYERS EMPLOYERS

Greetings,

In recent weeks many of our customers have called us or written questions related to the H1N1 virus. For this reason, please find below important information and recommendations of the Center for Control Diseases and the Department of Health.


influenza virus can survive between 2 and 8 hours on a surface which will encourage all businesses that receive public who are tops or counters (counter) should be available:

• Disinfectants for the same Some of the most effective disinfectants are: chlorine, soap, iodine-based antiseptics, hydrogen peroxide, detergents and alcohol
• Tissues available to employees and customers
• "Sanitizer" available to employees
• Pens for employees other than those used by customers
• disinfectant wipes for outlets or equipment
ATH
The most efficient means of transmission of this virus is damp (mucus from the nose, mouth and eyes) thus:

• No employee with symptoms of cold or flu must be accepted in work areas without a medical certificate, some of the symptoms to consider are: constant sneezing, cough or fever
• All staff should be washed with soap and water your hands every two (2) hours
• If you receive customers with suspicious symptoms immediately terminate your service cleaning surfaces, be sure to clean every two hours the doorknobs , The handrails and any demonstration team in the business have
• Avoid touching their face, eyes, nose and mouth
• If you are healthy is counterproductive to use surgical masks or respirators "because the virus by size across it as if it did not exist and use the mask is created in the area of \u200b\u200bthe nose and mouth moist microclimate conducive to developing viral

Stay calm and provide employees with accurate information is important so we recommend:

• Establish a protocol for emergency management personnel with
• Prepare posters and fact sheets on basic measures as hand washing
• Identify areas where available items and hygiene products
• Prepare your inventory to make sure you have all the necessary hygiene products
• Stay calm, the management or owners should lead by example
critical situations RECODERE your Human Resources consultants contributing to economic growth in Puerto Rico.

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Human Resources at your fingertips

Have you thought about how much money and time lost in addressing business issues of discipline, complaints from employees and even more serious issues?

Typically in a small or medium business owners, managers, administrators, vendors and other are the same person yes, you. There is no doubt that the administration of human resources is one of the most time consuming tasks that cause more difficulties and more legal and economic risks involved for the company.

Knowing these needs we have created affordable and accessible options for every budget, where the company can count on the services of several Human Resource Consultants in their facilities as needed.

Our options start from just $ 195.00 per month. For a FREE quote of the needs of your company can be reached at 787.909.0873.

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Judgement of 2005 against the Polar lack of professionalism in their security and surveillance systems. Alarms and guards.

APPEAL: 8003/2003 - RESOLUTION: 102 988 - SECRETARY: SPECIAL \\ '

