The heat wave has set in, but we're keeping it cool with HR news from Astron getting you ready for Astronology tomorrow:
From the Sunday Washington Post, Amy Joyce discusses the problems faced by employees when two bosses butt heads: click here
From Canoe's Lifewise Work, comes an article about always having a Plan B in your professional life, something that HR professionals certainly need to look out for when hiring an employee (asking "what's your ultimate goal?" or "where do you see yourself in 5 years?" can be a very telling sign): click here
On a related note, from HR BLR, retention of employees was the biggest concern among surveyed HR professionals: click here
And from Monster.com, the Worst Summer Job Contest...see if you can win: click here
Monday, July 17, 2006
Friday, July 14, 2006
Oh it's a hot one
Getting ready for the heat wave?
A bevy of different articles for your Friday (getting you ready for Tuesday's Astronology)...
From the Washington Post today, it seems that the Equal Employment Opportunity Commission (EEOC) got more than they asked for. Although they were budgeted the same amount as last year, it was over the request from the Bush administration and brought cheers from EEOC advocates: click here
Lily Garcia poses (also in the Washington Post) this question: "Why can't a salaried person working for a private company get overtime? Is there a way around this?": click here
And last comes from the Shreveport Times comes an article that says that people looking for work in the Shreveport area worry about rising healthcare costs, finding a proper work-life balance, and the vulnerability of their workplace technology to corruption or breakdown. The Society of Human Resource Management's (SHRM) latest workplace forecast listed those three issues among their top 10 trends that concern human resource professionals across the country: click here
A bevy of different articles for your Friday (getting you ready for Tuesday's Astronology)...
From the Washington Post today, it seems that the Equal Employment Opportunity Commission (EEOC) got more than they asked for. Although they were budgeted the same amount as last year, it was over the request from the Bush administration and brought cheers from EEOC advocates: click here
Lily Garcia poses (also in the Washington Post) this question: "Why can't a salaried person working for a private company get overtime? Is there a way around this?": click here
And last comes from the Shreveport Times comes an article that says that people looking for work in the Shreveport area worry about rising healthcare costs, finding a proper work-life balance, and the vulnerability of their workplace technology to corruption or breakdown. The Society of Human Resource Management's (SHRM) latest workplace forecast listed those three issues among their top 10 trends that concern human resource professionals across the country: click here
Thursday, July 13, 2006
Interesting Labor News
Two interesting pieces of news on a Thursday:
First from Proskauer Rose LLP, an Immigration Alert which says that the U.S. Citizenship and Immigration Services (USCIS) updated the number of H-1B Advanced Degree visas available for Fiscal Year 2007: click here
And from the InhouseBlog, for those out-of-state companies doing business in California, the top 10 things to know about the labor laws (including the lack of the "use it or lose it" policy on vacation time): click here
"Opportunity is missed by most people because it is dressed in overalls and looks like work." -- Thomas Edison
Happy Almost Friday!
First from Proskauer Rose LLP, an Immigration Alert which says that the U.S. Citizenship and Immigration Services (USCIS) updated the number of H-1B Advanced Degree visas available for Fiscal Year 2007: click here
And from the InhouseBlog, for those out-of-state companies doing business in California, the top 10 things to know about the labor laws (including the lack of the "use it or lose it" policy on vacation time): click here
"Opportunity is missed by most people because it is dressed in overalls and looks like work." -- Thomas Edison
Happy Almost Friday!
Wednesday, July 12, 2006
3 Interesting Ways to Find a Job...
Happy Humpday!
On this Wednesday (the last day of the All-Star break before the Yankees and Red Sox players start disliking each other once again), we have 3 articles about interesting ways to find a job...
Maybe the most interesting of all is from workforce.com which has an article about an innovative recruiting and development program--candidates are hired via an NFL-style draft--which helps National Oilwell Varco (a Houston-based oil company) build its next generation of leaders: click here
The next is from the Society for Human Resource Management (SHRM) about the study in March which showed that 1 in 4 employees look for a new job while at work (it's not just employees checking their e-mails anymore): click here
Remember those career assessment tests that told you what you were going to do in life? Well they're more important in determining your future career path than you may think according to the Washington Post: click here
By the time you've finished reading this, you're probably over the Wednesday hump!
On this Wednesday (the last day of the All-Star break before the Yankees and Red Sox players start disliking each other once again), we have 3 articles about interesting ways to find a job...
Maybe the most interesting of all is from workforce.com which has an article about an innovative recruiting and development program--candidates are hired via an NFL-style draft--which helps National Oilwell Varco (a Houston-based oil company) build its next generation of leaders: click here
The next is from the Society for Human Resource Management (SHRM) about the study in March which showed that 1 in 4 employees look for a new job while at work (it's not just employees checking their e-mails anymore): click here
Remember those career assessment tests that told you what you were going to do in life? Well they're more important in determining your future career path than you may think according to the Washington Post: click here
By the time you've finished reading this, you're probably over the Wednesday hump!
Tuesday, July 11, 2006
Look up, look down, all around...
Oh how the power of a headline can influence the way one thinks about an article. In journalism terms it may be thought of as spin, but you can interpret this as you would like...
Mind you, this is all reporting on the same published report:
From the New York Times, "Jobs Date Indicates Economy is Slowing"...OK, well that would suggest that things are bad, right? Not necessarily: click here
From the Washington Post, "U.S. Payrolls Up Slightly; Jobless Rate Still 4.6%"...OK, well that would suggest that the amount of people with jobs is the same, but they're making more money? Not necessarily: click here
From BBC News (sent in by a loyal reader of our blog, Jessica Goldings), "U.S. Jobs Growth Mild As Wages Rise"...OK, so now there are more jobs AND higher wages? Not necessarily: click here
Three factors that should be taken into account here:
If you find good articles you would like to submit for use on our blog, please send them to askatz@astronsolutions.com
Mind you, this is all reporting on the same published report:
From the New York Times, "Jobs Date Indicates Economy is Slowing"...OK, well that would suggest that things are bad, right? Not necessarily: click here
From the Washington Post, "U.S. Payrolls Up Slightly; Jobless Rate Still 4.6%"...OK, well that would suggest that the amount of people with jobs is the same, but they're making more money? Not necessarily: click here
From BBC News (sent in by a loyal reader of our blog, Jessica Goldings), "U.S. Jobs Growth Mild As Wages Rise"...OK, so now there are more jobs AND higher wages? Not necessarily: click here
Three factors that should be taken into account here:
- The reason these results are viewed as "bad" are because Wall Street economists predicted higher results. This is coupled with the fact that consumer prices (especially gas prices) are rising. This sent the stock market down and raised fears of inflation. In fact, the Fed had predicted that job growth would not be as large as predicted.
- Average wages rose to $16.80/hour which added to the best wage growth in 5 years (which, for those math challeneged, is pre-9/11 numbers)
- There should be more workers in June due to seasonal workers, students finding employement/internships during school breaks, and recent graduates entering the workforce. This would, in theory, lower wages due to more workers in the workforce, so a rise in wages should be seen as a positive in this light.
If you find good articles you would like to submit for use on our blog, please send them to askatz@astronsolutions.com
Monday, July 10, 2006
A Monday In New York
Hope everyone had a great weekend. Last week was a short week, but we're strapping in for the long-haul today with a slew of informative articles. And you'll have plenty of time to read them with the World Cup over (congrats to Italy) and Major League Baseball in its All-Star Break.
All of them come from today's amNY but unfortunately, the website does not have the same articles as the printed version, and so you'll get them from a variety of sources. (If you would like to see them in the print version, click here and go to pages 29 and 30).
From amNY, 1/5 workers admit stealing from their office but that number is much higher. Whether taking tape to wrap holiday presents or taking school supplies for their kids, many workers steal from the place they work--many without really feeling all that bad about it: click here
From the Washington Post, we see that Americans are more satisfied with their jobs now than they were 30 years ago despite working harder and longer hours, greater pressure, and less performance pay among other things: click here
From the Chicago Tribune, an article about people bring their dogs to work. Although it would seem to be a nice idea, wouldn't barking get in the way of that conference call? Wouldn't it be a problem for that business meeting if your dog decided to poop or take a whiz on your shoes? In theory it sounds nice, but it ends up, according to this article, it's much more than theory for some companies: click here
And lastly, an article about people choosing to work nights and weekends to be with their kids more. It's not just a time slot for police, firefighters and medical workers anymore...: click here
I think that's enough to get you through your Monday...see you again tomorrow morning.
All of them come from today's amNY but unfortunately, the website does not have the same articles as the printed version, and so you'll get them from a variety of sources. (If you would like to see them in the print version, click here and go to pages 29 and 30).
From amNY, 1/5 workers admit stealing from their office but that number is much higher. Whether taking tape to wrap holiday presents or taking school supplies for their kids, many workers steal from the place they work--many without really feeling all that bad about it: click here
From the Washington Post, we see that Americans are more satisfied with their jobs now than they were 30 years ago despite working harder and longer hours, greater pressure, and less performance pay among other things: click here
From the Chicago Tribune, an article about people bring their dogs to work. Although it would seem to be a nice idea, wouldn't barking get in the way of that conference call? Wouldn't it be a problem for that business meeting if your dog decided to poop or take a whiz on your shoes? In theory it sounds nice, but it ends up, according to this article, it's much more than theory for some companies: click here
And lastly, an article about people choosing to work nights and weekends to be with their kids more. It's not just a time slot for police, firefighters and medical workers anymore...: click here
I think that's enough to get you through your Monday...see you again tomorrow morning.
Friday, July 07, 2006
It's Friday...and I'm In Love
Figuring an 80's song is a good way to go out on a July 4th-shortened week...
An article previewing our next Astronology focuses on the rise of background checks and pre-screening done by employers from SHRM: click here
An article from early June about the new Presidential directive which requires security clearance (more background checks) on all people working on federal facilities: click here
And, since we missed a day with a holiday, an extra link for this Friday...maybe employees should pre-screen their employers as well and all they need to do for a background check is read these tell-all books according to Reuters: click here
Enjoy and have a great weekend!
An article previewing our next Astronology focuses on the rise of background checks and pre-screening done by employers from SHRM: click here
An article from early June about the new Presidential directive which requires security clearance (more background checks) on all people working on federal facilities: click here
And, since we missed a day with a holiday, an extra link for this Friday...maybe employees should pre-screen their employers as well and all they need to do for a background check is read these tell-all books according to Reuters: click here
Enjoy and have a great weekend!
Wednesday, July 05, 2006
Workers of the Office, Unite
Hope you had a good July 4th. We're back after a day off with three articles...
From the SHRM Conference, Rebecca R. Hastings writes about Jonathan A. Segal's presentation about the Yellow Zones of Sexual Harassment: click here. Included in this article are some acts that are not illegal but inappropriate behaviors that HR Managers may want to include in their Sexual Harassment Policy and the 6 R's of avoiding Sexual Harassment:
From the SHRM Conference, Rebecca R. Hastings writes about Jonathan A. Segal's presentation about the Yellow Zones of Sexual Harassment: click here. Included in this article are some acts that are not illegal but inappropriate behaviors that HR Managers may want to include in their Sexual Harassment Policy and the 6 R's of avoiding Sexual Harassment:
• Refrain from inappropriate behavior. This includes all types of harassment and is broader than just illegal behavior.
• Report all complaints to human resources even if the employee requests that nothing be done. He suggested that managers give employees three choices: you can go, I can go or we can go.
• Respond proactively to inappropriate behavior, such as comments or jokes, even in the absence of a complaint. Lead by example.
• Remedy inappropriate behavior with counseling, discipline and/or termination.
• Refrain from unlawful retaliation against complainants and witnesses.
The bottom line for Segal, which he described as a “sixth R,” is respect.
But if Sexual Harassment does occur, the New York Times says that an office coup is not an advisable way to handle it (click here) and SHRM reports that most workers say that would not even report the misconduct: click here
Monday, July 03, 2006
Somebody's Got a Case of the Mondays
On this holiday-but-not-really-a-holiday Monday, Astron Solutions is still hard at work to bring you the biggest and best HR news out there. Hope everyone had a fun weekend and those who are still on their weekend, we are jealous.
According to the Houston Chronicle, today is going to be a very lonely work day (an "orphan" workday as they call it): click here
And from the Washington Post's Sunday "Life At Work" section, an article by Amy Joyce with advice for recent college graduates to accept help from other people in the workplace (and for others in the workplace, including HR people, to offer it): click here
We'll be off tomorrow for July 4th. Happy Independence Day to everyone!
According to the Houston Chronicle, today is going to be a very lonely work day (an "orphan" workday as they call it): click here
And from the Washington Post's Sunday "Life At Work" section, an article by Amy Joyce with advice for recent college graduates to accept help from other people in the workplace (and for others in the workplace, including HR people, to offer it): click here
We'll be off tomorrow for July 4th. Happy Independence Day to everyone!
Friday, June 30, 2006
Happy July 4th Weekend!
On this Friday before a holiday weekend we jump right into the pool (pun intended) with vacation and travel...
