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Tips For Ride Sharing To Your Job

Bookmark and Share Also known as carpooling, ride sharing occurs when two or more commuters share a private vehicle on their drive to work. It gives you several benefits, so learn more about why you should ride share and tips to do it successfully.

Why You Should Participate in Ride Sharing


Ride sharing is actually very beneficial.

  1. Save money. With less wear on your vehicle, your maintenance costs will decrease. You'll also pay less for gas, tolls, parking and other expenses when you share these costs. Pay less for your auto insurance, too, because you drive fewer miles each year and avoid accidents.

  2. Reduce stress. When you no longer have to deal with traffic, congestion and other commuting stress, you can arrive to work less frazzled and stressed.

  3. Reduce pollution. Do your part to reduce emissions and protect the environment when you share a ride to work.

  4. Save time. Ride sharing gives you access to the high-occupancy vehicle (HOV) lane. It's usually less crowded and can help you arrive to work earlier and save time.

  5. Create safer roads. With fewer cars on the road, accident risk decreases.

  6. Build friendships as you chat or discuss current events on the way to work.
Ride Sharing Options and Etiquette

There are several ride sharing options for your work commute. You can ask a co-worker, neighbor, family member or friend who lives nearby, drives near your job site and works similar hours to share rides with you.

If you can't find anyone nearby who wants to ride share, use carpool.com or another ride sharing website to find a commuting partner. You can also pay a bit more for a ride sharing service like Uber or Lyft if you only want to ride share a few times a week or less often.

Remember that you can customize your ride sharing experience to meet your needs. Maybe you ride partway with your neighbor and walk the rest of the way or carpool with a co-worker several times a month.

Once you do agree on ride sharing, decide who's driving. You may each take turns driving your personal cars or provide money for gas, tolls and other expenses to the regular driver. The meeting place can be your home or a central location.

Keep your ride sharing agreement running smoothly when you follow several etiquette guidelines.

  • Arrive on time.
  • Create a schedule to accommodate vacation days or holidays.
  • Keep the car clean.
  • Agree on off-limit conversation topics or radio stations.
  • Use deodorant but not cologne or perfume.
  • Pay your share as agreed upon.
Ride sharing for work is highly beneficial. Check into this option today as you save time, money and the environment.
 

Avoiding Road Rage and Aggressive Driving

Bookmark and Share Basic decency during driving can seem hard to come by these days. “Road rage” refers to the ability of perfectly sane people to become angry maniacs when behind the wheel of a car. On average, at least fifteen hundred people including men, women and children are killed or injured each year in America due to aggressive driving. Aggressive driving such as tailgating, cutting off other vehicles, and giving the one-finger salute are unfortunately quite common in the United States.

In fact, the problem of discourtesy when driving is responsible for as much as thirty percent of all traffic collisions. Drivers routinely ignore the basic rules of driving, engaging in overtly aggressive behaviors even to the point of murder. One of the most important situations where discourtesy results in injuries or death to other drivers is in right-of-way situations. Whenever two vehicles are driving along a path that puts them at odds with one another, the problem of right-of-way becomes boiled down to who goes first.

Right-of-way is always granted by the other driver, but the problem becomes exacerbated when drivers do not follow the rules concerning right-of-way. Unfortunately, being legally right does not mean being safe. Drivers who cede their right-of-way to the other driver might actually put themselves at risk.

Consider a common situation where, in congested traffic, a driver wants to be let in to the neighboring lane and the driver gives it to them. Before doing so, the driver must check for traffic coming from the rear. If there are two or more lanes going in the same direction, the driver also has to be aware of drivers passing him on the left, since the other driver could pass into that left lane.

Other drivers who are not aware of the first driver may not understand that they are yielding their right-of-way. Drivers must also remember to consider alternate routes. Sometimes avoiding left turns altogether can be the best choice. If a driver has missed a turn and needs to get back to the intersection, performing a U-turn might actually be very dangerous.

When you head it on the road today set an example, so that other drivers can be reassured that there is at least someone who is attempting to drive responsibly.
 

7 Tips to Share Workplace Concerns With Management

Bookmark and Share Sharing concerns with your manager at work can be intimidating, but you may need to talk about a difficult project, challenging co-worker, mistake you made, personal problem or other issue. Learn how to share workplace concerns with management in a way that ensures you are heard and doesn't jeopardize your job.

Consider solutions not just the problem.


Would you like to change an unfair policy, correct a mistake you made or address the annoying personality of a co-worker? In addition to sharing your concern, offer solutions that improve the company and show that you're a team player.

Prepare yourself.

Before your meeting, write down what you want to say. You can even prepare a cheat sheet to reference during your meeting if necessary.

Time the conversation wisely.

Instead of squeezing in a conversation before a meeting, at the end of the day or when your boss is walking out the door for the weekend, make an appointment. You'll have your boss's full attention and improve your chances of getting the issue resolved. Also, if possible, choose a time of day when you both are fresh and able to think clearly and calmly.

Maintain Professionalism

Even if the situation is emotional, do your best to remain professional, focus on facts, stay objective and avoid name calling or blaming others. Take time to calm down and remain non-confrontational and purposeful. Avoid losing your temper, crying, cursing or making personal accusations. You're there to improve the situation, not throw a fit.

See managers as allies.

While the management team has the authority on the job site, they are also your allies. They want you and the team to succeed, which means they need to hear your concerns, so don't be afraid to approach them.

Ask the offender to join your meeting.


When you need to discuss a problem with a co-worker or boss, consider asking the person to join your meeting. This way, you can air your grievances in a professional manner with your boss as the mediator and work together to find a mutually satisfying solution.

Be willing to compromise.

You may want to see the situation resolved to your advantage, but be prepared to compromise for the good of the company, its future and your own self development. Remember to look at the situation from your boss's point of view, too. You may need to accept responsibility for any mistakes you made or agree to make changes in the future so the company will succeed.

Sharing concerns with management is intimidating, but you owe it to yourself and your company to speak up. Use these seven tips to help you successfully share workplace concerns with management.
 

Retaliation in the Workplace

Bookmark and Share In Smith v. Hy-Vee, Inc., Drew Smith brought sexual harassment and retaliation claims due to conduct caused by Sheri Lynch, a tech cake decorator, who engaged in rude, vulgar, and sexually charged behavior toward Smith, and apparently all the other employees. The court stated that since Lynch did not seem to be “sexually motivated” toward Smith or any of the other employees, but simply out of control with all of them, there was no sexual harassment.

The issue in the case, however, was whether or not Smith had a reasonable belief that it was against the law and if the company retaliated against her because of her complaints. The court ruled that because she had to show the “good faith” nature of her belief, the facts from the underlying claim would be admissible at the retaliation trial. (What lawyers call having to “try a case within the case.”)

This case carries two lessons for employers:

If the crazy facts in this case are even slightly true, how did an employee like Sheri Lynch stay employed at Hy-Vee? Smith stated she reported incidents of harassment to at least 12 different managers and co-workers, making 66 to 101 complaints to management. Interestingly, Hy-Vee denies Smith ever complained. The company claimed that there were a number of incidents in which Smith herself did not act appropriately or questioned the authority of supervisors. She was also written up for making mistakes in cake and bagel orders during her final weeks of employment.

Although rude, vulgar, and obnoxious bosses might not end up generating a harassment or discrimination claim, they easily can trigger a legitimate retaliation case and expensive litigation. (Think about it — thousands of dollars in lawyers’ fees over cakes and bagels.) Remember that when employees bring these underlying complaints, they don’t have to use magic words like “harassment,” “discrimination,” or “retaliation” in order to trigger protection.