Summer time means the interns are in full bloom.

If there’s one or more at your office, you may be managing them.

Even if you’re an experienced manager, managing an intern can be a different task.

Here are some tips for managing an intern.

Paid or Unpaid?

If your intern is unpaid, there are very strict rules about what she can or cannot do. While many, many companies break the law in this area, the government has been cracking down.

If you are a for-profit business (non-profits are different) here are the conditions that you must meet in order to not pay an intern:

To keep reading, click here:  Intern Season is Around The Corner: How to Manage an Intern

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Every company wants high productivity. Some companies go to great lengths to figure out to hire people that work well together and put all sorts of perksin place to make people happier at work. Awesome.

But, it turns out there is one thing that Google found influenced productivity more than anything else: Psychological Safety. Charles Duhigg, the author of Smarter, Faster, Better and Laszlo Bock, senior vice president of People Operations at Google, were onFreakonomics last week and explained:

DUHIGG: What matters isn’t who is on the team. What matters is how the team interacts.

BOCK: So, we were surprised that these things that everybody kind of says matter ended up not mattering. For example, the most important attribute of a high-performing team is not who leads it or who’s on it or how many people or where it is. It’s psychological safety.

To keep reading, click here: The Single Most Important Thing You Need for a Productive Team

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I have an hourly employee who I cannot get to stop working off the clock. It’s particularly an issue if he is out sick, but I regularly notice that he is working or has worked during off hours. I’ve asked him to only work while on the clock, but the problem persists. I think he’s trying to be helpful, but I’m worried about our liability on the matter and am unsure how to address it with my employee.

To read the answer, click here: Dilemma of the Month: Hourly Employees Working Off the Clock

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Firing an employee is never easy, but making the right termination decisions is critical for the success of your business. When someone is damaging the business rather than helping it, it’s time to let that person go. Here are some key steps to making sure the firing process is done properly, paying proper respect to the employee in question and also making sure your business is compliant with any legal aspects of the decision.

Use Progressive Discipline

In the United States, all states but Montana have at-will employment. This means you can fire someone with no notice. Generally, however, this is not best practice. If the termination is for poor performance or even rude behavior, put the employee on a performance improvement plan (PIP) first. This is a formal document that states the problems and the requirements for success.

When writing a PIP, be specific. Set clear goals, such as “complete the following five reports on time,” as opposed to “turn work in on time.” To use another example, state that you want the employee to “arrive at work by 8 a.m. each morning,” not simply to “be on time.”

To keep reading, click here: Firing an Employee: Navigating a Touchy Process the Right Way

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10 Things Every Working Mom Needs

by Evil HR Lady on May 3, 2016

With Mother’s Day just around the corner, husbands and children are thinking of presents for wives and mothers. Just what does a working mom want for a mother’s day present?

Well, probably not these things, unless your wife/mother loves practical gifts. Some moms love practical and some moms want jewelry. I assume you know what the mother in your life wants and if not, ask. But, these are things that every household needs-even if it’s dad who does the cooking.

When you’re working and managing a family, you want things to make the life part of work-life balance run smoothly. These are guaranteed to help.

1. Crock-Pot or Instant Pot

These are two separate items that are actually the opposite of each other-but they serve the same purpose, dinner on the table, easily. With theCrock-Pot (or slow cooker) you dump everything in the pot before work in the morning, turn it on and come home to a delicious dinner. With theInstant Pot, you can dump everything in when you get home and in a half an hour, it’s ready to go. (The Instant Pot also does have a slow cooker function, but I swear by my Crock-Pot.)

To keep reading, click here: 10 Things Every Working Mom Needs

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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

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Should You Have Weed in Your Breakroom?

by Evil HR Lady on May 2, 2016

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?

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What Do You Know About White People?

by Evil HR Lady on April 29, 2016

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?

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What Happens When You Hire an Employment Lawyer?

by Evil HR Lady on April 28, 2016

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?

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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

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