Santiago, 29 July, two thousand five. Viewed: Plays the sentence on appeal, with the exception of 32 and 33 bases, which are removed. And having also this: 1 .- That the steps you can take a joint custody of their goods is to include electronic instruments to detect the removal of them and consult their clients before the activation of these instruments. However, these questions must be determined by a harmonic language and keeping the standards of respect for the dignity of people, given the voluntary nature posed to its customers this action, since even with the police, prosecutors and before the same court he has the right to testify, no obligation, so you can remain silent and must always be treated as innocent. Before a charge flagrancy The rules of Articles 254 and 263 N º 4 of the Code of Criminal Procedure Articles 129 and now 130 of the Criminal Procedure Statute, incurring the responsibility that the legal system provides to an illegal detention. If you're in a situation of suspicion may be required to police check is carried out referred to Article 260 bis of C. PP or Article 85 of CPP is only the police who, in the activation of electronic control systems, which can examine the garments to or the baggage of persons and is currently fulfilling the provisions of Article 89 of the CPP but the above can not lead to behavior of self governance, which is punishable by law. 2 .- That, if the process of consulting the people or information that realize control audio systems, the employees of a company become convinced that a crime has occurred, both by the common provisions, constitutional and legal , such as expressly provided in Article 15 of Law No. 19,496, should be surprised to a consumer in the gross commission of a crime, managers, officers or employees of the establishment shall be limited under its responsibility, to bring the alleged offender promptly available to the competent authorities, meaning for these purposes the disclosure of the facts Carabineros de Chile, for this institution to make it available to the competent judge. 3 .- That, appreciated the test according to the rules of sound criticism, the Court indicate that the events underlying this process is that when leaving the plaintiff Valentina Barahona Ondina Rodriguez of the store La Polar, located at Avenida Libertador Bernardo O'Higgins, on June 15, 2002, at 15:15 pm activated an alarm system, to which was detained by store security, having a companion to the plaintiff to call police, who found that there had been a theft, that the other side of the same witnesses defendant, which in turn participated in the events, have held that the plaintiff was subjected to a review, not to be credible as stated by them that the retention and recording by a male person has been requested by it, that also, having been a police procedural, it is not sustainable that the recording of events has not been filed, since experience shows that is evidenced not only remains relevant for legal purposes, but all the stores that have this kind of records he accompanied to court as irrefutable proof of his action at law, so that their elimination occurs when the established facts are not consistent with supported by staff at the store. 4 .- What to proceed in the manner that has been given for granted in these proceedings, such as subjecting a person to undue retention, record of your belongings, stripped of his clothes against an individual of the opposite sex and recording the process registration has been configured conduct to undermine the constitutional rights of the plaintiff, which is attempted threat and sanctioned by the defense rules consumer rights and also is an action that has generated damage, liability generates the light of Article 2329 Civil Code, which is the responsibility of local police courts in recognition of the provisions of Law No. 19,496. 5 .- That the species, affected citizens suffered an affront to their dignity, which would have generated greater if the personal consequences of the offending company had adjusted its actions at least to the standards imposed by prudence and respect due any person, and, conversely, to be an illegal act, because not only pushed the plaintiff, but the staff is trained is trained and people management practices, carried out actions that target produces a state of disgrace, it is reasonable to conclude that there was a state of anxiety at the time of the facts, not feeling well protected by the security forces, (which is apparent from the performance officials who attended the scene) later translated into a mental order condition that must be treated with professional support, all of which can be seen from the expertise ordered by the Court and approved the certification of his attending physician, particularly as the facts were relevant in negative consequences for an innocent person reproach. 6 .- That the action excessive, invasive, arbitrary and therefore unlawful for a company through your personal safety is for every citizen, even more so for those who did not make adolescent behavior to justify the challenged practices, a situation limit that normally produces a psychological state deficit that he feels confidence in legal institutions that protect liberty and security in a state of law, what should be priority over custody proceedings consumer goods, subject to the same law allows security systems, which are legitimate as they are in harmony with the fundamental rules regarding constitutional guarantees, a fact which excludes any process of self governance, which on generating relevant responsibility. 7 .- That in consideration of the foregoing, it must be inferred that there was a moral damages in the plaintiff, that being the effect of illegal and unlawful conduct of third parties, in the species in the field of rights consumer should be compensated. 8 .- To set the moral, must determine the amount of compensation, a fact which will be governed according to their magnitude, both from the objective point of view, taking the likely consequences for anyone, as also in the case of Plaintiffs have occurred, because it corresponds effectively repair the financial damage caused, as the Court must consider the amount of repair in a comprehensive way, by going further in the assessment of the effects that events have occurred to the person concerned, the rules imposed by the experience and wisdom. In fact, says the relief, coming from an unfortunate fact, illegitimate, can not represent a source of enrichment, so it must enforce offender accountability and effectively repair the damage caused to the offended person, considering especially as stated above, the impact on quality of life of the victim. It is in this context estimated in the sum of five million pesos ($ 5,000,000), injury of the plaintiff, this amount shall be adjusted in the manner described in the decision under appeal. According to the above and the provisions in Articles 186 and following of the Code of Civil Procedure and other laws cited relevant sentence is confirmed wenty v August of two thousand three, written on pages 73-79, with statement reducing the compensation for moral damages to the sum of five million pesos, with the adjustments set forth in the statement of first grade. It remains clear that compensation for medical expenses of the plaintiff. Sign up and be refunded. Drafting Attorney Mr. Aguirre member. Not signing the Minister Mrs Maggi, despite having attended the hearing and deal, was absent. 8003-2003 .- Presented by the Second Chamber of the Court, composed of the Minister Rosa María Maggi Ducommun, Minister Sergio Muñoz Gajardo and Advocate A member of Mr. Guido Aguirre Rivera.

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By Jessica Morales
Jess! Consulting Service Excelllent
http://servicioexcelentepr.blogspot.com/

A person who provides any type of service is always liable to be criticized when it is not given promptly. Broadly speaking, the "service" is a product perceived by the invisible but highly valued customer. Service provided promptly, effectively and courteously depends largely on the person offering it and his attitude toward his work.

