Take is Take Your Child to Work Day. Or Take You Sons and Daughters to Work Day. Or whatever. Regardless, I’m not falling all over myself to do it. Granted, my kids would love to go to work today with their father, who is in Sri Lanka today, but their mean parents refused to pay for the plane tickets.
Personally, I think if you’re going to do a take your kids to work day, it should be done in July when no kids are in school. I’m pretty curmudgeonly when in it comes to pulling kids out of school, though, so you can disregard me. And you probably do, as many companies participate in this day of pulling kids out of school to come to work with mom or dad and do what exactly?
And that’s my point. If you’re going to have your kids miss school, let’s at least do this right. Your company probably has activities and games and talks about the interesting things that go on in the company. That’s all fine and good, but here’s what you should be doing.
To keep reading, click here: Take Your Child to Work Day: You’re Doing it Wrong
Marijuana is big business and big news. Presidential Candidate Hillary Clinton announced that she’d support medical marijuana, Whoopi Goldberg is starting a businesswith THC laced edibles marketed to women, theoretically for menstrual pain, and the FDA greenlighted double-blind trials for marijuana as a treatment for PTSD.
So, marijuana doesn’t look like it’s going anywhere soon, and it might have landed in your breakroom. And in some cases, the company even put it there. Good idea? Bad idea? Flat out, as an HR person, I’d tell you that you don’t want any mind altering substance (other than caffeine, and even that has some questionable effects) available on your property. Whether you allow your employees to drink alcohol or smoke marijuana or partake in Whoopi’s new PMS treats, you’re putting your company at risk.
If an employee gets in her car and crashes into someone else after getting high at work, the lawyers will be looking at your pockets.
To keep reading, click here: Should You Have Weed in Your Breakroom?
We talk a lot about diversity, in HR, and we have all sorts of programs and measurements in place. Many businesses are even subject to Affirmative Action Reporting, where you have to declare to the federal government the racial and gender makeup of your staff.As a result, many businesses proudly proclaim that not only are they Equal Opportunity Employers but that they are sensitive to all different cultures.
But, just a question: What do you know about the average white American? Is this an important group? You bet. If you want your product to sell well, you’ll need to market properly and design products that appeal to this group as well as other groups. If you’re white yourself, you may assume you understand what the average white American is thinking, but you may not. You may live in a bubble.
Political Scientist, Dr. Charles Murray, studies white America and the concept of bubbles-how people are insulated from groups other than their own. He found that if you live in certain zip codes, you’re very likely to be a born and raised bubble person without much contact with the average white American. Did you grow up in New York City? San Francisco? Silicon Valley? You’re likely very “bubbled.”
To keep reading, click here: What Do You Know About White People?
Let’s say your boss pinches your behind and makes crude comments about your skirt length.
This is textbook sexual harassment, so you decide to sue.
The good guy always wins, right? One might hope, but it’s not that always that simple.
Let’s go through what you can expect to happen in this scenario and others like it.
First, Find a Lawyer
Don’t make the mistake of hiring the guy who helped you with your divorce, real estate closing, or even your brother-in-law who totally knows about sexual harassment because he’s a prosecutor and that’s illegal, and he’s up on all that. I’m sure all of these people are perfectly nice people and probably even smart and capable. But, did you know that employment law isn’t even covered on the multi-state bar exam?
Really. The multiple choice section covers civil procedure, constitutional law, contracts, criminal law and procedure, evidence, real property, and torts. While those are helpful for the employment lawyer, it’s not exactly a topic your real estate lawyer studied heavily.
To keep reading, click here: What Happens When You Hire an Employment Lawyer?
Often, organizations consider outsourcing in response to business transformations an unpleasant choice, but that doesn’t have to be the case. The idea that other people are needed to handle responsibilities might be the best — or only — way to handle growth.
It’s easy to become over-extended as you expand, and it’s important that the C-suite’s energy is focused on maintaining the organization’s core functions. The in-house team of experienced leaders, managers and employees can handle core functions, but many other tasks can be effectively handled by outside sources.
Of course, the decision to outsource and the transition should be handled with care, so here are three tips to guide your strategy.
1. Look for an Outsourcer That Will Grow With You
You should consider an outsourcer that will be able to handle your workload not only now, but also several years down the line. When it comes to Human Capital Management, there are many questions to consider. For instance, do you have a unionized workforce, which can mean different benefits packages that must be managed? Then you need someone with the capabilities to handle multiple plans seamlessly. Does every location have the same pay scales, or do they differ? If you’re located across multiple states (or intend to expand into multiple states), can this outsourcer ensure compliance with all state laws?
