Workplace Stress? Cool Is The Rule

Trends Workplace Stress? Cool Is The Rule

Looking for tips for staying stress free at work? HR.com delivered five ways for you and your employees to stay cool as cucumbers. Author Don Phin stresses the fact that the human body is not designed to sit at a desk all day long. It's vital that employees get out from behind their computers, stretch and take a little time for themselves. Believe it or not, this leads to increased productivity. Read the article here.

Celebrating the 35th Anniversary of Earth Day

Today, April 22, is Earth Day. Although it hasn't gotten much press recently, the holiday is a important reminder for businesses to be environmentally responsible. The Canadian Earth Day site offers a detailed list on how your organization can do its part to help save the planet.  

Bigger Salaries for College Grads

Human resources answers now - HR.BLR.Com

Looks like it may be easier for graduates to pay off those college loans. According to a survey by the National Association of Colleges and Employers (NACE), recent college grads are seeing an increase in starting salaries. Overall, the average offer to liberal arts graduates is currently $30,337, up 4.2 percent from last year's average of $29,119.

Read the full story on BLR's site here.

Candy makes the workplace a little sweeter

News-Leader.com | Business | Jar-keepers fill workplace with sweets, happiness

Happy National Licorice Day! (Yes, there is a holiday for just about everything out there!) While we are on the subject of candy, Lifesavers came out with the results of their survey which explores the treatment of employees who keep candy dishes on their desks. The results are sweet for the candy providers and a bit sour for the moochers. According to Workbytes, News-Leader.com's workplace column by Dawn Sagario and Larry Ballard, the survey shows that 60 percent of those with candy dishes got raises last year, compared with fewer than half who would rather just dip into a co-worker's. However, the results show that a sugar fix brightens up the workplace for everyone...

"We know the candy dish is a fun part of life, but what the results of the survey have shown us is that candy dishes offer employees a simple, enjoyable way to break through everyday office obstacles and keep the lines of communication open," said Barry Sands, who is LifeSavers' "brand manager."

Although candy may be bad for your teeth and your waistline, it's great for company morale. Time to fill up the candy dish with a fresh pack of Twizzlers!

Read the entire Workbytes article here.

New dot-jobs Internet domain to debut in 2005

New dot-jobs Internet domain to debut in 2005

Online recruiting and hiring has a new home on the Internet... and that home is ".jobs." SHRM and two partners have been given the permission to create the new top-level Internet domain. Website addresses sporting the new urls should start showing up online sometime in late summer / early fall.

Said SHRM President and CEO Susan R. Meisinger, SPHR: “Recruiting skilled, dedicated talent is among the strategic contributions HR professionals make to the success of an organization.” The new Internet domain “has the potential to create a more streamlined recruiting process for HR professionals and make it easier for prospective employees to find vacant jobs.”

“Once established, .jobs will do three things to make the current recruiting process better,” said Tom Embrescia, chairman of .jobs, in a prepared statement. “It will make the recruitment process simpler for companies to recruit; it will make recruiting uniform for all companies; and that means that job seekers will find the jobs faster and companies will be able to more quickly fill open positions.”

Read the full story here.

New Zealand Company Fined for Work Stress

The New Zealand Herald

A New Zealand company was fined for work stress after an employee was diagnosed with depression and hypertension that was determined to be directly caused by her working environment.

New Zealand's Occupational Safety and Health (OSH) Service's National operations Manager Mike Cosman said, "the mental and physical harm the woman suffered was the direct result of work pressures and poor work organization, which the company failed to deal with despite numerous complaints."

Nalder and Biddle is the first company in New Zealand convicted for failing to provide a safe work environment. Read the full story http://www.nzherald.co.nz/index.cfm?c_id=1&ObjectID=10120367.

Your Workplace is Dirtier Than You Think!

Inside Bay Area - On the Move

Think you work in a clean environment? Think again! According to a recent study of office workplaces in San Francisco, New York, Chicago, Atlanta and Tuscon, office equipment, such as mice, keyboards, and telephones, are crawling with germs.

The study, funded by the Clorox Co., looked for the presence of the human parainfluenza 1 virus, which can cause colds and respiratory infections. The results were surprising and well...pretty disgusting. Read on...

Forty-seven percent of desktops, 46 percent of computer mice, 45 percent of telephones, 26 percent of doorknobs and door handles, and 19 percent of light switches tested positive for the parainfluenza virus, the survey found.

"These are the high-touch, high-contact areas that tend to be germ zones or germ transmission points," said survey coordinator Charles Gerba, professor of environmental microbiology at the University of Arizona.

"It becomes more relevant if you share desk space," Gerba said. "Basically, anybody that has a cold or a flu, they are laying a mine field of viruses around the office.

