The Best Manufacturing Companies to Work for in 2019

The Best Manufacturing Companies to Work for in 2019The Best Manufacturing Companies to Work for in 2019 Want to work for a company whose products make a difference? Look no further. The following eight companies, all from our list of the Best Places to Work in 2019 , are all in the manufacturing industry , making products that improve or even save lives. Though all companies manufacture products, their specialties range from healthcare to food & beverage to construction equipment and more - meaning theres bound to be something that catches your eyeThe best news? Theyre all hiring for many different positions, from marketing to accounting to engineering - so check out their open jobs and apply todayWhat They Do Intuitive Surgical, Inc. (NasdaqISRG), headquartered in Sunnyvale, Calif., is the pioneer and a global technology leader in robotic-assisted, minimally invasive surgery. Intuitive develops, manufactures and markets the da Vinci surgical system.What Employe es Say Best place to work in terms of timings and opportunities. Management is very helpful. Benefits and packages are best in market. - Current Senior Software DeveloperWhat They Do Our portfolio holds 90+ wine and spirits brands and we are continuing to expand and grow.What Employees Say Employees are treated with respect and are appreciated. Opportunities for advancement and career growth abound. Strong sense of teamwork and shared goals. - Current ManagerWhat They Do Clorox is a global company with leading brands that have become household names our namesake bleach and cleaning products Pine-Sol cleaners Liquid Plumr clog removers Poett home care products Fresh Step cat litter Glad bags, wraps and containers Kingsford charcoal Hidden Valley dressings and sauces Brita water-filtration products Burts Bees natural personal care products and Renew Life digestive health products.What Employees Say Great culture with very solid leadership team. Inclusive and competitive work en vironment. Respectful and talented employees that challenge each other. - Current Sales Planning Team LeaderWhat They Do Boston Scientific is dedicated to transforming lives through innovative medical solutions that improve the health of patients around the world.What Employees Say Opportunities abound, the company and your peers/leadership really care about your development You get to have a pranke in saving lives every day. - Current Senior Production SupervisorWhat They Do Our leading-edge tools, technologies, software and services power the global construction industry.What Employees Say The culture, the caring, the work, the people, the meaning of what you do, it is all worth investing your time working here. - Current Training and Development SpecialistWhat They Do John Deere makes a wide variety of agricultural and construction equipment and parts.What Employees Say Challenging and rewarding job. Flexible hours, laid back manager. Get to be involved with many project s and processes. You get the tools you need to do your job. - Current Software EngineerWhat They Do The company is a leader in designing, manufacturing and servicing a broad range of access equipment, commercial, fire & emergency, military and specialty vehicles and vehicle bodies.What Employees Say People First culture is truly being nurtured at Oshkosh Corporation. While changing a culture takes time, our Leadership Team models People First day in and day out. We have a ways to go in development of leaders in this culture across the organization and I have no doubt we will get there. - Current Marketing ManagerWhat They Do With the industrys broadest portfolio of about 100,000 analog and embedded processing products, software and tools, TI offers complete solutions for the consumer, transportation, industrial, communications, and computing industries.What Employees Say Excellent benefits, decent pay. Room to move around and grow if you wish. They do tend to promote from with in when openings are available. - Current Product Technician

Residential Sublease Agreement FAQ - United States

Residential Sublease Agreement FAQ - United StatesResidential Sublease Agreement FAQ - United StatesResidential Sublease Agreement BasicsWhat is included in a Residential Sublease Agreement? A Residential Sublease Agreement (also called a sublet agreement) typically addresses the following The names of the parties (the tenant, the subtenant, and the landlord) The terms of the original/master lease (a copy can be attached) The sublease term length (e.g. 6 months, 1 year) and whether the sublease is fixed or periodic The amount of rent payable (if different from the original lease) Information about making alterations or improvements to the propertyIn addition, a sublet agreement may also have provisions regarding Utility payments A security/damage deposit Insurance requirements Who is the sublandlord in a Residential Sublease Agreement? The sublandlord (or the original tenant) is the person who entered into a lease with the landlord, and who is now leasing all or part of the landlords property to the subtenant. Who is the subtenant in a Residential Sublease Agreement? The subtenant or sublessee is the person who is entering into a lease to rent some or all of the landlords property from the sublandlord. Who is the landlord in a Residential Sublease Agreement? The landlord is the person who owns the rental property and who the subtenant is renting property from. What is the governing law of my Residential Sublease Agreement? The governing law of your Residential Sublease Agreement will be the jurisdiction in which the property is located, regardless of which jurisdictions any of the parties (landlord, sublandlord, or subtenant) reside in. Is a spoken Re sidential Sublease Agreement valid? Oral agreements can be difficult to enforce. In the event of a dispute, a court would have to hear the evidence and decide whose version of the facts are true. Alternately, courts are generally obligated to uphold the terms of a written