Spreadsheet Help!

Data can be crazy - if not properly managed and maintained.  There are many software applications to assist individuals and companies with managing their data, however, sometimes these applications are "one size fits all."  This is why at TheDataFyles, we promote the utilization of the spreadsheet, to take advantage of the many features it offers.

After a complimentary initial consultation to determine the exact need, we have created a customized solution to help clients manage their data for better efficiency in the way they do business.  We have created customized spreadsheets for our clients for many purposes.

Spreadsheets can help you track data, allow you to create forms to capture needed data, and help you to “go green” by eliminating the need for paper.

Here are examples of spreadsheets we have created for our clients.

• Time Tracker:  Consultant who made multiple visits throughout the day needed a personalized solution to track time.  
• Budget:  Entrepreneur needed a customized way to track expenses.
• Forms:  A customer intake form to document the order and calculate costs.
• Customer Database:  Client needed a simple solution to maintain customer data.
• Member Fees:  Nonprofit needed a solution to track dues from members, customized for their size and specific categories of fees.

If you are in need of a customized spreadsheet solution, please do not hesitate to contact us.  We look forward to assisting you with your data needs.


For more information about the TheDataFyles, visit:
www.thedatafyles.com
www.thedatafyles.blogspot.com

Email:  info@thedatafyles.com

Article - NLRB Memo Clarifies Rules for Workplace Social Media Policies

In the article, “NLRB Memo Clarifies Rules for Workplace Social Media Policies,” Arthur Lisa Nagele-Piazza, SHRM.org, the issue of employers’ social media policies are on the hot seat.

If you have concerns about your company’s social media policy, need to put such a policy in place, or have had issues with the current social media policy, please take time to read this article.

Overall, policies should not be too broad – where it would be difficult to find an employee in violation; or too restrictive – where you are stripping employees of any federal or state laws that protect free speech.

Remember, the goal is to protect the company’s image, not violate the employee’s rights, especially those rights that have already been established, such as discussing wages, working conditions, or employment conflicts.


--Click here to read the article

For more information about the TheDataFyles, visit:

www.thedatafyles.com

www.thedatafyles.blogspot.com

Email:  info@thedatafyles.com