- The Social Security Wage Base for 2012, beginning January 1, 2012 will increase for the first time in several years. The wage base increases from $106,800 to $110,100.
- The maximum annual amount an employee can contribute to a 401(k) Plan during 2012 increases to $17,000. Employees age 50 and above can contribute an additional “catch-up” contribution of $5,500, for a total maximum contribution of $22,500.
- The maximum annual amount an employee can contribute to a traditional IRA or a Roth IRA in 2012 is $5,000; employees age 50 and above can contribute up to $6,000.
- Simple IRA’s have a maximum annual contribution of $11,500 for employees in 2012; employees age 50 and above can contribute up to $14,000.
- Colorado’s Minimum Wage increases from $7.36 per hour to $7.64 per hour, effective January 1, 2012. The Tipped Employee’s Minimum Wage increases to $4.62 per hour, also effective January 1, 2012.
- The 2012 IRS standard mileage rate has not been announced. Please note that the 2011 IRS standard mileage rate changed at mid-year. From January 1, 2011 to June 30, 2011 the rates were: $0.51 cents per mile for business miles driven; $0.19 cents per mile for medical or moving purposes; and $0.14 cents per miles driven in service of charitable organizations. Effective July 1, 2011 the business mileage rate increased to $0.555 cents per mile; medical rate increased to $0.215 per mile, and the charitable rate remained unchanged at $0.14 per mile.
Wednesday, December 7, 2011
2012 Contribution Limits
Sunday, October 16, 2011
Holiday Party Planning
Yes it’s that time of the year--the annual event to celebrate the Holidays. Has it become an “obligatory” event for your employees?
We have run Human Resources as employees and consultants for large and small companies over a few decades and the “general reaction” to attending a company sponsored Holiday event has sometimes surprised me. Maybe we’ve not gotten the real truth BUT more often than not, the employees seem not to want the traditional party or celebration event. Reasons cited have included not wanting to spend money on dress clothing, babysitters, and other costs associated with attending events as well as employee desire to spend time off away from work in other ways.
We are not advocating not hosting a celebration but the importance of really exploring options and understanding what your employees want from an event. Be open and listen. We have the good fortune to work with a number of creative companies and through the years have watched as they have tried a number of approaches to this annual dilemma. Here’s a few of the more well received Holiday ideas.
1) A gift card to each employee with the option of donating the card to a choice of charities.
2) Hosting a Holiday celebration for/with a non-profit group who otherwise would not have the funds to do so.
3) A simple two hour window at work with light catering, comical gift exchanges limited to $1.00.
4) A company donation to an organization selected by employees in the amount normally spent for a party.
5) An extra hour off to allow employee Holiday shopping and/or family time.
6) Renting a skating rink or bowling alley and opening it to children’s organizations as a present for the kids.
7) Delay the celebration to another less busy time in the year.
Celebrations are important to companies and their employees but be certain as an employer you are deriving the best value for the dollars spent.
Just a thought……….
We have run Human Resources as employees and consultants for large and small companies over a few decades and the “general reaction” to attending a company sponsored Holiday event has sometimes surprised me. Maybe we’ve not gotten the real truth BUT more often than not, the employees seem not to want the traditional party or celebration event. Reasons cited have included not wanting to spend money on dress clothing, babysitters, and other costs associated with attending events as well as employee desire to spend time off away from work in other ways.
We are not advocating not hosting a celebration but the importance of really exploring options and understanding what your employees want from an event. Be open and listen. We have the good fortune to work with a number of creative companies and through the years have watched as they have tried a number of approaches to this annual dilemma. Here’s a few of the more well received Holiday ideas.
1) A gift card to each employee with the option of donating the card to a choice of charities.
2) Hosting a Holiday celebration for/with a non-profit group who otherwise would not have the funds to do so.
3) A simple two hour window at work with light catering, comical gift exchanges limited to $1.00.
4) A company donation to an organization selected by employees in the amount normally spent for a party.
5) An extra hour off to allow employee Holiday shopping and/or family time.
6) Renting a skating rink or bowling alley and opening it to children’s organizations as a present for the kids.
7) Delay the celebration to another less busy time in the year.
Celebrations are important to companies and their employees but be certain as an employer you are deriving the best value for the dollars spent.
Just a thought……….
Thursday, August 4, 2011
Feds Add Wide Array of Women's Health Services to List of No-Cost Preventive Care Under Healthcare Reform Law
Executive Summary
• Federal agencies have issued rules requiring non-grandfathered health plans to cover a wide array of women's health services with no cost-sharing.
• The mandate includes coverage for contraceptive devices, subject to a "conscience clause" exempting some plans sponsored by religious organizations.
