tag:blogger.com,1999:blog-86156311936045770132024-03-13T22:31:58.056-07:00HR Consultant & Attorney Judy PearceJudy Pearce at HR Resultshttp://www.blogger.com/profile/01998491988948357340noreply@blogger.comBlogger23125tag:blogger.com,1999:blog-8615631193604577013.post-66627755239208421602016-03-30T14:19:00.000-07:002016-03-30T14:19:32.610-07:00Poor Manager/Employee Communications: Is HBR Poll a Wake Up Call?<div class="MsoNormal">
A recent Harvard Business Review article revealed the results of a Harris Poll that showed sixty-nine percent (69%) of managers feel “uncomfortable communicating with employees.”<o:p></o:p></div>
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I am sure this is <i style="mso-bidi-font-style: normal;">no surprise</i> to most people — since as employees, managers or human resources professionals we’ve all experienced one or both sides of an awkward, ineffective interaction.<span style="mso-spacerun: yes;"> </span><o:p></o:p></div>
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The question is, what are you doing to address this seemingly pervasive problem?<o:p></o:p></div>
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Instead of shrugging your shoulders and attributing the problem to human nature, here are a few suggestions that are proven to help your managers become more effective communicators: <o:p></o:p></div>
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<!--[if !supportLists]--><span style="mso-bidi-font-family: Cambria; mso-bidi-theme-font: minor-latin; mso-fareast-font-family: Cambria; mso-fareast-theme-font: minor-latin;"><span style="mso-list: Ignore;">1.<span style="font: 7.0pt "Times New Roman";"> </span></span></span><!--[endif]--><u>Train your managers to give in-the-moment behavioral feedback.</u> Many managers only know how to give criticism in 1:1 meetings or worse yet in annual performance reviews. The trend, especially with millennials, is to give feedback on the spot. <o:p></o:p></div>
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In the training, show how to give immediate feedback either in face-to-face conversations, text messages or by email with practical suggestions such as: <o:p></o:p></div>
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<!--[if !supportLists]--><span style="font-family: Symbol; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;"><span style="mso-list: Ignore;">·<span style="font: 7.0pt "Times New Roman";"> </span></span></span><!--[endif]-->Feedback in person might be “Your creativity made all the difference!” <o:p></o:p></div>
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<!--[if !supportLists]--><span style="font-family: Symbol; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;"><span style="mso-list: Ignore;">·<span style="font: 7.0pt "Times New Roman";"> </span></span></span><!--[endif]-->A text message with the ever-effective “Great job!” is generally appreciated.<o:p></o:p></div>
<div class="MsoListParagraphCxSpLast" style="margin-left: 1.0in; mso-add-space: auto; mso-list: l0 level1 lfo2; text-indent: -.25in;">
<!--[if !supportLists]--><span style="font-family: Symbol; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;"><span style="mso-list: Ignore;">·<span style="font: 7.0pt "Times New Roman";"> </span></span></span><!--[endif]-->Negative feed back in an email could read. “Your failure to show up at the team meeting this morning hurt the team.” <o:p></o:p></div>
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<!--[if !supportLists]--><span style="mso-bidi-font-family: Cambria; mso-bidi-theme-font: minor-latin; mso-fareast-font-family: Cambria; mso-fareast-theme-font: minor-latin;"><span style="mso-list: Ignore;">2.<span style="font: 7.0pt "Times New Roman";"> </span></span></span><!--[endif]--><u>Encourage senior management to lead by example</u>.<span style="mso-spacerun: yes;"> </span>If in-the-moment feedback is going to be part of your culture, top management needs to learn, it, apply it and reward it. <o:p></o:p></div>
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<!--[if !supportLists]--><span style="mso-bidi-font-family: Cambria; mso-bidi-theme-font: minor-latin; mso-fareast-font-family: Cambria; mso-fareast-theme-font: minor-latin;"><span style="mso-list: Ignore;">3.<span style="font: 7.0pt "Times New Roman";"> </span></span></span><!--[endif]--><u>Teach managers to focus on top performers</u>- I am sure you’ve noted that most top performers take critical feedback to heart. Your management time is better spent with your best performers who will often thrive on suggestions and challenges for professional and personal growth. <u><o:p></o:p></u></div>
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Judy Pearce at HR Resultshttp://www.blogger.com/profile/01998491988948357340noreply@blogger.com1tag:blogger.com,1999:blog-8615631193604577013.post-24334504056400101942016-02-03T10:32:00.001-08:002016-02-03T10:32:21.067-08:00Incomplete Pay Stubs: Lawsuits & Big Settlements Waiting to Happen?<div class="MsoNormal">
Failure to include any one of the nine items California requires on every pay stub may not seem like a big deal to you or your employees — until a disgruntled employee visits his or her attorney. <o:p></o:p></div>
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<b style="mso-bidi-font-weight: normal;">Here is how it works: <span style="mso-spacerun: yes;"> </span></b>You have an employee who has never complained about breaks or lunch. You terminate this employee. The employee, angry over the termination, decides to visit one of the many employee class action law firms. <o:p></o:p></div>
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One of the first things that the lawyer will want to see is a pay stub.<span style="mso-spacerun: yes;"> </span>Mistakes in pay stubs often are a signal to the lawyer that other mistakes, say in breaks or lunch, are also going to yield fruit. All the claims can be wrapped up in an attorney general class action demand letter to you.<o:p></o:p></div>
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Two small construction firms had this very thing happen to them this past year. Make sure you are not the next victim by correcting your pay stubs. If you use a third party payroll provider, make sure they are providing all the required info. You are responsible for their actions.<o:p></o:p></div>
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<b style="mso-bidi-font-weight: normal;">Check your pay stubs</b>: Use the chart below to check your pay stubs. Confused about whether your stubs are in compliance? Give me a call at 650.518.0327. I’ll be happy to walk you through what’s required. <o:p></o:p></div>
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<span style="font-family: Arial; font-size: 8.0pt; mso-bidi-font-family: Arial; mso-bidi-font-size: 9.0pt;">The Nine Items California Law Requires on Every Pay Stub</span><o:p></o:p></div>
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<div class="MsoNormal">
<span style="font-family: Arial; font-size: 8.0pt; mso-bidi-font-family: Arial; mso-bidi-font-size: 9.0pt;">All deductions from employee’s pay</span><span style="font-size: 8.0pt; mso-bidi-font-size: 12.0pt;"><o:p></o:p></span></div>
</td>
<td style="border-bottom: solid green 1.5pt; border: none; height: .25in; mso-border-top-alt: solid green 1.5pt; padding: 0in 5.75pt 0in 5.75pt; width: 33.34%;" width="33%">
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<span style="font-family: Arial; font-size: 8.0pt; mso-bidi-font-family: Arial; mso-bidi-font-size: 9.0pt;">Employee’s net pay</span><span style="font-size: 8.0pt; mso-bidi-font-size: 12.0pt;"><o:p></o:p></span></div>
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<td style="border-bottom: solid green 1.5pt; border: none; height: .25in; mso-border-top-alt: solid green 1.5pt; padding: 0in 5.75pt 0in 5.75pt; width: 33.32%;" width="33%">
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<span style="font-family: Arial; font-size: 8.0pt; mso-bidi-font-family: Arial; mso-bidi-font-size: 9.0pt;">Dates in the pay period</span><span style="font-size: 8.0pt; mso-bidi-font-size: 12.0pt;"><o:p></o:p></span></div>
</td>
</tr>
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<div class="MsoNormal">
<span style="font-family: Arial; font-size: 8.0pt; mso-bidi-font-family: Arial; mso-bidi-font-size: 9.0pt;">Name and last four digits of employee’s SSN</span><span style="font-size: 8.0pt; mso-bidi-font-size: 12.0pt;"><o:p></o:p></span></div>
</td>
<td style="border-bottom: solid green 1.5pt; border: none; height: 37.65pt; mso-border-top-alt: solid green 1.5pt; padding: 0in 5.75pt 0in 5.75pt; width: 33.34%;" width="33%">
<div class="MsoNormal">
<span style="font-family: Arial; font-size: 8.0pt; mso-bidi-font-family: Arial; mso-bidi-font-size: 9.0pt;">Employer’s full name and address</span><span style="font-size: 8.0pt; mso-bidi-font-size: 12.0pt;"><o:p></o:p></span></div>
</td>
<td style="border-bottom: solid green 1.5pt; border: none; height: 37.65pt; mso-border-top-alt: solid green 1.5pt; padding: 0in 5.75pt 0in 5.75pt; width: 33.32%;" width="33%">
<div class="MsoNormal">
<span style="font-family: Arial; font-size: 8.0pt; mso-bidi-font-family: Arial; mso-bidi-font-size: 9.0pt;">All hour rates in effect during the pay period and the number of hours employee worked at each rate</span><span style="font-size: 8.0pt; mso-bidi-font-size: 12.0pt;"><o:p></o:p></span></div>
</td>
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Judy Pearce at HR Resultshttp://www.blogger.com/profile/01998491988948357340noreply@blogger.com2tag:blogger.com,1999:blog-8615631193604577013.post-7374776916649827502016-01-20T08:26:00.001-08:002016-01-20T08:26:32.323-08:00KPMG Abandons Employee Engagement Surveys: Throwing Baby out with the Bath Water?<style>
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This month the employee engagement survey bandwagon stumbled
when a long time proponent of employee engagement — KPMG— reported that all of
their employee engagement efforts had not resulted in increased
performance.<span style="mso-spacerun: yes;"> </span>KPMG decided to forego the
employee engagement survey.</div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
What are employee engagement surveys?<span style="mso-spacerun: yes;"> </span>They vary. Some HR Departments retain
consultants to perform what I call the “lovey-dovey survey.” These surveys ask
questions such as “Do you like your coworkers?” and “How do you feel about your
employer? “</div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
A different type of employee engagement survey asks
questions like “Does your manager listen to you?” The downside of this kind of
survey is that it often creates employee expectation that if managers don’t
listen, the company will take action!</div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal" style="mso-layout-grid-align: none; mso-pagination: none; text-autospace: none;">
Some consultants implement employee engagement by looking
at measurable results. <span style="font-family: "times"; mso-bidi-font-family: Times;">One company successfully used employee engagement efforts through a
pilot. The test group showed a 54% increase in comparable store sales. </span></div>
<div class="MsoNormal" style="mso-layout-grid-align: none; mso-pagination: none; text-autospace: none;">
<br /></div>
<div class="MsoNormal">
<span style="font-family: "times"; mso-bidi-font-family: Times;">So
this begs the question, are companies throwing the baby out with the bath water
when they abandon employee engagement including this pilot that actually has
measurable results?<span style="mso-spacerun: yes;"> </span></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
KPMG is implementing a program of in the moment performance
feedback. This is much appreciated by the experienced employees who don’t feel
traditional annual employee reviews are motivating. </div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
But how will the Millennial react? Millennials have been
brought up with the accolade “good job” for every action they take. They
received trophies in sports just for showing up and no special reward and
feedback was given to the best players.<span style="mso-spacerun: yes;">
</span>Experience with the “specialness” of Millennials has influenced some
companies to get rid of any comparative feedback and they’ve abolished
performance reviews all together.</div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Going forward, as companies like KPMG re-introduce measuring
performance instead of relying solely on measures like “Great Place to Work”
contests, HR and management will have to design motivating feedback mechanisms
for all of their diverse employee populations. Baby boomers and Millennials are
not motivated identically.</div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
The decision making should evaluate keeping the employee
engagement methods that have proven to result in measurable performance gains
while getting rid of the surveys that focus only measure employee satisfaction
without corresponding gains in productivity.</div>
Judy Pearce at HR Resultshttp://www.blogger.com/profile/01998491988948357340noreply@blogger.com1tag:blogger.com,1999:blog-8615631193604577013.post-74733340624713993012015-07-16T13:06:00.001-07:002015-07-16T13:06:38.826-07:00Rawhide Theme Song: A New Anthem for Zappos’ Holocracy Culture?<div class="MsoNormal" style="mso-layout-grid-align: none; mso-pagination: none; text-autospace: none;">
<span style="color: #222222; font-family: Arial;">Zappos, famous for getting rid of all managers to form a “Holacracy” is in the news again. Apparently the “managerless” workplace doesn’t come naturally to everyone. Zappos has had to institute a three week+ training course to help new hires adjust. And there must be lots of new hires needed to replace the</span><span style="color: #222222; font-family: Arial;"> </span><span style="color: #222222; font-family: Arial;">200 employees who quit instead of accepting the Holacracy culture.</span></div>
