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.

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.

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.

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.

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.

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.

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."

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.

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.

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...

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?"

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.

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.

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.

Does your company use graphology for hiring and promoting employees?

A Cautionary Note on Using Graphology for Hiring and Promoting Employees | March/April 2005 Explorer

When it comes to hiring or promoting the right employee, some companies still rely on graphology, or handwriting analysis, in coming to a decision.

In the Rocket-Hire article, "A Cautionary Note on Using Graphology for Hiring and Promoting Employees" author Mark C. Healy, stresses the fact that relying on graphology may actually do more harm than good. Surprisingly, it's not all that uncommon.

The use of graphology in business is not new or particularly rare. Apparently, thousands of US firms2 have used it for a variety of human resource programs. Still, European companies are much more likely than American companies to require a handwriting analysis, with France a particularly common setting. UK graphologist Nigel Bradley’s web site3 provides a list of hundreds of well-known companies who have allegedly used graphology. Regardless of the estimates of usage, graphologists suggest that these numbers are an underestimate because firms do not want to admit they use handwriting analysis.

Graphology dates back to the early 1600's and today is highly useful in determining forgeries and identities. However, as a hiring tool, the evidence points against its use.

There is a distinct lack of evidence that substantiates the link between certain handwriting features and success on the job. This is the notion of “validity”, or hiring accuracy. Unfortunately, most analysts don’t observe actual job applicants on the job, and don’t quantitatively verify their findings either. To be sure, few legitimate studies have revealed a significant statistical link between handwriting features and job performance.

However, there is a substantial scientific literature that disputes the alleged link between handwriting and on-the-job performance. Frank Schmidt and Jack Hunter, in their oft-cited meta-analysis of the validity of all selection and assessment tools4, pegged the validity of graphology at zero. Moreover, compared to interviews, tests, simulations, and other hiring devices, graphology ranked at the bottom of the list. In other words, every other possible hiring tool was found to be more valid and accurate than graphology.

If you'd like to read more about the pros and cons of graphology, check out the full article here.

Do work and fun mix?

APP.COM - Making the workplace the fun place

Yes, and it could lead to increased productivity, claims a recent article in the Asbury Park Press.

In an unscientific sampling of workers across the USA and Canada, it appeared that a bigger salary wasn't the main element of an enjoyable workplace. It was creative voluntary benefits, a friendly and healthy environment, and team spirit.

Workers were asked, What would make your workplace more enjoyable?" Here are some of their responses. See how many would make you happier!

- an cubicle/office with a window
- individual temperature controls
- weekly massages
- pet insurance
- ability to bring pets and kids to work
- flexible hours
- management who listen and offer face-to-face contact

Check out the full article, Making the Workplace the Fun Place here.

Intolerance Still Existing in the Workplace

There's No Shortage of Intolerance in the Workplace - New York Times

According to a recent New York Times article, there is no shortage of intolerance in the workplace...whether it's based on race, age, gender or sexual orientation.

In a phone survey of 623 employed Americans by Novations/J. Howard & Associates, a consulting firm near Boston, thirty percent of those surveyed said they overheard racial slurs last year. In addition, twenty percent reported ridicule of sexual orientation and twenty percent reported age bias.

Results varied depending on area. 24 percent of respondents from the South reported overhearing biased remarks about sexual orientation, while in the Northeast, the figure was only 14 percent.

Although strides have been made in creating tolerant workplaces, the results of the study reveal that organizations should not assume that intolerance no longer exists.

New OSHA Poster Now Available

This just in from SHRM...

The Occupational Safety and Health Administration issued new "You Have a Right to A Safe and Healthful Workplace" posters, numbers 3165 (English) and 3167 (Spanish) which replace the older 2203 posters. There is no requirement that employers immediately post the new poster(s) and the older version is still considered OSHA compliant at your work site. The 2203 poster will no longer available and the new poster can be downloaded directly from the OSHA site or the SHRM site.

For additional resources on this topic, including links to the new posters, click here. Be sure to have the key word "OSHA" and your SHRM membership number handy to access the information.

Non-profit Groups Help Women Land Jobs

World Peace Herald

Do you remember your first interview? You may have had butterflies in your stomach, hoping that it would go well. Some women have an additional worry..that even if they get called for an interview, they won't have anything to wear.

As you know, an important element to a successful interview is dressing appropriately, and this often means wearing a suit. Low income women looking to land a position can be at a disadvantage. Not being able to afford a nice suit for an interview can damage their confidence and ultimately, cost them the job.

Luckily, there are organizations out there ready to help. From the World Peace Herald...

To keep down the expense of dressing for work, private nonprofit organizations such as Dress for Success and the Women's Alliance are helping to outfit women headed to new jobs.

Women are referred to these organizations from other nonprofit and government agencies, including homeless shelters, domestic violence shelters, immigration services, and substance abuse and job training programs.

The groups provide advisers who have gone through similar experiences, said Liz Carey, affiliate relations director of Dress for Success.

It's a wonderful opportunity to contribute to the professional success of someone less fortunate. Please consider donating your gently worn business clothes to these organizations.

Dress for Success

Women's Alliance

Disgruntled Former Employee Kills Self in Boss's Office

Worker Kills Self in Boss's Office

Thankfully, supervisor Doreen Hartley saw recently fired employee, Bruce Alvin Miller returning to the site where he had worked for 28 years, toting a gun. Hartley, who had fired Miller earlier that day from his position of assistant designer at Baltimore Gas and Electric Co., warned the other employees before running to safety. After Miller, 46, shot his way into the building, he made his way into Hartley's office and killed himself. Luckily, no one was hurt.