In January we posted on the blog (click here) that Expedia.com found out that Americans left over 421 million vacation days unused in 2005. That number from Expedia.com is expected to go up over 36% in 2006 to 574 million. In this article from Amy Joyce of the Washington Post, the topic is delved into even further: click here
Other interesting facts from the article:
And from Tuesday's New York Times, an article about tools that are now in place to catch expense account padders. I wouldn't go booking that July 4th getaway on the company credit card anytime soon: click here
We will be closed on July 4th but we will be in the office on Monday, July 3rd which means you'll only miss one day of the blog next week...Have a great weekend!
In January we posted on the blog (click here) that Expedia.com found out that Americans left over 421 million vacation days unused in 2005. That number from Expedia.com is expected to go up over 36% in 2006 to 574 million. In this article from Amy Joyce of the Washington Post, the topic is delved into even further: click here
Other interesting facts from the article:
- One in four workers plans to work while on vacation this year (according to CareerBuilder.com's annual survey).
- The number of vacation days employees are skipping this year increased by one over last year
- On average, Americans leave at least four days unclaimed annually.
- Compared with other developed countries, Americans receive the fewest vacation days per year on average -- 14 days, as opposed to 17 in Australia, 19 in Canada, 24 in Great Britain, 27 in Germany and 39 in France (according to the Expedia survey).
- 20 percent of 400 workers surveyed had not taken a vacation, which is considered three or more consecutive days off, in the last three or more years.
- 91 percent of respondents said the amount of vacation offered is very or somewhat important when applying for a job. But only 26 percent said they had considered changing jobs because of insufficient vacation time.
And from Tuesday's New York Times, an article about tools that are now in place to catch expense account padders. I wouldn't go booking that July 4th getaway on the company credit card anytime soon: click here
We will be closed on July 4th but we will be in the office on Monday, July 3rd which means you'll only miss one day of the blog next week...Have a great weekend!
Thursday, June 29, 2006
Hiring and Firing
3 Articles about Hiring and Firing...
We'll go with the good news first:
Hiring in the United States in July, according to The Society for Human Resource Management (SHRM) and the Rutgers University School of Management and Labor Relations, is expected to be strong as shown by this Washington Times article: click here
Now the informative news:
We'll go with the good news first:
Hiring in the United States in July, according to The Society for Human Resource Management (SHRM) and the Rutgers University School of Management and Labor Relations, is expected to be strong as shown by this Washington Times article: click here
Now the informative news:
According to the Washington Post, an increasing number of companies use probing questions to sift through and assess acceptability and future success of prospective hires: click here
Now the firing news:
It actually isn't all bad news since the numbers suggest strength in the labor market, but initial jobless claims rose 4000 last week, according to Bloomberg: click here
Happy Almost Friday!
Wednesday, June 28, 2006
Must Be My Lucky Day
Two posts? Yes, you're getting lucky with a Double Dose of Astron Solutions blog today as Human Resource talk heats up. The SHRM conference is over, but that doesn't mean your knowledge of the current HR issues need to end.
Two hot button topics:
Whistleblowing: The high court sends a message to employers, and as detailed in this Washington Post editorial from today, it's a refreshing change for some who were worried about not being able to complain without fear: click here
Second Hand Smoke: Guess what, it kills? And, says the Surgeon General, Richard Carmona, the only way to stop it from continuing to kill is to ban it from all workplaces. Although the movie "Thank You For Smoking" was just released recently, people have known for a long time that smoking kills and some say it's about time to get rid of it in all workplaces while others worry about the effect it will have on smokers: click here
Post your comments and let us know what you think
Two hot button topics:
Whistleblowing: The high court sends a message to employers, and as detailed in this Washington Post editorial from today, it's a refreshing change for some who were worried about not being able to complain without fear: click here
Second Hand Smoke: Guess what, it kills? And, says the Surgeon General, Richard Carmona, the only way to stop it from continuing to kill is to ban it from all workplaces. Although the movie "Thank You For Smoking" was just released recently, people have known for a long time that smoking kills and some say it's about time to get rid of it in all workplaces while others worry about the effect it will have on smokers: click here
Post your comments and let us know what you think
Dear Summer
Summer is here and the outfits get ... a little bizarre. Dress codes can vary, and many employers get a little lax with their "business casual" attire. Just how lax though really does depend on the company, its culture, safety concerns, and the types of visitors the organization receives.
As you can see an example of a dress code gone wrong in this article from the Louisiana Employment Law Letter: click here
And here are some points, from Vault.com's Weekly Career Update, to consider when developing your summer dress policy:
As you can see an example of a dress code gone wrong in this article from the Louisiana Employment Law Letter: click here
And here are some points, from Vault.com's Weekly Career Update, to consider when developing your summer dress policy:
- How many visitors do you normally entertain at your workplace? And how do they typically dress?
- What is appropriate for the summer? Blue jeans, shorts (how short?),
T-shirts, flip flops, sweats, peek-a-boo shirts, halter tops, spandex, tube
tops? - How much skin and/or undergarments do you want to see? The more lax the
policy, the more likely you are to see visible body parts (and your next
harassment lawsuit).
Tuesday, June 27, 2006
Two for Tuesday
Two articles for this Tuesday
First comes from the New York Post as Joel Sherman shows amazement at how George Steinbrenner has loosened up the controls on his team and allowed Brian Cashman to do his job as the General Manager: click here.
We'll see how long this continues, especially with the Yankees 2 1/2 games out of first place (despite a resurgent Big Unit with help from Jason Giambi last night), but very few will deny that the overall organization is in better condition (from the Single A farm teams on up). This decision to harvest young players and build from within as well as lean on Cashman's advice that signing old, high-priced players will eventually drive the Yankees back into the baseball cellar seems to be the correct way of doing things. Eventually a good executive or manager in a company will realize when it is time to give up some control for the better of an organization and this can definitely be seen in this case.
The other article, from the Portland Business Journal is definitely related as it talks about what a C.E.O. can do to motivate employees: click here.
When I worked at Deutsche Bank as a summer intern, we used to have a speaker series. One of the speakers was a surprise guest: CEO of Private Wealth Management in North America, Gloria Nelund. She spoke and answered questions and asked us about the internship program. A couple of days later I saw Gloria in the elevators and she had remembered my name and what I was doing at the bank and asked me by name how it was going. Although not a huge gesture, the fact that the CEO took time to remember me meant a lot.
First comes from the New York Post as Joel Sherman shows amazement at how George Steinbrenner has loosened up the controls on his team and allowed Brian Cashman to do his job as the General Manager: click here.
We'll see how long this continues, especially with the Yankees 2 1/2 games out of first place (despite a resurgent Big Unit with help from Jason Giambi last night), but very few will deny that the overall organization is in better condition (from the Single A farm teams on up). This decision to harvest young players and build from within as well as lean on Cashman's advice that signing old, high-priced players will eventually drive the Yankees back into the baseball cellar seems to be the correct way of doing things. Eventually a good executive or manager in a company will realize when it is time to give up some control for the better of an organization and this can definitely be seen in this case.
The other article, from the Portland Business Journal is definitely related as it talks about what a C.E.O. can do to motivate employees: click here.
When I worked at Deutsche Bank as a summer intern, we used to have a speaker series. One of the speakers was a surprise guest: CEO of Private Wealth Management in North America, Gloria Nelund. She spoke and answered questions and asked us about the internship program. A couple of days later I saw Gloria in the elevators and she had remembered my name and what I was doing at the bank and asked me by name how it was going. Although not a huge gesture, the fact that the CEO took time to remember me meant a lot.
Monday, June 26, 2006
Almost Famous
Have you visited us at the SHRM conference yet? You have until Wednesday, June 28th, to do so! (details in previous post)
Jennifer C. Loftus, SPHR, CCP, CBP, GRP, a National Director for Astron Solutions, was interviewed for a Business Week segment on Paid Sabbaticals. If you missed the show on television, you can still check it out at the Business Week site: click here
And, from Malaysia, an article from Business Times about how Human Resources have moved from the role of "payroll" or "recruiter" and into the role of "strategic partner in the organisation": click here
Let us know if you agree with that assessment.
Jennifer C. Loftus, SPHR, CCP, CBP, GRP, a National Director for Astron Solutions, was interviewed for a Business Week segment on Paid Sabbaticals. If you missed the show on television, you can still check it out at the Business Week site: click here
And, from Malaysia, an article from Business Times about how Human Resources have moved from the role of "payroll" or "recruiter" and into the role of "strategic partner in the organisation": click here
Let us know if you agree with that assessment.
Friday, June 23, 2006
It’s Here—the 58th Annual SHRM conference!
Please be sure to visit the Astron Solutions team at booths #2823 and 2825 at the 58th Annual SHRM Conference June 25th-28th, 2006 at the Washington Convention Center in Washington, D.C.
Our Senior Team welcomes the opportunity to meet you!
National Directors Jennifer Loftus and Michael Maciekowich, and Senior Automation Expert John Sazaklis will be on hand all three days. Senior Statistical Analyst Eric Katz will join us on Monday. Statistical Analyst Michael Snell will join us Tuesday.
Join us on Tuesday, June 27th from 4-5:15 PM when Jennifer Loftus will be giving a presentation titled "I Said It Was The Money...But I Lied" which discusses ways for you and your organization to implement proactive ideas to update your exit interview systems and stem undesired turnover of key employees.
Drop off your business card or scan your badge to win one of 3 great prizes.
We’re Giving Away 2 Dalmatian Puppies and a 1GB Jumpdrive!
Thursday, June 22, 2006
When your work is a zoo
Do you feel like you're stuck in a real-life version of the movie "Office Space" with Milton playing his music in the next cubicle and Nina next door answering the corporate accounts phone? Basically is your office a zoo?
Well it's nothing like that zoo at this office... click here
But it may be like the zoo at these offices... click here
Remember, if you have any suggestions for things you would like to see discussed in our blog or on our bi-weekly ezine, Astronology, please e-mail us to let us know...
Well it's nothing like that zoo at this office... click here
But it may be like the zoo at these offices... click here
Remember, if you have any suggestions for things you would like to see discussed in our blog or on our bi-weekly ezine, Astronology, please e-mail us to let us know...
Wednesday, June 21, 2006
We're baaaaack
After a brief hiatus, the Astron Solutions blog is back and better than ever.
We'll try to keep you updated semi-regularly with articles, websites and tools having to do with Human Resources. We also encourage you to check out our website: http://www.astronsolutions.com/index.htm. At the bottom of the screen you can subscribe to our bi-weekly human resource ezine, Astronology.
If there is a human resource topic that you would like to see covered, e-mail us and we’ll do our best to include that in our next issue.
We’re back with two articles.
One article is about the Administrative Review Board of the U.S. Department of Labor which broke new ground in a Sarbanes-Oxley Act ("SOX") whistleblower case brought by an employee of a privately held subsidiary of a public company (from Proskauer Rose LLP): click here
The other is a humorous one which may be the first time you’ll be glad to have a bad boss (from Reuters "Oddly Enough"): click here
If you have a boss worthy of that website, let us know too by e-mailing us
We'll try to keep you updated semi-regularly with articles, websites and tools having to do with Human Resources. We also encourage you to check out our website: http://www.astronsolutions.com/index.htm. At the bottom of the screen you can subscribe to our bi-weekly human resource ezine, Astronology.
If there is a human resource topic that you would like to see covered, e-mail us and we’ll do our best to include that in our next issue.
We’re back with two articles.
One article is about the Administrative Review Board of the U.S. Department of Labor which broke new ground in a Sarbanes-Oxley Act ("SOX") whistleblower case brought by an employee of a privately held subsidiary of a public company (from Proskauer Rose LLP): click here
The other is a humorous one which may be the first time you’ll be glad to have a bad boss (from Reuters "Oddly Enough"): click here
If you have a boss worthy of that website, let us know too by e-mailing us
Tuesday, March 07, 2006
Brown bagging it? Blog teaches lunchtime etiquette
Beacon Journal | 03/06/2006 | Lunch blog aids hapless in brown bag etiquette
When Aparna Mohan started bringing her lunch to work, rather than shelling out over $10 each day to eat at one of the many over-priced lunch stops, she realized that she was not alone. Soon, she and her colleagues were sharing stories about what to pack, how to pack it and how to avoid being the victim of lunch bag thievery. She started her own blog on the subject http://lunchcounterculture.blogspot.com
The Washington Post recently offered tips from etiquette expert Shawna Schuh about what to do if your lunch mysteriously disappears:
With sunny spring days right around the corner, take the time to enjoy a meal away from your desk. You may even want to bring your lovingly packed lunch to your local park...that is, if it isn't already being eaten by someone else!
When Aparna Mohan started bringing her lunch to work, rather than shelling out over $10 each day to eat at one of the many over-priced lunch stops, she realized that she was not alone. Soon, she and her colleagues were sharing stories about what to pack, how to pack it and how to avoid being the victim of lunch bag thievery. She started her own blog on the subject http://lunchcounterculture.blogspot.com
The Washington Post recently offered tips from etiquette expert Shawna Schuh about what to do if your lunch mysteriously disappears:
• Don't assume that someone is doing this to you. It's probably being done to everyone. It's not personal.