<div class="MsoNormal" style="mso-layout-grid-align: none; mso-pagination: none; text-autospace: none;">
<br /></div>
<div class="MsoNormal" style="mso-layout-grid-align: none; mso-pagination: none; text-autospace: none;">
<span style="color: #222222; font-family: Arial;">Even though Zappos embraces a “bottoms up” philosophy, the institutional decision to fire anyone who is late for 7 am orientation sounds pretty "tops down" to me. It’s also what brought to mind the theme song for the 60’s era Western, <i>Rawhide</i>. <o:p></o:p></span></div>
<div class="MsoNormal" style="mso-layout-grid-align: none; mso-pagination: none; text-autospace: none;">
<br /></div>
<div class="MsoNormal" style="mso-layout-grid-align: none; mso-pagination: none; text-autospace: none;">
<span style="font-family: Arial;">“<span style="color: #1a1a1a;">Keep Them Doggies Moving, Though They’re Disapprovin’, Keep Them Doggies Moving. Rawhide!”<b> </b></span></span></div>
<div class="MsoNormal" style="mso-layout-grid-align: none; mso-pagination: none; text-autospace: none;">
<span style="font-family: Arial;"><span style="color: #1a1a1a;"><b><br /></b></span></span></div>
<div class="MsoNormal" style="mso-layout-grid-align: none; mso-pagination: none; text-autospace: none;">
<span style="color: #222222; font-family: Arial;">I’ll also be interested to see how effective the herd culled by the zero tolerance for lateness policy will be for Zappos. I’ve always found that creative problem solvers just love to be treated like naughty children, haven’t you?</span></div>
Judy Pearce at HR Resultshttp://www.blogger.com/profile/01998491988948357340noreply@blogger.com0tag:blogger.com,1999:blog-8615631193604577013.post-21769724540995850802015-01-21T09:56:00.001-08:002015-01-21T10:15:27.838-08:00Mandatory Paid Sick Leave: If you have 1 or more employees — this applies to you!<div class="MsoNormal">
Beginning July 1, 2015 a new California law requires <b style="mso-bidi-font-weight: normal;">employers </b><b style="mso-bidi-font-weight: normal;">like you </b><b style="mso-bidi-font-weight: normal;">with one or more employees </b>(including part-time and temporaries) to provide paid sick leave. Here are some highlights you should be aware of:</div>
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</div>
<ul>
<li><span style="font-family: Arial; text-indent: -0.25in;">The sick leave accrual rate is one hour for every 30 hours worked.</span></li>
</ul>
<ul>
<li><span style="font-family: Arial; text-indent: -0.25in;">Sick leave pay goes to any employee who worked in California for 30 days</span><span style="text-indent: -0.25in;">.</span></li>
</ul>
<ul>
<li><span style="background: white; font-family: Arial; text-indent: -0.25in;">Employers are allowed to limit an employee’s use of paid sick leave to 24 hours or three days in each year of employment.</span></li>
</ul>
<ul>
<li><span style="background: white; font-family: Arial; text-indent: -0.25in;">Employers may put a maximum cap on total accrual of 48 hours or six days. Note: The rules differ for employers who give 3 days sick leave in a lump sum in the beginning of the year.</span></li>
</ul>
<ul>
<li><span style="background: white; font-family: Arial; text-indent: -0.25in;">Sick leave may be used to care for family illness and that includes parents, children, foster and </span><span style="text-indent: -0.25in;">stepchildren</span><span style="background: white; font-family: Arial; text-indent: -0.25in;">, grandparents, siblings, domestic partners and others.</span></li>
</ul>
<ul>
<li>Detailed recordkeeping and notice requirements, including a new poster requirement, are mandatory. Noncompliance with this law has penalties</li>
</ul>
As you can see, this is a complex law. I’d suggest contacting your payroll service for help figuring how to meet the pay stub requirements. For more general questions, you can contact me for a no-cost consultation.<br />
<div class="MsoNormal">
<o:p></o:p></div>
Judy Pearce at HR Resultshttp://www.blogger.com/profile/01998491988948357340noreply@blogger.com0tag:blogger.com,1999:blog-8615631193604577013.post-23623308960877677802014-12-09T12:28:00.000-08:002014-12-09T12:28:43.739-08:00PAID SICK LEAVE Poster Available FREE!<br />
<div style="background-color: white; color: #222222; font-family: arial, sans-serif; font-size: 16.3636360168457px;">
<span style="font-family: Times; font-size: small;">The Healthy Workplaces/Health Families Act of 2014 requires employees to display a Paid Sick Leave poster where employees can easily read it by <span class="aBn" data-term="goog_1872217287" style="border-bottom-color: rgb(204, 204, 204); border-bottom-style: dashed; border-bottom-width: 1px; position: relative; top: -2px; z-index: 0;" tabindex="0"><span class="aQJ" style="position: relative; top: 2px; z-index: -1;">January 1, 2015</span></span>. The law may involve additional costs — but the poster is available to you for free. </span></div>
<div style="background-color: white; color: #222222; font-family: arial, sans-serif; font-size: 16.3636360168457px;">
<span style="font-family: Times; font-size: small;"><br /></span></div>
<div style="background-color: white; color: #222222; font-family: arial, sans-serif; font-size: 16.3636360168457px;">
<span style="font-family: Times; font-size: small;">Simply click this URL to access the poster <a href="http://www.dir.ca.gov/DLSE/Publications/Paid_Sick_Days_Poster_Template_(11_2014).pdf" style="color: #1155cc;" target="_blank">http://www.dir.ca.gov/<wbr></wbr>DLSE/Publications/Paid_Sick_<wbr></wbr>Days_Poster_Template_%2811_<wbr></wbr>2014%29.pdf</a>, print it out on an 8 x 11 sheet of paper and post it with your other employment posters before the New Year.</span></div>
Judy Pearce at HR Resultshttp://www.blogger.com/profile/01998491988948357340noreply@blogger.com0tag:blogger.com,1999:blog-8615631193604577013.post-69866193209417169252014-10-29T19:54:00.000-07:002014-10-29T19:54:06.393-07:00Sickening News for Small Employers?<div class="MsoNormal">
<i>California's new paid sick
leave law goes into effect July 1, 2015.</i></div>
<div class="MsoNormal" style="margin-left: 28.0pt; mso-layout-grid-align: none; mso-pagination: none; tab-stops: 28.0pt 56.0pt 84.0pt 112.0pt 140.0pt 168.0pt 196.0pt 224.0pt 3.5in 280.0pt 308.0pt 336.0pt; text-autospace: none;">
<br /></div>
<div class="MsoNormal" style="margin-left: 28.0pt; mso-layout-grid-align: none; mso-pagination: none; tab-stops: 28.0pt 56.0pt 84.0pt 112.0pt 140.0pt 168.0pt 196.0pt 224.0pt 3.5in 280.0pt 308.0pt 336.0pt; text-autospace: none;">
<span style="mso-bidi-font-family: Helvetica;">Once we've all exhausted our complaints about how totally unfriendly California is to small business — what should employers do to inoculate themselves?<o:p></o:p></span></div>
<div class="MsoNormal" style="margin-left: 28.0pt; mso-layout-grid-align: none; mso-pagination: none; tab-stops: 28.0pt 56.0pt 84.0pt 112.0pt 140.0pt 168.0pt 196.0pt 224.0pt 3.5in 280.0pt 308.0pt 336.0pt; text-autospace: none;">
<br /></div>
<div class="MsoNormal" style="margin-left: 28.0pt; mso-layout-grid-align: none; mso-pagination: none; tab-stops: 28.0pt 56.0pt 84.0pt 112.0pt 140.0pt 168.0pt 196.0pt 224.0pt 3.5in 280.0pt 308.0pt 336.0pt; text-autospace: none;">
<span style="mso-bidi-font-family: Helvetica;">First know what the law mandates. Unlike most of California employment laws, this statute<u> </u>applies to companies as small as one
employee. <b style="mso-bidi-font-weight: normal;">All employers</b> (subject to
some narrow exceptions) must provide one hour of sick leave for every 30 hours
worked by their employees.<o:p></o:p></span></div>
<div class="MsoNormal" style="margin-left: 28.0pt; mso-layout-grid-align: none; mso-pagination: none; tab-stops: 28.0pt 56.0pt 84.0pt 112.0pt 140.0pt 168.0pt 196.0pt 224.0pt 3.5in 280.0pt 308.0pt 336.0pt; text-autospace: none;">
<br /></div>
<div class="MsoNormal" style="margin-left: 28.0pt;">
<span style="mso-bidi-font-family: Helvetica;">Lawyers are still working out the details of how this law will be
implemented. My advice – wait until the dust settles before developing your own
policy and procedure. <o:p></o:p></span></div>
<div class="MsoNormal" style="margin-left: 28.0pt;">
<br /></div>
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<span style="mso-bidi-font-family: Helvetica;">In a few weeks HR professionals and lawyers will be sending out free sample lists of things to do to get ready for the law's start date is July. Keep tuned to www.hrlegalresults.com for further updates.<span style="mso-spacerun: yes;"> </span>Or call me with questions and concerns at
650-518-0327.</span><o:p></o:p></div>
Judy Pearce at HR Resultshttp://www.blogger.com/profile/01998491988948357340noreply@blogger.com0tag:blogger.com,1999:blog-8615631193604577013.post-41937864347606326162014-10-29T19:47:00.000-07:002014-10-31T08:48:49.850-07:00Anti-workplace bullying statute: A death knell for merit-based pay?<div class="MsoNormal" style="mso-layout-grid-align: none; mso-pagination: none; tab-stops: 28.0pt 56.0pt 84.0pt 112.0pt 140.0pt 168.0pt 196.0pt 224.0pt 3.5in 280.0pt 308.0pt 336.0pt; text-autospace: none;">
<span style="font-family: Helvetica;">There's a new statute that applies to employers
with over 50 employees known as “abusive conduct prevention training.” The law appears
to be innocuous enough — it “simply” requires these employers to add
anti-bullying training to their already existing sexual harassment prevention
training classes.</span></div>
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<span style="font-family: Helvetica; mso-bidi-font-family: Helvetica;">That appearance is deceptive. On closer examination you'll see that the law isn’t simply addressing the obnoxious behavior of willful bullies. It also covers managers who undermine “a person’s work performance.” <o:p></o:p></span></div>
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<span style="font-family: Helvetica; mso-bidi-font-family: Helvetica;">Why do I think this law will lead to the
curtailing of merit-based pay? Because the new working generations have been
brought up in an environment where they are always winners no matter whether
they score any points in the game. For them everyone goes home with a trophy
just for showing up.<o:p></o:p></span></div>
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<span style="font-family: Helvetica; mso-bidi-font-family: Helvetica;">Traditionally work has been different. Not every employee’s performance makes them an MVP. The rule has been that merit is rewarded. In Silicon Valley companies best performers get the best performance evaluations, the best salary increases and the best stock options. On the other hand poor performers are transitioned out of the company. <o:p></o:p></span></div>
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<span style="font-family: Helvetica; mso-bidi-font-family: Helvetica;">Will the traditional merit-based system seem “abusive” to people who
have never heard anything but “good job.” <span style="color: #0d0d0d; mso-themecolor: text1; mso-themetint: 242;">A recent article on workplace bullying
in <i style="mso-bidi-font-style: normal;">Health Magazine</i> advised employees
that, “I</span></span><span style="background: white; color: #0d0d0d; font-family: Arial; mso-fareast-font-family: "Times New Roman"; mso-themecolor: text1; mso-themetint: 242;">f you have a bully, chances are it’s your boss<b style="mso-bidi-font-weight: normal;">.” <o:p></o:p></b></span></div>
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<span style="font-family: Helvetica; mso-bidi-font-family: Helvetica;">Should the younger generation’s idea of any comparative performance
rating as “abusive” prevail under this statute then managers could only give
merit-pay raises at their peril of being subject to discipline or eventually
being sued. Although the statute does not include a private cause of action
against an abusive manager at this point that seems to be the direction we’re
headed for in California.</span><span style="font-family: Times; font-size: 10.0pt; mso-bidi-font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman";"><o:p></o:p></span></div>
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<span style="font-family: Helvetica; mso-bidi-font-family: Helvetica;">When you're looking to add this new “Abusive Conduct Prevention” training to your sexual harassment classes keep in mind the precarious situation managers are being put into based on the definition of managerial abusive conduct in today's environment<span style="color: #0d0d0d; mso-themecolor: text1; mso-themetint: 242;">. </span>Make sure your training and your company
policy clearly delineates the difference between merit-based pay for
performance from willful conduct that undermines and sabotages an individual’s
work performance.</span><b style="mso-bidi-font-weight: normal;"><span style="font-family: Times; font-size: 10.0pt; mso-bidi-font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman";"><o:p></o:p></span></b></div>
Judy Pearce at HR Resultshttp://www.blogger.com/profile/01998491988948357340noreply@blogger.com0tag:blogger.com,1999:blog-8615631193604577013.post-33196734039391776442014-10-08T07:25:00.000-07:002014-10-08T07:25:40.679-07:00Managers Come In All Shapes & Sizes — So Should Their Training<div class="MsoNormal" style="background: white; margin-top: 9.0pt;">
<span style="color: #222222; font-family: Arial; font-size: 10pt; line-height: 115%;">We
know all managers aren’t created equal — yet we treat them as if they are.