• The new rules take effect for plan years beginning after July, 2012, and therefore won't affect calendar year health plans until 2013.
• In recent months, federal authorities have also added several other new preventive care services to the list of those which non-grandfathered plans subject to healthcare reform must cover with no cost-sharing.
• Grandfathered employer health plans (both insured and self-funded) are exempt from the rules requiring coverage of certain preventive care with no cost-sharing.
What Women's Preventive Services Must Be Covered?
The women's preventive services that must be covered (without cost-sharing) by non-grandfathered plans subject to healthcare reform include:
• The mandate includes coverage for contraceptive devices, subject to a "conscience clause" exempting some plans sponsored by religious organizations.
• The new rules take effect for plan years beginning after July, 2012, and therefore won't affect calendar year health plans until 2013.
• In recent months, federal authorities have also added several other new preventive care services to the list of those which non-grandfathered plans subject to healthcare reform must cover with no cost-sharing.
• Grandfathered employer health plans (both insured and self-funded) are exempt from the rules requiring coverage of certain preventive care with no cost-sharing.
What Women's Preventive Services Must Be Covered?
The women's preventive services that must be covered (without cost-sharing) by non-grandfathered plans subject to healthcare reform include:
1. Well-woman office visits: An annual well-woman preventive care office visit for adult women to obtain the recommended preventive services.
2. Gestational diabetes screening: A screening for women 24 to 28 weeks pregnant, and those at high risk of developing gestational diabetes.
3. HPV DNA testing: A test every three years for women age 30 or older for high-risk human papillomavirus (HPV).
4. STI counseling, and HIV screening and counseling: Annual counseling for sexually-active women concerning HIV and sexually transmitted infections (STIs).
5. Contraception and contraceptive counseling: Access to all FDA-approved contraceptive methods, sterilization procedures, patient education and counseling.
6. Breastfeeding support, supplies, and counseling for pregnant and postpartum women: Lactation support and counseling, as well as breastfeeding equipment.
7. Domestic violence screening: Annual screening and counseling for interpersonal and domestic violence.
Contact your insurance broker or carrier for further details and how this may impact your health care coverage for employees.
Saturday, June 18, 2011
Workplace Conduct
Is there a problem employee in your workgroup? I’m not talking about a person or a type who are annoying or stirring a pot…. but is there one who you know is a lawsuit waiting to happen? An easy way to answer this question is to answer another; do you find yourself saying “that’s just how he/she is”- “everyone is aware of it but we ignore or work around him/her.
We conduct numerous workshops around the topic of Professional Conduct in the Workplace. These workshops cover a variety of topics including office etiquette, laws affecting the workplace and the implication of social media including textual harassment and sexting. Regardless of industry or employer size, the “that’s just how he/she is” person is sometimes in the room. If they are not in the room, we quickly learn who they are and what they do on a regular basis. We watch as others roll their eyes, move their heads to point others out and sometimes just outright express the frustration about “that’s just who he/she is” behavior on others.
There are as many reasons for bad behavior as there are people and our intent is not to make judgments. This is just a gentle reminder that behavior problems generally don’t just go away or fix themselves.
Next time you hear “that’s just how he/she is” we suggest you immediately talk to someone in a position of authority in your organization. Let them confront the behavior before it becomes a law suit which causes incredible disruptions in the workplace and can impact profits, pay and reputations of organizations.
We conduct numerous workshops around the topic of Professional Conduct in the Workplace. These workshops cover a variety of topics including office etiquette, laws affecting the workplace and the implication of social media including textual harassment and sexting. Regardless of industry or employer size, the “that’s just how he/she is” person is sometimes in the room. If they are not in the room, we quickly learn who they are and what they do on a regular basis. We watch as others roll their eyes, move their heads to point others out and sometimes just outright express the frustration about “that’s just who he/she is” behavior on others.
There are as many reasons for bad behavior as there are people and our intent is not to make judgments. This is just a gentle reminder that behavior problems generally don’t just go away or fix themselves.
Next time you hear “that’s just how he/she is” we suggest you immediately talk to someone in a position of authority in your organization. Let them confront the behavior before it becomes a law suit which causes incredible disruptions in the workplace and can impact profits, pay and reputations of organizations.
Tuesday, May 17, 2011
IRS ADJUSTS HSA LIMITS FOR 2012
Last week the IRS released parameters for health savings account-compatible high deductible plans, (or HDHPs) for 2012. These limits are tied to changes in the Consumer Price Index by application of cost of living adjustment rules.
