HRCoach

Age Discrimination in Florida on the Rise

2009-05-29T21:12:00.004-04:00

The following article is from FCHR Commissioner Mario Valle of Naples. This article covers the recent increase in age discrimination cases seen by the Florida Commission on Human Relations, and how employers can ensure discrimination-free workplaces.

Did you know that May is Older Americans Month?

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Age Discrimination in Florida is on the Rise
Unfortunately, older Americans often face discrimination and stereotyping in the workplace. In addition to being viewed as senile, seniors are often thought of as generally incompetent, suffering from physical disabilities, lacking in technological skills, and unable (or unwilling) to learn new things.
As the state agency which enforces the state’s civil rights laws, we are all too aware of the discriminatory actions which continue to plague our seniors. In fact, the number of age discrimination cases closed by the Commission has increased every year since 2004. During the 2007-2008 fiscal year, 20% of employment complaints closed by the Commission were based on age discrimination. The Equal Employment Opportunity Commission (EEOC) has reported that age-discrimination allegations by employees are at a record high, jumping 29% to 24,600 filed in the year ended Sept. 30, up from 19,103 in 2007.
It is important for businesses to realize that a workforce of individuals from a variety of age groups can be very beneficial. Older workers have years of experience that can be used to teach and mentor younger, less experienced workers.
Managers and business owners should find ways to work with their employees by learning how to communicate across generations, allowing for collaborative decision making, creating a support system that will allow employees to openly talk about issues they may be facing, and utilizing team building exercises to create unity among staff members. Most importantly, business owners and managers must stay abreast of Florida’s anti-discrimination laws and implement sound workplace policies to ensure fair treatment for all.
Lets work together to ensure that Florida’s businesses, and seniors, thrive! For more information on age discrimination, please visit the Florida Commission on Human Relations’ web site at http://fchr.state.fl.us/.
- Commissioner Mario Valle (Naples)

Small Business: The Economic Backbone of Central Florida

2009-05-22T15:10:00.003-04:00

Below is an article from the Office of Congresswoman Suzanne Kosmas in the 24th District, Florida. I hope you find it informative.

Small Businesses: The Economic Backbone of Central Florida
Congresswoman Kosmas believes that small businesses are the engines for job creation in Central Florida and we must do all that we can to support them through these difficult economic times.
The state of Florida has been hit hard by rising unemployment. In 2008, Florida suffered the second worst job loss of any state with more than 255,000 jobs lost. As of February, Florida's unemployment rate was 9.4%.
The American Recovery and Reinvestment Act will jumpstart the economy by cutting taxes for 95% of American workers and providing tax incentives for small businesses to encourage new job-creating investments.
The tax relief and recovery package also provides entrepreneurs and lenders financial relief from the current economic crisis that will help encourage borrowing and lending to all small businesses, including start-ups. It also offers businesses access to the capital and the tools they need to drive economic recovery and to create and retain jobs, helps unlock credit markets for small businesses, and temporarily eliminates some loan fees for borrowers and lenders.
This legislation is an important first step toward revitalizing our economy, but Congresswoman Kosmas will keep fighting to support small businesses so they can create jobs and invest in our community. Below are some facts about what the American Recovery and Reinvestment Act means for small businesses.
Increasing Access to Loans Backed by the Small Business Administration
· $375 million for temporarily eliminating fees on SBA-backed loans and raising SBA's guarantee percentage on some loans to 90 percent. The elimination of fees, announced on March 16, will remain in effect until the end of the calendar year or until the funding is exhausted. The elimination of fees is retroactive to the day the American Recovery and Reinvestment Act was signed into law.
· $255 million for a new loan program that will provide up to $35,000 in interest free loans to help small businesses meet existing non-SBA debt payments.
· $30 million for expanding SBA’s Microloan program, enough to finance up to $50 million in new lending and $24 million in technical assistance grants to microlenders
· $20 million for technology systems to streamline SBA’s lending and oversight processes
· $15 million for expanding SBA’s Surety Bond Guarantee program
Tax Incentives to Create Jobs and Spur Investment

· Allows businesses to improve cash flow by providing a 5-year carryback of net operating losses (NOLs). This would allow businesses to write off 90% of losses incurred in 2008 and 2009 against taxes assessed over the previous five years (current law limits NOL carryback to the previous two years). This would not be available to companies that have benefited under the TARP.
· Helps businesses quickly recover costs of new capital investments by extending the increased bonus depreciation for businesses making investments in new plants and equipment in 2009.
· Extends small business expensing by doubling the amount that small businesses can immediately write off on their taxes for capital investments and for purchase of new equipment in 2009 to spur small business investment.
· Provides small businesses with relief by repealing the onerous 3% withholding tax on payments to government contractors.
· Provides incentives to create new jobs with business tax credits for hiring recently discharged unemployed veterans and youth that have been out of work and out of school for the 6 months prior to hire.
· Temporarily extends ability for business to accelerate the recognition of a portion of their historic AMT or research and development credits in lieu of bonus depreciation.
· Improves small business capital gains legislation by increasing the exclusion for individuals on the gains from the sale of certain small business stock from 50% to 75%.
· Reduces the 2009 required estimated tax payments for certain small businesses
· Temporarily reduces the S Corporation built-in gains holding period from 10 years to 7 years for asles occurring in 2009 and 2010
· Repeals a Treasury Department Notice that prevented taxpayers that acquire companies from claiming losses that were incurred by the acquired company prior to the taxpayer’s ownership of the company
· Clarifies the treatment of certain ownership changes in the Economic Stabilization of Act 2008

Tax Incentives for Renewable Energy and Energy Efficiency to Spur Energy Savings and Create Green Jobs