The "good service" is an added value to purchase, and excellent service at the end is what makes customers return again and again.
A working group of well trained to offer an excellent customer service support for the introduction to acquire new customers and retain the loyalty of existing ones. Turn encourages the acquisition and maintenance of best employees. At day's end, the results provide excellent service to all parties involved in the transaction gain, sales are exceeded, there are more substantial tip and is pleased customer.

In our restaurants today hardly come to our table who give us a SERVICE EXCELLENT when we eat. Any waiter who is thoroughly familiar with their work could enumerate a long list because it has not been able to provide excellent service. From the time the order is taken until the plate comes to the table a series of events occur, sometimes unnoticed by the diner, which eventually cause the service chain is broken. Only the best trained waiter can prevent and remedy these mistakes and see that the customer never hears.

For any employee of the food and beverage industry to provide excellent service, beyond that can give good service needs to develop a passion for hospitality. Will serve serve others should be motivation enough for a good waiter will come to their tables in order to make their guests to spend an enjoyable experience.

Today the hospitality industry is full of people with good intentions, but only those who recognize that they can benefit from receiving training and training in their area of \u200b\u200blabor will provide excellent service rather than a good service. Become a student of the service will pay dividends for the establishment where he works and greater satisfaction personal.Varias techniques can be applied to ensure that customers receive excellent service and all they aim to exceed customer expectations.

The service culture in Puerto Rico is seriously affected. Although the owners of establishments recognize that providing good service is key to the success of its establishment, the reality is that they do little to educate their employees. On the other hand, the Puerto Rican diner recognizes that if you receive poor service at an establishment where they decided to visit, with no return and will not sponsor the same lesson enough for the service improves. The reality is that if it is communicated directly to the owner or manager of the establishment that poor service was certainly not given the opportunity to that it correct the problem.

Encourage good practice not to be content with receiving poor service and not complain. Begin to practice the following exercise: when you receive bad service complain about it. Do it tactfully and education, after all you just pay for the bad service received and has a legitimate right to complain.

Jess! Excellent Service Consulting, is a leader in Puerto Rico, committed to training employees of the food and beverage industry through seminars designed exclusively for restaurants.

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Excellent Service "Professional Services", "Freelance" or "independent contractor" Three definitions of a single reality

By Elsie Y. Jiménez Galarza
RECODERE

is increasingly common to see people of all generations have chosen to move their places of work at home. Undoubtedly, the level of technological development and growth in the availability of the Internet we have experienced in the past 10 years have greatly facilitated this modality.

Working from home has become a successful alternative for many and has many advantages, but what about the implications of working from home? Do I need a permit or certification to do so? Informality



work from our homes informality can sometimes give to our work. Many people tempted to break their routines of work to rest or do housework. Therefore it is very important to establish a schedule so we can meet to get the job done in an efficient yet.


Complying with government
Many people think that working from home does not have legal responsibilities that a company has a physical space that is not true. Any person working from home must have a Home-Pat, where you can use up to 25% of your home for these purposes. Moreover, any person working as "Professional Services", "Freelance" or "independent contractor" must have its Merchant registration day.



advantages working from home definitely has its advantages. Some of the most important are: to reduce expenses (transportation, fuel, meals, parking, etc.), working in a more relaxed (no boss, no traffic, no rain, comfortable clothing) and have our own schedule (as needs of each one).

She has over 9 years of experience in human resources. He is a member of the faculty of business administration at several universities in Puerto Rico and offers courses for graduate and undergraduate level. Management holds a Bachelor and Master of Business Administration both from the Polytechnic University of Puerto Rico. He is also currently doctoral studies leading to a DBA in Management from the University of Turabo and is an independent consultant and Human Resource Management. He serves also as an independent consultant for small and medium businesses.

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What if I have to pay minimum wage or not? Discrimination by gender

By Elsie Y. Galarza Jiménez

Often small and medium businesses ask this question, do I have or not I have to pay federal minimum wage to my employees? The minimum wage is a matter of great importance if we consider that those employers that do not comply with the law can be fined. Not knowing the law does not exempt them from complying. This lack of information adds unnecessary risk to our operations and also can affect our image and credibility with our employees, customers and suppliers.

There are several federal and state laws governing the payment of wages in Puerto Rico. In all, the most questions because the business is the federal law known as the Fair Labor Standard Act (FLSA, for its acronym in English). The FLSA establishes several important issues including payment of minimum wage and the definition and distinction between what they are exempt employees and nonexempt employees (see also locally Regulation 13 and Act No. 180 of July 27, 1998).

begin by discussing the minimum wage. How if I'm an employer is obliged to pay a minimum wage?