"I think germs have figured it out — location, location, location," he said, noting that the virus can live for up to 72 hours on surfaces.

So which of the five cities topped the workplace germ list? Check out the rest of the article here.

The Passing of the Pope Results in Increased Religious Discussion

Pope's death brings religious discussions into the workplace

Religion and politics are known as two dangerous topics of conversation. The recent passing of Pope John Paul II has made religion the popular topic in the workplace, regardless of faith. This is normal and expected, however there is cause for concern if these conversations take a negative turn.

DailyBreeze.com recently explored the issue of religion in the workplace and offered suggestions for employers...

The federal government has set standards regarding religious expression in the federal workplace, and much of these apply to other workplaces as well. Here are some general rules to follow, adapted from "Guidelines on Religious Exercise and Religious Expression in the Federal Workplace" (updated March 22):

Employees should be permitted to engage in private religious conversations in such places as cafeterias and hallways to the same extent that they may engage in nonreligious private expression, subject to reasonable content and provided the conversation doesn't interfere with work duties.

However, employees must refrain from such expression when a fellow employee asks that it stop or otherwise demonstrates that it is unwelcome. For example, if one employee invites another employee to attend worship services at her church, and the other employee, already a devout adherent of another faith, asks that the invitation not be repeated, the first employee must not ask again.

Laws against workplace discrimination include religious discrimination. As such, employees cannot make derogatory remarks to other employees about their faith or lack of faith. This typically will constitute religious harassment.

Also, a person holding supervisory authority over an employee may not, explicitly or implicitly, insist that the employee participate in religious activities as a condition of continued employment, promotion, salary increases, preferred job assignments, or any other incidents of employment. Nor may a supervisor insist that an employee refrain from participating in religious activities outside the workplace except pursuant to otherwise legal, neutral restrictions that apply to employees' off-duty conduct and expression in general.

Read the rest of the article here.

Employers Confront Growing Confusion over Partner Benefits

Employers Confront Growing Confusion over Partner Benefits (3/05)

The issue of partner benefits continues to cause legal confusion. A recent article in SHRM Forum attempts to decipher the situation...

"As time has gone by, things have gotten muddier, rather than clearer, from a legal perspective," said Todd A. Solomon, a partner with law firm McDermott, Will & Emery LLP in Chicago, speaking March 14 at SHRM's Employment Law and Legislative Conference in Washington, D.C. "Particularly over the past 12 months, companies have faced a number of mixed messages with respect to how they should treat same-sex couples under their benefit plans."

Adding to the confusion, Solomon said, last year Massachusetts became the first (and so far, only) state to recognize same-sex marriages, entitling same-sex spouses to all marriage-related benefits under state employment laws. But last year 13 states also passed constitutional amendments declaring that only marriages between one man and one woman would be legally valid, and a similar amendment to the U.S. Constitution was introduced in Congress.

On March 16, Michigan Attorney General Mike Cox declared that the amendment his state passed in November now bars health care and other benefits for the same-sex partners of state employees.

Meanwhile, current domestic partner laws in New Jersey and California, and a civil union law in Vermont, afford same-sex couples most or all state-recognized spousal rights without recognizing same-sex marriages. But the 1996 federal Defense of Marriage Act (DOMA) bars same-sex spouses from receiving any benefits under federal statutes—from the Family and Medical Leave Act and ERISA regulations to the tax code. To date, 39 states have also passed their own statutory DOMAs that, while easier to amend or revoke than constitutional amendments, still define marriage as "one man and one woman" and bar recognition of same-sex marriages performed in other states. (Click here to link to a chart of statewide marriage laws.)

With some states extending employment law mandates to cover same-sex partners and spouses, while others (and the federal government) enact prohibitions, "juxtaposed against each other, these two trends add up to a lot of confusion about what's legally required, what's optional, and what benefit providers and insurers may be doing," Solomon told conference attendees.

SHRM members can read the entire article here.

Sexual Harassment by Non-Employees - Are You Liable?

HR Matters

As an HR professional, you are no doubtedly well-versed on your organization's sexual harassment policy. You've read all of the articles and have participated in the workshops...you are ready if a case of sexual harassmant occurs among your employees. But what if the harasser is a customer or vendor? Or worse yet, a client whose business is vital to the future of your organization?

From HR Matters...

Both the courts and the Equal Employment Opportunity Commission (EEOC) have found that an employer may be held liable for sexual harassment of its employees by someone outside of the organization, such as a customer or vendor.

Unfortunately, there is little guidance as to the extent of your duty in this area. Clearly, you may have a particularly difficult time addressing the problem if you depend on the harasser's organization for a large part of your business.

Still, you have an obligation to protect your employees by investigating the complaint and by attempting to resolve the situation satisfactorily with both the employee and the alleged harasser.