• Don't complain and whine. You have to take a different tack; otherwise you'll just weaken the workplace more.
• Prepare. If your lunch always gets stolen, shame on you. (This is when you need to get yourself an insulated lunch bag.)
• Educate. A sign on the fridge as simple as ``This is not your mother's refrigerator. You can't just take anything out of it'' may clue in the clueless. Or put a note inside your lunch bag: ``Stolen food rots stomachs.''
With sunny spring days right around the corner, take the time to enjoy a meal away from your desk. You may even want to bring your lovingly packed lunch to your local park...that is, if it isn't already being eaten by someone else!
Friday, February 24, 2006
The Top Ten Hardest Jobs to Fill
Employers Report the 10 Jobs Most Difficult to Fill
A recent study by Manpower, Inc. revealed that employers from around the world are having trouble finding the right employees for jobs.
In the United States, fourty-four percent of employers are having difficulty finding the right candidates, while Mexico (78%), Canada (66%) and Japan (58%) are having even more of a struggle.
As reported in a recent www.hr.blr.com article, the top ten hardest positions to fill are:
1)Sales Representatives
2)Engineers
3)Nurses
4)Technicians (primarily production/operations, engineering or maintenance)
5)Accountants
6)Administrative Assistants & PAs
7)Drivers
8)Call Center Operators
9)Machinists
10)Management/Executives
A recent study by Manpower, Inc. revealed that employers from around the world are having trouble finding the right employees for jobs.
In the United States, fourty-four percent of employers are having difficulty finding the right candidates, while Mexico (78%), Canada (66%) and Japan (58%) are having even more of a struggle.
As reported in a recent www.hr.blr.com article, the top ten hardest positions to fill are:
1)Sales Representatives
2)Engineers
3)Nurses
4)Technicians (primarily production/operations, engineering or maintenance)
5)Accountants
6)Administrative Assistants & PAs
7)Drivers
8)Call Center Operators
9)Machinists
10)Management/Executives
Monday, February 13, 2006
Girl Scout Cookies to Wrapping Paper...the Charitable Season Begins in the Workplace
CourierPostOnline - South Jersey's Web Site
Ah fundraisers. It's a rare workplace that doesn't have anyone hawking candy for their kids' schools or someone raising money by running for a great cause. It's a good feeling knowing that your donation is making a difference, but it can also cause some sticky situations in the office environment. Late winter/early spring seems to be the time when fundraising is in full swing, and it can be difficult to choose one over the other without hurting anyone's feelings.
Of course, workplace fundraising is a safe alternative to selling door-to-door. However there are some rules of thumb for making the workplace sale or acquiring that donation. From Gannett News Service...
One thing to keep in mind is that no one should ever go desk to desk soliciting donations. Not only can it be distracting, but it can be very uncomfortable for everyone involved.
Done the right way, fundraising can promote positive social interaction, although possibly some weight gain. Can someone please pass the Thin Mints?
Ah fundraisers. It's a rare workplace that doesn't have anyone hawking candy for their kids' schools or someone raising money by running for a great cause. It's a good feeling knowing that your donation is making a difference, but it can also cause some sticky situations in the office environment. Late winter/early spring seems to be the time when fundraising is in full swing, and it can be difficult to choose one over the other without hurting anyone's feelings.
Of course, workplace fundraising is a safe alternative to selling door-to-door. However there are some rules of thumb for making the workplace sale or acquiring that donation. From Gannett News Service...
"Avoid office e-mails. Instead, place fundraising fliers, sign-up sheets and self-serve product kits in a high-traffic, central location such as the office break room or bulletin board," suggests Jon Krueger, spokesman for the Association of Fundraising Distributors and Suppliers.
Career coach, Lyn Jarrett says, "If it's a cause you don't know much about, you can say that you have your set charities that you give to and that you stick to those. If you do want to give and don't want to look like you're playing favorites, set an amount that you will give to everyone."
One thing to keep in mind is that no one should ever go desk to desk soliciting donations. Not only can it be distracting, but it can be very uncomfortable for everyone involved.
Done the right way, fundraising can promote positive social interaction, although possibly some weight gain. Can someone please pass the Thin Mints?
Wednesday, February 08, 2006
'Office Space' Is Favorite Workplace Movie with 'Nine to Five' a Close Second
'Office Space' Is Favorite Workplace Movie; 'Nine to Five' Aging Gracefully
Looks like workplace movie fans are as passionate about Office Space as Milton is about his red stapler.
In a recent HR.BLR.com poll, 438 participants voted Office Space their favorite work-themed movie at 37 percent. Following closely with 30 percent is the 1980 classic Nine to Five starring Lily Tomlin, Dabney Coleman, Dolly Parton, and Jane Fonda.
"Like Nine to Five, Office Space was about workers who rebelled against their greedy, soulless employer and it really resonated with a lot of disgruntled cubicle dwellers," said Chris Ceplenski, HR.BLR.com editor. "Considering that Nine to Five is almost 20 years older than Office Space,' that it's still so popular is really impressive."
Rounding out the top five were Working Girl (20 percent), Wall Street (12 percent) and Clockwatchers (1 percent).
Looks like workplace movie fans are as passionate about Office Space as Milton is about his red stapler.
In a recent HR.BLR.com poll, 438 participants voted Office Space their favorite work-themed movie at 37 percent. Following closely with 30 percent is the 1980 classic Nine to Five starring Lily Tomlin, Dabney Coleman, Dolly Parton, and Jane Fonda.
"Like Nine to Five, Office Space was about workers who rebelled against their greedy, soulless employer and it really resonated with a lot of disgruntled cubicle dwellers," said Chris Ceplenski, HR.BLR.com editor. "Considering that Nine to Five is almost 20 years older than Office Space,' that it's still so popular is really impressive."
Rounding out the top five were Working Girl (20 percent), Wall Street (12 percent) and Clockwatchers (1 percent).
Tuesday, January 31, 2006
Vacation Deprivation
According to a recent study by online travel site, Expedia.com, Americans left over 421 million vacation days unused in 2005.
"American workers receive the least amount of vacation days (12 on
average) among all the countries that we surveyed," said Kari Swartz, Expedia.com product manager for leisure travel. "Yet we still, unbelievably,don't use up all of our days, with each American worker estimated to give back an average of 3 vacation days in 2005."
So what about those workers who are sticking with their new year's resolution to travel in 2006? According to Expedia.com's current bookings, the destinations are mostly warm and sunny. The top ten destinations for travel between January - March 2006 include:
1. Las Vegas, NV
2. Orlando, FL
3. New York, NY
4. Honolulu, Hawaii
5. Paris, France
6. Maui, Hawaii
7. Jamaica
8. Puerto Vallarta
9. Rome, Italy
10. The Bahamas
"American workers receive the least amount of vacation days (12 on
average) among all the countries that we surveyed," said Kari Swartz, Expedia.com product manager for leisure travel. "Yet we still, unbelievably,don't use up all of our days, with each American worker estimated to give back an average of 3 vacation days in 2005."
So what about those workers who are sticking with their new year's resolution to travel in 2006? According to Expedia.com's current bookings, the destinations are mostly warm and sunny. The top ten destinations for travel between January - March 2006 include:
1. Las Vegas, NV
2. Orlando, FL
3. New York, NY
4. Honolulu, Hawaii
5. Paris, France
6. Maui, Hawaii
7. Jamaica
8. Puerto Vallarta
9. Rome, Italy
10. The Bahamas
Thursday, January 26, 2006
Anthropologist, Hurdler, Experimenter...Positive Roles that Should be Found in Every Workplace
The Globe and Mail: Populate your workplace with 10 positive roles
Tom Kelley's new book, The Ten Faces of Innovation explores unique job roles that should be found in foward-thinking organizations. You may already have individuals in the roles (most likely they have boring titles like, VP, Manager, and Customer Service Rep). Perhaps it's time to think a little differently to encourage true innovation in your workplace.
Here are brief descriptions of each vital role from Canada's Globe and Mail...
To learn more about Tom Kelley and The Ten Faces of Innovation, be sure to visit his website.
Tom Kelley's new book, The Ten Faces of Innovation explores unique job roles that should be found in foward-thinking organizations. You may already have individuals in the roles (most likely they have boring titles like, VP, Manager, and Customer Service Rep). Perhaps it's time to think a little differently to encourage true innovation in your workplace.
Here are brief descriptions of each vital role from Canada's Globe and Mail...
The anthropologist observes human behaviour in order to develop a deep understanding of how people interact physically and emotionally with products, services, and spaces.
The experimenter prototypes new ideas continuously, learning through trial and error. Those experiments can be quick and dirty -- they don't need to be expensive -- and need not just be about products or services but about marketing, sales and distribution options.
The cross-pollinator explores other industries and cultures, translating the findings into your company's systems or products. Ideas from the piano and the sewing machine helped in creating the typewriter.
The hurdler knows how to get past the many obstacles that can prevent an idea from seeing the light of day. After the idea of Scotch tape was initially rejected, its inventor used subterfuge to get the equipment to build the first batch, paying for it in $99 installments to keep below his $100 authorization limit.
The collaborator helps bring people together, leading from the middle of the pack and encouraging others to see merit in a proposal. On teams, the collaborator uses his or her diplomatic skills to hold the group together if it threatens to splinter or disband.
The director gathers a talented cast and crew and helps to spark their talents, like Steven Spielberg.
The experience architect designs compelling experiences to connect at a deep level with customers' needs, or to make the workplace better for employees. He or she sets the stage for positive encounters with your organization through products, services, digital interactions, spaces, or events.
The set designer creates a stage on which people can do their best work. After watching students at the University of California's Irvine campus, IDEO staff turned from anthropologists into set designers and created door-less alcoves with whiteboards, plug-ins for laptops, and flat-panel monitors for collaboration throughout the central hallways so students could work together.
The caregiver anticipates needs to make sure customers and team members are properly cared for.
The storyteller builds internal morale and external awareness through compelling narratives that communicate a fundamental human value or reinforce a specific cultural trait.
To learn more about Tom Kelley and The Ten Faces of Innovation, be sure to visit his website.
Tuesday, January 24, 2006
New OFCCP Rule Goes Into Effect February 6th, 2006
The Department of Labor's Office of Federal Contract Compliance Programs (OFCCP) has issued a final rule that clarifies the definition of an "Internet Job Applicant" and outlines guidelines regarding the new law.
On February 6th, all federal contractors and subcontractors covered under Executive Order 11246 will be required to maintain strict records on individuals that qualify as Internet Applicants.
An individual is considered an "Internet Applicant" if each of the following four criteria are met:
• The individual submits an expression of interest in employment through the Internet or related electronic data technologies
• The contractor considers the individual for employment in a particular position
• The individual's expression of interest indicates the individual possesses the basic qualifications for the position
• The individual at no point in the contractor's selection process prior to receiving an offer of
employment from the contractor, removes himself or herself from further consideration or otherwise indicates that he or she is no longer interested in the position.
Individuals who meet all four criteria of this definition must be solicited for race/ethnicity and
gender information, and be included in an adverse impact analysis.
For an indepth look at what the new law entails, we recommend that you check out Monster's "Pathway to Compliance" PDF.
On February 6th, all federal contractors and subcontractors covered under Executive Order 11246 will be required to maintain strict records on individuals that qualify as Internet Applicants.
An individual is considered an "Internet Applicant" if each of the following four criteria are met:
• The individual submits an expression of interest in employment through the Internet or related electronic data technologies
• The contractor considers the individual for employment in a particular position
• The individual's expression of interest indicates the individual possesses the basic qualifications for the position
• The individual at no point in the contractor's selection process prior to receiving an offer of
employment from the contractor, removes himself or herself from further consideration or otherwise indicates that he or she is no longer interested in the position.
Individuals who meet all four criteria of this definition must be solicited for race/ethnicity and
gender information, and be included in an adverse impact analysis.
For an indepth look at what the new law entails, we recommend that you check out Monster's "Pathway to Compliance" PDF.
Monday, January 23, 2006
"Wal-Mart Bill" Becomes Law on 01/01/07
Legal Info Service (US)
The "Wal-Mart Bill" which was orginally vetoed by Gov. Bob Ehrlich, was overriden by Maryland lawmakers. The new law, which requires that large employers with at least 10,000 workers in the state must spend a set percentage of payroll on employee health coverage or else pay into a state health care fund, will go into effect on January 1st, 2007. Noncompliant employers can face penalties of up to $250,000. For more information, click here.
The "Wal-Mart Bill" which was orginally vetoed by Gov. Bob Ehrlich, was overriden by Maryland lawmakers. The new law, which requires that large employers with at least 10,000 workers in the state must spend a set percentage of payroll on employee health coverage or else pay into a state health care fund, will go into effect on January 1st, 2007. Noncompliant employers can face penalties of up to $250,000. For more information, click here.