Don’t think we do? Look at how we deliver performance management training. We
pretend that one size fits all. Wouldn’t it make more sense to match
training and development to specific abilities?</span></div>
<div class="MsoNormal" style="background: white; line-height: 115%;">
<br /></div>
<div class="MsoNormal" style="background: white; line-height: 13.85pt;">
<span style="color: #222222; font-family: Arial; font-size: 10.0pt; mso-fareast-font-family: "Times New Roman";">Here are snapshots of three types of managers who have vastly
different training needs — along with practical training suggestions matched to
their particular needs.<o:p></o:p></span></div>
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<br /></div>
<div class="MsoNormal" style="background: white; line-height: 13.85pt;">
<b><span style="color: #222222; font-family: Arial; font-size: 10.0pt; mso-fareast-font-family: "Times New Roman";">The Naturals & Near Greats</span></b><span style="color: #222222; font-family: Arial; font-size: 10.0pt; mso-fareast-font-family: "Times New Roman";"><o:p></o:p></span></div>
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<i><span style="color: #222222; font-family: Arial; font-size: 10.0pt; mso-fareast-font-family: "Times New Roman";">How to Spot</span></i><span style="color: #222222; font-family: Arial; font-size: 10.0pt; mso-fareast-font-family: "Times New Roman";">: Everyone knows
a natural when they meet one. Enough said. The Near Greats are the ones you
catch reading the Harvard Business Review. Both kinds are rare and invaluable
individuals. Either they just get it intuitively — or they pride themselves on
figuring it out.<o:p></o:p></span></div>
<div class="MsoNormal" style="background: white; line-height: 13.85pt;">
<br /></div>
<div class="MsoNormal" style="background: white; line-height: 13.85pt;">
<i><span style="color: #222222; font-family: Arial; font-size: 10.0pt; mso-fareast-font-family: "Times New Roman";">Suggestions:</span></i><span style="color: #222222; font-family: Arial; font-size: 10.0pt; mso-fareast-font-family: "Times New Roman";"> Why not
unleash the talents of these masters of employee motivation? Go crazy.
Instead of requiring these superstars to give annual reviews, simply encourage
them to continue using the alternative methods they’ve honed — which have
already proven to get superior results.<o:p></o:p></span></div>
<div class="MsoNormal" style="background: white; line-height: 13.85pt;">
<br /></div>
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<b><span style="color: #222222; font-family: Arial; font-size: 10.0pt; mso-fareast-font-family: "Times New Roman";">The Clueless</span></b><span style="color: #222222; font-family: Arial; font-size: 10.0pt; mso-fareast-font-family: "Times New Roman";"><o:p></o:p></span></div>
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<br /></div>
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<i><span style="color: #222222; font-family: Arial; font-size: 10.0pt; mso-fareast-font-family: "Times New Roman";">How to Spot:</span></i><span style="color: #222222; font-family: Arial; font-size: 10.0pt; mso-fareast-font-family: "Times New Roman";"> Clueless is a harsh but accurate label for 1) Non- conversational English speakers and 2) Socially-challenged managers. Both have distinct problems but they share one common trait—disastrous results. Some make stellar individual contributions but their expertise doesn’t transfer to people who work with them. <o:p></o:p></span></div>
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<br /></div>
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<span style="color: #222222; font-family: Symbol; font-size: 10.0pt; mso-bidi-font-family: Arial; mso-fareast-font-family: "Times New Roman";">·</span><span style="color: #222222; font-family: "Times New Roman"; font-size: 7.0pt; mso-fareast-font-family: "Times New Roman";"> </span><span style="color: #222222; font-family: Arial; font-size: 10.0pt; mso-fareast-font-family: "Times New Roman";">Language-challenged managers star in the Silicon Valley version
of “The Emperor’s New Clothes.” Everyone simply ignores the language
barrier.<o:p></o:p></span></div>
<div class="MsoNormal" style="background: white; line-height: 13.85pt;">
<br /></div>
<div class="MsoNormal" style="background: white; line-height: 13.85pt;">
<span style="color: #222222; font-family: Symbol; font-size: 10.0pt; mso-bidi-font-family: Arial; mso-fareast-font-family: "Times New Roman";">·</span><span style="color: #222222; font-family: "Times New Roman"; font-size: 7.0pt; mso-fareast-font-family: "Times New Roman";"> </span><span style="color: #222222; font-family: Arial; font-size: 10.0pt; mso-fareast-font-family: "Times New Roman";">Socially challenged managers typically can’t read social cues.
This kind of person isn’t hardwired to understand team dynamics or individual
motivation.<o:p></o:p></span></div>
<div class="MsoNormal" style="background: white; line-height: 13.85pt;">
<br /></div>
<div class="MsoNormal" style="background: white; line-height: 13.85pt;">
<i><span style="color: #222222; font-family: Arial; font-size: 10.0pt; mso-fareast-font-family: "Times New Roman";">Suggestions:</span></i><span style="color: #222222; font-family: Arial; font-size: 10.0pt; mso-fareast-font-family: "Times New Roman";"> This
special group cries out for individual, one-on-one performance training. It’s a
glorious day for the company when these challenged managers “get it” through
individually nuanced preparation for the job.<o:p></o:p></span></div>
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<br /></div>
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<b><span style="color: #222222; font-family: Arial; font-size: 10.0pt; mso-fareast-font-family: "Times New Roman";">The Scoffers</span></b><span style="color: #222222; font-family: Arial; font-size: 10.0pt; mso-fareast-font-family: "Times New Roman";"><o:p></o:p></span></div>
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<i><span style="color: #222222; font-family: Arial; font-size: 10.0pt; mso-fareast-font-family: "Times New Roman";">How to Spot:</span></i><span style="color: #222222; font-family: Arial; font-size: 10.0pt; mso-fareast-font-family: "Times New Roman";"> Scoffers
resist making any improvements in their methods. They refuse to acknowledge that
quality management is a job requirement. This type won’t even admit,
for example, that positive reinforcement is a proven management technique.<o:p></o:p></span></div>
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<i><span style="color: #222222; font-family: Arial; font-size: 10.0pt; mso-fareast-font-family: "Times New Roman";">Suggestions:</span></i><b><span style="color: #222222; font-family: Arial; font-size: 10.0pt; mso-fareast-font-family: "Times New Roman";"> </span></b><span style="color: #222222; font-family: Arial; font-size: 10.0pt; mso-fareast-font-family: "Times New Roman";">I would tell this group that developing and applying management
skill is a condition of employment for managers. Then I would start a special
program — called “The Door”— for managers who won’t do the job.<o:p></o:p></span></div>
Judy Pearce at HR Resultshttp://www.blogger.com/profile/01998491988948357340noreply@blogger.com0tag:blogger.com,1999:blog-8615631193604577013.post-74360608994446345802014-07-22T15:37:00.001-07:002014-07-22T15:37:04.664-07:00Myth: Only Big Companies Get Caught For Overtime Violations<div class="MsoNormal" style="text-align: left;">
<span style="font-size: large;"><b>Myth Busted</b>: Small
business owners forget that disgruntled employees can make claims for wages before
the Labor Commissioner— without hiring an attorney— and more often than not
they can recover a lot of money.</span></div>
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<br /></div>
<div class="MsoNormal">
<span style="font-size: large;">In the last six months I heard about two small employers whose
employees became dissatisfied and went to the Labor Commissioner. The employer
with four employees had an award of about $40,000 against it. The employer with
18 employees had to pay about $25,000. Now it is defending similar complaints
from the other employees who were also denied overtime.<o:p></o:p></span></div>
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<br /></div>
<div align="center" class="MsoNormal" style="text-align: center;">
<b style="mso-bidi-font-weight: normal;"><span style="font-size: large;">Suggestions for Reducing Risk</span></b></div>
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<ul>
<li><span style="text-indent: -0.25in;"><span style="font-size: large;">Don’t rest on the idea that all of your employees
love you and they would never turn against you. Sadly it happens much more
frequently than you think.</span></span></li>
<li><span style="text-indent: -0.25in;"><span style="font-size: large;">Get realistic human resources and legal advice
about how the Labor Commissioner rules on overtime claims before you make your decision
as to who will be paid overtime. In practice these agencies find against
employers far more often than finding in favor of the employer.</span></span></li>
<li><span style="font-size: large;"><span style="text-indent: -0.25in;">Pay overtime from the get-go. The law permits
small business owners to manage the payment of overtime. Many business owners
find they actually increase productivity and save money through a closely-</span><span style="text-indent: -0.25in;">managed
overtime program.</span></span></li>
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Judy Pearce at HR Resultshttp://www.blogger.com/profile/01998491988948357340noreply@blogger.com0tag:blogger.com,1999:blog-8615631193604577013.post-66360228909755088732014-06-04T07:06:00.000-07:002014-06-04T08:03:10.004-07:00When HR & The Supreme Court Are At Odds, What’s an Employer Supposed to Do?<div class="MsoNormal">
<span style="color: #1a1a1a; font-family: Arial; font-size: 15.0pt;">Several human resources departments are instituting a radical
idea. They’ve abolished all written performance documentation including
performance reviews. Written documentation during manager/employee meetings is often
out. Rating of individuals for compensation purposes is also abolished as is
ranking of performers in a growing number of companies. <o:p></o:p></span></div>
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<br /></div>
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<span style="color: #1a1a1a; font-family: Arial; font-size: 15.0pt;">The desire to get rid of performance feedback in a documented
fashion is in response to employee dislike of hearing feedback on only a yearly
basis coupled with manager dislike of writing what are seen as valueless annual
reviews.<o:p></o:p></span></div>
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<br /></div>
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<span style="color: #1a1a1a; font-family: Arial; font-size: 15.0pt;">In stark contrast to the jettisoning of traditional performance
documentation, the legal world warns that managers act at their peril unless
they maintain detailed personnel files on employees. Lawyers warn managers to
rank employees and keep documents of performance so they can defend against
wrongful termination, public policy and discrimination claims. <o:p></o:p></span></div>
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<br /></div>
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<span style="color: #1a1a1a; font-family: Arial; font-size: 15.0pt;">The necessity for documentation of performance as well as ranking was just reaffirmed in a US Supreme Court case called Lawson V. FRM, LLC. In the Lawson case the Supreme Court held for the first time that private employers can be held to federal whistleblower liability.<o:p></o:p></span></div>
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<br /></div>
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<span style="color: #1a1a1a; font-family: Arial; font-size: 15.0pt;">Courts and agencies require substantial documentation of terminations
of whistleblowers. Without performance evaluations and ranking of performers
everything devolves into ”he said/she said” proceedings. Such contests are usually resolved against the
employer.<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="color: #1a1a1a; font-family: Arial; font-size: 15.0pt;">I suggest there is a vast middle ground that answers many of
these concerns. The middle ground is to train, train, train managers to give
both positive and negative feedback as a matter of daily business. The middle
ground approach is much more acceptable to employees and it is easier on
managers.<o:p></o:p></span></div>