The limits for 2012 are:
Annual HSA contribution Maximum:
$3,100 for single coverage, $6,250 for family coverage (increase from $3,050 and $6,150 respectively)
Annual Catch-Up Contribution Maximum:
$1,000 for HSA eligible individuals age 55 or older
(no change from calendar year 2011)
HDHP Minimum Deductible:
$1,200 for single coverage, $2,400 for family coverage
(no change from calendar year 2011)
HDHP Out-of-Pocket Maximum:
$6,050 for single coverage, $12,100 for family coverage
(increase from $5,950 and $11,900 respectively)
The limits for 2012 are:
Annual HSA contribution Maximum:
$3,100 for single coverage, $6,250 for family coverage (increase from $3,050 and $6,150 respectively)
Annual Catch-Up Contribution Maximum:
$1,000 for HSA eligible individuals age 55 or older
(no change from calendar year 2011)
HDHP Minimum Deductible:
$1,200 for single coverage, $2,400 for family coverage
(no change from calendar year 2011)
HDHP Out-of-Pocket Maximum:
$6,050 for single coverage, $12,100 for family coverage
(increase from $5,950 and $11,900 respectively)
Thursday, May 5, 2011
Social Media
It’s no news flash that social media has gone from cutting edge to mainstream. However, some employers are slow to respond with new policies and practices on the use of social networking. How does your organization stack up? And, by the way, there is no one size fits all program for this one! Here’s a few statistics just in case you’ve been out of touch:
• Facebook signs up 600,000 new users daily
• 33% visit social media sites to engage in product research before buying
• 26% of respondents changed their minds about purchasing a product after reading about it on a social media site
• 91% say consumer reviews are the #1 aid to buying decisions
We conduct Professional Workplace Conduct programs on a regular basis and the number one topic is social media with questions from employees including “where’s the line between personal and business in the social medical world”. “Does my employer have the right to take action against employees because they have posted a sexist, racist, or other offensive message?”
This ever-changing world of social media is an opportunity for business leaders to lead by example. Leaders should model the behavior they would like to see employees take with an emphasis on responsible use. Social technologies including blogs, social networks and Twitter are communications tools. A company’s social media approach should integrate and work with existing communications channels and goals. Writing and implementing a set of guidelines is likely not enough. We know social tools are used to engage and interact with others including customers so provide the guidance to get the best results. We can help design policies, practices and programs to provide guiding principles for employees and well as to employees - give us a call today.
• Facebook signs up 600,000 new users daily
• 33% visit social media sites to engage in product research before buying
• 26% of respondents changed their minds about purchasing a product after reading about it on a social media site
• 91% say consumer reviews are the #1 aid to buying decisions
We conduct Professional Workplace Conduct programs on a regular basis and the number one topic is social media with questions from employees including “where’s the line between personal and business in the social medical world”. “Does my employer have the right to take action against employees because they have posted a sexist, racist, or other offensive message?”
This ever-changing world of social media is an opportunity for business leaders to lead by example. Leaders should model the behavior they would like to see employees take with an emphasis on responsible use. Social technologies including blogs, social networks and Twitter are communications tools. A company’s social media approach should integrate and work with existing communications channels and goals. Writing and implementing a set of guidelines is likely not enough. We know social tools are used to engage and interact with others including customers so provide the guidance to get the best results. We can help design policies, practices and programs to provide guiding principles for employees and well as to employees - give us a call today.
Monday, February 28, 2011
March 2011
It’s amazing. We have serious trouble in the Middle East, major protests in US cities, budget headaches and numerous issues across the globe. AND the lead story on the major internet sites has been the use of the “f- bomb” on the Oscars. This is more than sad- have we truly gone to this new low level and is civility dead or just deeply wounded?
Yes this site and our company is dedicated to Human Resources in the workplace and we certainly don’t intent to make judgment. But ... the point of the story of the Oscars illustrates what is happening too many times in the American workplace.
Using swear words has become a norm and although not really accepted, the practice is tolerated. Leaders, mangers, co-workers turn away and shrug their shoulders. We work with companies to create good and sometimes great cultures and be a place where employees really want to work. This takes strong leadership principles and would suggest a practice of non-tolerance for cursing. The good ones we see seem to have this common ground.
Yes this was a Hollywood event but honestly listen to what goes on around you at work. The reason it seemed ok to the person using the term while accepting the Oscar was that it has become too widely accepted in everyday conversation. Now picture a work place where civility returns, words are used with purpose and manners are rewarded. The business books are full of clever titles and lines about lessons learned from our dog, friends, kindergarten and our past. In checking, not one of these titles has a chapter on throwing around the f bomb! As business leaders, let’s work today to put our conversations back on a better track.