According to the EEOC Guidelines on Discrimination Because of Sex (found in 29 C.F.R. §1604.11(e)), an employer may be responsible for sexual harassment by nonemployees, such as customers or vendors, if two conditions are satisfied. First, you must either have actual knowledge of the harassment or reasonably should have known about the problem. Second, you must have failed to take immediate and appropriate corrective action.

The HR Matters article includes case studies, a free sexual harassment policy download, and suggestions on how organizations should handle violators while protecting their employees. Check it out here.

April 1-7 is National Laugh at Work Week

April 1-7 is National Laugh at Work Week

How often do you laugh at work? Laughter is proven to be "the best medicine" by releasing endorphins, which in turn, releases stress. In the workplace, laughter has also been shown to increase productivity, teamwork, and employee satisfaction.

For more on National Laugh at Work Week and how you can bring a dose of humor into your workplace click here.

Is the work ethic in America fading?

APP.COM - Changes are coming to the workplace

If you had a crystal ball to gaze into the future of your workplace, what do you think you'd see? Well, according to the World Future Society, as reported by the Asbury Park Press, you would see employees who care less about a paycheck and more about personal fulfillment. Read on...

The society says the implications are clear: "The new generation of workers cannot simply be hired and ignored. They must be nurtured, paid well and made to feel appreciated. Training is crucial. Without the opportunity to learn new skills, young people will quickly find a (new) job that will help them to prepare for the rest of their career."

As for those in the 30-plus age range — Generation X — the society notes that their continuing entrepreneurial spirit will affect large companies.

"Lifelong learning is nothing new (to Generation X). It's just the way that life is. Companies that can provide diverse, cutting-edge training will have a strong recruiting advantage over competitors that offer fewer opportunities to improve their skills and knowledge base. (They) have little interest in their employers' needs. They also have a powerful urge to do things their way."

And even with the growing use of technology allowing workers to get more done in less time, workers are finding the stress is increasing, as well.

"Stress-related problems affecting employee morale and wellness will continue to grow. Companies must help employees balance their time at work with their family lives and need for leisure. This may reduce short-term profits but will aid profitability in the long run," the society says.

For more details, check out the full article here.

To Your (Employees) Health!

Health care rates are still a cause of headaches. As reported in BenefitNews.com's Connect Newsletter...

Health care costs are moderating from last year's rates, but still rising by double digits in 2005 for most types of coverage, according to the semi-annual National Health Care Trend Survey conducted by Mellon.

Cost trends for 2005 are expected to range from 14.9% for indemnity coverage to 12.1% for those with HMOs. Cost for high-deductible consumer-driven plans -– defined in this survey as plan with a $1,500 deductible and a pharmacy benefit –- are projected to increase an average of 14.2%. Mellon survey is based on data provided by 83 insurers or health plan administrators in December 2004.

"Medical trend rates are coming down slightly, but they are still persistently high. It's a double-edged sword," says Harvey Sobel, a principal at Mellon and author of the report.

The top three reasons insurers gave Mellon why their medical trends dropped slightly from last year were improved financial results, better financial arrangements with doctors and hospitals, and a desire to be more competitive in the marketplace.

According to Mellon, the average cost per employee for healthcare increased 5% or $200, from 2004 to 2005.

"I'm leaving to join the circus!" and other reasons why employees quit

Design News

Specialized staffing service, The Creative Group, recently conducted a survey to find out the unusual reasons why some people leave their jobs. The result is a light-hearted look at the very real issue of employee turnover.

Following are some of their responses:

“An employee left because he didn’t like the smell of the office.”
“One guy said he was making too much money and didn’t feel like he was worth it.”
“A worker didn’t like to use a computer and said the job wasn’t as glamorous as she thought.”
“A person left because she didn’t like the lighting in our building.”
“These results show you can’t please every employee all the time,” said Tracey Fuller, executive director of The Creative Group. “A certain amount of turnover is to be expected and may not be preventable. Conducting exit interviews can help managers determine whether a situation is unique or if there’s a workplace problem that needs to be addressed in order to discourage additional staff members from leaving.”

Read the full article here.

We here at Astron are wondering... what's the most unusual reason for leaving that you've heard?

Warning: You can be sued for unintentional age bias

Court: Workers can sue for unintentional age bias

If your work practices ultimately have a negative effect on employees over the age of 40, you are in danger of being sued.

From SHRM Online...

The U.S. Supreme Court ruled March 30 that the disparate impact theory of liability is available to employees suing under the 1967 Age Discrimination in Employment Act (ADEA), but the scope of employer liability on that basis is narrower than under Title VII.

The disparate impact theory allows plaintiffs to challenge an employer’s neutral practices that have a disproportionately negative impact on persons over the age of 40, so workers will be able to sue in some cases over employer actions that result in unintentional discrimination.