agreement. Some jurisdictions may require that the Residential Sublease Agreement be recorded in writing in order to be enforceable. How long is a Residential Sublease Agreement valid for? A Residential Sublease Agreement is valid for the length of time that the sublandlord indicates in the sublease. The subtenants interest in the property cannot exceed that of the sublandlord. For example, if the sublandlord has a lease for one year, the sublandlord would be unable to sublease the property to a subtenant for two years, since the sublandlord only has interest in the property for one year. The Original Residential LeaseWhat is an original or master lease? The original lease, also known as the master lease, is the Residential Lease Agreement that the sublandlord (the original tenant) entered into with the landlord. Do I need to provide the subtenant with a copy of the original lease? Yes, the subtenant is entitled to a copy of the original lease along with a copy of the Residential Sublease Agreement. The sublandlord can include a copy of the original lease with the sublease agreement or can deliver a copy directly to the subtenant. Does the subtenant need to follow the terms of the original Residential Lease Agreement? Yes, the subtenant is usually responsible for following all of the terms and conditions set out in the original lease. This means that they must follow rules for smoking on the property or in the suite, pets, guests, and anything else listed as a term or condition in the master lease. The Residential SubleaseWhat does automatic renewal mean in a Residential Sublease Agreement? Automatic renewal means that the lease will continue indefinitely on the agreed upon interval (weekly, monthly, or yearly) until either the subtenant or the sublandlord gives notice to the other party that they will be terminating the sublease. Can the original landlord terminate the Residential Sublease Agreement? Similar to how the original landlord can terminate the master lease if the original tenant doesnt follow the responsibilities listed in it, the original landlord can also terminate the sublease if the subtenant does not follow the responsibilities set out in the master lease. Can I sublease a portion of my property in a Residential Sublease Agreement? Yes, you can sublease a part or all of the leased property to the subtenant. Can a subtenant sublease the property in a Residential Sublease Agreement? Yes, it is possible f or the subtenant to sublease the rental property as long as it does not exceed the terms in the original lease agreement, meaning that the lease length, lease costs, and lease obligations should remain the same. Permission to further sublease the property by the sublessee must be indicated in both the original Residential Lease Agreement and the Residential Sublease Agreement. As an example, consider this potential scenario The original tenant (sublandlord) has a 2-year lease on the rental property. The sublandlord subleases the property to another tenant (sublessee) for 1 year. The sublessee decides to further sublease the property to a third tenant for 6 months. Can I restrict what alterations a subtenant is allowed to make to the property? Yes, the sublandlord can limit what alterations the subtenant can make to the property. If the ori ginal Residential Lease Agreement lists specific improvements that can be made to the property, the sublandlord can either pass those permissions on in entirety to the subtenant or limit them. The sublandlord cant grant additional permission to the subtenant to make alterations to the property over and above whats listed in the original Residential Lease Agreement. For instance, if the master lease does not permit painting, the Residential Sublease Agreement cant either. Typically, the original lease will state that the landlord must consent to any alterations, in which case the sublandlord should obtain the landlords permission before permitting the subtenant to make improvements. Damage Deposits and Insurance in a Residential Sublease AgreementWhat is a damage deposit in a Residential Sublease Agreement? A damage deposit is a sum of money paid by the subtenant to the sublandlord as collateral to cover any potential da mages that the subtenant may make to the rental property. Usually the subtenant must provide the sublandlord with the damage deposit at the start of the sublease term. The sublandlord holds the damage deposit for the term of the sublease to help ensure that the subtenant does not default on the terms of the Residential Sublease Agreement or otherwise damage the property. Should the subtenant damage the property (normal wear and tear excluded), the sublandlord is entitled to recover the repair cost from the damage deposit. At the end of the sublease term, the subtenant will receive the deposit back minus any deductions for repairs. How much should the damage deposit be in a Residential Sublease Agreement? Damage deposits are usually equivalent to the value of one months rent. The maximum amount a damage deposit can be is usually governed by each jurisdictions legislation. Should a subtenant in a Residential Sublease Agreement have insurance? While it is strongly recommended that the property be insured, the subtenant does not need to have their own insurance if the sublandlord has obtained sufficient insurance to cover the subtenant. The subtenant will totenstill need to insure their own belongings. Inspection Forms in a Residential Sublease AgreementWhat is a Rental Inspection Form? A Residential Rental Inspection Report, also called a rental inspection form, is used at the beginning and end of a sublease to document the condition of the rental property. The Residential Rental Inspection Report should ideally be completed together by the subtenant and sublandlord within a reasonable amount of time after the subtenant takes possession of the property, likely between 7 and 30 days. The Residential Rental Inspection Report contains a description of the condition of the property at the time of the