Yes this site and our company is dedicated to Human Resources in the workplace and we certainly don’t intent to make judgment. But ... the point of the story of the Oscars illustrates what is happening too many times in the American workplace.
Using swear words has become a norm and although not really accepted, the practice is tolerated. Leaders, mangers, co-workers turn away and shrug their shoulders. We work with companies to create good and sometimes great cultures and be a place where employees really want to work. This takes strong leadership principles and would suggest a practice of non-tolerance for cursing. The good ones we see seem to have this common ground.
Yes this was a Hollywood event but honestly listen to what goes on around you at work. The reason it seemed ok to the person using the term while accepting the Oscar was that it has become too widely accepted in everyday conversation. Now picture a work place where civility returns, words are used with purpose and manners are rewarded. The business books are full of clever titles and lines about lessons learned from our dog, friends, kindergarten and our past. In checking, not one of these titles has a chapter on throwing around the f bomb! As business leaders, let’s work today to put our conversations back on a better track.
Monday, January 24, 2011
Take the next step------ really.
Three or so weeks ago we made lists—remember those New Year’s resolutions? The annual attempt to make changes in our personal and professional paths.
Why is change so difficult? A simple question with no simple answer as evidenced by the number of self-help books, audio tapes, and programs guaranteed to help us reach our goals. Yes of course the intellectual and emotional list for the reasons we don’t execute are significant but we know the slightest change can yield significant results.
So forget the books and all the daily mantras and focus on the result you want. Break it down into small pieces, develop target goals and simply do it. That’s why the Nike slogan resonates so well with people- the real understanding that sometimes we think about it too much and do too little.
February is just along the corner- do it now!
Why is change so difficult? A simple question with no simple answer as evidenced by the number of self-help books, audio tapes, and programs guaranteed to help us reach our goals. Yes of course the intellectual and emotional list for the reasons we don’t execute are significant but we know the slightest change can yield significant results.
So forget the books and all the daily mantras and focus on the result you want. Break it down into small pieces, develop target goals and simply do it. That’s why the Nike slogan resonates so well with people- the real understanding that sometimes we think about it too much and do too little.
February is just along the corner- do it now!
Monday, October 4, 2010
Before the fall rush...
Summer has been in full swing with employees focused on vacation plans. Before the Fall rush is a good time to review and revisit your benefits. We know the recession has presented challenges to support and continue some employee benefits and we know organizations who are finding creative ways to replace most costly benefits with alternative ones. These smart organizations will be ahead in retaining key employees as employment opportunities increase, post recession.
According to the SHRM 2010 Employee Satisfaction Survey, Employee Benefits placed second to Job Security in this poll. Health care and medical benefits rated the most important followed closely by paid time off and defined contribution plans including 401(k), etc.
We know many organizations were faced with difficult decisions in 2009 and 2010 regarding employee plans including increased contributions, cut coverage and stopping employer matches for 401(k) s.
Our suggestion is to put your focus on the communication side of benefits to employees. If you made cuts or cost containment changes, let your employees know the dollars saved in implementing these changes. Give them a real sense of your plan for the future around benefits including what it would take to reinstate some lost or changed benefits. Information goes a long way ….
Saturday, June 5, 2010
HSA Limits Unchanged for 2011
Last week the IRS announced that the 2011 parameters for health savings account-compatible high deductible health plans, or HDHPs, will remain the same as the parameters for 2010. These limits are tied to changes in the Consumer Price Index, which remained flat this year. The limits for 2011 are set forth below:
The 2011 HSA Limits
| Annual HSA Contribution Maximum: | $3,050 for single coverage, $6,150 for family coverage |
| Annual Catch-Up Contribution Maximum: | $1,000 (for HSA eligible-individuals age 55 or older) |
| HDHP Minimum Deductible: | $1,200 for single coverage, $2,400 for family coverage |
| HDHP Out-of-Pocket Maximum: | $5,950 for single coverage, $11,900 for family coverage |
Thursday, March 25, 2010
Top 5 Candidate Skills/Qualities
According to Job Outlook, 2010, National Association of Colleges and Employers, these are the top 5 skills and qualities desired when hiring new college graduates:
1. Communication Skills
2. Analytical Skills
3. Teamwork Skills
4. Technical Skills
5. Strong Work Ethic
Interesting, it’s likely there would be a similar list for hiring experienced employees as well. It’s a reminder of the importance of communication with your work groups; keeping them apprised of the skills, abilities and qualities that are valued.
Thursday, March 11, 2010
How smart is your company?
