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.

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:

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.

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!

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.

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.

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.

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."

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

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...

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!

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.

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.

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.

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.

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:

"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."

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.

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!

"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...

"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.

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.