subtenants possessio n and is also used at the end of the sublease term as a comparison tool to determine if the subtenant caused any damage to the property. It prevents the sublandlord from claiming damages were caused by the subtenant if those damages were there before the subtenant took possession. Consent in a Residential Sublease AgreementDo I need to create a Landlords Consent to Sublease? A Landlords Consent to Sublease only needs to be included in the Residential Sublease Agreement if the landlord has not previously provided written consent to the sublease. Can a subtenant use the property for business or other purposes? The sublandlord can only authorize the subtenant to use the property for purposes that have been approved by the landlord in the original Residential Lease Agreement. Before allowing the subtenant to use the property for an additional purpose (e.g. a business) that is not stated in the master lease, the sublandlord need s to obtain the consent of the landlord. Signing Details in a Residential Sublease AgreementI do not know when the Residential Sublease Agreement will be signed. Can I fill in the date later? If you are unsure when your sublease will be signed, you can leave that section blank and fill in the date and signature at a later time. Who should sign a Residential Sublease Agreement? At minimum, both the sublandlord and the subtenant should sign the Residential Sublease Agreement. A witness signature in addition to the sublandlord and subtenant may not be required. A witness should be a neutral third-party, which means someone that will not benefit from signing the sublease, and is not related to the sublandlord or subtenant. Different states and local jurisdictions may have specific requirements regarding signing subleases. To avoid potential bureaucratic hold-ups, you can contact your local County Clerk office to check state and/or municipality laws.

Tips About Building Employee Motivation and Morale

Tips About Building Employee Motivation and MoraleTips About Building Employee Motivation and MoraleYou can make their day or break their day. Other than the decisions individuals make on their own about liking their work, you are the most powerful factor in building employee motivation and positive morale.As a manager or supervisor, your impact on employee motivation is immeasurable. By your words, your body language, and the expression on your face, you telegraph your opinion of their value to the people you employ. Feeling valued by their supervisor in the workplace is key to high employee motivation and positive morale. Feeling valued ranks right up there for most people with liking the work, competitive pay, opportunities for training and advancement, and feeling in on the latest news. Building high employee motivation and morale is both challenging and yet supremely simple. It requires that you pay attention every day to profoundly meaningful aspects of your impact on life at w ork. Your arrival at work sets the tone for the day Picture Mr. Stressed-Out and Grumpy. He arrives at work with a frown on his face. His body language telegraphs overworked and unhappy. He moves slowly and treats the first person who approaches him abruptly. It takes only a few minutes for the entire workplace to get the word. Stay away from Mr. Stressed-Out and Grumpy if you know whats good for you this morning. Your arrival and the first moments you spend with staff each day have an immeasurable impact on positive employee motivation and morale. Start the day right. Smile. Walk tall and confidently. Walk around your workplace and greet people. Share the goals and expectations for the day. Let the staff know that today is going to be a great day. Use simple, powerful words to motivate employees Sometimes in my work, I get gifts. I recently interviewed an experienced supervisor for a position open at a client company. She indicated that she welches popular with the people a t her former company as evidenced by employees wanting to work on her shift. Responding to my question, she said that part of her success was that she liked and appreciated people. She sent the right message. She also uses simple, powerful, motivational words to demonstrate she values people. She says please, thank you, and youre doing a good job. How often do you take the time to use these simple, powerful words, and others like them, in your interaction with staff? For employee motivation, make aya people know what you expect In the best book, Ive read on the subject, Why Employees Dont Do What Theyre Supposed to Do and What to Do about Itby Ferdinand Fournies, setting clear expectations is often a supervisors first failure. Supervisors think they have clearly stated work objectives, numbers needed, report deadlines and requirements, but the employee received a different message. Or, the requirements change in the middle of the day, job, or project. While the new expectations are communicated - usually poorly - the reason for the change or the context for the change is rarely discussed. This causes staff members to think that the company leaders dont know what they are doing. This is hardly a confidence, morale-building feeling. This is bad news for employee motivation and morale. Make sure you get feedback from the employee so you know he understands what you need. Share the goals and reasons for doing the task or project. In a manufacturing environment, dont emphasize just numbers if you want a quality product finished quickly. If you must make a change midway through a task or a project, tell the staff why the change is needed tell them everything you know. You can make their day. Provide regular feedback for employee motivation When I poll supervisors, the motivation and morale builder they identify first is knowing how they are doing at work. Your staff members need the same information. They want to know when they have done a project well and w hen you are disappointed in their results. They need this information as soon as possible following the event. They need to work