Evidence of organizational intelligence or lack there of is abundant in our world today. Whenever you see an organization accomplish a company wide goal you know there was a collective intelligence at work. Like the construction company that in two years drastically improved their safety record and saved millions in insurance costs. Or the technical services company branding itself by being first to market with a revolutionary new software program. Unfortunately, just as prevalent are those “what were they thinking” blunders that can set a company back for years. Like the engineering company working on a new, state of the art nuclear reactor only to find that design changes in one department that were not communicated, left two critical components incompatible and put the project behind by months costing the company millions.
The reality is that left unrecognized and unattended to, a company will gravitate towards collective stupidity. Ironically, as a company organizes itself with departments, structures, and regulations it unknowingly makes it harder and harder for people to put their collective intelligence to work. Smart companies add one more element to their organizing process. They manage the conditions and circumstances where knowledge and learning can flourish, thereby creating connections, aligning efforts, and leveraging their intellectual capital. This is accomplished by having clear, concrete, intentional strategies involving leadership, employee engagement/ownership, knowledge transfer and knowledge deployment.
In our knowledge driven economy, companies cannot afford to take organizational intelligence for granted. The new competitive advantage is being smarter than your competition. How does your company stack up?
Gus Cooke has been helping organizations manage their learning and development strategies for 15 plus years. He lives in Boulder Colorado with his wife and musical partner Beth.
The reality is that left unrecognized and unattended to, a company will gravitate towards collective stupidity. Ironically, as a company organizes itself with departments, structures, and regulations it unknowingly makes it harder and harder for people to put their collective intelligence to work. Smart companies add one more element to their organizing process. They manage the conditions and circumstances where knowledge and learning can flourish, thereby creating connections, aligning efforts, and leveraging their intellectual capital. This is accomplished by having clear, concrete, intentional strategies involving leadership, employee engagement/ownership, knowledge transfer and knowledge deployment.
In our knowledge driven economy, companies cannot afford to take organizational intelligence for granted. The new competitive advantage is being smarter than your competition. How does your company stack up?
Gus Cooke has been helping organizations manage their learning and development strategies for 15 plus years. He lives in Boulder Colorado with his wife and musical partner Beth.
Wednesday, January 6, 2010
Recovery in 2010? Employees and Your Business
There’s no doubt about it- 2009 has been a difficult year for businesses of all sizes. Businesses were unprepared for the credit markets collapse in October and rushed to free up cash quickly. For too many this translated to reducing headcount and we saw several excruciating months of layoffs and job losses.
Assuming the recovery will be a slow process, we recommend you begin small steps to recognize and reward existing talent in your company. Don’t give your good employees reason to think of jumping ship as the economy improves.
Are you a “company of choice” or a great place to work in your field or space? How does your company look through the eyes of current employees or a job candidate? You don’t need to be a Fortune 500 company for this to be relevant. In fact many people are choosing smaller companies as they are perceived to be more stable in this business environment and a place where employees can make a greater impact. We can help you discover tools and techniques to create a unique culture that engages, captures and retains great talent.
Assuming the recovery will be a slow process, we recommend you begin small steps to recognize and reward existing talent in your company. Don’t give your good employees reason to think of jumping ship as the economy improves.
Are you a “company of choice” or a great place to work in your field or space? How does your company look through the eyes of current employees or a job candidate? You don’t need to be a Fortune 500 company for this to be relevant. In fact many people are choosing smaller companies as they are perceived to be more stable in this business environment and a place where employees can make a greater impact. We can help you discover tools and techniques to create a unique culture that engages, captures and retains great talent.
December News- COBRA
On Dec. 19, 2009 President Barack Obama signed legislation into law to help unemployed workers acquire health insurance through their former employers’ health care plans. The law takes effect immediately. The new law provides an extra six months of federal subsidy payments that allows unemployed workers to purchase health care coverage guaranteed by the Consolidated Omnibus Reconciliation Act, better known as COBRA. The new law extends eligibility for the subsidy program for two months. The extension was added to the Department of Defense spending package, H.R. 3326, which passed the House and Senate by overwhelming margins.
The spending bill also included an amendment to provide an additional 13 to 20 weeks of unemployment benefits to American workers. Unemployment insurance benefits will increase by $25 a week as a result of the change.
The new law extends the duration of the COBRA premium subsidy payments from nine to 15 months. The law changes the eligibility of date for the program from Dec. 31, 2009 to the end of February 2010. According to the law, workers who are laid off from their jobs on or before Feb. 28 can qualify to receive the subsidy payments.
The spending bill also included an amendment to provide an additional 13 to 20 weeks of unemployment benefits to American workers. Unemployment insurance benefits will increase by $25 a week as a result of the change.
