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.

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:

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!

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...

"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.

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...

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...

“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.

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.

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.

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...

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."

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...

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.

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...

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.

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.

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.

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...

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.

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...

"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.

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.

“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.

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.

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.

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.