You will be responsible for an employer to pay if:

• If the employer has two or more employees engaged in commerce or in the production of goods for commerce.

• If the employer has employees handling, selling or otherwise working on goods or materials that have been moved in or produced for commerce by any person.

• If the employer has an annual gross volume sales or business done of not less than $ 500.000.

is important to know that you are an employer covered by this Act to fulfill at least one (1) of these features. They are also considered as they are involved in interstate commerce employers who operate:

· Hospitals
· Institutions mainly involved in the care of: health, the elderly, the mentally ill
· Schools for mentally or physically disabled children
· Schools with special gifts
· Schools preschool to secondary, higher education, public or private, nonprofit or

The FLSA also provides for certain jobs and industries that are exempt from this law. For details regarding your industry consult your employment attorney, HR consultant and Act No. 180 of July 27 1998 and the provisions of the Secretary of Labor.
Effective July 24, 2009, the federal minimum wage for employees covered, nonexempt increase to $ 7.25 per hour. Any employer with employees subject to the provisions of the FLSA minimum wage must post and keep posted, a notice explaining the Act in a conspicuous place in all establishments so that employees can read it. [i]

[i] The author has more than 9 years of experience in human resources. He is a member of the faculty of business administration at several universities in Puerto Rico and offers courses for graduate and undergraduate level. Holds a Bachelor and Master in Management in Business Administration both from the Polytechnic University of Puerto Rico. He is also currently doctoral studies leading to a DBA in Management from the University of Turabo and is an independent consultant and Human Resource Management. He serves also as an independent consultant for small and medium businesses. Supreme

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decide law was violated by paying less used

By Marian Diaz / mdiaz1@elnuevodia.com

The Puerto Rico Supreme Court ruled in a case of gender discrimination in pay mode, in alleging that the applicant was dismissed and received less pay than their male counterparts.

This is the first time a court on the island decide a case in which one of the claims is the gender pay gap.

The ruling, written by Judge Efraín Rivera Pérez, confirmed previous statements issued by the Court of Appeals and that of First Instance, but were appealed by the defendant.

is the case of Sarah Ferrer Ramírez, who was Business Manager for the market "grocery" in Conagra, responsible for generating about $ 30 million in annual sales. That figure is equivalent to 50% of revenues produced by the company in Puerto Rico. The other two Conagra Business managers were men and divided the remaining 50% market share driving a refrigerated market generates 30% of sales, and the other ran the "snacks", which produces 20%. Ramírez Ferrer was fired by general manager Carlos Delpino on June 20, 2004, due to "In the new business model did not have a position to offer." But the Court was proved that there was no such change in business model Conagra. However, we found that the applicant received unequal treatment when they received their male colleagues, by his refusal to share until the wee hours on social activities outside work. His companions, according to demand, nicknamed the "titi", what made her feel "out of the group."

A Ferrer Ramírez substituted another man, who began earning a salary $ 15,000 higher than she was earning to be fired. This despite the fact that in their assessments, she twice received recognition and monetary incentives, and there was no reprimand in his file.

Frank Zorrilla, attorney for the plaintiff, told El Nuevo Dia that the Court "did justice in a case that is in dispute since the entry of women into the workplace." Rivera Pérez
Judge concluded that in the two previous forums was demonstrated that the applicant was discriminated against on grounds of sex regarding his salary and subsequent dismissal. "Not only is sex discrimination led to the dismissal of the applicant, but also determined their salary," reads the statement.

"The primary forum found after reviewing all the evidence directly to the applicant despite the manager being more productive and more responsibility in the company, received no salary for their performance because of their sex."

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Human Resources Seminar ... from recruitment to dismissal

Semiinario Human Resources

Requirements and Documents Act

Use Types of Contracts and Employees

Employee Handbook

Progressive Discipline Dismissals

Resources: Julissa de la Cruz, President of RECODERE

Prof. Elsie Y. Jiménez, Universidad del Este

Investment

Before May 29: $ 75.00

After May 29: $ 85.00

Students and NPOs: $ 65.00

Includes: Materials, Certificate of Participation, Breakfast, Snacks and Parking

Friday June 12 8:30 a.m. to 12:30 p.m.

Virtual Business Center, Amelia Industrial Park For more information

please contact at 787.528.8687 or 787.909.0873 or write jdelacruz@recodere.com

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handle domestic violence in the area of \u200b\u200bemployment?