The new law extends the duration of the COBRA premium subsidy payments from nine to 15 months. The law changes the eligibility of date for the program from Dec. 31, 2009 to the end of February 2010. According to the law, workers who are laid off from their jobs on or before Feb. 28 can qualify to receive the subsidy payments.
Tuesday, November 10, 2009
November News
Reading or watching the news on any given day can be frightening. With the recent shootings at Ft. Hood and the manufacturing facility in Orlando, Florida the concern of depression and employee reaction remains a primary topic of Human Resources people and business owners. The question is how to balance the need of employees to address safety topics versus the company’s reluctance to further cause concern or create an additional liability concern.
Employees want to know what is being done to protect them. The majority understand that it’s not possible to assure a totally safe work environment. But we need to provide enough measures and understanding to address more than the basics.
Employers should develop safety programs, policies and plans for their specific work environments. These plans and policies will be best received if they address specific workplace safety issues of concern raised by employees. Our observations in companies of employee concerns include building or office access and open reception areas. Solutions can include having all employees wear an identification card, requiring all visitors to wear badges or preventing access to work areas behind a controlled reception area. Additionally insurance companies and other business advisors provide training and recommendations for improving safety in the workplace and limiting employer’s risk. And don’t forget use internal communications such as newsletters and sites to communicate and/or remind employees of pertinent safety information. Let your employee’s know you care about their safety!
Remind supervisors and managers to be aware for signs of depression in employees. Of course these are delicate subjects with the necessity to tread lightly and not overreact. Assistance can be as simple as providing information on available help such as an Employee Assistance Program or hotline. In the absence of such resources, an inquiry to the employee as to “how things are going” is usually well received and perceived as non-intrusive. Information on depression can be found at www.depression.com. According to the experts there are some signs that may signal clinical depression in the workplace which include:
• Decreased ability to make decisions or concentrate
• Feelings of worthlessness, hopelessness, or guilt
• Discussions of suicide or death
• Decreased interest in activities that used to be pleasurable
• Loss of energy or fatigue
• Restlessness or feeling bogged down
Employees want to know what is being done to protect them. The majority understand that it’s not possible to assure a totally safe work environment. But we need to provide enough measures and understanding to address more than the basics.
Employers should develop safety programs, policies and plans for their specific work environments. These plans and policies will be best received if they address specific workplace safety issues of concern raised by employees. Our observations in companies of employee concerns include building or office access and open reception areas. Solutions can include having all employees wear an identification card, requiring all visitors to wear badges or preventing access to work areas behind a controlled reception area. Additionally insurance companies and other business advisors provide training and recommendations for improving safety in the workplace and limiting employer’s risk. And don’t forget use internal communications such as newsletters and sites to communicate and/or remind employees of pertinent safety information. Let your employee’s know you care about their safety!
Remind supervisors and managers to be aware for signs of depression in employees. Of course these are delicate subjects with the necessity to tread lightly and not overreact. Assistance can be as simple as providing information on available help such as an Employee Assistance Program or hotline. In the absence of such resources, an inquiry to the employee as to “how things are going” is usually well received and perceived as non-intrusive. Information on depression can be found at www.depression.com. According to the experts there are some signs that may signal clinical depression in the workplace which include:
• Decreased ability to make decisions or concentrate
• Feelings of worthlessness, hopelessness, or guilt
• Discussions of suicide or death
• Decreased interest in activities that used to be pleasurable
• Loss of energy or fatigue
• Restlessness or feeling bogged down
Saturday, September 12, 2009
September News
On Aug. 19, 2009, the federal government recommended that businesses plan for a swine flu pandemic by making attendance and sick leave policies more flexible. We know from our clients that many were already doing just that, and many more were thinking about it.
“There has been a change from typical business as usual,” said Tim Newman of Watson Wyatt, “in that many companies are advising employees, ‘If you’re sick you should stay home,’ as opposed to ‘If you’re sick, tough it out.’”
As we approach the Fall season, it is likely flu cases will swell in coming month. The Obama administration officials have urged corporate managers to prepare. Among their suggestions:
• Tell employees showing flu symptoms to stay home until 24 hours after their fevers pass.
• Develop plans for operating with reduced staffing.
• Allow more work from home.
• Consider placing workstations farther apart.
• Liberalize sick, personal and family leave, at least temporarily.
Don’t wait; give us a call. We can assist you with suggestions and ideas for policies and/or contingency planning to keep your business operating efficiently.
“There has been a change from typical business as usual,” said Tim Newman of Watson Wyatt, “in that many companies are advising employees, ‘If you’re sick you should stay home,’ as opposed to ‘If you’re sick, tough it out.’”