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<br /></div>
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<span style="color: #1a1a1a; font-family: Arial; font-size: 15.0pt;">This kind of exchange can be documented easily in notations in
calendars, text messages, emails, customer meeting agendas, and project
updates. Training managers to structure regular documented one-on-one sessions with
regular written agendas can also be a terrific source of evidence of ongoing
performance feedback.<o:p></o:p></span></div>
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<br /></div>
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<span style="color: #1a1a1a; font-family: Arial; font-size: 15.0pt;">Managers also need to be trained to identify who are top
performers and who are poor performers. No matter how much these practices are
repugnant to some HR professionals, managers, and employees these comparisons
are necessary to justify why the whistleblower was terminated and others were
retained. As a side benefit focusing development efforts on those ranked at the
top helps to retain key employees.<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="color: #1a1a1a; font-family: Arial; font-size: 15.0pt;">HR
Results provides two customizable courses designed to help managers bridge the
gap between conflicting advice from legal and HR: <o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal" style="text-indent: .5in;">
<b><i><span style="color: #1a1a1a; font-family: Arial; font-size: 15.0pt;">Coaching 101<o:p></o:p></span></i></b></div>
<div class="MsoNormal" style="text-indent: .5in;">
<b><i><span style="color: #1a1a1a; font-family: Arial; font-size: 15.0pt;">Strategic Management</span></i></b><b><span style="color: #1a1a1a; font-family: Arial; font-size: 15.0pt;"> 101</span></b><span style="color: #1a1a1a; font-family: Arial; font-size: 15.0pt;"> <o:p></o:p></span></div>
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<br /></div>
<div class="MsoNormal">
<span style="color: #1a1a1a; font-family: Arial; font-size: 15.0pt;">For
more information, contact Judy Pearce at HR Results today.<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="color: #1a1a1a; font-family: Arial; font-size: 15.0pt;">650-518-0327
or </span><a href="mailto:judypearce@hrlegalresults.com"><span style="font-family: Arial; font-size: 15.0pt;">judypearce@hrlegalresults.com</span></a><span style="color: #1a1a1a; font-family: Arial; font-size: 15.0pt;">.</span><o:p></o:p></div>
Judy Pearce at HR Resultshttp://www.blogger.com/profile/01998491988948357340noreply@blogger.com0tag:blogger.com,1999:blog-8615631193604577013.post-20493369375559883402014-04-22T17:43:00.001-07:002014-04-23T15:30:05.693-07:00Who's Got A Ticket To Ride? New Commuting Legislation For 50+ Employers <div class="MsoNormal">
The new Bay Area Commuter Benefits Program requires
employers with 50 or more full-time employees in the Bay Area (included counties listed below) to
offer commuter benefits to their employees. <i>Employers
subject to the program must select a commuter benefit, register via the program
website and implement their program by September 30, 2014.</i></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
The Bay Area Commuter Benefits Program requires these employers
to offer one or more of the following commuter benefit options to their
employees: <o:p></o:p></div>
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<br /></div>
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<!--[if !supportLists]--><span style="font-family: Symbol; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;"><span style="mso-list: Ignore;">·<span style="font: 7.0pt "Times New Roman";">
</span></span></span><!--[endif]-->Option 1: Pre-Tax Benefit - Allow employees to
exclude up to $130 of their transit or vanpooling expenses each month from
taxable income. <o:p></o:p></div>
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<br /></div>
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</span></span></span><!--[endif]-->Option 2: Employer-Provided Subsidy - Provide a
subsidy to reduce or cover employees’ monthly transit or vanpool costs, up to
$75 per month. <o:p></o:p></div>
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<br /></div>
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</span></span></span><!--[endif]-->Option 3: Employer-Provided Transit - Provide a
free or low-cost transit service for employees, such as a bus, shuttle or
vanpool service. <o:p></o:p></div>
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<br /></div>
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</span></span></span><!--[endif]-->Option 4: Alternative Commuter Benefit - Provide an alternative commuter benefit that is as effective in reducing single-occupancy commute trips as Options 1, 2 or 3. <o:p></o:p></div>
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<br /></div>
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Failure to comply may incur a financial penalty—amount determined
on a case-by-case basis. Although the agency won’t be able to audit everyone,
remember that employees who don’t get this benefit will be able to seek
remedies at <a href="http://511.org/">511.org</a><span class="MsoHyperlink">.</span><o:p></o:p></div>
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<br /></div>
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Employers can visit <a href="http://511.org/">511.org</a>
and click on Bay Area Commuter Benefits Program for program information and
employer outreach staff assistance or call 511 and say “Commuter Benefits” at
the first prompt to help employers get started or contact Judy Pearce,
650-518-0327. <o:p></o:p></div>
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Judy Pearce at HR Resultshttp://www.blogger.com/profile/01998491988948357340noreply@blogger.com0tag:blogger.com,1999:blog-8615631193604577013.post-20979424153652234802014-04-01T16:46:00.002-07:002014-04-02T13:17:35.724-07:00When You Get Rid Of All Manager Roles, Are You Left With A Popularity Contest?<div class="MsoNormal">
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<span style="font-size: 13.0pt;">Zappos—a nationwide retailer—
adopted a new organizational structure that</span><span style="background: white; color: #2c2c2c; font-size: 13.0pt; mso-bidi-font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman";"> eliminates traditional managers, does away
with the typical corporate hierarchy and gets rid of job titles. (See
Washington Post @ </span><span style="font-size: 13.0pt;"><a href="http://www.washingtonpost.com/blogs/on-leadership/wp/2014/01/03/zappos-gets-rid-of-all-managers//?print=1"><span style="background: white; mso-bidi-font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman";">Zappos Article</span></a></span><span style="background: white; color: #2c2c2c; font-size: 13.0pt; mso-bidi-font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman";">) Could this end up being just like a high
school popularity poll? <o:p></o:p></span></div>
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<span style="background: white; color: #2c2c2c; font-size: 13.0pt; mso-bidi-font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman";">Please
think about that for a minute. What will happen to the traditional manager’s
job of terminating poor performers? At Zappos that responsibility is turned
over to a </span><span style="color: black; font-size: 13.0pt; mso-bidi-font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman";">group of employees. Their
committee is charged with “monitoring the company's culture” to decide when performers
are not a “good fit” — and then terminating those the committee deems as
culturally unfit.</span><span style="background: white; color: #2c2c2c; font-size: 13.0pt; mso-bidi-font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman";"><o:p></o:p></span></div>
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<span style="font-size: 13.0pt;">Who is going to stand up for
the over 40 crowd who may not possess the youthful attributes of cultural fit? <span style="mso-spacerun: yes;"> </span>And who is going to stop sexual harassment? Historically
as well as today groups of employees don’t self-monitor all that well in preventing
hostile environments. (Think Miami Dolphins bullying episodes.)<o:p></o:p></span></div>
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<br /></div>
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<span style="font-size: 13.0pt;">There’s a reason why Congress
and state legislatures impose personal liability on managers who do not protect
employees from discrimination and harassment.<span style="mso-spacerun: yes;">
</span><span style="mso-spacerun: yes;"> </span><i style="mso-bidi-font-style: normal;">The fact is that nothing short of that worked to stop illegal treatment
at work.<o:p></o:p></i></span></div>
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<br /></div>
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<span style="font-size: 13.0pt;">Perhaps, as Zappos believes, work
is better conducted among equals, but the system needs to have a place where the
buck stops in terms of fair treatment — and it can’t be put to a popular vote!<o:p></o:p></span></div>
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Judy Pearce at HR Resultshttp://www.blogger.com/profile/01998491988948357340noreply@blogger.com0tag:blogger.com,1999:blog-8615631193604577013.post-69087913794173608792014-03-19T10:09:00.000-07:002014-03-19T10:09:20.383-07:00A Google a Day Might Keep Embezzlers Away!<div class="MsoNormal" style="background: white;">
<br /></div>
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<span style="color: #222222; font-family: Arial;">Another person in my same line of work recently told a group of
hiring managers never to Google candidates during the resume review
process. The consultant apparently thought companies would be
vulnerable to discrimination charges because Google provides access to
ethnicity, race, or other protected class identifying facts that don’t appear
on the face of resumes.<o:p></o:p></span></div>
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<br /></div>
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<span style="color: #222222; font-family: Arial;">I would caution managers to weigh that possibility against the results of failing to check Google at all. One of my client’s employees recently exhibited very odd, threatening behavior towards his colleagues. This employee was entrusted with critical financial data. Co-workers were afraid, and a termination ensued. While I was terminating the employee the employer ran a Google check on the soon to be ex-employee — and a felony embezzlement charge against the employee showed up. <o:p></o:p></span></div>
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<span style="color: #222222; font-family: Arial;">My thoughts on using Google at the resume screening stage are
this: Use it and consider the results! It's the ultimate in public information.</span><span style="color: black; font-family: Times; font-size: 13.5pt; mso-bidi-font-family: Arial;"><o:p></o:p></span></div>
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<span style="color: #222222; font-family: Arial;">You can save everyone’s time and energy. Besides if you make a rule that hiring managers can’t use Google, aren’t you patronizing them to some extent? It’s as if you’re saying, "Only HR has the smarts to handle sensitive information." Also such a rule is ungovernable. There will almost certainly be rogue managers who will inevitably check on Google—just to find out what information you think they can’t handle.<o:p></o:p></span></div>
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<br /></div>
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<span style="color: #222222; font-family: Arial;">Hence my advice: you probably won’t go to jail—or be
successfully charged with discrimination—by checking out candidates on Google.<o:p></o:p></span></div>
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Judy Pearce at HR Resultshttp://www.blogger.com/profile/01998491988948357340noreply@blogger.com0tag:blogger.com,1999:blog-8615631193604577013.post-86935586679304694442014-01-13T11:39:00.000-08:002014-01-13T11:39:50.900-08:00A Hot HR/Legal Topic: Text Message Retention<div class="MsoNormal" style="background: white;">
<span style="color: #1a1a1a; font-family: Arial; font-size: 13.0pt;">Dare I say record retention is now
sexy? Oddly enough, “to save or not to save” in the HR/Legal world is a
provocative topic when it comes to text messages. Or at least it is something