In recent days have unfortunately been cases of domestic violence who have greatly impacted our country. Domestic Violence does not discriminate by gender, race, color or social class. Can occur at any level and clearly this includes the area of \u200b\u200bemployment.

As an employer, every company is required to ensure the security and integrity of its employees. This is why it was created to Act No. 217 of September 29, 2006, better known as Law of the Protocol on the Management of Domestic Violence en el Empleo. La misma indica que toda agencia, departamento, oficina o lugar de trabajo del Gobierno del Estado Libre Asociado de Puerto Rico y el sector privado debe implantar un Protocolo para manejar situaciones de violencia doméstica en lugares de trabajo o empleo.Todo Protocolo sobre Manejo de Violencia Doméstica en el Empleo debe indicar los siguientes pasos:

*Presentación de la Política Pública o Institucional

*Miembros de la agencia, empresa o municipio que formaran parte del Comité para el manejo con situaciones de violencia doméstica en el lugar de trabajo

*Estrategias que se utilizarán para dar a conocer la política pública o institucional a todo

staff * Safety Plan for the agency, company or municipality

* Guidance and Education Plan
* Management Plan Individual Cases (Include the forms prepared by the agency, company or municipality for these purposes) :

-disclosure agreement with victims / survivors. Initial interview
-
-Plan for handling individual cases - actions taken to protect the victim. Should be considered risk factors.

Security-Plan-Authorization-Referrals Referrals: Resources available at the agency, company or municipality and the surrounding area which can provide support to victims and / or survivors of domestic violence.

Attorney's Office for Women has a list of all those agencies that have service to support victims / survivors of domestic violence. It is critical that each and every one of the agencies, companies and municipalities meet this requirement of law that supports the government in its fight against domestic violence. OSHA will be in charge of ensuring that this requirement is fulfilled and to fulfill our responsibility on behalf of all those who have died from the lack of immediate action against the facts.

The author is president of consulting firm RECODERE Human Resources directed to small traders, for more information you can call to 787-528-8687 or visit jdelacruz@recodere.com http://www.recodere.com/

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Sexual Harassment in Employment

Sexual Harassment Employment

For Julissa and Prof. Cross. Elsie Y. Jiménez

Although much has been spoken of Sexual Harassment in the Workplace, employers still exist many doubts and questions about this subject. Recently, a patron called us to consult a possible case of sexual harassment in your organization. As we meet we find that the supervisor performed the query to please the president and that he understood there was no sexual harassment in your company.

Erica Rivera (name changed to protect the identity of the employee) who holds a position as a cashier has been notified on several occasions to his supervisor that the customer John Smith (fictitious name, frequent customer of the company) has made advances to go out and constantly waiting for your departure time to accompany her to her car. Erica Rivera told his supervisor did not feel comfortable with these approaches by which he hoped to intervene with the client. The supervisor ignored his employee and he understood that the act should not be given Pedro Perez is a client and not an employee of the organization. Two months after the employee approached the president and let him know your concerns, he proceeded to ask the supervisor to do a query to your Human Resource Consultants.

Does it seem to you that there is sexual harassment if the above?

The answer is yes. Act No. 17 of April 22, 1988, as amended indicates that employers are responsible for any possible case of sexual harassment including but not limited to cases between employees, supervisor to employee, employee to supervisor, customers and employees employees to customers. Sexual harassment is defined as any unwanted sexual advances, requests for sexual favors or other verbal or physical conduct of a sexual nature or which is reproduced using any media including but not limited to the use of multimedia tools and through cyber network or any electronic means. It is noteworthy that an employee or supervisor can respond to their property and property for the damages it caused to the victim or the employer.

This law applies to every employer with one or more employees. Our responsibility is to be not tolerant of sexual harassment in the workplace. The penalties for committing a case sexual harassment and the employer fails to take corrective action in it are high. Any person responsible for harassment liability incurred by a sum double the amount of damage caused to the employee or job applicant.
be liable for a sum of three thousand (3,000) dollars where they could not prove damage.

The person responsible for engaging in such conduct must also pay attorneys' fees and costs of the court process.
Anyone in the field of employment, teaching or service, ask favors of a sexual nature to himself or a third party and subject working conditions, teaching or services to deliver, or by sexual behavior causes a situation intimidating, hostile or humiliating for the victim, shall be guilty of a misdemeanor (imprisonment for not more than six (6) months or fine not exceeding five thousand (5,000) dollars, or both).

you as an employer has a duty to keep the workplace free of sexual harassment and intimidation, and should clearly state its policy against sexual harassment to their supervisors and employees and ensure they can work in safety and dignity. Complying with the obligation is imposed upon the employer to prevent, deter and prevent sexual harassment in employment, it shall take such steps as are necessary or desirable for this purpose including but not limited to the following:

(a) state clearly to their supervisors and employees that the employer has a strong policy against sexual harassment in employment.