As we approach the Fall season, it is likely flu cases will swell in coming month. The Obama administration officials have urged corporate managers to prepare. Among their suggestions:
• Tell employees showing flu symptoms to stay home until 24 hours after their fevers pass.
• Develop plans for operating with reduced staffing.
• Allow more work from home.
• Consider placing workstations farther apart.
• Liberalize sick, personal and family leave, at least temporarily.
Don’t wait; give us a call. We can assist you with suggestions and ideas for policies and/or contingency planning to keep your business operating efficiently.
Sunday, August 16, 2009
HR EXPERIENCE DOES MATTER!
Having years of experience is a great benefit! How many sayings validate that fact- “been there done that, not my first rodeo, turnip trucks and the like.” So what does this have to do with your business? Everything!
As a small to midsized employer, you don’t have the luxury of wasting time or making unnecessary mistakes with people- whether they are employees or customers. That where we can help! We have long term relationships with our customers and work to know their business and help assess needs for growth and change.
Experience counts more than education when it comes to HR practitioners advancing into the upper echelons of the profession, according to a new study.
This and other findings were reported in the Career Factbook for HR and Learning Professionals, published by Bersin & Associates, a research and advisory firm focusing on enterprise learning and talent management and acquisition. The report, which offers analysis of the demographics and characteristics of today's HR and learning professionals, identifies experience, rather than education, as the biggest differentiator between executives and practitioners in the HR and learning professions. Bersin's study found that most executives have line-of-business experience and emphasize skills such as planning, communication, and budgeting.
We don’t waste time with buzzwords and popular program titles; our focus is on improvements which can be measured. After all, you won’t know if you are successful if you don’t set a mark or goal of improvement.
We have over 100 years of experience in managing Human Talent- Give us a call today to learn how we can help you grow your business!
As a small to midsized employer, you don’t have the luxury of wasting time or making unnecessary mistakes with people- whether they are employees or customers. That where we can help! We have long term relationships with our customers and work to know their business and help assess needs for growth and change.
Experience counts more than education when it comes to HR practitioners advancing into the upper echelons of the profession, according to a new study.
This and other findings were reported in the Career Factbook for HR and Learning Professionals, published by Bersin & Associates, a research and advisory firm focusing on enterprise learning and talent management and acquisition. The report, which offers analysis of the demographics and characteristics of today's HR and learning professionals, identifies experience, rather than education, as the biggest differentiator between executives and practitioners in the HR and learning professions. Bersin's study found that most executives have line-of-business experience and emphasize skills such as planning, communication, and budgeting.
We don’t waste time with buzzwords and popular program titles; our focus is on improvements which can be measured. After all, you won’t know if you are successful if you don’t set a mark or goal of improvement.
We have over 100 years of experience in managing Human Talent- Give us a call today to learn how we can help you grow your business!
Sunday, August 9, 2009
Hiring expectations are down…
Everyone is watching expenses….
What has happened in your world? Are your employees now paying for the office coffee or perhaps it’s no longer available at all? Have you eliminated lunches and food brought in for staff meetings? Looking to cancel holiday and/or summer parties and functions? We see and hear of these examples of cost reduction on a daily basis as well as many more. Although these steps are necessary and understood by your employees, this can lead to affecting the atmosphere and morale of the workplace.
So what are the alternatives?
We suggest during this “down or slow” time, you join other progressive companies and use this interlude to evaluate your core business and the people to assure that when business resumes or picks up, you are ready to turn on the after burners! Focus on improvements to process, offering training of new skills for employees, cross-training and working with your existing teams to increase their performance and efficiency.
The results will certainly be a factor in your company’s growth and expansion in the business up turn as well as signaling and encouraging employees to see the bigger picture of the business cycles.
Call us today!
Tuesday, May 12, 2009
Summer Hours
Have you heard a version of this recently from your employees - Can we have summer hours? What about flexible workdays? Let’s close the office on Friday afternoons.
I’m certain these are familiar words to many of us- supervisors, managers and Human Resources people alike. So what’s your answer?
It’s an understatement to say owners are operating in a different manner in these economic times. Of course they are. With that in mind, think about creating a change in your work environment with multiple benefits. Summer Hours might be a benefit to the bottom line; work hours and schedules could be reduced on a reasonable basis to provide the off time employees want with significant cost savings benefits. There are other advantages in such a seasonal change including stress reduction, improved productivity and improvements in overall morale.
First and foremost investigate the possibility from the perspective of running the business and not from an employee’s point of view. Is your business people/labor intensive? Can the hours be altered or adjusted to permit flexibility? Second, is this really a perceived benefit that the majority of your workforce wants or is this just “seasonal talk”? If you have read this far and decided it could be a likely win-win proposition for all, there’s still additional factors for your consideration.