This is food for thought for employers who must terminate employment of a possibly unstable employee. Although these violent incidents are not especially common, they do occur. Ensure employee safety by taking the proper precautions when facing what could turn into a dangerous situation.

For more details on the shooting incident, read the indepth article featured in the Baltimore Sun.

Florida, Minnesota and New Jersey Raise Minimum Wage

Three States Raise Minimum Wage

Soon, the minimum wage will be rising in three of our nation's states.

Florida, whose minimum wage has increased to $6.15 per hour is expecting the amount to be recalculated and put into effect on January 1, 2006.

Large Minnesota employers will find their minimum wage raised to $6.15 per hour (an increase of $1 per hour). Minimum wage for small employers will be raised to $5.25.

New Jersey's minimum wage will rise to $6.15 an hour on October 1 and to $7.15 and hour on October 1, 2006. This is good news for our New Jersey neighbors.

"Finally, more than 200,000 New Jersey workers, most of them women and minorities, will benefit from a living wage," Acting Governor Richard Codey explained. "Today, 12 states have a higher minimum wage than New Jersey, and none of them have our high cost of living."

To read the full details, click here.

Beware of Heat Stress in the Workplace

HRinfodesk � Canadian Payroll and Employment Law News

The dog days of summer are almost upon us. How is the temperature in your workplace? Is it comfortable? If your employees work in an area that is hot with poor air circulation, they are at risk for heat stress, a potentially dangerous health condition.

From HRinfodesk.com...

Various health studies and other forms of research indicate that heat stress is a set of conditions where the body is under stress from overheating. Conditions include heat exhaustion, heat cramps, heat stroke and heat rash and symptoms include profuse sweating to dizziness, to cessation of sweating and collapse. High temperatures, heavy workloads, and the type of clothing worn can induce heat stress. Other heat stress factors are also significant. In addition to temperature, increased relative humidity, decreased air movement or lack of shading from direct heat (radiant temperature) can all increase the potential of heat stress.

Employees who experience heat stress may at first be confused or unable to concentrate, followed by more severe symptoms such as fainting and/or collapse. Employers must ensure supervisors/managers and employees are aware and know how to deal with heat stress when it occurs in the workplace. Heat stress may be a health and safety hazard found in the workplace, and employers must insure they have identified it as a possible health and safety issue and implemented measures to control this specific hazard.

If an employee does show heat stress symptoms, move them to a cool, shaded area, give him or her water and immediately contact the supervisor and first aid attendant (if one is available) while following procedures in the health and safety policy in respect to heat stress and first aid.

In addition, the article lists numerous helpful ways to avoid heat stroke. You can view the entire list here.

Are You Sure You Want to be a Cowboy? Careerjournal Explores the Best and Worst Jobs

CareerJournal | We Ask: What Are Some Of the Best and Worst Jobs?

What did you dream of being when you were a child? A ballerina? A cowboy? Well, according to Careerjournal.com and author, Les Krantz, those jobs and others aren't as wonderful as we once dreamed.

When people are working full time -- perhaps in a job that they don't particularly enjoy -- it's easy to imagine that the proverbial "grass may be greener" for those in other careers. But unless they are peppered with questions, it's difficult to find out what their work is really like. How stressful is the work, what's the work environment like and is there room for growth?

Six main factors were used to judge a job: income, stress, physical demands, outlook, security and work environment. Assumptions were admittedly made along the way in determining the list of the "best" and the "worst."

Still, the results will perhaps make your "boring" office job look a little more desirable. Take a look at the full article here.

A Question of Citizenship - Title VII Protection Ends for Some

Title VII protection ends at the border for non-U.S. citizens

Non-U.S. citizens who work in a foreign country for an American-controlled operator may not bring suit under Title VII of the Civil Rights Act of 1964 according to the District of Columbia U.S. Circuit Court of Appeals. From SHRM Online...

Under Title VII, persons working in a foreign country meet the definition of “employee” only if they are U.S. citizens. At stake was whether the courts would extend Title VII protection to a much broader range of plaintiffs, including “nationals”—citizens or persons that are considered by the Immigration and Nationality Act to “owe allegiance” to the United States.

Vladimir Shekoyan was born in Armenia and immigrated to the United States in 1994. He obtained the status of a lawful permanent resident (LPR) in 1996, applied for citizenship in 2001, and became a naturalized American citizen in 2003. Shekoyan’s employment dispute arose during the period that he was an LPR.

Sibley International, headquartered in Washington, D.C., hired Shekoyan in January 1998. The parties entered into a 21-month employment contract stating that Shekoyan’s place of employment was Tbilisi in the Republic of Georgia.

When Sibley did not extend his employment contract, Shekoyan sued, charging that his supervisor discriminated against him on the basis of his national origin in violation of Title VII. Shekoyan alleged that his supervisor told him that he was not a “real American,” mocked his use of English and generally disfavored persons from the former Soviet Union.

The trial court dismissed Shekoyan’s claim on the theory that Title VII does not protect aliens who work for American-controlled companies outside of the United States.

We will surely be hearing more about this in the news. To read the full article, click here (and have your SHRM membership number and password handy!)