Tuesday, January 17, 2006
New Jersey Becomes Nation's 11th Smokefree Workplace State
New Jersey Becomes Nation's 11th Smokefree Workplace State
New Jersians will soon be breathing a little easier now that acting Governor Richard J. Codey signed the smokefree workplace bill into law.
Under the new law, employees and customers of restaurant and drinking establishments will now be able to avoid the dangers of secondhand smoke.
"The data says smoking kills. It's not just an annoyance," said New Jersey's Commissioner of Health, Fred M. Jacobs. "That's where we got the traction to get this done."
The new law will go into effect on April 15.
New Jersians will soon be breathing a little easier now that acting Governor Richard J. Codey signed the smokefree workplace bill into law.
Under the new law, employees and customers of restaurant and drinking establishments will now be able to avoid the dangers of secondhand smoke.
"The data says smoking kills. It's not just an annoyance," said New Jersey's Commissioner of Health, Fred M. Jacobs. "That's where we got the traction to get this done."
The new law will go into effect on April 15.
Thursday, January 12, 2006
Fortune Reveals the 100 Best Companies to Work For
Fortune: 100 Best Companies to Work For
Fortune magazine has published its list of the 100 Best Companies to Work For in 2006, which are also broken down according to pay, benefits, job growth among other categories.
Genentech, a midsized Biotechnology firm in San Francisco, was selected as the best employer for which to work in 2006. The company received high marks for its benefits package, which includes an employee stock-purchase plan, eligibility for stock options and bonuses, and a six-week paid sabbatical program. Their tremendous growth and low turnover helped make them a likely choice.
Fortune evaluated the policies and culture of each company and surveyed the opinions of the company's employees when determining who would make the list. Visit their site for more information on the rankings.
Fortune magazine has published its list of the 100 Best Companies to Work For in 2006, which are also broken down according to pay, benefits, job growth among other categories.
Genentech, a midsized Biotechnology firm in San Francisco, was selected as the best employer for which to work in 2006. The company received high marks for its benefits package, which includes an employee stock-purchase plan, eligibility for stock options and bonuses, and a six-week paid sabbatical program. Their tremendous growth and low turnover helped make them a likely choice.
Fortune evaluated the policies and culture of each company and surveyed the opinions of the company's employees when determining who would make the list. Visit their site for more information on the rankings.
Monday, January 09, 2006
Calendar Helps Track Disclosures
Keeping track of the numerous federal laws and requirements have just gotten a little easier. The Segal Co. has created a calendar which includes all important reporting and disclosure dates for benefit plans, as well as DOL, IRS, and Pension Benefit Quarantee Corp. requirements. They also made sure the calendar covered HIPAA rules, COBRA notice requirements and Medicare Part D notices. Want to see it for yourself? You can check it out for yourself here.
California Issues Sexual Harassment Training Regulations
HR Legal Update for January 6, 2006 - Distributed by HRN Management Group
California's new sexual harassment law regarding supervisor training for supervisors now has regulations to back it up. Here's the latest from HRN Management Group's HR Legal Update:
To view the proposed regulations, click here.
California's new sexual harassment law regarding supervisor training for supervisors now has regulations to back it up. Here's the latest from HRN Management Group's HR Legal Update:
The law requires that any employer with 50 or more employees (anywhere) must provide sexual harassment training to supervisors every two years. Supervisors are defined to include anyone supervising an employee in California, whether or not that supervisor lives in California. Thus, if you are a covered employer with just one employee in California supervised by a manager in Utah, you must train that manager. The regulations explain how training must be conducted, how new businesses must comply, how soon new supervisors must be trained and who is qualified to provide the training. Employers of 50 or more persons with any employees in California must be in compliance with this law by December 31, 2005.
To view the proposed regulations, click here.
Friday, January 06, 2006
New USERRA Poster Requirement as of December 19th
From HR.BLR.com ...
Bulletin: USERRA Regulations Changed on December 19, 2005
On December 19, 2005, the U.S. Department of Labor published final regulations interpreting the law that protects employment and reemployment rights and benefits of service members upon their return to civilian life. The DOL also revised the language of the notice employers must provide to workers informing them of their rights under USERRA.
Download a FREE copy of this required poster here.
The final USERRA regulations provide detailed guidance on important (and sometimes confusing) employer obligations under USERRA, such as:
- Treatment of pension plan benefits
- Tax treatment of differential pay, and other compensation and benefits
- Burden of legal proof in USERRA cases
- Treatment of independent contractors and tests to determine contractor status
- Amount of time off employees may take before military service
- Reemployment limitations
- Treatment of bonuses during leave
- Benefits waivers
- Use of vacation or other leave
- Healthcare issues
- Reemployment rules
- Promotions
- Disabled service members
- Rate of pay on return
- Protection against discharge
Leadership Secrets of Santa Claus
HR.COM- The Human Resources Portal
When one thinks of great business leaders, what names come to mind? Most likely names like Bill Gates, Henry Ford, Estee Lauder, John D. Rockefeller, and Santa Claus pop up. Santa Claus you ask? Sure! Who else runs a more productive business, is more committed to customer service, and is as beloved?
Al Lucia was recently interviewed by HR.com about his recent book, "The Leadership Secrets of Santa Claus." In it, he puts Santa’s success down to eight secrets: Build A Wonderful Workshop, Choose Your Reindeer Wisely, Make a List and Check it Twice, Listen to the Elves, Get Beyond The Red Wagon, Share the Milk and Cookies, Find Out Who’s Naughty and Nice, and Be Good For Goodness’ Sake.
Be sure to check out the interview on the HR.com site (you will have to first sign up for a free membership in order to access the page.) Enjoy!
When one thinks of great business leaders, what names come to mind? Most likely names like Bill Gates, Henry Ford, Estee Lauder, John D. Rockefeller, and Santa Claus pop up. Santa Claus you ask? Sure! Who else runs a more productive business, is more committed to customer service, and is as beloved?
Al Lucia was recently interviewed by HR.com about his recent book, "The Leadership Secrets of Santa Claus." In it, he puts Santa’s success down to eight secrets: Build A Wonderful Workshop, Choose Your Reindeer Wisely, Make a List and Check it Twice, Listen to the Elves, Get Beyond The Red Wagon, Share the Milk and Cookies, Find Out Who’s Naughty and Nice, and Be Good For Goodness’ Sake.
Be sure to check out the interview on the HR.com site (you will have to first sign up for a free membership in order to access the page.) Enjoy!
Tuesday, January 03, 2006
Workplace giving generates more than $3.8 billion annually in the U.S.
Workplace giving grows beyond borders
Are workplaces becoming more charity-minded? A recent survey of 22 U.S. corporations reveal that 86% of corporations surveyed provided employees with a way to give to global disaster relief, 75% offer choices beyond United Way that include payroll deduction, 68% of companies match employee charitable gifts, and 45% are considering making positive changes to their donation campaigns including making better use of technology and expanding choices for charitable giving.
In light of the recent natural disasters in the world, these results make perfect sense. Currently, workplace giving campaigns generate $3.8 billion annually, and can possibly increase in the future. Read the full SHRM Online article here.
Are workplaces becoming more charity-minded? A recent survey of 22 U.S. corporations reveal that 86% of corporations surveyed provided employees with a way to give to global disaster relief, 75% offer choices beyond United Way that include payroll deduction, 68% of companies match employee charitable gifts, and 45% are considering making positive changes to their donation campaigns including making better use of technology and expanding choices for charitable giving.
In light of the recent natural disasters in the world, these results make perfect sense. Currently, workplace giving campaigns generate $3.8 billion annually, and can possibly increase in the future. Read the full SHRM Online article here.
Thursday, December 22, 2005
More New Moms Returning to Work
According to a recent Census Bureau report, more women are having children after 30, and continuing to work after childbirth.
The average age of first-time moms increased from 21.4 years in 1970 to 24.9 years in 2000. In addition, the number of first-time births to women over 30 tripled between 1960 and 2000, from 7% to 22%.
In 2000, 26% of new mothers left their jobs after having a child, in comparison to 36% in 1981. Experts believe that these shrinking numbers reflect an increased number of workplaces offering flexible schedules.
You can view the full report here.
The average age of first-time moms increased from 21.4 years in 1970 to 24.9 years in 2000. In addition, the number of first-time births to women over 30 tripled between 1960 and 2000, from 7% to 22%.
In 2000, 26% of new mothers left their jobs after having a child, in comparison to 36% in 1981. Experts believe that these shrinking numbers reflect an increased number of workplaces offering flexible schedules.
You can view the full report here.
Monday, December 19, 2005
SSNs for Employee Identification on the Way Out
The Omnia Group, Inc.
Omnia recently reported that as identity theft grows, the number of employers using Social Security numbers (SSNs) as internal employee identification devices are going down. In fact, lawmakers in Michigan and California have already taken action, and have restricted the use of SSNs for identity purposes.
Experts believe that it is just a matter of time before federal legislation is passed that will make the use of SSNs for identity purposes a thing of the past.
Omnia recently reported that as identity theft grows, the number of employers using Social Security numbers (SSNs) as internal employee identification devices are going down. In fact, lawmakers in Michigan and California have already taken action, and have restricted the use of SSNs for identity purposes.
Michigan’s SSN Privacy Act goes into effect Jan. 1, 2006. It prohibits employers from disclosing more than four sequential SSN digits to any third party. The Act states that the use of more than four SSN digits is prohibited on any identification badge or network unless the connection is secure, the transmission is encrypted or a password or other unique personal identification number is also required to gain access. California passed S.B. 101 this year, clarifying that by Jan. 1, 2008, no more than the last four SSN digits may appear on an employee’s pay stub.
Experts believe that it is just a matter of time before federal legislation is passed that will make the use of SSNs for identity purposes a thing of the past.
Stewardesses Strip for Pension Awareness
Benefitnews.com - Information for HR and Benefit Directors and other Employee Benefit Plan Sponsors and Advisers
A group of former flight attendants, hoping to call attention to the preservation of United Airlines pension funds, recently posed for the "Stewardesses Stripped 2006 Calendar." The calendar includes scantily clad retirees, between the ages of 50 and 60, with photo captions such as, "If your pension is terminated, will you be left with a wing and a prayer?"
Since United Airlines went into Chapter 11 in December 2002, there is a distinct possibility that pensions will be slashed up to 50% in the near future.
As reported in BenefitNews.com, Connie Baker, brainchild behind the calendar and former United flight attendant explained, "The main point is to get the message out. It's pretty sad but we had to take our clothes off to get a little attention."
A group of former flight attendants, hoping to call attention to the preservation of United Airlines pension funds, recently posed for the "Stewardesses Stripped 2006 Calendar." The calendar includes scantily clad retirees, between the ages of 50 and 60, with photo captions such as, "If your pension is terminated, will you be left with a wing and a prayer?"
Since United Airlines went into Chapter 11 in December 2002, there is a distinct possibility that pensions will be slashed up to 50% in the near future.
As reported in BenefitNews.com, Connie Baker, brainchild behind the calendar and former United flight attendant explained, "The main point is to get the message out. It's pretty sad but we had to take our clothes off to get a little attention."
Wednesday, December 14, 2005
The Older and Wiser Worker
Throw out the old stereotypes regarding older workers. Often thought of as being unreceptive to change and technology, more and more organizations are finding that older workers bring a level of experience and knowledge not found among their younger counterparts.
A recent study shows that nearly 40 percent of workers say their company encourages older workers to stay on the job. Hudson's aging workforce study, conducted nationally among 1,075 US Workers, found that 38 percent say their organizations keep older workers. Only 15 percent felt that their employers want to make way for younger employees.
For more information on the study, check out HR.BLR.com's article, "More Employees Say Employers Encourage Older Workers to Stay"
http://hr.blr.com/display.cfm/id/17038
A recent study shows that nearly 40 percent of workers say their company encourages older workers to stay on the job. Hudson's aging workforce study, conducted nationally among 1,075 US Workers, found that 38 percent say their organizations keep older workers. Only 15 percent felt that their employers want to make way for younger employees.
For more information on the study, check out HR.BLR.com's article, "More Employees Say Employers Encourage Older Workers to Stay"
http://hr.blr.com/display.cfm/id/17038
Friday, December 09, 2005
Reader Feedback re: "When the Employee is Able but Not Willing " Astronology Article
This past Tuesday's Astronology Article, "When the Employee is Able but Not Willing" stirred up some debate among readers. Richard L. Virgilio, SPHR, of First Principles Coaching & Intrepid HR Consulting, Batavia, IL, shared his views on the subject...
As always, we welcome viewer feedback. Feel free to send in your comments!