To keep reading, click here: Outsourcing in Response to Business Transformations: 3 Tips for Success
As soon as you hire your first employee, you need HR knowledge. As the number of employees at your company grows, you’ll need a whole HR team. That may sound ridiculous to a business leader looking to save on costs: After all, if you have 50 employees under your roof, it makes no sense to have five HR people running around, does it? But believe it or not, you really do need all areas of human resources covered as your company grows, even if you’re miles away from the enterprise level. Let’s investigate how a full HR department can positively impact your business, as well as look at creative ways to form that HR team — even if you can’t afford to hire an HR generalist.
Did you know that you can’t dock the pay of an exempt employee? Did you know that, if an employee complains to you that she has chronic migraines and you don’t offer FMLA coverage, you could be held liable (if you have 50 or more employees)? Did you know that you can’t offer comp time in lieu of overtime pay for a nonexempt employee? Having someone who’s on top of these laws helps protect your business from lawsuits and ensures that your employees are compensated fairly.
To keep reading, click here: Building a New HR Team Without Breaking the Bank
When you hire someone, that person should already have the requisite skills to help you fill a need. But, like most companies, you’re probably not used to educating employees beyond the typical onboarding process and training for their position. While every business understands that most new hires don’t come perfectly equipped for their new role, it’s certainly fair to expect that they’re ready to learn and develop within their position.
But what about development that goes beyond their basic role? While it shouldn’t be seen as a requirement for every member of your workforce, the furthering of your employees’ abilities beyond their basic job descriptions offers your company more flexibility. Here’s how to focus on educating employees with an eye on the long term, all while maintaining productivity with regular duties.
Tackle Weaknesses Head On
A weakness could pertain to a specific individual or be something that is lacking company-wide. Maybe your marketing department needs support, or you require better technical skills within a certain department, or it could be as simple as one area having no backup. Whatever that weakness may be, that’s the area of education you should prioritize.
To keep reading, click here: Educating Employees to New Heights Can Lead to Company-Wide Benefits
Some people just walk into a room, and every eye and ear are immediately tuned into them. Is it magic? Doubtful. In reality, that person has worked hard over the years to gain the respect of the people who work around him. You can gain respect as well. Here are eight secrets about how to become respected at work.
Follow the Rules
Sure, on television, it’s always the rogue cop or the office worker who pushes the limits that win the rewards and praise. In real life, it’s the person who does what they are supposed to do. This is especially important if you’re the boss.
The boss who slacks off, comes in late, leaves early and spends more time shopping online than working won’t engender respect. While the effect of rule following isn’t as strong among peers, it still plays a critical role. People don’t respect people who don’t respect the rules.
To keep reading, click here: 8 Ways to Gain Respect from Your Coworkers
Last summer the Department of Labor released a new proposal for a change in overtime laws. Significantly, regardless of job duties, employees will have to earn
$50,440 per year before they can be considered exemptfrom overtime. The change hasn’t been implemented yet (the proposed date is September 2016), but business owners are already in a panic.
Why? The previous threshold was only $23,660, so this throws a lot of jobs–an estimated five million, in fact–into the pot. This is a huge deal and will cause lots of problems for business owners and employees alike. Guess who just figured it out?
Congress. And boy, are they not happy. Walter Olson, atOverlawyered, pointed me toward statements by some congressmen that they are panicked about the new rule.
For example, Rep. Alcee Hastings (D-Fla) says, “We don’t have a set-hour kind of situation here; some kids work 12, 14, 16 hours a day, weekends, and I feel terrible that I cannot afford to give raises to the staff.”
Rep. Hastings, I’m sitting here crying buckets of tears for you. Buckets, I tell you. He continued, “I don’t see how we could pay overtime” for the “17 or 18 people that each of us is allowed to have–that’s problematic for me.”
To keep reading, click here: Congress Realizes New Overtime Rules Stink
We are a mid-sized nonprofit with a three-tiered structure. We are hiring for a new senior marketing position, and I decided to go with CMO for the title to help recruit a rock star from within our industry to potentially serve as my No 2. My director of fundraising, who I personally recruited four years ago, wants her title changed to Chief Advancement Officer for parity. She does good work but in my mind is not C-level material. I don’t want to demotivate or lose her, but I do want to be honest. I also don’t want to connect the two issues – hiring a new lead marketing director with a job title change for the development director.
To read the answer, click here: Dilemma of the Month: Saying ‘No’ to New Titles