(b) To implement the methods needed to create awareness and to know the prohibition of sexual harassment in employment.

(c) give adequate publicity in the workplace, for those aspiring to employment rights and protection as are conferred and granted under this Act, under Act No. 69 of July 6, 1985 of Law No. 100 of June 30 1959, as amended and the Constitution of the Commonwealth of Puerto Rico.

(d) Establish an adequate and effective internal procedures to address complaints of sexual harassment.

If your company does not have a sexual harassment policy and is not complying with the requirements of law, could be exposed to fines and penalties. For more information contact RECODERE their Human Resources Consultants at 787-528-8687, or visit jdelacruz@recodere.com http://www.recodere.com/

The authors are respectively President and Partner of RECODERE Resources Consulting Firm Human specializing in small and medium enterprises. Both have over ten years experience in human resources in the private sector and members of the Association of Small and Medium Enterprises (ASOPYMES).

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The Role of Human Resources in Small and Medium Enterprises (SMEs)

Many people ask what is the role of HR in small and medium-sized businesses? We give you the answer.

The Role of Human Resources is to: design and establish innovative programs to attract, develop and retain people with skills, values \u200b\u200band motivation to support business strategies.

Human Resources supports employers in:

• Preventing lawsuits

• Personnel management • Job coaching

• Design systems and organizational developments since

• Create employee manuals to guide them in managing staff and meet the requirements and labor laws

• Administer state and federal licenses

• Develop processes to justify the selection objective of avoiding lawsuits staff • Recruit and select the suitable candidate

• Develop Job Descriptions

• Create

benefit programs • Create emergency programs, ergonomics and

• Complete OSHA 300 Reports

Labor laws are in constant changes, amendments and every day we have new laws that protect workers. Such as the Domestic Violence Protocol, documentation should be every employer as part of the employee handbook in your organization, amend the minimum wage, social insurance application for identification and amendment of the Christmas bonus and more.

For this reason, employers must be current and in compliance with each of them, because the misunderstanding does not relieve us of not complying with the law. It is therefore important the role of consultant or specialist in the area of \u200b\u200bHuman Resources. It is recommended to send their leaders to train management and labor.

Include HR in its work plan and organizational goals will be amazed at the significant results will have to incorporate this area in your organization.

The author is president of RECODERE consulting company dedicated to Human Resources for Small and Medium Business. For information you can access www.recodere.com at the address jdelacruz@recodere.com or call tel. 787-528-8687.

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In the midst of "Crisis" to stay on board or jump?

a couple of days ago I was telling a colleague how wise I was tired of hearing about the word "crisis." If you go to the Dictionary of the English Royal Academy are seven different definitions for this word has become the holder of our newspapers, the headache ball of our homes and those with few political ideas and many tricks.

Finally I decided to use the definition that the more I compete, the point of view. For purposes of this article define crisis as "decisive moment of a serious business and far-reaching." (Royal English Academy, 2009). Addition I will include an oriental detail. The Chinese when they write the word "crisis" used two icons, one of them means risk and the other opportunity. So the "crisis" is nothing more than "a decisive moment in a serious business and far-reaching risks and opportunities where we ".

And precisely, everyone, be it personal or business level we are experiencing a" turning point "but we live it every day, we live in the past and will surely live in the future. This does not mean that we ignore what happens around us. It means that before events of "significant consequences" must assume our roles responsibly.

Many people come to me for advice about their job prospects. In a moment of "crisis", "leave the company or jump?, And the reality is that there is no single answer. Each of us fills something different, because we are different and our needs are different consequences.

If you decide to jump

First analyze the facts and not rumors or speculation. Remember that not always the neighbor's yard is greener and more beautiful than ours. When we see other companies as an alternative we analyze facts. Search

industry news, or the company, examine the financial statements of a public company (company participating in the stock market). Check with people related to that company; employees, customers, suppliers or business partners. Visit the company, when we visited a company to simply "see" different things to see when we visited for an interview, basically because the interview when we emotionally expectation that everything is positive.