I disagree strongly with your (and with most of the field's) characterization of personal interaction ability as something called "soft skills." They are not only not "soft," but--as you point out in the article--perhaps even MORE important than the so-called "hard" skills which are most used for hiring and evaluation purposes. We, as HR professionals, need to get away from calling them "soft" as though they are squishy, malleable, or of less importance. There are practical skills, hand-eye coordination skills, creative skills, communication skills, team-building skills, machine operating skills, critical-thinking skills,......which are "hard" and which are "soft"? Which are important, which vital, and which not-so? Which can be massaged to make room for others? At what cost to the company? Skills are skills, and characterizing them as "soft" or "hard" does no one any favor. In addition, the term "personality" is a very specific, technical term in the behavioral and clinical medical sciences. Unless the interviewer or hiring manager is a clinician in some aspect of psychology, he or she is simply not qualified to make a decision based on personality.
As always, we welcome viewer feedback. Feel free to send in your comments!
Thursday, December 08, 2005
Man Fired for Seeing Ghosts
He Sees Dead People
A Des Moines, Iowa security guard was fired this past September when he claimed to see ghosts while on the job. Wade Gallegos, who did not have any drugs or alcohol in his system at the time of the incident, claimed to see ghosts while patroling the neighborhood he was responsible to protect.
Once fired, his former company attempted to deny Gallegos unemployment benefits, claiming that he was fired for misconduct. However, when the case recently went to court, the judge ruled that Gallegos was indeed entitled to unemployment benefits.
"Such beliefs do render the claimant unfit to act as a security guard," said Judge G. Ken Renegar. However, the judge made it clear that seeing ghosts is not misconduct and cannot disqualify Gallegos from receiving benefits.
A Des Moines, Iowa security guard was fired this past September when he claimed to see ghosts while on the job. Wade Gallegos, who did not have any drugs or alcohol in his system at the time of the incident, claimed to see ghosts while patroling the neighborhood he was responsible to protect.
Once fired, his former company attempted to deny Gallegos unemployment benefits, claiming that he was fired for misconduct. However, when the case recently went to court, the judge ruled that Gallegos was indeed entitled to unemployment benefits.
"Such beliefs do render the claimant unfit to act as a security guard," said Judge G. Ken Renegar. However, the judge made it clear that seeing ghosts is not misconduct and cannot disqualify Gallegos from receiving benefits.
Wednesday, December 07, 2005
Corporate Jet Set May Get Taxed
Legal Info Service (US)
Soon, jetting from meeting to meeting may not be as economically feasible as it once was. A new provision in the tax-cut extension package was recently approved by the senate which would require executives to pay income tax on the company's actual cost of providing personal use of a company airplane. The provision is projected to raise an estimated $95 million in extra revenue for the government over the next 10 years. It is headed for House vote this month.
Soon, jetting from meeting to meeting may not be as economically feasible as it once was. A new provision in the tax-cut extension package was recently approved by the senate which would require executives to pay income tax on the company's actual cost of providing personal use of a company airplane. The provision is projected to raise an estimated $95 million in extra revenue for the government over the next 10 years. It is headed for House vote this month.
Monday, December 05, 2005
Giving Gifts in the Workplace
TheStar.com - Mind your workplace gift-giving protocol
Exchanging gifts in the workplace can be tricky. Figuring out what to get a boss or co-worker, not to mention a client, can be a difficult and stressful undertaking.
Additionally, some offices don't allow employees to accept gifts over a certain value. The Toronto Star recently shared some tips on gift-giving etiquette in the office to help make the season go smoothly.
- Consider giving clients something that represents your company.
- If giving to one person in an organization, tailor your gift to his or her interests.
- Don't give gifts that are too personal, such as perfume or clothing.
- Mail the gifts to the recipients office not home.
- Always write thank you notes for the presents that you receive.
Exchanging gifts in the workplace can be tricky. Figuring out what to get a boss or co-worker, not to mention a client, can be a difficult and stressful undertaking.
Additionally, some offices don't allow employees to accept gifts over a certain value. The Toronto Star recently shared some tips on gift-giving etiquette in the office to help make the season go smoothly.
- Consider giving clients something that represents your company.
- If giving to one person in an organization, tailor your gift to his or her interests.
- Don't give gifts that are too personal, such as perfume or clothing.
- Mail the gifts to the recipients office not home.
- Always write thank you notes for the presents that you receive.
Tuesday, November 29, 2005
IRS Announces 2006 Cost of Living Adjustments
The Internal Revenue Service recently announced the 2006 annual cost-of-living adjustments for pension benefits and contributions to retirement plans:
1) The maximum deferral to 401(k) plans will increase from $14,000 in 2005 to $15,000 in 2006;
2) Catch-up contributions under EGTRRA for employees 50 and older will increase from $4,000 to $5,000;
3) The compensation limit under Code Section 401(a)(17) increases from $210,000 in 2005 to $220,000 in 2006;
4) The annual addition contribution limit under Code Section 415 for individuals in 401(k) plans increases from $42,000 in 2005 to $44,000 in 2006;
5) The highly compensated employee limit under Code Section 414(q) is increased from $95,000 in 2005 to $100,000 in 2006;
6) The limit used in determining key employees under Code Section 416 is increased from $135,000 in 2005 to $140,000 in 2006; and
7) The Social Security Wage Base (maximum earnings taxable) for 2006 is $94,200.
1) The maximum deferral to 401(k) plans will increase from $14,000 in 2005 to $15,000 in 2006;
2) Catch-up contributions under EGTRRA for employees 50 and older will increase from $4,000 to $5,000;
3) The compensation limit under Code Section 401(a)(17) increases from $210,000 in 2005 to $220,000 in 2006;
4) The annual addition contribution limit under Code Section 415 for individuals in 401(k) plans increases from $42,000 in 2005 to $44,000 in 2006;
5) The highly compensated employee limit under Code Section 414(q) is increased from $95,000 in 2005 to $100,000 in 2006;
6) The limit used in determining key employees under Code Section 416 is increased from $135,000 in 2005 to $140,000 in 2006; and
7) The Social Security Wage Base (maximum earnings taxable) for 2006 is $94,200.
Telecommuter Gets Hit with Tax
Bad News for Out-of-State Telecommuters
Recently, a Tennessee man was ordered to pay taxes on his income by New York's highest court, even though he only works in New York 25% of his time. Thomas Huckaby, a computer specialist who spends the other 75% of his time in his home state, discovered that he will be taxed by both Tennessee and New York. As reported on HR.BLR.com:
As revealed in a recent Telework Advisory Group survey, there are approximately 9.9 telecommuters in the United States who now may face this additional tax. However, there is proposed legislaton, the Telecommuter Tax Fairness Act that would prohibit the practice of taxing telecommuters for work completed in another state.
According to The Wall Street Journal, Senator Dodd (D-CT) called Monday's decision "disappointing" and said it "underscores the need to take action on the legislation that I have introduced… Telecommuting reduces traffic congestion, reduces pollution, and helps businesses strengthen their bottom line. The current rules punish telecommuters rather than reward them and that needs to change."
Recently, a Tennessee man was ordered to pay taxes on his income by New York's highest court, even though he only works in New York 25% of his time. Thomas Huckaby, a computer specialist who spends the other 75% of his time in his home state, discovered that he will be taxed by both Tennessee and New York. As reported on HR.BLR.com:
"A New York State tax-department rule states that people who live out of state, work for a New York employer, and occasionally come to New York on business must pay taxes, even on work performed out of state, according to The Wall Street Journal. The only exception to the state's rule would be if the out-of-state work was done for the employer's "necessity". The New York Supreme Court ruled, in a 4-3 decision, that Huckaby had to pay taxes on all of his income."
As revealed in a recent Telework Advisory Group survey, there are approximately 9.9 telecommuters in the United States who now may face this additional tax. However, there is proposed legislaton, the Telecommuter Tax Fairness Act that would prohibit the practice of taxing telecommuters for work completed in another state.
According to The Wall Street Journal, Senator Dodd (D-CT) called Monday's decision "disappointing" and said it "underscores the need to take action on the legislation that I have introduced… Telecommuting reduces traffic congestion, reduces pollution, and helps businesses strengthen their bottom line. The current rules punish telecommuters rather than reward them and that needs to change."
Monday, November 21, 2005
How to Help Your Employees Avoid the Flu
canadian hr reporter - article display
Flu season is upon us, but there are ways to help ensure that your work environment stays happy and healthy. The Canadian HR Reporter offers the following tips from Trish Stenson, Director of Clinical Services at Ceridian Canada:
- Encourage employees to get a flu shot from their doctor or set up a program in conjunction with health professionals for employees to get their shots at the office
- Provide employees tips on how to prevent getting the flu
- Encourage employees to stay home if they are sick, especially if their symptoms are flu-like
- Provide handouts on how to wash hands properly
- Provide hand sanitizers in washrooms and other places.
- Promote work-life balance by encouraging employees to take their lunch breaks, step away from their desks periodically to de-stress, and pay attention to eating nutritious food and getting physical activity
- If snacks are a part of the office environment, make sure healthy snacks are available to counter the popular high-sugar content treats
- Discourage the sharing of keyboards, headsets, etc. by providing each employee with his/her own equipment
Stenson stresses that the most important tip is to encourage ill employees to stay home. "Not only does coming to work put co-workers at risk, but work productivity suffers and sick workers are often unable to focus on the tasks at hand," said Stenson.
Flu season is upon us, but there are ways to help ensure that your work environment stays happy and healthy. The Canadian HR Reporter offers the following tips from Trish Stenson, Director of Clinical Services at Ceridian Canada:
- Encourage employees to get a flu shot from their doctor or set up a program in conjunction with health professionals for employees to get their shots at the office
- Provide employees tips on how to prevent getting the flu
- Encourage employees to stay home if they are sick, especially if their symptoms are flu-like
- Provide handouts on how to wash hands properly
- Provide hand sanitizers in washrooms and other places.
- Promote work-life balance by encouraging employees to take their lunch breaks, step away from their desks periodically to de-stress, and pay attention to eating nutritious food and getting physical activity
- If snacks are a part of the office environment, make sure healthy snacks are available to counter the popular high-sugar content treats
- Discourage the sharing of keyboards, headsets, etc. by providing each employee with his/her own equipment
Stenson stresses that the most important tip is to encourage ill employees to stay home. "Not only does coming to work put co-workers at risk, but work productivity suffers and sick workers are often unable to focus on the tasks at hand," said Stenson.
Tuesday, November 08, 2005
Survey Reveals that More than 40% of American Workers Plan to Find New Employment Within Next 12 Months
A recent Yahoo! HotJobs online survey revealed that a large percentage of U.S. workers are planning on looking for new opportunities in the near future. The poll results show that more than 40% are planning on looking, while 21% are already looking for new positions.
The number one reason for seeking out a new job opportunity is the desire for a better compensation package (96%)
Additional reasons for wanting to leave include:
- Believing that there is no potential for career growth in current position (44%)
- The desire for a better commute (18%)
- Feeling that they are not being "valued" by current employer (25%)
- The desire to work in an environment with higher morale (29%)
Yahoo! HotJobs VP of marketing and career expert, Marc Karasu, was quoted in their press release as saying, "Employees are sensing more opportunities and better total compensation packages, and they're making plans to go after them. Current employers should take stock of their own talent acquisition and retention models as they prepare for their staffing needs for 2006."
Have you reviewed your own recruitment and retention programs? Now is the time!
The number one reason for seeking out a new job opportunity is the desire for a better compensation package (96%)
Additional reasons for wanting to leave include:
- Believing that there is no potential for career growth in current position (44%)
- The desire for a better commute (18%)
- Feeling that they are not being "valued" by current employer (25%)
- The desire to work in an environment with higher morale (29%)
Yahoo! HotJobs VP of marketing and career expert, Marc Karasu, was quoted in their press release as saying, "Employees are sensing more opportunities and better total compensation packages, and they're making plans to go after them. Current employers should take stock of their own talent acquisition and retention models as they prepare for their staffing needs for 2006."
Have you reviewed your own recruitment and retention programs? Now is the time!
Monday, November 07, 2005
"North Country" Displays Accurate Portayal of Real Life Sexual Harassment Case
The Capital Times
The recent, critically acclaimed film, "North Country," starring Academy Award winner, Charlize Theron, depicts the story of the first sexual harassment class action law suit in the United States. It serves as an excellent reminder that workplace harassment can easily occur, and we must be aware of potentially dangerous situations. As Judy Ettenhofer explained in the Capital Times...
What is shocking is that throughout the 1980s and 1990s many corporations resisted the pressure of instituting anti-harassment policies. Today, there have been many improvements regarding sexual harassment in the workforce, but we must still keep our eyes open for inappropriate behavior.
The recent, critically acclaimed film, "North Country," starring Academy Award winner, Charlize Theron, depicts the story of the first sexual harassment class action law suit in the United States. It serves as an excellent reminder that workplace harassment can easily occur, and we must be aware of potentially dangerous situations. As Judy Ettenhofer explained in the Capital Times...
"North Country" is based loosely on the first sexual harassment class action suit brought in the United States, by the women "rangers" working at the Eveleth iron ore mine in northern Minnesota's Mesabi Range.
