Cindy Neal, Express Personnel Services

Cindy currently owns and operates the Peoria franchise of Express Personnel Services, opening the business on October 27, 1989. The Peoria office has grown to include 6 additional staff members and services Tri-County area businesses with a variety of human resource staffing strategies. She chose to affiliate with the Express organization because it is a family-oriented, Christian organization with the highest ethics and values. Cindy holds the CTS (Certified Temporary Staffing Specialist) and CSP (Certified Staffing Professional) credentials from the American Staffing Association.
Cindy is one of the "Fab Four" women who own and operate Sassy Lady in Peoria Heights. These ladies also started a property management company, FSC Properties, LLC, which owns and operates the building at 4111 North Prospect Road in Peoria Heights where Sassy Lady, Express Personnel Services and two other commercial tenants conduct business. www.expresspersonnel.com

What is “flextime” and how does it work?

This is the most common workforce flexibility option employers use, and it is probably the easiest to implement and oversee because it requires minimal supervision and coordination. Additionally, it has a wide appeal to employees across all demographic areas and industry types. Flextime is widely effective in increasing productivity, reducing absenteeism and overtime costs, bolstering personal responsibility and job satisfaction and improving employees' relationships and attitudes towards management. Another benefit is that it can be done virtually cost-free. In addition, it increases office hours for the organization and can help improve customer satisfaction. For example, early-birds may come to work at 6 a.m. and leave at 3 p.m. or late-risers could arrive at 9 a.m. and leave at 6 p.m. A flextime policy is usually available for all workers and has a common core of hours when all workers are on site to allow for collaboration and meeting time. At the same time, the flextime program allows people to tailor their work times to their personal needs.

How does “job sharing” effect productivity levels?

Job sharing splits a traditional 40-hour a week job between two or more people. This might mean one person works in the morning and the other in the afternoon or that they split up days. For example, one employee might work Mondays and Tuesdays, the other Wednesdays and Thursdays, and they alternate Fridays. Though it sounds a lot like offering two part-time jobs, job sharing differs because employees who share one job title are eligible for promotions, raises and role growth. It is a way for employers to offer flexible alternatives to people needing time at home but wanting to advance in their career. Surprisingly, the benefits of job sharing are more than simply helping retain top talent. Studies have shown that job sharing typically increases the productivity of employees significantly. Employers who offer this option usually get more than 40 hours a week out of their job sharing employees who tend to work harder to ensure they are performing up to par.

How can I prove my worth to my boss?

As you grow in your career, it's important to keep track of your achievements. Keep a detailed list of specific projects, deadlines, timelines and accomplishments as you advance in your job. Also, keep track of how you have impacted the budget, company goals and other areas that have directly affected the organization as a whole. Be able to demonstrate how you have helped save time or money, or how you have helped increased sales or profits, and you will be well on your way to being an MVP to your boss.

Should I send a thank-you note after a job interview?

Etiquette experts and conventional wisdom alike advocate sending a thank you note or letter after an interview to signal interest. However, experts are at odds on whether traditional or electronic follow-up is best. In this high-speed world, a digital follow-up can be appropriate, especially if the interviewer will make the hiring decision quickly. Sending a respectful, short e-mail can do the trick and will place a candidate's name back in front of the interviewer. However, if there is time, it is still a better idea to send a hand-written note, which can help candidates stand out from the crowd of applicants. You can ask when the interviewer hopes to reach a decision and determine if a note or e-mail is the proper vehicle. Regardless, a brief, sincere word of appreciation for the interviewer's time and summary of skills is typically the best approach for a follow-up note.

How do I explain an employment gap?

Job seekers should not describe the reason for a gap in detail on a résumé because it is not the proper place for this information. However, it is appropriate to include some of the explanation in a cover letter. It is important not to go too deep into the details or try to make employers sympathetic to a difficult experience, because this can put them off. If an employer wants more details, they will likely ask in an interview. The cover letter is also the perfect place to explain how general experiences during an employment gap relate to job qualifications or skills. Being proactive is the best overall approach for people considering re-entering the workforce. Keeping an updated résumé with all skills and experiences in the appropriate place will aid those wishing to secure work at a future date. Doing so can increase the odds of becoming the potential employee who may add new knowledge and insight to the workforce.

How do I address a workplace harassment issue?

Schoolyard bullies grow up and join the workforce. Bullies intimidate co-workers with persistent teasing, rude remarks and other harassing behavior. They use both verbal and non-verbal threats to push others around, including blocking pathways, invading personal space or making facial expressions or threatening gestures. Like the schoolyard bully, grown-up bullies look for people’s weaknesses and exploit them. To prevent aggressors from bullying co-workers, employers should ensure that all employees understand the company’s harassment policies and the repercussions for violations. The measures taken to end bullying will vary depending on the seriousness of the behavior. Lesser offenses may be able to be resolved by simply speaking with the instigator about their conduct. More serious conflicts may require a closed-door consultation between the parties involved and human resources or supervisors.

How can I decrease the office rumor mill?

Office gossip can become a serious problem when it turns into character assassination and slander. A few thoughtless words can ruin a person’s reputation and even career. Because of the serious consequences gossip can have, management must strive to create an environment where slander and vicious gossip are not tolerated. Gossip thrives when there is a lack of communication from leadership. To solve this problem, leadership must regularly bring workplace issues out into the open. Employees will be less likely to believe and spread rumors when they are kept in the loop.

How can I get noticed for my contributions at work?

Give them something to talk about. If you want people to take notice of your work, you've got to put forth the kind of effort that grabs attention. It’s easy to shift into autopilot and produce work that meets requirements but isn't top notch. To really impress employers, go beyond what's expected and inject innovation and creativity into your work. Before finishing an assignment, examine it to determine if there's anything you can improve. Challenge yourself to streamline your work. Not only will others notice the difference, but you will too. When you strive for excellence, you'll experience greater job satisfaction and confidence in your abilities.

I’m a small business owner and I can’t find time to take a vacation. What do you suggest?

Thinking months or even a year ahead of time about making vacation plans is the best way to ensure an extended vacation will happen. Planning to take time off during downtime or, with a seasonal business, during the off season, is a good way to ensure there is ample time for a real vacation. Business owners should consider vacations far in advance and let employees know that they should plan to take off at another time to avoid conflicts and ensure that the workplace will be fully staffed while they are away. When small business owners plan vacations, many simply stack a day of personal time onto a business trip and convince themselves they've really had a vacation. Instead of squeezing in a day or two off every few months, small business owners should plan at least one extended break each year to take time off and leave work behind. Hiring temporary help ensures that normal business functions are maintained as other workers make sure all goes well while the boss is away. Temporary workers can focus on some of the more mundane tasks on the job while full-time workers manage more important duties.

What are the guidelines in terminating an employee?

Because of laws protecting employees, legal issues must be considered when terminating an employee. To prevent an expensive lawsuit, employers should determine whether or not the basis for terminating an employee aligns with the following legal circumstances:
- Even after specific instruction, the employee has repeatedly failed to properly complete assigned tasks

- The employee has violated the company's clearly established policies or code of conduct

- Habitual absenteeism and tardiness

- Sexual or physical harassment

- The employee has been under the influence of drugs or alcohol on the job

- The employee has lied on the job or misconstrued their qualifications



Terminating an employee can be very complicated, but it is sometime necessary to maintain a workplace that encourages positive attitudes and teamwork. One disgruntled employee has the ability to destroy the attitude and productivity of everyone in the office. For more information on the legality of terminating an employee, companies need to contact an attorney.

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