you should be giving some thought to.<o:p></o:p></span></div>
<div class="MsoNormal" style="background: white;">
<br /></div>
<div class="MsoNormal" style="mso-layout-grid-align: none; mso-pagination: none; text-autospace: none;">
<span style="color: #1a1a1a; font-family: Arial; font-size: 13.0pt;">I worry about it in terms of employers having necessary evidence
of performance counseling and correction. Everywhere I go these days I find
that a lot of evidence of performance correction is done by text message. This
is particularly true of tardiness and failure to meet deadlines. <o:p></o:p></span></div>
<div class="MsoNormal" style="mso-layout-grid-align: none; mso-pagination: none; text-autospace: none;">
<br /></div>
<div class="MsoNormal" style="mso-layout-grid-align: none; mso-pagination: none; text-autospace: none;">
<span style="color: #1a1a1a; font-family: Arial; font-size: 13.0pt;">You find that managers send text messages like <o:p></o:p></span></div>
<div class="MsoListParagraphCxSpFirst" style="mso-layout-grid-align: none; mso-list: l1 level1 lfo1; mso-pagination: none; text-autospace: none; text-indent: -.25in;">
<!--[if !supportLists]--><span style="color: #1a1a1a; font-family: Symbol; font-size: 13.0pt; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;"><span style="mso-list: Ignore;">·<span style="font: 7.0pt "Times New Roman";"> </span></span></span><!--[endif]--><span style="color: #1a1a1a; font-family: Arial; font-size: 13.0pt;">“where r u?”<o:p></o:p></span></div>
<div class="MsoListParagraphCxSpMiddle" style="mso-layout-grid-align: none; mso-list: l1 level1 lfo1; mso-pagination: none; text-autospace: none; text-indent: -.25in;">
<!--[if !supportLists]--><span style="color: #1a1a1a; font-family: Symbol; font-size: 13.0pt; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;"><span style="mso-list: Ignore;">·<span style="font: 7.0pt "Times New Roman";"> </span></span></span><!--[endif]--><span style="color: #1a1a1a; font-family: Arial; font-size: 13.0pt;">"where’s the
proposal?<o:p></o:p></span></div>
<div class="MsoListParagraphCxSpMiddle" style="mso-layout-grid-align: none; mso-list: l1 level1 lfo1; mso-pagination: none; text-autospace: none; text-indent: -.25in;">
<!--[if !supportLists]--><span style="color: #1a1a1a; font-family: Symbol; font-size: 13.0pt; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;"><span style="mso-list: Ignore;">·<span style="font: 7.0pt "Times New Roman";"> </span></span></span><!--[endif]--><span style="color: #1a1a1a; font-family: Arial; font-size: 13.0pt;">“u r late”<o:p></o:p></span></div>
<div class="MsoListParagraphCxSpLast" style="mso-layout-grid-align: none; mso-list: l1 level1 lfo1; mso-pagination: none; text-autospace: none; text-indent: -.25in;">
<!--[if !supportLists]--><span style="color: #1a1a1a; font-family: Symbol; font-size: 13.0pt; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;"><span style="mso-list: Ignore;">·<span style="font: 7.0pt "Times New Roman";"> </span></span></span><!--[endif]--><span style="color: #1a1a1a; font-family: Arial; font-size: 13.0pt;">“customer said yesterday.”<o:p></o:p></span></div>
<div class="MsoNormal" style="mso-layout-grid-align: none; mso-pagination: none; text-autospace: none;">
<br /></div>
<div class="MsoNormal" style="mso-layout-grid-align: none; mso-pagination: none; text-autospace: none;">
<span style="color: #1a1a1a; font-family: Arial; font-size: 13.0pt;">And receive reply texts like<o:p></o:p></span></div>
<div class="MsoListParagraphCxSpFirst" style="mso-layout-grid-align: none; mso-list: l0 level1 lfo2; mso-pagination: none; text-autospace: none; text-indent: -.25in;">
<!--[if !supportLists]--><span style="color: #1a1a1a; font-family: Symbol; font-size: 13.0pt; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;"><span style="mso-list: Ignore;">·<span style="font: 7.0pt "Times New Roman";"> </span></span></span><!--[endif]--><span style="color: #1a1a1a; font-family: Arial; font-size: 13.0pt;">“caught in traffic”<o:p></o:p></span></div>
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<!--[if !supportLists]--><span style="color: #1a1a1a; font-family: Symbol; font-size: 13.0pt; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;"><span style="mso-list: Ignore;">·<span style="font: 7.0pt "Times New Roman";"> </span></span></span><!--[endif]--><span style="color: #1a1a1a; font-family: Arial; font-size: 13.0pt;">“due 12 tonight”<o:p></o:p></span></div>
<div class="MsoListParagraphCxSpMiddle" style="mso-layout-grid-align: none; mso-list: l0 level1 lfo2; mso-pagination: none; text-autospace: none; text-indent: -.25in;">
<!--[if !supportLists]--><span style="color: #1a1a1a; font-family: Symbol; font-size: 13.0pt; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;"><span style="mso-list: Ignore;">·<span style="font: 7.0pt "Times New Roman";"> </span></span></span><!--[endif]--><span style="color: #1a1a1a; font-family: Arial; font-size: 13.0pt;">“Sam came in after me”<o:p></o:p></span></div>
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<!--[if !supportLists]--><span style="color: #1a1a1a; font-family: Symbol; font-size: 13.0pt; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;"><span style="mso-list: Ignore;">·<span style="font: 7.0pt "Times New Roman";"> </span></span></span><!--[endif]--><span style="color: #1a1a1a; font-family: Arial; font-size: 13.0pt;">“thought meant today”<o:p></o:p></span></div>
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<br /></div>
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<span style="color: #1a1a1a; font-family: Arial; font-size: 13.0pt;">Frequently employers need this kind of documentation to defend
against discrimination cases and other employment claims. What happens to these
important text messages when the manager no longer works for the employer or
has deleted a lot of old messages? <o:p></o:p></span></div>
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<span style="color: #1a1a1a; font-family: Arial; font-size: 13.0pt;">Lawyers of course are suggesting different methods to solve this
problem. One attorney suggested that everyone in a company have two smart phones—one
for personal messages and one for business messages. His answer was to take
everything off the business phones and back them up on a company server.<o:p></o:p></span></div>
<div class="MsoNormal" style="mso-layout-grid-align: none; mso-pagination: none; text-autospace: none;">
<br /></div>
<div class="MsoNormal" style="mso-layout-grid-align: none; mso-pagination: none; text-autospace: none;">
<span style="color: #1a1a1a; font-family: Arial; font-size: 13.0pt;">I don't know if that's a solution being implemented in big
corporations but I'm pretty sure I haven't seen the average engineering or sales
manager carrying two phones—one of which is continuously backed up to a corporate
server.<o:p></o:p></span></div>
<div class="MsoNormal" style="mso-layout-grid-align: none; mso-pagination: none; text-autospace: none;">
<br /></div>
<div class="MsoNormal" style="mso-layout-grid-align: none; mso-pagination: none; text-autospace: none;">
<span style="color: #1a1a1a; font-family: Arial; font-size: 13.0pt;">So here is one idea. Just use one phone. In terms of backup when
performance issues arise HR could ask the manager to use an SMS+ backup
application and send their text messages to and from the employee to an email
account. The manager could send all of these texts to HR. The texts could be
printed out and saved by the company for record retention purposes.<o:p></o:p></span></div>
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<span style="color: #1a1a1a; font-family: Arial; font-size: 13.0pt;">Obviously this is not a complete solution. Often not all
messages will be captured. Some will be deleted in the course of cleaning up
the cell phone or lost to a stolen phone. But it could be a simple method of
tracking performance to be used at performance evaluation time and in
litigation if it comes to that.<o:p></o:p></span></div>
Judy Pearce at HR Resultshttp://www.blogger.com/profile/01998491988948357340noreply@blogger.com1tag:blogger.com,1999:blog-8615631193604577013.post-86879985011615904472013-09-10T15:41:00.001-07:002013-09-18T16:58:38.652-07:00Confused About How to Comply with the Affordable Health Care Act?<style>
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<span style="font-family: "Times New Roman";"><span class="GingerNoCheckStart"></span>You’re not alone. Many employers aren’t
sure what they’re supposed to do. Even worse, a number of small employers
mistakenly believe that the requirement to distribute Obama Care forms only
applies to companies with 50 or more employees.<span style="mso-spacerun: yes;">
</span>This is not the case!</span></div>
<div class="MsoNormalCxSpMiddle" style="margin-bottom: 13.0pt; mso-add-space: auto; mso-layout-grid-align: none; mso-pagination: none; text-autospace: none;">
<span style="font-family: "Times New Roman";">After fielding questions from a number of
puzzled clients I developed <b style="mso-bidi-font-weight: normal;">a simple
three-step process</b> to guide clients.</span></div>
<div class="MsoNormal" style="margin-left: 45.0pt; text-indent: -45.0pt;">
<b style="mso-bidi-font-weight: normal;"><span style="font-family: "Times New Roman";">Step
1. <span style="mso-tab-count: 1;"> </span>Find out if you’re required to
distribute forms.</span></b><span style="font-family: "Times New Roman";"> </span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-family: "Times New Roman";">Access the
official tool for determining whether or not you’re required to distribute
forms before October 1. </span><span class="MsoHyperlink"><a href="http://www.dol.gov/elaws/esa/flsa/scope/screen24.asp">www.dol.gov/elaws/esa/flsa/scope/screen24.asp</a></span><span style="mso-fareast-font-family: "Times New Roman";"> </span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormalCxSpMiddle" style="margin-bottom: 13.0pt; margin-left: 45.0pt; margin-right: 0in; margin-top: 0in; mso-add-space: auto; mso-layout-grid-align: none; mso-pagination: none; text-autospace: none;">
<span style="font-family: "Times New Roman";">If you
don’t need to distribute forms, you’re done. If not proceed to Step 2. </span></div>
<div class="MsoNormalCxSpMiddle" style="margin-bottom: 13.0pt; margin-left: 45.0pt; margin-right: 0in; margin-top: 0in; mso-add-space: auto; mso-layout-grid-align: none; mso-pagination: none; text-autospace: none; text-indent: -45.0pt;">
<b style="mso-bidi-font-weight: normal;"><span style="font-family: "Times New Roman";">Step 2.</span></b><span style="font-family: "Times New Roman";"><span style="mso-tab-count: 1;"> </span><b style="mso-bidi-font-weight: normal;">Decide which form you distribute</b>. </span></div>
<div class="MsoNormalCxSpLast" style="margin-bottom: 13.0pt; margin-left: 45.0pt; margin-right: 0in; margin-top: 0in; mso-add-space: auto; mso-layout-grid-align: none; mso-pagination: none; text-autospace: none; text-indent: -45.0pt;">
<span style="font-family: "Times New Roman";">You’ll need to distribute one of the two forms available
below for your convenience. </span></div>
<div class="MsoListParagraphCxSpFirst" style="margin-bottom: 13.0pt; margin-left: 45.35pt; margin-right: 0in; margin-top: 0in; mso-add-space: auto; mso-layout-grid-align: none; mso-list: l0 level1 lfo1; mso-pagination: none; text-autospace: none; text-indent: -9.35pt;">
<span style="font-family: Symbol; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;"><span style="mso-list: Ignore;">·<span style="font-family: 'Times New Roman'; font-style: normal; font-variant: normal; font-weight: normal; line-height: normal;"> </span></span></span><span style="font-family: "Times New Roman";">Use this form if you are an employer with
<b style="mso-bidi-font-weight: normal;">no </b>medical benefits whatsoever. <a href="http://www.dol.gov/ebsa/pdf/FLSAwithoutplans.pdf">http://www.dol.gov/ebsa/pdf/FLSAwithoutplans.pdf</a></span><span style="font-family: Helvetica; mso-bidi-font-family: Helvetica;"></span></div>
<div class="MsoListParagraphCxSpLast" style="margin-bottom: 13.0pt; margin-left: 45.35pt; margin-right: 0in; margin-top: 0in; mso-add-space: auto; mso-layout-grid-align: none; mso-list: l0 level1 lfo1; mso-pagination: none; text-autospace: none; text-indent: -9.35pt;">
<span style="font-family: Symbol; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;"><span style="mso-list: Ignore;">·<span style="font-family: 'Times New Roman'; font-style: normal; font-variant: normal; font-weight: normal; line-height: normal;"> </span></span></span><span style="font-family: "Times New Roman";">Use this form if you are an employer who
has medical benefits for <b style="mso-bidi-font-weight: normal;">some or all</b>