In real life, Lois Jenson and her fellow female rangers endured nine years of abhorrent harassment from the mine's male employees before Jenson filed a complaint in 1984. A lawsuit grew out of that complaint, finally gaining class action status in 1991. The case dragged on until it was finally settled in 1998, but along the way it helped push employers to institute policies against workplace sexual harassment.
What is shocking is that throughout the 1980s and 1990s many corporations resisted the pressure of instituting anti-harassment policies. Today, there have been many improvements regarding sexual harassment in the workforce, but we must still keep our eyes open for inappropriate behavior.
Wednesday, November 02, 2005
Honor Veterans as Part of Your Diversity Efforts
As recently pointed out in SHRM's HR Week newsletter, our nation's veterans are often overlooked in organizations' diversity programs, even though one in every eight Americans (13%) has served long enough in the military to be considered a veteran.
SHRM suggests making an effort to recognize the veterans in your workforce making a special effort to honor them on Memorial Day and Veterans Day. In addition, you can incorporate a recognition campaign with your recuiting initiative. There are also a number of resources that can be extremely helpful in your endeavors:
Free Veterans Day Observance Posters (also Downloadable)
http://www1.va.gov/opa/vetsday/gallery.htm
Hiring Information:
HireVetsFirst
http://www.hirevetsfirst.gov/
Military Talent, Civilian Careers
http://www.taonline.com/
Veterans and Transitioning Military Personnel
http://www.rileyguide.com/vets.html
U.S. DOL's Hiring Veterans
http://www.dol.gov/dol/topic/hiring/veterans.htm
For more information on diversity:
SHRM's Diversity Toolkit
http://www.shrm.org/diversity/DiversityToolkit.asp
Be sure to visit the SHRM site for a wealth of additional information.
SHRM suggests making an effort to recognize the veterans in your workforce making a special effort to honor them on Memorial Day and Veterans Day. In addition, you can incorporate a recognition campaign with your recuiting initiative. There are also a number of resources that can be extremely helpful in your endeavors:
Free Veterans Day Observance Posters (also Downloadable)
http://www1.va.gov/opa/vetsday/gallery.htm
Hiring Information:
HireVetsFirst
http://www.hirevetsfirst.gov/
Military Talent, Civilian Careers
http://www.taonline.com/
Veterans and Transitioning Military Personnel
http://www.rileyguide.com/vets.html
U.S. DOL's Hiring Veterans
http://www.dol.gov/dol/topic/hiring/veterans.htm
For more information on diversity:
SHRM's Diversity Toolkit
http://www.shrm.org/diversity/DiversityToolkit.asp
Be sure to visit the SHRM site for a wealth of additional information.
Thursday, October 27, 2005
New Study Reveals the Best and Worst States for Employees
Press Release
The first study that evaluates employee climate rather than business climate was released recently by Political Economy Research Institute (PERI) at the University of Massachusetts. All 50 states were rated based on average pay, employment opportunties, employee benefits, percentage of low-income workers, fair treatment between genders and ability for employees to unionize.
Delaware, New Hampshire, Minnesota, Vermont, and Iowa, made it to the top of the list, while Louisiana, Texas, Arkansas, Utah, and South Carolina are ranked the lowest. Rankings were based on a scale of 1 – 100 in three categories – Job Opportunities, Job Quality and Workplace Fairness – which were then averaged out to determine the state's total score. First place Delaware received a total score of 89 while and Louisiana, in last place, received a total of 31.
To see how your state ranked, click here.
The first study that evaluates employee climate rather than business climate was released recently by Political Economy Research Institute (PERI) at the University of Massachusetts. All 50 states were rated based on average pay, employment opportunties, employee benefits, percentage of low-income workers, fair treatment between genders and ability for employees to unionize.
Delaware, New Hampshire, Minnesota, Vermont, and Iowa, made it to the top of the list, while Louisiana, Texas, Arkansas, Utah, and South Carolina are ranked the lowest. Rankings were based on a scale of 1 – 100 in three categories – Job Opportunities, Job Quality and Workplace Fairness – which were then averaged out to determine the state's total score. First place Delaware received a total score of 89 while and Louisiana, in last place, received a total of 31.
To see how your state ranked, click here.
Tuesday, October 25, 2005
Are You Wearing a Costume to the Office This Halloween?
Thirty-One Percent of Workers May Show Up to Work in a Halloween Costume This Year, CareerBuilder.com Survey Reveals
Thirty-one percent of workers are planning on dressing up for the office this October 31st, according to the recent survey, "Halloween at the Office 2005," by CareerBuilder.com.
CareerBuilder also gave some tips on last minute office-themed costumes. Here are a few:
Be sure to click here to read the full list of costume ideas!
Thirty-one percent of workers are planning on dressing up for the office this October 31st, according to the recent survey, "Halloween at the Office 2005," by CareerBuilder.com.
CareerBuilder also gave some tips on last minute office-themed costumes. Here are a few:
1. A Day Off - Using black lettering, write October 30, 2005 or November 1, 2005 on an orange shirt. When people ask what you are, say, "A day off!"
2. Running Late - Show up to the office with messy hair and disheveled clothes with your pajamas showing underneath.
3. Vending Machine - Dress in black and fasten snacks to yourself with the cost of each item displayed. To be really evil, place an "out of order" sign on the real vending machine and charge your coworkers for your snacks. When they pay, make sure you throw their snacks on the ground as the vending machine does.
4. Office Gossip - Make up fun stories about your coworkers. Fasten the stories to yourself and put the name of your favorite grocery store tabloid on a hat. Hang around the water cooler and invite people to read the latest news.
Be sure to click here to read the full list of costume ideas!
Thursday, October 20, 2005
Panel Considers Taxing Health Benefits
Benefitnews.com - Information for HR and Benefit Directors and other Employee Benefit Plan Sponsors and Advisers
Will employees soon be taxed on the value of their employer-sponsored health coverage? The President's Advisory Panel, a bi-partisan group made up of academics, executives, former members of Congress and government officials, is considering doing just that as a way to finance a reduction in the alternative minimum tax. BenefitNews.com reports...
To learn more and to share your thoughts about the proposed health benefits tax, visit the official website of the President's Advisory Panel on Federal Tax Reform. They have to submit their report to the Treasury Department by November 1st, so be sure to get your comments in soon.
Will employees soon be taxed on the value of their employer-sponsored health coverage? The President's Advisory Panel, a bi-partisan group made up of academics, executives, former members of Congress and government officials, is considering doing just that as a way to finance a reduction in the alternative minimum tax. BenefitNews.com reports...
"It is hard to see how the advisory panel would make the American taxpayer better off by lowering their alternative minimum tax burden only to turn around and increase their tax burden for the health coverage they choose for themselves and their family," says American Benefits Council President James Klein.
To learn more and to share your thoughts about the proposed health benefits tax, visit the official website of the President's Advisory Panel on Federal Tax Reform. They have to submit their report to the Treasury Department by November 1st, so be sure to get your comments in soon.
Wednesday, October 12, 2005
Reader Feedback re: "Understanding Diversity" Astronology Article
Yesterday's Astronology Article, "Understanding Diversity - It's More than What You See on the Surface" stirred up some debate among readers. Richard L. Virgilio, SPHR, of First Principles Coaching & Intrepid HR Consulting, Batavia, IL, shared his view on the subject...
As always we welcome reader feedback. Keep your comments coming!
I think that it is wrong to "try to mirror the population of a community," as put forth by the BostonWorks article. That metric ("mirror") smacks of quotas, and inevitably is wrong. As an employer, I must--MUST--hire the best qualified people who want to work for me. To do anything else is to betray my stakeholders and be absolutely open to the criticism, "Why didn't you hire the best qualified?" Or worse, "Why did you pass over these people who expressed interest in the position, were well qualified, and instead went out and beat the bushes to find this person who wasn't particularly interested--how long will he last?" The true, underlying philosophy of diversity is both to (a) be sure you are not excluding any particular group from your candidate pool and (b) be sure to not take such immutable characteristics as any factor whatsoever as part of the hiring decision. Diversity for it's own sake is a wrong-headed goal, and when we try to "mirror the community" we are disregarding specific talent and experience.
As always we welcome reader feedback. Keep your comments coming!
Ruling Defines "Internet Job Applicant" for Contractors
Definition of 'Internet job applicant' clarified for contractors#P-11_0
Realizing that an increasing number of job applications come through the Internet rather than traditional methods, the Office of Federal Contract Compliance Programs (OFCCP) has issued a regulation that states that resumes received electronically or by "snail mail" be treated equally when it comes to determining equal employment opportunity.
The final rules, which go into effect in February 2006, require that covered federal contractors obtain data on gender, race, and ethnicity on applicants and supply to the OFCCP. The OFCCP in turn uses this data to determine which organizations may be practicing possible employment discrimination. SHRM Online reports...
Will this new ruling effect your organization? Check out the full article here.
Realizing that an increasing number of job applications come through the Internet rather than traditional methods, the Office of Federal Contract Compliance Programs (OFCCP) has issued a regulation that states that resumes received electronically or by "snail mail" be treated equally when it comes to determining equal employment opportunity.
The final rules, which go into effect in February 2006, require that covered federal contractors obtain data on gender, race, and ethnicity on applicants and supply to the OFCCP. The OFCCP in turn uses this data to determine which organizations may be practicing possible employment discrimination. SHRM Online reports...
“This new rule provides clear guidance to allow us to better enforce the law,” said Charles E. James, Jr., deputy assistant secretary for OFCCP, in a press release. “This final rule will enable OFCCP to effectively evaluate whether federal contractors are recruiting a diverse pool of qualified applicants and hiring new employees on a non-discriminatory basis. It also helps contractors by clarifying an ambiguity that, until now, left contractors guessing at what information they needed to collect from Internet applicants.”
Will this new ruling effect your organization? Check out the full article here.
Tuesday, October 11, 2005
Top 10 OSHA Violations
OSHA's Top 10 Violations
The Occupational Safety and Health Administration recently released the 10 most-violated OSHA standards of 2005. There have been 40,463 violations in 2005 thus far, which is currently 4,200 less than in 2004.
Scaffolding continues to be the most-violated standard (8,130 violations), followed by Hazard Communication (6,641 violations) and Fall Protection -- General Requirements 5,504 violations). To view the entire top ten, click here.
The Occupational Safety and Health Administration recently released the 10 most-violated OSHA standards of 2005. There have been 40,463 violations in 2005 thus far, which is currently 4,200 less than in 2004.
Scaffolding continues to be the most-violated standard (8,130 violations), followed by Hazard Communication (6,641 violations) and Fall Protection -- General Requirements 5,504 violations). To view the entire top ten, click here.
How Flexible is Your Disaster Plan?
The Best-laid Disaster Plans Are Merely Works in Progress | workforce.com
Prior to the Gulf Coast hurricanes, many employers had disaster plans in place. However, due to unpredictibility of nature, disaster plans, in most cases, are merely works in progress. Communication problems, administraive hurdles and housing issues, all created additional challenges to organizations effected by Katrina and Rita. Workforce Management takes a look at how three companies... Sodexho USA, McDonald's and Entergy... weathered the storm. It's an interesting read that may make you rethink your own disaster plan. Check it out here.
Prior to the Gulf Coast hurricanes, many employers had disaster plans in place. However, due to unpredictibility of nature, disaster plans, in most cases, are merely works in progress. Communication problems, administraive hurdles and housing issues, all created additional challenges to organizations effected by Katrina and Rita. Workforce Management takes a look at how three companies... Sodexho USA, McDonald's and Entergy... weathered the storm. It's an interesting read that may make you rethink your own disaster plan. Check it out here.
Thursday, September 29, 2005
HRAs and HSAs Not Yet Popular
Benefitnews.com - Information for HR and Benefit Directors and other Employee Benefit Plan Sponsors and Advisers
According to a recent survey of 2,995 employers by the Kaiser Family Foudation and the Health Research and Educational Trust, only 4% of employers with health benefits offer an HRA or an HSA to their employees. From BenefitNews.com...
It appears that part of the reason for the low enrollment may be due to a lack of incentive. According to Gary Claxton, VP at the foundation, "HRAs don't really offer much savings to employers yet. The HSA-qualified plans, when you consider the contributions that the employers make to the HSAs, are a little bit cheaper than traditional health insurance."
According to a recent survey of 2,995 employers by the Kaiser Family Foudation and the Health Research and Educational Trust, only 4% of employers with health benefits offer an HRA or an HSA to their employees. From BenefitNews.com...
About 1.6 million workers are enrolled in HRAs, representing 2% of covered workers. Among workers with access to an HRA, 25% enrolled in it. The average annual employer contribution to HRAs is $3,872 for single coverage and $7,538 for family coverage.
Meanwhile, 800,000 workers are enrolled in HSA-qualified health plans, representing 1.8% of covered workers. Just 15% of workers with access to this type of plan enrolled in it. The average annual employer contribution to an HSA-qualified plan is $2,270 for single coverage and $6,245 for family coverage. Roughly 67% of employers offering an HSA-qualified plan contribute to workers' accounts.