Finally, not everything that glitters is gold and money is not everything. Discuss factors other than economic factors. How close or far I can be far from home, how much longer or at least take him to reach this place, as this change will affect their family life and quality of life.

If you choose to stay

If you fall do not be beating their breasts, stick that you really want to be in that company, that their work is like, because you feel at ease, because it is part of his life and really want to be there .

not complain. I had a boss who remember not allow us to complain if we did not have a suggestion or idea to make to resolve the situation that caused our complaint. Help your company with ideas, silly ideas and seem the best solutions come from employees who are late in the day to run the show. Most importantly, help others maintain a positive attitude, that alone will do it by example.

Everything As vividly imagine, ardently desire, sincerely believe and enthusiastically undertake inevitably happen, "Paul J. Meyer

She has over 8 years experience in human resources. He is a member of the faculty of business administration at several universities in Puerto Rico and offers courses for graduate and undergraduate level. Management holds a Bachelor and Master in Business Administration both from the Polytechnic University of Puerto Rico. He is also currently doctoral studies leading to a DBA in Management from the University of Turabo and is an independent consultant and Human Resource Management. He serves also as an independent consultant for small comerciantes y plane.

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Robbery in supermarket parking lots require companies

Appeal 9663/2008 - Resolution: 1497 - Secretariat: SPECIAL
Santiago, 5 January, two thousand nine.
VIEW:
statement is reproduced on appeal, with the following modifications: a.
- the reasons are eliminated eighth, ninth, tenth and eleventh.
b. - be deleted paragraphs thirteenth and fourteenth.
AND IS IN PLACE, AND ALSO PRESENT:
First: That, being the kind of an event involving the theft of a vehicle in a parking lot is owned Alameda Supermarket Ltd., corresponds precisely determine, if the liability of the provider to consumers as to the valet parking;
Second: That the species is decisive in the supplier, in this case the supermarket not only provides the service provided and the sale of goods, but is also part as a whole in providing facilitating a parking within the premises Supermarket to help acquire the product or products and services offered;
Third: That the authorization of parking by Supermarket Alameda Ltda Avenida Padre Hurtado No. 60, district of Central Station, in addition, not only because to the service itself, but also is part of the planning and building standards governing those matters, such legal provisions in the event of being broken, there would not even obtain the respective building permit, the so that the argument which may be in order is a free service that has no consideration or not applicable the species by establishing the world icipio competent at the time, authorized the building of a work destined to be a supermarket, which included, necessarily, the respective stations as an integral part of everything, so that the circumstances to be a free service does not absolve themselves of obligations inherent to the provision of generic service provider being a sale of goods and services to consumers who attends the supermarket and referred to that effect, is parked on the premises owned or under guard of the store mentioned;
Fourth: That, so it is not possible to conclude that the free parking service constitutes a service Annex, in addition to or different from the simple sale of goods or services, but part of the alleged offer, who has not fulfilled its obligation to protect the safety of consumer goods, and in particular in safeguarding property of his client. Indeed, for such purpose an alleged account, as appears in the record of a backup service, which lies essentially in order to provide a minimum of safe conduct and operation of the specific act of providing services or selling goods services;
Fifth: That, in addition, the existence of a global operation, broken down in the acts of admission to the exhibition, circulation and trading, payment and subsequent withdrawal, all of which constitute acts of consumption are governed by Law No. 19,496, and to reason to the contrary, leads to the absurdity of holding that even acts or damages that may occur to the consumer within the grounds of the supermarket or in parking lots, by the mere fact of not buying the good or service could not be covered by the situations of the Consumer Act;
Sixth: That, having deducted civil action for damages at page 33 of autos, which is collected by the sum of $ 384,900 .- for damages and $ 1,000,000 .-, for moral damages, these judges, attended the accompanying documents, mainly on pages 59 et seq, estimate that the damage alleged is accredited by the civil plaintiff, by accessing the damage and appreciating moral prudently assessing damage in the sum of $ 1.00 .- 0000;
Seventh: That, likewise provides that pay the sums ordered in the operative part of the fault is adjusted according to the CPI since this sentence becomes enforceable and generate interest in the only event of default.
For these reasons and addressed the provisions in Articles 1 and following of the Law 18287 and Law 19.496, it reverses the original ruling of 13 December, two thousand seven, written on pages 104 and following and instead decides:
I. - Order to Alameda Supermarket Ltd. represented by Mr. Francisco Zuniga Krum to a fine up to 25 monthly tax units, tax benefit, as infringing Articles 12 and 23 of Law 19.496 on Protection of Consumer Rights.
II .- A. - order Alameda Supermarket Ltd. to pay to Mrs. Nancy Cabello Marcela Ocampo the sum of $ 384,900 .-, by way of damages and the sum of $ 1,000,000 for pecuniary damage.
B. - That such sums shall be readjusted and generate interest in the manner described in the plea seventh.
C. - order for costs against the defendant.
Register and refunded. A member of the Advocate Editorial
Mr. Nelson Pozo Silva.
No. 9.663-2008 .-