of your employees. <a href="http://www.dol.gov/ebsa/pdf/FLSAwithplans.pdf">http://www.dol.gov/ebsa/pdf/FLSAwithplans.pdf</a></span><span style="font-family: Helvetica; mso-bidi-font-family: Helvetica;"></span></div>
<div class="MsoNormalCxSpFirst" style="margin-bottom: 13.0pt; margin-left: 45.0pt; margin-right: 0in; margin-top: 0in; mso-add-space: auto; mso-layout-grid-align: none; mso-pagination: none; text-autospace: none; text-indent: -45.0pt;">
<b style="mso-bidi-font-weight: normal;"><span style="font-family: "Times New Roman";">Step 3.<span style="mso-tab-count: 1;"> </span>Email me at </span></b><span class="MsoHyperlink"><a href="mailto:hrresults.pearce@gmail.com">hrresults.pearce@gmail.com</a></span><b style="mso-bidi-font-weight: normal;"><span style="font-family: "Times New Roman";">
if you still have questions! </span></b><span style="font-family: "Times New Roman";"><span style="mso-spacerun: yes;"> </span></span></div>
<div class="MsoNormalCxSpMiddle" style="margin-bottom: 13.0pt; mso-add-space: auto; mso-layout-grid-align: none; mso-pagination: none; text-autospace: none;">
<span style="font-family: "Times New Roman";">I am offering<sup> </sup>a one-time, free
consultation to answer questions you may have about filling out these
forms.</span></div>
<span class="GingerNoCheckEnd"></span>Judy Pearce at HR Resultshttp://www.blogger.com/profile/01998491988948357340noreply@blogger.com0tag:blogger.com,1999:blog-8615631193604577013.post-17809882067884691232013-08-28T13:12:00.001-07:002013-08-28T18:08:41.172-07:00When You Avoid Paying Overtime, Is It Worth The Risk?<div class="MsoNormal">
A human resources executive recently contacted me about an administrative assistant, two of <span class="GINGER_SOFATWARE_correct" ginger_sofatware_markguid="e9544e4a-8531-4115-bd67-c24fc10189a6" ginger_sofatware_uiphraseguid="364aca1e-fde6-4f4a-8515-083f8816c85d" grcontextid="her:0">her</span> techs, and a recruiter who all want to be
<span class="GINGER_SOFATWARE_correct" ginger_sofatware_markguid="76f9ee1a-2bdc-41ba-8acf-80be3184787a" ginger_sofatware_uiphraseguid="b7666582-183e-44e0-aff5-cb29bb58e0b5" grcontextid="salaried:0">salaried</span> — claiming they wanted the same freedom as the professionals in the
<span class="GINGER_SOFATWARE_correct" ginger_sofatware_markguid="a89d7938-7de6-40e0-a81d-7dfc4b94abc7" ginger_sofatware_uiphraseguid="85dc83c7-5423-46fb-a359-0ff3681f53f6" grcontextid="organization:0">organization</span> enjoy.<br />
<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<i style="mso-bidi-font-style: normal;">She was aware she was
<span class="GINGER_SOFATWARE_correct" ginger_sofatware_markguid="5b59bd5e-d2a0-4d51-976f-ef6fce25efb2" ginger_sofatware_uiphraseguid="ade12823-466e-4885-8e7a-1df4e91dad9d" grcontextid="on:0">on</span> shaky legal ground but wondered if she’d be taking a big risk by paying all
<span class="GINGER_SOFATWARE_correct" ginger_sofatware_markguid="329e6017-4b06-41b6-bbfb-965771f063b0" ginger_sofatware_uiphraseguid="dbc1b187-b500-4544-b95a-d1aec0fa03c8" grcontextid="of:0">of</span> them salary with no overtime?<o:p></o:p></i></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
You hear a lot of announcements about a government crackdown
<span class="GINGER_SOFATWARE_correct" ginger_sofatware_markguid="bd620af2-58c4-4e6a-bad5-71dd9d03eb90" ginger_sofatware_uiphraseguid="0ea614ae-b186-4c3e-931e-417c140671f4" grcontextid="on:0">on</span> small employers who agree to do exactly as her employees were requesting. I
<span class="GINGER_SOFATWARE_correct" ginger_sofatware_markguid="a2f3d193-9ac0-40ff-bb92-efbbb05cd924" ginger_sofatware_uiphraseguid="fd012cf7-3bbd-46cb-b9ac-d5aa8afbadd2" grcontextid="won't:0">won't</span> lie. Given the gigantic number of small businesses compared to the tiny
<span class="GINGER_SOFATWARE_correct" ginger_sofatware_markguid="c2d2926d-14d9-4302-b0a3-d38556e3b359" ginger_sofatware_uiphraseguid="e43dd7be-271a-4dfa-acda-2da344f7516d" grcontextid="budget:0">budget</span> of the state government, the chances of being audited aren't that great.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
But a government audit is not the only big financial risk
<span class="GINGER_SOFATWARE_correct" ginger_sofatware_markguid="f4cb26c3-c0fa-4e55-9646-ac77d7979961" ginger_sofatware_uiphraseguid="eaca8197-b267-4e42-b4c3-0585a27e6aba" grcontextid="you:0">you</span> <span class="GINGER_SOFATWARE_correct" ginger_sofatware_markguid="0c070141-7fce-47bf-b087-5679031a44cc" ginger_sofatware_uiphraseguid="eaca8197-b267-4e42-b4c3-0585a27e6aba" grcontextid="take when you pay:1">take when you pay</span> your staff salaries when they're supposed to be paid
<span class="GINGER_SOFATWARE_correct" ginger_sofatware_markguid="d481063d-2ee5-4292-97a1-10d6f31a8124" ginger_sofatware_uiphraseguid="f65f780d-05ab-4c85-b9aa-6a7627d85fef" grcontextid="hourly:0">hourly</span>. It's the problem of the disgruntled employee who has asked and agreed
<span class="GINGER_SOFATWARE_correct" ginger_sofatware_markguid="bbdd6bbc-ac3a-4963-ba0e-4b85fd51349f" ginger_sofatware_uiphraseguid="5be332b2-cfd6-490f-a671-d51482fedae9" grcontextid="to:0">to</span> be paid <span class="GINGER_SOFATWARE_correct" ginger_sofatware_markguid="8306c858-9bad-4ade-af9d-81bb150020ae" ginger_sofatware_uiphraseguid="5be332b2-cfd6-490f-a671-d51482fedae9" grcontextid="salary:1">salary</span> with no overtime who's the big risk.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
This hit home for two Silicon Valley employers in the last
<span class="GINGER_SOFATWARE_correct" ginger_sofatware_markguid="2495678c-6fc3-4da0-b6be-4bf8bd595f92" ginger_sofatware_uiphraseguid="2aa07faa-dd83-4053-a588-f62028bf2598" grcontextid="few:0">few</span> months:</div>
<div class="MsoListParagraph" style="mso-list: l2 level1 lfo3; text-indent: -.25in;">
<!--[if !supportLists]--><o:p></o:p></div>
<div class="MsoListParagraph" style="mso-list: l2 level1 lfo3; text-indent: -.25in;">
<ul>
<li>One employer of four people was forced to pay a
$60,000 judgment</li>
</ul>
<ul>
<li>Another ten-<span class="GINGER_SOFATWARE_correct" ginger_sofatware_markguid="2ade432c-fed8-4d45-a0a6-57bbc5db8782" ginger_sofatware_uiphraseguid="02d87dbb-42aa-4663-b811-2a26157d70ed" grcontextid="person:0">person</span> employer had to pay a claim
<span class="GINGER_SOFATWARE_correct" ginger_sofatware_markguid="bccf16bc-bc6b-4fc7-bbd1-92d4e38fc3e4" ginger_sofatware_uiphraseguid="79faf733-ee85-42c1-98f9-7629af80e62a" grcontextid="for:0">for</span> over $70,000— and eight identically treated employees are in line to make
<span class="GINGER_SOFATWARE_correct" ginger_sofatware_markguid="6f3152a0-c595-452d-a735-ea31ca29ff2a" ginger_sofatware_uiphraseguid="41eb0cca-a589-4dec-9d13-15cf4d30655a" grcontextid="the:0">the</span> same claim!</li>
</ul>
<o:p></o:p></div>
<div class="MsoNormal">
It's a small sample but claims like this are being made more
<span class="GINGER_SOFATWARE_correct" ginger_sofatware_markguid="962f7b79-9b38-40eb-9e87-b3346d2c143a" ginger_sofatware_uiphraseguid="6e207ad3-a9d4-4b87-995a-eb4cea463672" grcontextid="regularly:0">regularly</span> and occur much more often than government audits.</div>
<div class="MsoNormal">
<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
The problem with these wage claims is that the
"<span class="GINGER_SOFATWARE_correct" ginger_sofatware_markguid="b859922c-bf24-4953-a2f3-f7a5a3c92e7e" ginger_sofatware_uiphraseguid="24c0ca73-1f5a-406c-8c02-80f3ed13e487" grcontextid="agreement:0">agreement</span>" to be paid a salary instead of an hourly wage with overtime
<span class="GINGER_SOFATWARE_correct" ginger_sofatware_markguid="e0e113de-8f72-46e6-9983-a6ef181ad3d1" ginger_sofatware_uiphraseguid="6afe176c-344f-46f7-818b-8ca2b7d1ecbd" grcontextid="is:0">is</span> invalid. It gets worse. <o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Once you have entered into an agreement not to pay overtime
<span class="GINGER_SOFATWARE_correct" ginger_sofatware_markguid="e0f60953-a113-4cc4-8385-0ecca767dd44" ginger_sofatware_uiphraseguid="b8250c95-8bd2-4124-ba25-63c74a7300a1" grcontextid="you:0">you</span> probably don't keep track of the hours that your salaried people are
<span class="GINGER_SOFATWARE_correct" ginger_sofatware_markguid="73200594-3ca1-436d-b1bb-57ae7fc1925d" ginger_sofatware_uiphraseguid="b8c4f339-b59d-4659-98ec-9e9cbbbc38ab" grcontextid="working:0">working</span>. If the arrangement goes sour your employee does not have to have proof
<span class="GINGER_SOFATWARE_correct" ginger_sofatware_markguid="5d9771a2-72c8-46d7-87d9-22404c2ab10b" ginger_sofatware_uiphraseguid="08809190-6acf-41f1-8728-093ae6a17256" grcontextid="of:0">of</span> the exact number of hours of overtime they worked — it's on you to show the
<span class="GINGER_SOFATWARE_correct" ginger_sofatware_markguid="b66b482d-05d9-47ab-a2a3-7ca2063d841d" ginger_sofatware_uiphraseguid="90c9ec17-9903-4a8f-804e-c61ba7a5dd58" grcontextid="exact:0">exact</span> hours, breaks and lunch times of all of your employees who are legally
<span class="GINGER_SOFATWARE_correct" ginger_sofatware_markguid="f8ab5b31-f2a6-4f4b-aa91-4c55048af7cf" ginger_sofatware_uiphraseguid="f5713fa0-d3fe-427e-94a7-1aab7ac05cc9" grcontextid="entitled:0">entitled</span> to overtime. <o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Put aside all of the legal benefits that come from correctly
<span class="GINGER_SOFATWARE_correct" ginger_sofatware_markguid="db894ffd-1d19-4428-98a6-4f8b8826c838" ginger_sofatware_uiphraseguid="fd11e673-22bc-4927-8e48-4ea8c1ccc25a" grcontextid="paying:0">paying</span> your staff and you'll see that by paying employees hourly <span class="GINGER_SOFATWARE_correct" ginger_sofatware_markguid="e47279fe-dd83-4cd3-80ec-5a5649e1d2e3" ginger_sofatware_uiphraseguid="fd11e673-22bc-4927-8e48-4ea8c1ccc25a" grcontextid="your:1">your</span> could
<span class="GINGER_SOFATWARE_correct" ginger_sofatware_markguid="737179fa-985c-4ee1-9cdb-5ec9d9302044" ginger_sofatware_uiphraseguid="b39cf687-daf7-4f7c-8c44-8f5a1d811c3c" grcontextid="reap:0">reap</span> other large savings besides avoiding litigation. <o:p></o:p></div>
<div class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph;">
<br /></div>
<div class="MsoNormal">
Some significantly undervalued benefits of hourly scheduling
<span class="GINGER_SOFATWARE_correct" ginger_sofatware_markguid="c68bd6c4-0631-4eed-9416-6dcfb2860119" ginger_sofatware_uiphraseguid="aa5763d8-d5e5-4c38-86b4-2454e91188ee" grcontextid="are:0">are</span></div>
<div class="MsoListParagraphCxSpFirst" style="margin-left: 38.4pt; mso-add-space: auto; mso-list: l1 level1 lfo2; text-indent: -.25in;">
<o:p></o:p></div>
<div class="MsoListParagraphCxSpMiddle" style="mso-list: l0 level1 lfo1; text-indent: -.25in;">
</div>
<ul>
<li><span style="text-indent: -0.25in;">If you as management are required to structure
</span><span style="text-indent: -0.25in;"><span class="GINGER_SOFATWARE_correct" ginger_sofatware_markguid="63e9b64a-39f4-4c6f-88b9-d1d2ca32a932" ginger_sofatware_uiphraseguid="9412f580-49b7-428a-929b-a18f2f2e9274" grcontextid="each:0">each</span></span><span style="text-indent: -0.25in;"> employee's work into an eight hour day, you find that people can be much
</span><span style="text-indent: -0.25in;"><span class="GINGER_SOFATWARE_correct" ginger_sofatware_markguid="0b68892e-0bc2-4568-95aa-dcbb04105ce7" ginger_sofatware_uiphraseguid="ca6f4e35-c97a-43ee-afd4-1671ac065bc3" grcontextid="more:0">more</span></span><span style="text-indent: -0.25in;"> productive — not just the hourly workers but you too!</span></li>
</ul>
<ul>
<li><span style="text-indent: -0.25in;">You will be in control of how much overtime
</span><span style="text-indent: -0.25in;"><span class="GINGER_SOFATWARE_correct" ginger_sofatware_markguid="562185e3-2cff-4711-8f33-8baf18e71bed" ginger_sofatware_uiphraseguid="9056c257-338f-41e1-ac99-388a63af3593" grcontextid="people:0">people</span></span><span style="text-indent: -0.25in;"> are allowed to work. For instance, you can have a policy that does not
</span><span style="text-indent: -0.25in;"><span class="GINGER_SOFATWARE_correct" ginger_sofatware_markguid="f2ad9bb8-382c-4c48-87f3-fdae568c7044" ginger_sofatware_uiphraseguid="bf5f5e33-7f12-4917-a4ca-864de0ae7710" grcontextid="permit:0">permit</span></span><span style="text-indent: -0.25in;"> overtime unless the employee has received authorization for overtime in
</span><span style="text-indent: -0.25in;"><span class="GINGER_SOFATWARE_correct" ginger_sofatware_markguid="cad5308b-e81a-48dc-a611-85f1563fca6d" ginger_sofatware_uiphraseguid="38a83a6f-d830-4784-874b-61cc7e08cc1f" grcontextid="advance:0">advance</span></span><span style="text-indent: -0.25in;"> of it being worked. You can enforce this by disciplining employees who