The possibility of adjusting hours and creating a new environment will prompt further discussions and require other decisions before moving forward. These include defining the actual program, policies as well as helping supervisors learn to manage the workplace flexibility.
Give us a call - we have experienced Human Resource professionals who understand these issues and can be a tremendous asset in design and successful implementation of programs addressing summer or other forms of reduced hours for your employees.
http://www.wolinassociates.com/
I’m certain these are familiar words to many of us- supervisors, managers and Human Resources people alike. So what’s your answer?
It’s an understatement to say owners are operating in a different manner in these economic times. Of course they are. With that in mind, think about creating a change in your work environment with multiple benefits. Summer Hours might be a benefit to the bottom line; work hours and schedules could be reduced on a reasonable basis to provide the off time employees want with significant cost savings benefits. There are other advantages in such a seasonal change including stress reduction, improved productivity and improvements in overall morale.
First and foremost investigate the possibility from the perspective of running the business and not from an employee’s point of view. Is your business people/labor intensive? Can the hours be altered or adjusted to permit flexibility? Second, is this really a perceived benefit that the majority of your workforce wants or is this just “seasonal talk”? If you have read this far and decided it could be a likely win-win proposition for all, there’s still additional factors for your consideration.
The possibility of adjusting hours and creating a new environment will prompt further discussions and require other decisions before moving forward. These include defining the actual program, policies as well as helping supervisors learn to manage the workplace flexibility.
Give us a call - we have experienced Human Resource professionals who understand these issues and can be a tremendous asset in design and successful implementation of programs addressing summer or other forms of reduced hours for your employees.
http://www.wolinassociates.com/
Thursday, April 23, 2009
Keep Your Employees Challenged and Energized in their Jobs!!!
First- this is your job. It’s the reason you are a manager and as a manager it is the most important task on your “to do” list. Sounds so simple but once we climb that ladder and become the Manager, we seem to lose the people focus while the paper or bureaucracy side of the business becomes our priority. We like the privileges that come with the Manager position but forget there is the price to pay of our time, energy and attention to the details.
Before you hit the delete button, keeping employees energized does not mean being soft, entertaining them or assuring their happiness on the job. We all have a personal responsibility to bring our best game to employers which includes a positive attitude. Your job is to create an energized workplace allowing employees to do their best.
Make a list today of the “bad” and “good” bosses of your career. Now take a look at the good boss list- did they possess superior skills and abilities? What about exceptional intelligence or knowledge? It’s unlikely that you will remember anything superior or exceptional. It’s likely you will remember that the “good bosses or managers” were fair, consistent, good listeners and watched out for employees in all situations. Generally we have seen the good managers are also the enthusiastic and optimistic people who keep us wanting to be involved in making the department, unit and/or business more successful.
Next make a list of the “bad” bosses and the traits which led you to list them as a bad boss. Be specific as you walk through the memories. The culmination of the list making is, of course, leading to the final step. Look at both lists and find out where you are on the lists. Good or bad-- be honest and see if you measure up to the traits on the good list. It’s never too late to learn new skills, apply techniques and become a better manager.
Wolin Associates provides supervisory skills training, including Motivating Employees to Succeed as well as a myriad of other topics. These programs can be customized to your business and time parameters. Give us a call to create the energy in your workplace and see results in the bottom line.
http://www.wolinassociates.com/
Before you hit the delete button, keeping employees energized does not mean being soft, entertaining them or assuring their happiness on the job. We all have a personal responsibility to bring our best game to employers which includes a positive attitude. Your job is to create an energized workplace allowing employees to do their best.
Make a list today of the “bad” and “good” bosses of your career. Now take a look at the good boss list- did they possess superior skills and abilities? What about exceptional intelligence or knowledge? It’s unlikely that you will remember anything superior or exceptional. It’s likely you will remember that the “good bosses or managers” were fair, consistent, good listeners and watched out for employees in all situations. Generally we have seen the good managers are also the enthusiastic and optimistic people who keep us wanting to be involved in making the department, unit and/or business more successful.
Next make a list of the “bad” bosses and the traits which led you to list them as a bad boss. Be specific as you walk through the memories. The culmination of the list making is, of course, leading to the final step. Look at both lists and find out where you are on the lists. Good or bad-- be honest and see if you measure up to the traits on the good list. It’s never too late to learn new skills, apply techniques and become a better manager.
Wolin Associates provides supervisory skills training, including Motivating Employees to Succeed as well as a myriad of other topics. These programs can be customized to your business and time parameters. Give us a call to create the energy in your workplace and see results in the bottom line.
http://www.wolinassociates.com/
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