It appears that part of the reason for the low enrollment may be due to a lack of incentive. According to Gary Claxton, VP at the foundation, "HRAs don't really offer much savings to employers yet. The HSA-qualified plans, when you consider the contributions that the employers make to the HSAs, are a little bit cheaper than traditional health insurance."
Wednesday, September 28, 2005
Bush Suspends Davis-Bacon Law in Katrina Damaged Areas
Bush Suspends Prevailing-Wage Law in Katrina Zone
In a controversial move, President Bush decided to suspend the Davis-Bacon Act, the law which requires federal contractors to pay the prevailing or average pay in the region, in the hurricane-damaged areas of Alabama, Florida, Lousiana, and Mississippi. Believing that the Davis-Bacon act actually increases construction costs, Bush said that suspending it "will result in greater assistance to these devastated communities and will permit the employment of thousands of additional individuals."
His ruling infuriated labor leaders, as well as others who believe that suspending the law is actually an opportunity to exploit workers and further depress the area's living standard. From HR.BLR.com...
Opinions abound on the subject. What's yours?
To read Bush's proclamation, click here.
To read the Washington Post article, "Bush Suspends Pay Act in Areas Hit by Storm," click here.
In a controversial move, President Bush decided to suspend the Davis-Bacon Act, the law which requires federal contractors to pay the prevailing or average pay in the region, in the hurricane-damaged areas of Alabama, Florida, Lousiana, and Mississippi. Believing that the Davis-Bacon act actually increases construction costs, Bush said that suspending it "will result in greater assistance to these devastated communities and will permit the employment of thousands of additional individuals."
His ruling infuriated labor leaders, as well as others who believe that suspending the law is actually an opportunity to exploit workers and further depress the area's living standard. From HR.BLR.com...
House Democratic Leader Nancy Pelosi noted that the Davis-Bacon Act was signed into law at "a time when scurrilous employers were taking advantage of the desperation of American workers to care for their families. At that time, and for more than 70 years since then, the federal government has demanded that when taxpayer money is spent, workers should be paid a livable wage.
"But today," she continued, " the Bush Administration demonstrated the latest example of its anti-worker agenda, with an executive order rescinding the requirements of the Davis-Bacon Act for areas hit by Hurricane Katrina. That means that as workers return to their lives and livelihoods on the Gulf Coast, the Bush Administration wants to use federal money to exploit them by paying less than the prevailing wage."
Opinions abound on the subject. What's yours?
To read Bush's proclamation, click here.
To read the Washington Post article, "Bush Suspends Pay Act in Areas Hit by Storm," click here.
Tuesday, September 27, 2005
No Shortage of Jobs for Gulf Coast Healthcare Workers
Healthcare recruiters are wooing displaced Hurricane Katrina healthcare workers with perks such as signing bonuses and relocation assistance.
Gulf Coast healthcare firms are concerned that once life returns to normal in the hurricane ravaged areas, that there won't be enough people to fill the positions.
From HR.BLR.com...
Only time will tell to see if the workers return to their former Gulf Coast employers.
Gulf Coast healthcare firms are concerned that once life returns to normal in the hurricane ravaged areas, that there won't be enough people to fill the positions.
From HR.BLR.com...
Out-of-state recruiters tell USA Today that they are helping, not poaching, since the workers need jobs.
"Even if we didn't exist, these nurses and health professionals would go somewhere else because they have to," says Alan Braynin, CEO of Access Nurses, a San Diego-based staffing agency.
Only time will tell to see if the workers return to their former Gulf Coast employers.
Wednesday, September 21, 2005
Only One in Three Workers Would Consider Unionizing
According to a new Zogby/Public Service Research Foundation Poll, only 35% of non-union workers would consider voting to unionize their workplace, while the majority (56%) would not. These numbers seem to coincide with the recent decline in union memberships nationally.
Thanks to "World of HR" blog reader, Tom Minnick, SPHR, for calling our attention to the Zogby poll. If you would like to read more about the results, click here.
The survey of 802 workers nationwide was conducted June 14 through 21, 2005, and has a margin of error of +/-3.6 percentage points. Polling was performed by Zogby International on behalf of the Public Service Research Foundation.
The poll found broad-based consensus among employees against unionizing, with 56% of all non-union workers in the survey saying they would vote against bringing a union into their workplace. One-in-three (35%) indicate they would consider voting for a union, but just half of that group (16%) say they would definitely vote to unionize, while two-in-three of all those who oppose unionizing (38%) would definitely vote against unionizing. These trends held for all age groups under 65, but was most noticeable among workers age 30 to 49, where three-in-five (60%) indicated they would not support unionizing.
This opposition to unionizing holds in every region of the country as well, with majorities in the Eastern U.S. (61%), South (50%), and Central/Great Lakes Region (60%) and a 49% plurality in the Western states all saying they would resist unionizing their workplace.
The survey also found men more likely to oppose unionizing their workplace, by a 61% to 50% margin versus women, and married people are more likely to oppose unionization than single people by a 61% to 51% margin.
Thanks to "World of HR" blog reader, Tom Minnick, SPHR, for calling our attention to the Zogby poll. If you would like to read more about the results, click here.
Tuesday, September 20, 2005
Best and Worst Companies for Gay and Transgender Employees
HRC | Best and Worst Companies for Gay and Transgender Employees Revealed
The Human Rights Campaign Foundation were pleased to reveal the results of their fourth annual report card on the treatment of gay, lesbian, bisexual and transgender employees in corporate America. According to the study, there are seven times as many corporations providing full protections since 2002 with a record-setting 101 companies scoring a perfect 100%.
As reported on the HBC website...
Many of the companies that scored 100 percent will be attending this year’s Out & Equal Workplace Summit starting on Sept. 22 in Denver. They will be joining more than 850 GLBT employees, straight allies and human resources and diversity professionals who share the same vision of equality for all.
The Human Rights Campaign Foundation were pleased to reveal the results of their fourth annual report card on the treatment of gay, lesbian, bisexual and transgender employees in corporate America. According to the study, there are seven times as many corporations providing full protections since 2002 with a record-setting 101 companies scoring a perfect 100%.
As reported on the HBC website...
The Human Rights Campaign Foundation’s fourth annual report card — the Corporate Equality Index — rates Fortune 500 and other major companies on a scale from zero to 100 percent on seven key indicators of fair treatment for GLBT employees. Indicators include policies prohibiting discrimination based on sexual orientation and gender identity as well as equal health care benefits.
Among this year’s key findings:
A record 101 companies score 100 percent, which is attributed to a sharp increase in gender identity non-discrimination policies. In 2002, only 13 companies earned a perfect rating.
Today, 5.6 million people work at the 101 companies that score 100 percent. In 2002, approximately 690,000 people were employed by the 13 companies that scored 100 percent.
Eighty-one percent of scored companies offer health benefits to the domestic partners of employees, up from 70 percent in 2002.
“With 101 companies scoring one hundred percent, millions of Americans now have protections they would have only dreamed of a few years ago,” said Daryl Herrschaft, director of the Human Rights Campaign Foundation’s Workplace Project and lead author of the report.
Many of the companies that scored 100 percent will be attending this year’s Out & Equal Workplace Summit starting on Sept. 22 in Denver. They will be joining more than 850 GLBT employees, straight allies and human resources and diversity professionals who share the same vision of equality for all.
Friday, September 16, 2005
Mileage Rate Increases for the Remainder of '05
The IRS decided to break routine and update the mileage rate early, in order to address the rising cost of gas. The rate has increased 8 cents to 48.5 cents a mile for all business miles driven between September 1st and December 31st.
From BLR...
Read the entire article here.
From BLR...
"This is about fairness for taxpayers," IRS Commissioner Mark W. Everson said. "People are entitled to deduct the real cost of operating a vehicle. We've responded to the recent gas price increases by making this special adjustment so taxpayers get the tax benefit they deserve."
Read the entire article here.
Tuesday, September 13, 2005
Katrina Evacuees Receiving Jobless Benefits
According to a recent article on SHRM Online, individuals who lost their jobs and their homes due to Hurricane Katrina are now starting to receive their Disaster Unemployment Assistance checks.
Basically, as long as the displaced individuals can be found, they will receive their payments. It is a step in the right direction on the long road to recovery.
“We’re doing everything we can,” said Louisiana Department of Labor (DOL) spokesman Ed Pratt. “We’re going into the shelters, taking applications and giving out checks. So far we’ve processed 70,000 applications, and we expect that number to grow.” The Louisiana efforts are mirrored across the South for residents who find themselves far from their homes and the offices where they normally would seek such aid.
“We processed over 10,000 claims from Louisiana residents over the Labor Day weekend alone,” said Ann Hatchitt, a spokesperson for the Texas Workforce Commission, which is partnering with Louisiana officials to deliver benefits across state lines.
Basically, as long as the displaced individuals can be found, they will receive their payments. It is a step in the right direction on the long road to recovery.
September 14th is National Attention Deficit Awareness Day
Tomorrow is a day of awareness for individuals with Attention Deficit Hyperactivity Disorder (AD/HD), a disability that is covered under the Americans with Disabilities. Employees with AD/HD may have short attention spans, difficulty focusing, and trouble prioritizing. The founders of National Attention Deficit Day are hoping that by calling attention to this condition, businesses will learn how to make their workplace "AD/HD friendly."
The Attention Deficit Disorder Association (ADDA) suggests the following tactics to help employers work effectively with AD/HD employees:
1. Give instructions clearly - preferably in writing.
2. Provide structure in long-term tasks, such as checklists and
deadlines for each stage.
3. Offer frequent and specific feedback on performance.
4. Provide extra clerical support.
5. Reduce distractions by placing the employee in a cubicle or
office away from high-noise areas.
To learn more about National Attention Deficit Awareness Day, visit www.add.org.
The Attention Deficit Disorder Association (ADDA) suggests the following tactics to help employers work effectively with AD/HD employees:
1. Give instructions clearly - preferably in writing.
2. Provide structure in long-term tasks, such as checklists and
deadlines for each stage.
3. Offer frequent and specific feedback on performance.
4. Provide extra clerical support.
5. Reduce distractions by placing the employee in a cubicle or
office away from high-noise areas.
To learn more about National Attention Deficit Awareness Day, visit www.add.org.
Thursday, September 01, 2005
Survey Reveals Drop in Employee Morale
Employee Morale Slips
What a difference a year makes. There has been a significant drop in employee morale in 2005 according to a recent survey by staffing firm Randstad and Harris Interactive.
Are your employees happy or have you experienced a dip in your own company's morale this past year? Before your employees decide to "jump ship" you may want to check out Astron Solutions' array of products that are designed to help keep your employees on board.
What a difference a year makes. There has been a significant drop in employee morale in 2005 according to a recent survey by staffing firm Randstad and Harris Interactive.
Fifty-five percent of employers reported that morale at their company was "good" to "excellent" in 2005, down from 70 percent last year. This year marked the first year the survey found that employee morale dipped.
"The survey also indicated that employees look to their employers for strong leadership and the ability to put the right people with the right skills to work," says Stef Witteveen, chief executive officer of Randstad's U.S. operations. "These traits have a huge impact on employee morale and turnover-- the softer side of the workplace."
Are your employees happy or have you experienced a dip in your own company's morale this past year? Before your employees decide to "jump ship" you may want to check out Astron Solutions' array of products that are designed to help keep your employees on board.
Wednesday, August 31, 2005
Study Shows Certain Jobs Tied to Degenerative Brain Disease
Some Jobs Tied to Degenerative Brain Disease : Industrial Market Trends
Are you or your employees at risk for degenerative brain disease? In a study of more than 2.6 million U.S. death records, researchers have found that certain occupations are linked to increase risk for diseases such as Alzheimer's and Parkinson's.
The study, which has been published in the American Journal of Industrial Medicine, was based on the death records from 22 states between 1992 and 1998.
What's unclear is why these specific positions appear to be linked to brain degeneration. There are certain cases of chemical exposure in occupations like farming, but one wonders why the clergy would be at greater risk. Click here for additional information about this interesting study.
Are you or your employees at risk for degenerative brain disease? In a study of more than 2.6 million U.S. death records, researchers have found that certain occupations are linked to increase risk for diseases such as Alzheimer's and Parkinson's.
While many of these job-disease relationships have been observed in previous research and could potentially be attributed to workplace exposures to chemicals (as is the case with farmers, welders and hairdressers), other links were harder to account for (such as the increased risk among teachers, clergy and bank tellers), according to the researchers, led by Robert M. Park of the National Institute for Occupational Safety and Health, Cincinnati, Ohio.
Park readily acknowledges the limitations of studies like this, which use death certificates to find associations between occupation and disease risk. "At best," he notes to Reuters, such research can reveal general patterns that can then be studied further.
In their analysis, Park and his colleagues found that bank tellers, clergy, aircraft mechanics and hairdressers had the highest risk of dying from Alzheimer's disease.
Biological scientists, teachers, clergy members and other religious workers had the biggest odds of dying of Parkinson's disease.