Click here to read the full story.

The Easter Bunny Arrives Early at New Zealand Company

Boss offers a golden Easter incentive | NATIONAL | NEWS | tvnz.co.nz

Steve Musson, Director of The Flooring Centre in New Zealand, gave 40 of his employees a special Easter treat this year. As reported by New Zealand's One News Network...

With record low unemployment around the country, attracting and keeping staff is becoming a real problem for companies wanting to expand.

But a Christchurch firm is trying to combat that by offering its workers a real incentive to stick around.

Steve Musson is taking over 40 of his flooring and carpet laying staff to the Gold Coast for Easter.

In the midst of a construction boom, the company noticed attracting and keeping staff was proving difficult so Musson decided to do something to keep his employees.

And Musson says his move has made it an exciting workplace. "Particularly with the trip so close now. A few of our people haven't been overseas before, so it's a real buzz for people like that."

While there will be a conference to attend and team building activities, they will also have time to visit theme parks and relax.

"The major positive that we've had already is that staff retention has been 100% - we haven't lost any staff since we made this announcement," says Musson.

The investment has been a large one for the flooring company but Musson hopes it will all be worth it.

"Ask me in a few months' time," laughs Musson.

How to Get Sued

The HRN Management Group just added another white paper to their already impressive library. This time, they are offering a few simple, easy to implement practices that can increase the odds that an employee will sue you.

"How to Get Sued" reminds readers to ask inappropriate interview questions, play favorites, and keep a "closed door" policy ("An Open Door Policy will only lead to the entrance of problems. You just can't control what walks in.")

Luckily, you can't get sued for overt sarcasm. Check out "How to Get Sued" and the rest of their white paper collection here.

Minimum Wage Proposal Shot Down

WorldatWork

It's been eight years since Congress last increased the minimum wage, and it looks like they aren't going to do it again anytime soon.

From The New York Times, by way of Workspan Weekly...

"Under a deal worked out between Republicans and Democrats, the wage amendments considered on Monday were all but doomed from the start because they required 60 votes to be adopted. It has been eight years since Congress last increased the minimum wage, which now stands at $5.15 an hour.

The Democratic proposal to increase the minimum wage by 41 percent, to $7.25, over the next two years was sponsored by Senator Edward M. Kennedy of Massachusetts. It was sought by organized labor and opposed by an array of business interests.

''The height of hypocrisy will be this afternoon, when those individuals in this Senate say no to a minimum wage increase of $7.25 an hour when this institution voted themselves a $28,500 pay increase over the last five years,'' Mr. Kennedy angrily declared shortly before the amendment was defeated as 49 members voted against it and 46 voted for it. ''Minimum wage has been flat all these years, but not for the members of this Congress.''

But Republicans denounced the measure, saying that it would do more harm than good.

''By raising minimum wage, you are pricing some workers out of the market,'' said Senator John E. Sununu, Republican of New Hampshire. ''It is an economic fact. Proponents of the minimum-wage increase like to dismiss this.''

Congressional aides said Mr. Kennedy would offer the amendment again in other legislation.

The Senate also defeated an alternative amendment by Senator Rick Santorum, Republican of Pennsylvania, that would have raised the minimum pay level by $1.10, to $6.25, over 18 months. Thirty-eight senators voted for the measure and 61 voted against it.

The proposal was supported by some business groups and opposed by organized labor because it would have eliminated overtime pay in many circumstances and excluded millions of workers now eligible for minimum wage and overtime provisions. The Santorum amendment also provided for about $4 billion in tax breaks for smaller businesses."

New Poster Requirement as of March 10th

Have you posted your new USERRA poster yet? All employers are required to notify employees of their rights under the Uniformed Services Employment and Reemployment Rights Act, USERRA.

The poster explains the rights and protections such as the right to re-employment after uniformed service, freedom from discrimination and retaliation for serving in uniform, and certain health insurance protections.

Get your poster here.

Protecting Identity...New Rules for HR

You can never be too careful when it comes to protecting your employees from identity theft. Read on...

From HR Matters, March 15, 2005, Volume 7, No. 11

"Rev up your shredders – a largely ignored provision of the 2003 Fair and
Accurate Credit Transactions Act (FACTA) now requires employers to
dispose of consumer report and credit information "properly." Beginning
June 1, 2005, any person who maintains or possesses "consumer
information" must be prepared to dispose of these records in a way that
ensures that the information will not be improperly accessed or used.

This requirement is one of many provisions in FACTA intended to protect
consumer privacy and to prevent identity theft. So, if you receive a
credit report or any other investigative report regarding an applicant
or employee, you should have a plan to dispose of that information in
the future."

For a free download of the eight-point checklist, "Beyond FACTA," click here.
To get FACTA facts, go to privacy rights.org.