</span><span style="text-indent: -0.25in;"><span class="GINGER_SOFATWARE_correct" ginger_sofatware_markguid="c31c7f9f-7940-4787-a95a-ce075fcf026c" ginger_sofatware_uiphraseguid="e2856cdc-95b9-4d7b-a217-17ce3abfe47a" grcontextid="work:0">work</span></span><span style="text-indent: -0.25in;"> overtime with without seeking approval in advance.</span></li>
</ul>
<ul>
<li><span style="text-indent: -0.25in;">You can reduce the amount of overtime payments
</span><span style="text-indent: -0.25in;"><span class="GINGER_SOFATWARE_correct" ginger_sofatware_markguid="d7dc500e-3463-41a4-836f-f3568a82587e" ginger_sofatware_uiphraseguid="5cb0b74d-61ca-4eb3-b7f3-479d505216f9" grcontextid="by:0">by</span></span><span style="text-indent: -0.25in;"> hiring part-time or supplemental staff to fill in when there are extra
</span><span style="text-indent: -0.25in;"><span class="GINGER_SOFATWARE_correct" ginger_sofatware_markguid="e5412331-6bbe-45df-a244-e2b3073cd271" ginger_sofatware_uiphraseguid="d28a5517-76e6-4ffe-b51b-5d07ec38b9b9" grcontextid="assignments:0">assignments</span></span><span style="text-indent: -0.25in;"> that need to be done.</span></li>
</ul>
<ul>
<li><span style="text-indent: -0.25in;">You can look to hire crackerjack employees who
</span><span style="text-indent: -0.25in;"><span class="GINGER_SOFATWARE_correct" ginger_sofatware_markguid="654da526-9e8f-4f51-b81d-07783388e8ac" ginger_sofatware_uiphraseguid="78950bd2-cb37-470c-bc2f-5986a5c048c8" grcontextid="want:0">want</span></span><span style="text-indent: -0.25in;"> to work an eight-hour day. These people want to have the consistency of
</span><span style="text-indent: -0.25in;"><span class="GINGER_SOFATWARE_correct" ginger_sofatware_markguid="3f2e83bd-cc23-46d5-b847-bcf409ae490b" ginger_sofatware_uiphraseguid="0e5c8ca8-efc5-4357-8843-851bf5a770cb" grcontextid="knowing:0">knowing</span></span><span style="text-indent: -0.25in;"> they can devote their outside hours <span class="GINGER_SOFATWARE_correct" ginger_sofatware_markguid="e1f7aeb9-8bdf-4472-a6fb-62886f37eed0" ginger_sofatware_uiphraseguid="0e5c8ca8-efc5-4357-8843-851bf5a770cb" grcontextid="to:1">to</span> their personal life. Often you
</span><span style="text-indent: -0.25in;"><span class="GINGER_SOFATWARE_correct" ginger_sofatware_markguid="1cdc076c-1dd1-47e4-adc6-27b7605cac34" ginger_sofatware_uiphraseguid="d0d6aee5-3a9c-4428-88b1-831de6b53517" grcontextid="will:0">will</span></span><span style="text-indent: -0.25in;"> find these are terrifically motivated people who get things done more
</span><span style="text-indent: -0.25in;"><span class="GINGER_SOFATWARE_correct" ginger_sofatware_markguid="b7e5f9fe-46f2-41a4-8930-9526888fc845" ginger_sofatware_uiphraseguid="39cfcc17-cda6-4f85-8923-1cf1a6447e01" grcontextid="efficiently:0">efficiently</span></span><span style="text-indent: -0.25in;">.</span></li>
</ul>
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Finally when you pay people according to the law you
<span class="GINGER_SOFATWARE_correct" ginger_sofatware_markguid="19b1588a-9ef8-40da-80b5-359d623b40ff" ginger_sofatware_uiphraseguid="d2f43262-e3e8-411d-99d4-4736c81e8505" grcontextid="increase:0">increase</span> all of the employees’ confidence that you will treat them fairly in
<span class="GINGER_SOFATWARE_correct" ginger_sofatware_markguid="d8448770-f9c1-47f9-9742-28090c6fb3f1" ginger_sofatware_uiphraseguid="c77a96f8-67c4-4dbc-9bb0-68f5f0b2dd75" grcontextid="other:0">other</span> employment decisions.<o:p></o:p></div>
Judy Pearce at HR Resultshttp://www.blogger.com/profile/01998491988948357340noreply@blogger.com1tag:blogger.com,1999:blog-8615631193604577013.post-83889326249335456032012-06-19T11:47:00.000-07:002012-06-19T11:47:44.904-07:00If All Managers Aren’t Created Equal, Why Do We Treat Them As If They Are?<!--[if gte mso 9]><xml>
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<o:p> </o:p><span style="background-color: white;">Don’t think we do? Look at how we deliver
performance management training. We pretend that one size fits all. Wouldn’t it make more sense to match training
and development to specific abilities?</span></div>
<div class="MsoNormal">
<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Here are snapshots of three types of
managers who have vastly different training needs — along with practical training
suggestions matched to their particular needs. <o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<b>The Naturals & Near Greats<u><o:p></o:p></u></b></div>
<div class="MsoNormal" style="margin-left: .25in;">
<br /></div>
<div class="MsoNormal">
<i>How to Spot</i>: Everyone
knows a natural when they meet one. Enough said. The Near Greats are the ones you
catch reading the Harvard Business Review. Both kinds are rare and invaluable
individuals. Either they just get it intuitively — or they pride themselves on
figuring it out.</div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<i>Suggestions:</i> Why not
unleash the talents of these masters of employee motivation? Go crazy. Instead of requiring these superstars
to give annual reviews, simply encourage them to continue using the alternative
methods they’ve honed — which have already proven to get superior results.<o:p></o:p></div>
<div class="MsoNormal" style="margin-left: 4.5pt;">
<br /></div>
<div class="MsoNormal">
<b>The Clueless<o:p></o:p></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<i>How to Spot:</i> Clueless is a
harsh but accurate label for 1) Non- conversational English speakers<span class="msoDel"><del cite="mailto:Judith%20Pearce" datetime="2012-06-07T13:39">;</del></span>
<span class="GRcorrect" grphrase="8a05f6a8871d2d24dabfa33dbabb3c2392c8cbd2" grtype="null" id="GRmark_8a05f6a8871d2d24dabfa33dbabb3c2392c8cbd2_and:0">and</span> 2) Socially-challenged managers. Both have distinct problems but
they share one common trait—disastrous <span class="GRcorrect" grphrase="1a16416b1ff966430e64df7eab1dabfc46778c8e" grtype="null" id="GRmark_1a16416b1ff966430e64df7eab1dabfc46778c8e_results:0">results</span>. Some make stellar individual contributions but their expertise
doesn’t transfer to people who work with them. </div>
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<!--[if !supportLists]--><span style="font-family: Symbol; mso-bidi-font-family: Symbol; mso-bidi-font-size: 18.0pt; mso-fareast-font-family: Symbol;">·<span style="font-family: 'Times New Roman'; font-size: 7pt;"> </span></span><!--[endif]-->Language-challenged
managers star in the Silicon Valley version of “The Emperor’s New Clothes.”<span class="msoDel"><del cite="mailto:Judith%20Pearce" datetime="2012-06-07T13:41"> </del></span> Everyone simply ignores the language
barrier.<o:p></o:p></div>
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</span></span><!--[endif]-->Socially challenged managers typically can’t
read social c<span class="msoDel"><del cite="mailto:Judith%20Pearce" datetime="2012-06-07T13:41">l</del></span><span class="GRcorrect" grphrase="c53efd07323b60e5ec6e1b491f611ef0b776a090" grtype="null" id="GRmark_c53efd07323b60e5ec6e1b491f611ef0b776a090_ues:0">ues</span>. This kind of person isn’t
hardwired to understand team dynamics or individual motivation.</div>
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<br /></div>
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<i>Suggestions:</i> This special
group cries out for individual, one-on-one performance training. It’s a
glorious day for the company when these challenged managers “get it” through
individually nuanced preparation for the job.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<b>The Scoffers<o:p></o:p></b></div>
<div class="MsoNormal" style="margin-left: 4.5pt;">
<br /></div>
<div class="MsoNormal">
<i>How to Spot:</i>
Scoffers resist making any improvements in their methods. They refuse to acknowledge
that quality management is a job requirement. This <span class="GRcorrect" grphrase="471ddab471a9c1881014d8c08832561a6f451853" grtype="null" id="GRmark_471ddab471a9c1881014d8c08832561a6f451853_type:0">type</span> won’t even admit, for
example, that positive reinforcement is a proven management technique.</div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<i>Suggestions:</i><b> </b>I would tell this group that developing and
applying management skill is a condition of employment for managers. Then I
would start a special program — called “The Door”— for managers who
won’t do the job.<b><o:p></o:p></b></div>
<div class="MsoNormal" style="margin-left: .25in;">
<br /></div>
<div class="MsoNormal">
<br /></div>
<!--EndFragment-->Judy Pearce at HR Resultshttp://www.blogger.com/profile/01998491988948357340noreply@blogger.com0tag:blogger.com,1999:blog-8615631193604577013.post-8276999076012494102012-02-29T12:59:00.000-08:002012-02-29T12:59:21.220-08:007 Ways for Job Hunters to Avoid Daily Pokes in The Eye with Sharp Sticks<br />
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<span style="font-size: large;"><b><span style="font-family: Cambria;">Suggestion One: Appear Optimistic — Even When You're Not</span></b><span style="font-family: Cambria;">.</span><span style="font-family: Cambria;"></span></span></div>
<div class="MsoNormal" style="font-family: arial, sans-serif; text-align: -webkit-auto;">
<span style="font-family: Cambria;"><span style="font-size: large;"> How many times have you wondered what to say when asked: “How’s the job hunt going?” Here’s a hint. If you want to be successful in the recruiting process <u>never</u> publish negative results. Just say something offhand like “It’s promising” or “Lots of activity” and change the topic to another person. Bottom line: "Fake it 'Til You Make It."</span></span></div>
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<br /></div>
<div class="MsoNormal" style="font-family: arial, sans-serif; text-align: -webkit-auto;">
<span style="font-size: large;"><b><span style="font-family: Cambria;">Suggestion Two:</span></b><span style="font-family: Cambria;"> <b>Fruitful Networking Can’t Be All About You</b>.</span></span></div>
<div class="MsoNormal" style="font-family: arial, sans-serif; text-align: -webkit-auto;">
<span style="font-family: Cambria;"><span style="font-size: large;">When you make networking calls be sure you have topics for conversation reflecting the interests of the person you are calling. You’ll see that people are much more generous with their time and help when they are first asked to talk about themselves.</span></span></div>
<div class="MsoNormal" style="font-family: arial, sans-serif; text-align: -webkit-auto;">
<br /></div>
<div class="MsoNormal" style="font-family: arial, sans-serif; text-align: -webkit-auto;">
<span style="font-size: large;"><b><span style="font-family: Cambria;">Suggestion Three</span></b><span style="font-family: Cambria;">: <b>Master Social Media Recruiting — Even if You Hate the Idea</b></span></span></div>
<div class="MsoNormal" style="font-family: arial, sans-serif; text-align: -webkit-auto;">
</div>
<div class="MsoNormal" style="font-family: arial, sans-serif; text-align: -webkit-auto;">
<span style="font-size: large;"><span style="font-family: Cambria;">Today social media techniques are the norm in the Silicon Valley. It’s passé to make fun of tweeting, branding, and Internet self-promotion. Be conversant in social media even if it feels foreign to every fiber in your being.</span><span style="font-family: Arial;"></span></span></div>
<div class="MsoNormal" style="font-family: arial, sans-serif; text-align: -webkit-auto;">
<br /></div>
<div class="MsoNormal" style="font-family: arial, sans-serif; text-align: -webkit-auto;">
<span style="font-size: large;"><b><span style="font-family: Cambria;">Suggestion Four:</span></b><span style="font-family: Cambria;"> <b>Take Advantage of NOVA’s Job Seeker Center</b>.</span></span></div>
<div class="MsoNormal" style="font-family: arial, sans-serif; text-align: -webkit-auto;">
<span style="font-family: Cambria;"><span style="font-size: large;">The folks who pay out unemployment checks have a giant motive to offer effective classes on traditional and new job hunting methods at no cost. A huge benefit of these classes is that you are forced to make yourself presentable and get out of the house. </span></span></div>
<div class="MsoNormal" style="font-family: arial, sans-serif; text-align: -webkit-auto;">
<br /></div>
<div class="MsoNormal" style="font-family: arial, sans-serif; text-align: -webkit-auto;">