Delivered by the Sixth Chamber of the I. Santiago Court of Appeals, composed of Messrs. Juan Fuentes Belmar Ministers, Mr. Joaquin Billard Acuña and Integrative Advocate Mr. Nelson Pozo Silva.

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When a television spot misleads consumers

Santiago, June 11 two my four. Views:
It reproduces the original ruling, with the exception of the fifth recital, which is suppressed. AND YOU HAVE IN YOUR PLACE IN MIND: 1 .- That the National Consumer Service has reported to the Business Enterprise Business Hites SA, represented by Victor Muñoz, because by means of an advertisement broadcast on Channel 7 TV 6 April 2001, launched the market with a promotion called 2 X 1 Hites, indicating in that TV commercial with a voiceover in off the following: Two for one Hites, do not miss the last days of 2 X 1 Hites, bring two and pay one, and after Make successive images the best deals with the final installments of the market lower and remember that you can now buy through the number 800802233 or 2X1 www.hitesnet.com and concludes by Hites, the best deals at the best price.
believes, that the release of that spot, the company committed an offense referred to in Articles 33 and 35 of Law N º N º 19,496. In what has to do with the first of these breaches, indicates that the above message is misleading because it encourages consumers to buy two items and pay only one, in circumstances that would be a promotion to be understood in a straightforward way (for the purchase of two products, it pays for itself one) but instead is a simple price cut for couples of previously established, eg a television and a separate video that cost $ 200,000, as part of this promotion will cost $ 185,000, and also because, in the same advertising, indicates that credit fees are the cheapest on the market, in circumstances that day April 16, 2001, the lowest in the market is the Falabella. Also considered incurred in breach of Article 35 of the Act, as in the television commercial is omitted to indicate in written and verbal which are the basis for promotion, nor set term or term of this matter of its important to consumers when making purchases, 2 .- That, in regard to infringement of Article 33 of Law No. 19,496, be accepted to the disclaimer of the complaint, since taking into account that the advertisement has a short duration of 17 seconds, it is illusory to claim that such information individually in detail and which of those hundreds of products sold in the store are placed in the promotion, which necessarily requires information brochures and magazines in the store, which according to the testimony of Elena Parra Farias, Hugo Núñez and María Valdebenito Rojas Badilla gave way to inform consumers that attended the venue. Nor is credited the offense referred to deception in the value of the shares, since the comparative analysis that underpins it was done by the Economic Analysis Unit later, which took place on April 16, while advertisement that occurred on April 6 and 3 º .- That, however, should be deemed to have been terminated if committed in violation of Article 35 that is charged by Sernac and must be punished for it, because that rule requires suppliers in any promotion or offer shall inform the consumer on the basis of the same and the time or period of its duration, and is the case in that TV spot that realizes the minutes on pages 48 is not announced in any form or bases thereof, or the time or duration of the promotion. With the thought and the provisions of Articles 1, 3, 24, 35, 50 and 61 of Law N º 19.496, on the Protection of Consumer Rights, is repealed the original ruling of 12 November two thousand and two, written at page 103, and instead stated that condemnation of the offending Hites Comercial SA, represented by Victor Muñoz, to pay a fine for tax benefit of ten monthly tax units, because it committed the infringement of Article 35 of Law No. 19,496, on the Protection of Consumer Rights . Be it enacted by way of pressure relief and night confinement by the representative of the infringer, if not paid within five days the fine imposed in the sentence, according to the terms of Article 23 of Law No. 18,287. Register and devuélvanse. Drafting of the Minister Don Juan Eduardo Fuentes Belmar. Role No. 7250-2002 .- No member firm lawyer Mr Cruchaga, who attended the hearing the cause and the agreement by absence. Issued by the Seventh Division of the Court of Appeals, presided by Mr. Cornelio Villarroel Ramírez Minister and composed of the Minister Mr. Juan Eduardo Fuentes Belmar and Advocate Mr. Angel Cruchaga Integrative Gandarillas. ROLE