with you to make sure they produce a positive outcome the next time. Set up a daily or weekly schedule and make sure feedback happens. Youll be surprised how effective this tool can be in building employee motivation and morale. People need positive and not so positive consequences Hand-in-hand with regular feedback, employees need rewards and recognition for positive contributions. One of my clients has started a thank you process in which supervisors are recognizing employees with personally writtenthank you cards and a small giftfor work that is above and beyond expectations. Employees need a fair, consistently administeredprogressive disciplinary systemfor when they fail to perform effectively. The motivation and morale of your best-contributing employees are at stake. Nothing hurts positive motivation and morale mora quickly than unaddressedproble ms,or problems addressed inconsistently. What about supervisory discretion, you are probably thinking. Im all for supervisory discretion, but only when it is consistent. People need to know what they can expect from you. In employee relations, an apt statement is Fool me once, shame on you. Fool me twice, shame on me. It aint magic. its discipline. Supervisors frequently ask, How do I motivate employees? Its one of the most common questions I am asked. Wrong question. Ask instead, How do I createa work environmentin whichindividual employeeschoose to be motivatedaboutwork goalsand activities? That question I can answer. The right answer is that, generally, you know what you should do you know what motivates you. You just do not consistently, in a disciplined manner, adhere to what you knowabout employee motivation. The ten tips, outlined in this article, are the keys to supervisory success in creating positive employee motivation and morale. The challenge is to incorporate them into your skill set and do them consistently - every day. Author, Jim Collins identified disciplined people doing disciplined things every day as one of the hallmarks of companies that went fromGood to Great Why Some Companies Make the Leap... And Others Dont. Continue learning and trying out new ideas for employee motivation Use whatever access you have to education and training. You may have an internal trainer or you can seek classes from an outside consultant, a training company, or a college or university. If your company offers an educational assistance plan, use all of it. If not, start talking with your Human Resources professionals about creating one. The ability to continuously learn is what will keep you moving in your career and through all the changes I expect well see in the next decade.Minimally, you will want to learn the roles and responsibilities of supervisors and managers and how to provide feedback,provide praise and recognition,provide proper progressive di scipline,give instructions,interview and hiresuperior employees,delegate tasks and projects,listen actively and deeply,write records, letters, file notations, and performance evaluations,make presentations,manage time,plan and execute projects,problem solve and follow up for continuous improvement,make decisions,manage meetings, andbuild empowered teams and individuals in a teamwork environment. What does all this have to do with employee motivation, you may ask? Everything. The more comfortable and confident you are about these work competencies, the more time, energy, and ability you have to devote to spending time with staff and creating a motivating work environment. Make time for people for employee motivation Spend time daily with each person you supervise. Managers might aim for an hour a week with each of their direct reports. Many studies indicate that a key employee work motivation factor is spending positive interaction time with the supervisor. Schedule quarterly per formance development meetings on a public calendar so people can see when they can expect some quality time and attention from you. You can make their year, not just their day. Focus on the development of people for employee motivation fruchtwein people want to learn and grow their skills at work. No matter their reason apromotion, different work, a new position or a leadership role, employees appreciate your help. Talk about changes they want to make in their jobs to better serve their customers. Encourage experimentation and taking a reasonable risk to developemployee skills. Get to know them personally. Ask what motivates them. Ask what career objectives they have and are aiming to achieve. Makea performance development planwith each person and make sure you help them carry out the plan. The quarterly performance development meeting is your opportunity to formalize plans for people. You can make their career. Share the goals and the context communicate for employeemotivati on People expect you to know the goals and share the direction in which your workgroup is heading. The more you can tell them about why an event is happening, the better. Prepare staff in advance if visitors or customers will come to your workplace. Hold regular meetings to share information, gain ideas for improvement, and trainnew policies. Hold focus groups to gather input before implementing policies that affect employees. Promote problem-solving and process improvement teams. Above all else, to effectively lead aworkgroup, department, or unit, you must take responsibility for your actions, the actions of the people you lead, and the accomplishment of the goals that are yours. If you are unhappy with the caliber of the people you are hiring, whose responsibility is that? If you are unhappy about the training people in your workgroup are receiving, whose responsibility is that? If you are tired of sales and accounting changing your goals, schedule, and direction, whose responsib ility is that? If you step up to the wire, people will respect you and follow you. You are creating a work environment in which people will choose motivation. It does start with you. You can make their whole experience with your company.