<span style="font-size: large;"><b><span style="font-family: Cambria;">Suggestion Five:</span></b><span style="font-family: Cambria;"> <b>Look on The Internet for Free Social Media Hiring Seminars</b> Usually vendors of larger ticket job hunting courses offer free introductory webinars designed to attract buyers of their bigger programs. Two representative vendors are <span style="background-image: initial; color: #3366ff;"><a href="https://recareered.infusionsoft.com/app/linkClick/43431/5bd4170af4186df5/5721775/cc3387cd2429d218" style="color: #1155cc;" target="_blank"><span style="color: #3366ff;">http://ResumeWebinar.com</span></a></span><span style="color: #3366ff;"> </span>a<wbr></wbr>nd<span style="color: #3366ff;"> <a href="mailto:greig@befoundjobs.com" style="color: #1155cc;" target="_blank">greig@befoundjobs.com</a></span></span><span style="color: #3366ff; font-family: Cambria;"></span></span></div>
<div class="MsoNormal" style="font-family: arial, sans-serif; text-align: -webkit-auto;">
<br /></div>
<div class="MsoNormal" style="font-family: arial, sans-serif; text-align: -webkit-auto;">
<span style="font-size: large;"><b><span style="font-family: Cambria;">Suggestion Six: Dive into LinkedIn</span></b><span style="font-family: Cambria;"> It’s the single best job searching tool and it’s free. There is a ton of free training available on Linkedin.</span></span></div>
<div class="MsoNormal" style="font-family: arial, sans-serif; text-align: -webkit-auto;">
<br /></div>
<div class="MsoNormal" style="font-family: arial, sans-serif; text-align: -webkit-auto;">
<span style="font-size: large;"><b><span style="font-family: Cambria;">Suggestion Seven</span></b><span style="font-family: Cambria;">: <b>See if you would benefit from an individual coach.</b></span></span></div>
<div class="MsoNormal" style="font-family: arial, sans-serif; text-align: -webkit-auto;">
<span style="font-family: Cambria;"><span style="font-size: large;">Once you are on LinkedIn you’ll see lots of recruiting discussion groups and lists of individual classes and coaches. I am a social media recruiter and coach. In addition to the basics I work with clients to achieve quick individual targeted results.</span></span></div>
<div class="MsoNormal" style="font-family: arial, sans-serif; text-align: -webkit-auto;">
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<span style="font-family: Cambria;"><span style="font-size: large;">Reach me at my email account: <a href="mailto:hrresults.pearce@gmail.com" style="color: #1155cc;" target="_blank">hrresults.pearce@<wbr></wbr>gmail.com</a> or by phone at <a href="tel:650-518-3027" style="color: #1155cc;" target="_blank" value="+16505183027">650-518-3027</a> to set up a 30 minute consultation at no charge. I write a blog about HR/legal issues including recruiting. <span style="color: blue;"><a href="http://judy-pearce.blogspot.com/" style="color: #1155cc;" target="_blank">http://judy-<wbr></wbr>pearce.blogspot.com.</a></span> </span></span></div>
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</div>Judy Pearce at HR Resultshttp://www.blogger.com/profile/01998491988948357340noreply@blogger.com2tag:blogger.com,1999:blog-8615631193604577013.post-83543697774802444122012-02-20T15:27:00.000-08:002012-02-20T15:27:13.124-08:00Finding a Job in Mid-Career: What’s it Most Like?<br />
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<span style="color: #500050; mso-bidi-font-family: "Times New Roman"; mso-bidi-font-size: 13.5pt;">A) A delightful opportunity for growth and change </span><o:p></o:p></div>
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<span style="color: #222222; mso-bidi-font-family: "Times New Roman"; mso-bidi-font-size: 13.5pt;">B) A piece of cake because of my rich uncle</span><o:p></o:p></div>
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<span style="color: #500050; mso-bidi-font-family: "Times New Roman"; mso-bidi-font-size: 13.5pt;">C) A daily poke in the eye with a sharp stick</span><o:p></o:p></div>
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<span style="color: #222222; mso-bidi-font-family: "Times New Roman"; mso-bidi-font-size: 13.5pt;">If you're like or you know some Silicon Valley
job hunters, you probably answered "C." <o:p></o:p></span></div>
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<span style="color: #222222; mso-bidi-font-family: "Times New Roman"; mso-bidi-font-size: 13.5pt;">I've got a list of ideas and services that
might help — some are free. The list is available at no charge. You are welcome
to share it. Email me, Judy Pearce,<a href="http://www.blogger.com/goog_1557366010"> </a><span style="color: blue; mso-bidi-font-size: 12.0pt;"><a href="mailto:hrresults.pearce@gmail.com">hrresults.pearce@gmail.com</a>.</span></span><o:p></o:p></div>
<!--EndFragment-->Judy Pearce at HR Resultshttp://www.blogger.com/profile/01998491988948357340noreply@blogger.com0tag:blogger.com,1999:blog-8615631193604577013.post-53446570389883525132012-01-05T11:18:00.000-08:002012-01-11T09:34:10.756-08:00Branding: It's Not Just for Cattle Anymore<br />
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<i>The New York Times</i> recently highlighted an ad inviting software engineers to join a company whose recruiting brand included a signing bonus of <b>"a years supply of Pabst Blue Ribbon Beer” </b>and a pair of<b> “skinny jeans.”</b></div>
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According to the <i>Times</i>, the hiring managers crowed at their results: Number of resumes submitted doubled. It's seems to me all this celebrating might have been a little premature. <o:p></o:p></div>
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While this ad generated more leads, the underlying message could be <b>“Only Skinny Drinkers Need Apply.”</b> My questions about this brand:<br />
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<li><span style="text-align: left; text-indent: -0.25in;">Did new hires arrive with a track record of producing results? </span></li>
<li><span style="text-align: left; text-indent: -0.25in;">What about hidden costs?—Downtime as new hires calculate how many beers they could drink and still fit into their skinny jeans?)</span></li>
<li><span style="text-align: left; text-indent: -0.25in;">Were highly qualified candidates put off by the tone of the brand?</span></li>
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Although I was dragged kicking and screaming into developing my own brand —“<b>A savvy HR pro who Brings Practical Insights to the Workplace” —</b>I am now a believer.<b> </b>As a recruiter, I coach companies and candidates that adopting a distinctive brand is key to hiring and being hired in the age of social media.</div>
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I helped a Silicon Valley biotech company develop their recruiting brand —“<b>Working with Smart People, Doing Cutting-Edge Work,” </b>The brand grew out of interviews with top performers who said the draw of the company was:</div>
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1.<span style="font: normal normal normal 7pt/normal 'Times New Roman';"> </span>Smart colleagues</div>
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2.<span style="font: normal normal normal 7pt/normal 'Times New Roman';"> </span>Challenging work<o:p></o:p></div>
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3.<span style="font: normal normal normal 7pt/normal 'Times New Roman';"> </span>No politics and no (what they called) “organizational BS.”<o:p></o:p></div>
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To avoid having this brand<b> </b>backfire by being read<b> </b>“<b>Prima Donnas and Curmudgeons Encouraged to Apply,” </b>I cautioned the company to include job requirements such as proven ability to work with teams and skill sets associated with product development in its job descriptions. <b> <o:p></o:p></b></div>
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<b>Tip: Be Sure Key Job Requirements for Success on the Job Match Your Company Brand!</b></div>
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</div>Judy Pearce at HR Resultshttp://www.blogger.com/profile/01998491988948357340noreply@blogger.com0tag:blogger.com,1999:blog-8615631193604577013.post-5020337748042691512012-01-05T11:11:00.000-08:002012-01-05T11:21:04.661-08:00<br />
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<b style="font-family: Calibri; text-align: left;">HR Attorney and Consultant</b><b style="font-family: Calibri; font-size: 12pt; text-align: left;">, </b><span style="font-family: Calibri; font-size: small; text-align: left;">private employment law and litigation practice, September 1, 1990 to present.</span></div>
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<b><span style="font-family: Calibri;">Intel Corporation, Santa Clara, CA Human Resources Attorney, April 1988 - September 1</span><span style="font-family: Calibri; font-size: large;">,</span></b><span style="font-family: Calibri; font-size: 16px;"> 1990</span><span style="font-family: Cambria; font-size: 16px;">. Provided legal advice on day-to-day employment issues for 200 domestic human resources professionals and for operations managers on all domestic sites.</span></div>
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<span style="font-family: Cambria;"><o:p></o:p></span><b><span style="font-family: Calibri;">Wilson, Sonsini, Goodrich & Rosati, Palo Alto, CA Labor/Litigation Associate, June 1986 - July 1987 </span></b><span style="font-family: Cambria; font-size: 16px;">Advised emerging companies on employment/HR legal issues and litigated employment, acquisition and trade secret disputes.</span></div>
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<b><span style="font-family: Calibri;">Gibson, Dunn & Crutcher, San Jose and Century City, CA Labor/Litigation Associate, August 1981 - May, 1986</span></b><span style="font-family: Cambria; font-size: 16px;">Litigated claims of wrongful termination,<span class="msoDel"><del cite="mailto:Mark" datetime="2011-07-07T20:36"></del></span>discrimination and employee benefit coverage.</span></div>
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<b><span style="font-family: Calibri;">Education<span class="Apple-style-span" style="font-size: medium;"> </span></span></b><i style="font-size: 16px; text-align: left;"><span style="font-family: Cambria; font-size: 12pt;">University of Minnesota Law School,</span></i><span style="font-family: Cambria; text-align: left;"> JD (cum laude) Managing Editor, Minnesota Law Review, <i>University of Wisconsin,</i> B.A, (Awarded University Prize for Initiative & Efficiency), <i>Barnard College</i>.</span><span style="font-family: Cambria; font-size: small; text-align: left;"></span></div>
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</div>Judy Pearce at HR Resultshttp://www.blogger.com/profile/01998491988948357340noreply@blogger.com0tag:blogger.com,1999:blog-8615631193604577013.post-89195216235521066962012-01-03T17:51:00.001-08:002012-01-17T11:11:38.885-08:00Had Enough of Facebook Already? Brace Yourself at Work<br />
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What a surprise! The Wall Street Journal reports that "youthful" entrants to the workplace don't like year-end performance evaluations! Of course that's not a surprise — no one, young or old, likes them.<br />
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What is surprising is the introduction of alternative feedback systems specifically calculated to make the social media generation happier. It's certainly not surprising to find instant performance evaluation software looks and feels alot like Facebook.<br />
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Just like Facebook, instant feedback software allows authorized coworkers and managers similar to "friends" to write on your page. Employees can get and give performance feedback to one another at any time. Comments can be made by selecting among familiar Facebook icons and badges such as "Thumbs up" or "Like" or "Unhappy Face." Words, though permitted, aren't required.<br />
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The program gives managers an annual report for each subordinate detailing all of the happy and unhappy icons clicked by co-workers. Software allows the comments to be transferred to a performance evaluation form typically used in salary and stock recommendations.<br />
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Perhaps I exaggerate the dearth of business value I find in assigning instant badges and symbols to complex hi-tech employment. Yet I still wonder:<br />
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Can we give one another feedback at work on matters more complex than "Angry Birds?" What do you think?<br />
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<br />Judy Pearce at HR Resultshttp://www.blogger.com/profile/01998491988948357340noreply@blogger.com0