The risk of death from pre-senile dementia--a form of dementia that surfaces before the age of 65--was most pronounced among dentists, graders and sorters in industries other than agriculture and, again, clergy.
Veterinarians, hairdressers and graders and sorters had the highest odds of dying from motor neuron disease, the most common form of which is amyotrophic lateral sclerosis, also known as Lou Gehrig's disease--a fatal degeneration of the central nervous system.
The study, which has been published in the American Journal of Industrial Medicine, was based on the death records from 22 states between 1992 and 1998.
What's unclear is why these specific positions appear to be linked to brain degeneration. There are certain cases of chemical exposure in occupations like farming, but one wonders why the clergy would be at greater risk. Click here for additional information about this interesting study.
Tuesday, August 23, 2005
Lost Productivity Due to Employee Pain
Study documents pain's impact on workers, employers
If we start to think about all the recent studies that talk about how much time people waste or lose due to extenuating circumstances, isn't it a miracle that anything gets done at all? It would be interesting to add up the time lost according to all of the various studies and see how much time is left over for actual work.
A recent article on SHRM's Online takes a look at recent findings that reveal that one in three employees suffer from pain, in turn costing an organization approximately three and two-thirds list workdays per employee per month.
What can employers do to effectively run a business while offering assistance to their pain-adled employees?
If we start to think about all the recent studies that talk about how much time people waste or lose due to extenuating circumstances, isn't it a miracle that anything gets done at all? It would be interesting to add up the time lost according to all of the various studies and see how much time is left over for actual work.
A recent article on SHRM's Online takes a look at recent findings that reveal that one in three employees suffer from pain, in turn costing an organization approximately three and two-thirds list workdays per employee per month.
The findings are based on a survey of 1,039 active employees that included factory and nonfactory workers at an unidentified Fortune 100 company in the northeastern United States. It examined the “burden of pain on employee health and productivity,” according to researchers Harris Allen, Dr. David Hubbard and Sean Sullivan.
What can employers do to effectively run a business while offering assistance to their pain-adled employees?
In the paper, researchers advise the company to consider “nurturing a better quality of life for many of [the] employees while at the same time promoting a more productive workforce.” In other words, the company could be more realistic in its expectations of employees, Allen acknowledged to HR News.
Steps that researchers say employers in general can take:
• Identify sources of productivity and health losses by performing a claims data analysis and enlisting a third party to survey employees, reporting only group-level or aggregate data to the employer.
• Look at what company-sponsored programs are available and take stock of what you are doing now. You may want to simply augment what is being done, Allen said.
• Discover what vendors are available, look at your budget and perform a return-on-investment analysis to decide what steps to take.
• Implement those steps. Perform another evaluation after a reasonable period of time to get a credible idea if the action taken made a difference and, if so, how much of a difference.
• Educate employees about treatments available.
Celebrate 401(k) Day
401(k) Day
Did you know that this September 6th is 401(k) Day? this is your opportunity to join Captain 401(k) in battling Tax Maximizer, Low Contributor and the ultimate retirement arch nemesis, Savings Procrastinator!
Since retirement follows work, 401(k) Day officially falls on the day after Labor Day. Visit the official site to download the 401(k) Day Kit and start celebrating with your employees.
Captain 401(k) will be very proud of you.
Thursday, August 18, 2005
What's in a Name?
Employers better think twice before calling an employee by a nickname. A recent Ninth Circuit case, El-Hakem v. BJY Inc., reveals how, in some cases, the use of unwelcome nicknames can cause serious trouble.
Read the entire story on TheCalifornian.com here.
In the El-Hakem case, the Ninth Circuit held that an employer could be held liable for discrimination on the basis of race by continuously referring to an Arabic employee by a non-Arabic name, rather than by the employee's Arabic name. In this case, a supervisor repeatedly referred to the plaintiff, Mamdouh El-Hakem, as "Manny." Despite El-Hakem's strenuous objections, the supervisor insisted on using the non-Arabic name of Manny rather than El-Hakem's given name. This conduct continued for almost a year.
A jury found that the supervisor intentionally discriminated against El-Hakem and awarded him $15,000 in compensatory damages and $15,000 in punitive damages. The Ninth Circuit upheld the jury's award, finding that the supervisor's intentional conduct created a hostile work environment. The court went on to state that even though the supervisor had not spoken words encompassing a group's ethnic characteristics or skin color (he did not make a "typical" racial slur), the record was clear that the supervisor intended to discriminate against El-Hakem's Arabic name in favor of a non-Arabic name.
Read the entire story on TheCalifornian.com here.
Wednesday, August 17, 2005
Get Back to Work!
Stop reading this headline and get back to work | CNET News.com
Salary.com recently conducted a survey of over 10,000 employees to see how much time during the day is spent on non-work activities. The results are interesting although we here at Astron wonder what exactly falls into the category of "other."
Top time wasting activities:
* Surfing the Internet for personal use: 44.7 percent
* Socializing with coworkers: 23.4 percent
* Conducting personal business: 6.8 percent
* Spacing out: 3.9 percent
* Running errands off premises: 3.1 percent
* Making personal phone calls: 2.3 percent
* Applying for other jobs: 1.3 percent
* Planning personal events: 1.0 percent
* Arriving late/leaving early: 1.0 percent
* Other: 12.5 percent
The survey revealed that the top time wasting state is Missouri (avg. 3.2 hours per day) and the top time wasting industry was insurance.
Still, it's important to remember that all this goofing off isn't necessarily a bad thing. Bill Coleman, senior vice president at Salary.com explained, "In some cases this extra wasted time might be considered 'creative waste'--time that may well have a positive impact on the company's culture, work environment, and even business results. Personal Internet use and casual office conversations often turn into new business ideas or suggestions for gaining operating efficiencies."
Salary.com recently conducted a survey of over 10,000 employees to see how much time during the day is spent on non-work activities. The results are interesting although we here at Astron wonder what exactly falls into the category of "other."
Top time wasting activities:
* Surfing the Internet for personal use: 44.7 percent
* Socializing with coworkers: 23.4 percent
* Conducting personal business: 6.8 percent
* Spacing out: 3.9 percent
* Running errands off premises: 3.1 percent
* Making personal phone calls: 2.3 percent
* Applying for other jobs: 1.3 percent
* Planning personal events: 1.0 percent
* Arriving late/leaving early: 1.0 percent
* Other: 12.5 percent
The survey revealed that the top time wasting state is Missouri (avg. 3.2 hours per day) and the top time wasting industry was insurance.
Still, it's important to remember that all this goofing off isn't necessarily a bad thing. Bill Coleman, senior vice president at Salary.com explained, "In some cases this extra wasted time might be considered 'creative waste'--time that may well have a positive impact on the company's culture, work environment, and even business results. Personal Internet use and casual office conversations often turn into new business ideas or suggestions for gaining operating efficiencies."
Tuesday, August 09, 2005
Business Travel's Popularity Wanes
According to Sales & Marketing's Performance eNewsletter, business travel has slowed down over the past few years. Results from a recent study by Robert Half Management Resources show that almost half of those employees surveyed say that they are traveling less than they did five years ago. The study shows that companies that scaled back during recent difficult economic times, have not increased their travel allowances despite the improving economy.
Survey respondents were asked:
"Are you currently traveling for business more or less frequently than you were five years ago?"
* Much more frequently: 15 percent
* Somewhat more frequently: 21 percent
* Somewhat less frequently: 21 percent
* Much less frequently: 27 percent
* No change: 16 percent
For more information about Robert Half Management Resources, visit www.roberthalf.com.
Survey respondents were asked:
"Are you currently traveling for business more or less frequently than you were five years ago?"
* Much more frequently: 15 percent
* Somewhat more frequently: 21 percent
* Somewhat less frequently: 21 percent
* Much less frequently: 27 percent
* No change: 16 percent
For more information about Robert Half Management Resources, visit www.roberthalf.com.
Monday, August 08, 2005
HRCI offers two new HR certifications
HRCI - About Us: Certified Mail e-newsletter: Summer 2005 - AS09
The HRCI Board of Directors recently announced the approval of two new certifications that "will encourage the matery of knowledge at an entry/administrative level and assess key competencies at a strategic business competency level." The certifications, Administrative-Level Certification and Strategic Business Competencies Certification, are designed to help advance the HR profession, and will be available in the near future.
For more information, click here.
The HRCI Board of Directors recently announced the approval of two new certifications that "will encourage the matery of knowledge at an entry/administrative level and assess key competencies at a strategic business competency level." The certifications, Administrative-Level Certification and Strategic Business Competencies Certification, are designed to help advance the HR profession, and will be available in the near future.
For more information, click here.
27 workers fired over blog postings
Auto club fires 27 workers over blog posts - Tech News & Reviews - MSNBC.com
When the Automobile Club of Southern California's management caught wind that a large group of their employees were posting comments that could be construed as harassment on MySpace.com, 27 workers lost their jobs. From MSNBC.com...
This is just another incident in a long line of recent firings due to inappropriate employee blogging. Astron Solutions recently published a story on the topic in our Astronology newsletter titled, "Employee Blogs - Do You Know What They're Saying About You?"
When the Automobile Club of Southern California's management caught wind that a large group of their employees were posting comments that could be construed as harassment on MySpace.com, 27 workers lost their jobs. From MSNBC.com...
Club spokeswoman Carol Thorp said comments were made about other workers' weight and sexual orientation.
"When a worker complains about harassment, you take it seriously," Thorp said Friday.
Thorp said employees were also dismissed because they discussed online how they planned to slow down roadside assistance at work.
"That hits right at our basic service," she said.
This is just another incident in a long line of recent firings due to inappropriate employee blogging. Astron Solutions recently published a story on the topic in our Astronology newsletter titled, "Employee Blogs - Do You Know What They're Saying About You?"
Thursday, August 04, 2005
Astron at ASHHRA
Astron Solutions recently exhibited at ASHHRA's 41st Annual Conference and Exhibition at Disney in Orlando, Florida. As you can see, there was plenty of opportunity for the team members in attendance to balance work with fun in the "happiest place on earth."
From top to bottom:
Automation Expert, John Sazaklis anxiously awaits the booth visitors.
Enjoying the Citistreet party at Fisherman's Wharf in Universal Studios, from left to right, Tony DiBartolo, VP of HR, Bancroft Neurohealth, Jennifer Loftus, SPHR, CCP, CBP, GRP, National Director, Astron Solutions, John Vicik, VP of HR, Sherman Health, and Robin Clark, VP of HR, Morehead Associates.
Jennifer was the lucky winner of a glamorous new hat at Pleasure Island's water gun races! :-)
After a busy day, John relaxes outside of the House of Blues.
Tuesday, August 02, 2005
Is your job making you fat?
North Jersey Media Group providing local news, sports & classifieds for Northern New Jersey!
Most Americans spend their working hours either sitting behind a desk or standing on an assembly line. As a result of this lack of activity, many U.S employees are gaining weight. More than just packing on a few extra pounds, weight gain can contribute to diabetes, hypertension, heart disease and a plethora of other medical problems.
As stated in the article "Workplace eating habits can pack on the pounds," Americans are quickly gaining weight.
Fortunately, there are ways to combat employee weight gain. Madelyn Fernstrom, director of the University of Pittsburgh Medical Center's Weight Management Center suggests putting down the cookie and picking up a carrot to start. Making a point to get up and walk around is also a good idea. Fernstrom suggests plunking down the $15 or $20 for a pedometer, which measures how many steps you take. Aim for 10,000 a day.
Instead of e-mailing or calling your colleague down the hall, get up, go to their office. And every hour or so, walk a loop around your office floor. Skip the elevator and take the stairs.
Other suggestions are balancing your food intake, bringing lunch from home, and get accustomed to low-fat snacks. If you must have something sweet, try a piece of fruit-flavored gum or a hard candy.
Most Americans spend their working hours either sitting behind a desk or standing on an assembly line. As a result of this lack of activity, many U.S employees are gaining weight. More than just packing on a few extra pounds, weight gain can contribute to diabetes, hypertension, heart disease and a plethora of other medical problems.
As stated in the article "Workplace eating habits can pack on the pounds," Americans are quickly gaining weight.
People are getting heavier in this country. According to the Centers for Disease Control and Prevention in Atlanta, 65 percent of Americans age 20 or older are overweight or obese, with an estimated 30 percent of adults 20 and older falling into the obese category - that's more than 60 million people.
Fortunately, there are ways to combat employee weight gain. Madelyn Fernstrom, director of the University of Pittsburgh Medical Center's Weight Management Center suggests putting down the cookie and picking up a carrot to start. Making a point to get up and walk around is also a good idea. Fernstrom suggests plunking down the $15 or $20 for a pedometer, which measures how many steps you take. Aim for 10,000 a day.
Instead of e-mailing or calling your colleague down the hall, get up, go to their office. And every hour or so, walk a loop around your office floor. Skip the elevator and take the stairs.
Other suggestions are balancing your food intake, bringing lunch from home, and get accustomed to low-fat snacks. If you must have something sweet, try a piece of fruit-flavored gum or a hard candy.
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