· Three-year extension of the production tax credit (PTC) for electricity derived from wind (through 2012) and for electricity derived from biomass, geothermal, hydropower, landfill gas, waste-to-energy and marine facilities (through 2013).
· Permits businesses that place new facilities in service during 2009 and 2010 to claim either a 30 percent investment tax credit (ITC) instead of the production tax credit, or apply for a grant of up to 30 percent of the cost of building a new renewable energy facility from the Energy Department. These provisions will help speed up investment in new facilities and will address current renewable energy credit market concerns.
· Establishes an enhanced R&D tax credit for research expenditures in the fields of fuel cells, battery technology, renewable energy, energy conservation technology, efficient transmission and distribution of electricity, and carbon capture and sequestration, in 2009 and 2010.
· Increases incentives to install pumps that dispense alternative fuels including E85, biodiesel, hydrogen, and natural gas. More alternative fuel pumps are needed for consumers who are seeking to fill up flex-fuel and alternative fuel vehicles.
· Repeals subsidized energy financing limitation on the investment tax credit in order to allow business and individuals and individuals to qualify for the full amount of the investment tax credit even if such property is financed with bonds or through any other subsidized energy financing
· Removes the dollar limitation on certain energy credits to ensure that eligible properties would be eligible for an uncapped 30% credit.

Know Your Value

2009-03-26T21:16:00.002-04:00

More than ever before, both job seekers and those who wish to remain employeed need to know and communicate their value to the organization.

Take time to know yourself. What do you bring to the table?

Ensure you have a clear definition of your value proposition and assessment of worth. Once you have details then you need to know how to clearly communicate it.

Management is looking for highlights of success. If you have accomplished something once, you are more likely to do it again.

No matter what your skill, job or background, make sure you have quantified your results. Quantitative numerics work the best. Like the saying, "if you measure it, you can improve it."

Examples of quantifible successes are:
• Increased revenue by ____
• Drove efficiency by ____
• Improved employee production by ____
• Increased client satisfaction by _____
• Improved X number of processes, improving profitability by _____

If you successfully define your value to the organization, you are prepared to gain the most. it may be in compensation (base, signing bonus, stock, benefits, relocation,
perks, etc) or it may be that your position is saved from this round of layoffs.

If you cannot define your value proposition, be prepared for the
employer to assess your value much lower than you wish, thus lowering your market ability and compensation.

Do you want to be the Most Admired company?

2009-03-23T17:59:00.003-04:00

How does your company compare to Fortune's Most Admired Companies?

I find this annual listing is great to use to:

benchmark your company practices against
recruit talented

Companies are ranked on nine aspects:

Innovation
People management
Use of corporate assets
Social responsibility
Quality management
Financial soundness
Long-term investment
Quality of products/services
Global competitiveness

You can find the top admired companies by industry and by state.

Check the list out
http://money.cnn.com/magazines/fortune/mostadmired/2009/index.html

2009-03-22T15:11:00.001-04:00

Source of Help with Paying for College

2009-03-22T14:47:00.002-04:00

Saving for your college has gotten more difficult during these economic times. Here is one way to do so while you or your family go on with your everyday life. Upromise is a one-stop college service provider that helps families earn, save and pay for higher education.

With Upromise, families can automatically save money for college while making everyday purchases at grocery and drug stores, gas stations, restaurants, retail stores and online shopping sites. Upromise’s partners include Citi, ExxonMobil Corporation, McDonald’s, JCPenney.com, LandsEnd.com, Sears.com, and hundreds of others. Join now

Benefits of a Upromise membership:
• Earn college savings through eligible everyday spending.
• Start a college savings plan± and save money on taxes.
• Learn about ways to pay for college.
• Receive special discounts, bonuses, and money-saving offers.

5 Tips for Helping Employees Cut their Benefit Costs

2009-03-21T17:25:00.004-04:00

Have you communicated recently to employees about their opportunities to cut benefit costs?

1. Practice prevention: Be healthy- take advantage of wellness programs, maintain a healthy weight and exercise regularly.
2. Seriously look at the health insurance options: Look at a high deductible plan. Before you make the decision, keep track of your medical expenses. Know what you have spent; your copays and deductibles as well as what the insurance covered. You don't want to switch and find out you have more out-of-pocket costs.
3. Cut the cost of prescription drugs: Prescription costs can eat up a large portion of your budget. Try ordering your prescriptions through the mail, using a traditional or online pharmacy. You can also ask your doctor to recommend a less-expensive generic drug. Take advance of the $4 and $10 copays offered by Walmart, Target and other pharmacies. You may also be able to deduct certain medical expenses at tax time; but you need to keep the receipts.
4. Check your medical bills: Check out your medical charges, make sure that you are being charged for appropriate services. It may save your money as well as the company. Check to see if your employer gives you an incentive for finding errors. Some employers will split the savings with you.
5. Get to know your health insurance policy: It may cover more than you think. Insurance companies often provide benefits designed to help you stay safe and healthy. Take advantage on it- you may receive discounts on vitamins, alternative medicines, and health club memberships, vision benefits. Also be aware of the additional costs if you go to the ER and are not admitted.

Gambling is not a solution to Economic Woes

2009-03-01T22:53:00.001-05:00

The impact of compulsive gambling can be debilitating. It can affect public safety, impact family, friends and employers. Results of problem gambling can include: physical violence, emotional abuse, legal and financial costs. Unfortunately, statistics show that there is a growing number of Floridians involved in illegal activities due to problem and compulsive gambling.

There is help out there. Employers can become involved with The Florida Council on Compulsive Gambling (FCCG) at no charge. The organization provides materials free of charge.

Increase awareness:

Post information or a banner on your company website
Share information through a newsletter article
Distribute FCCG materials
Have an FCCG representative come to your company and speak
Encourage Employee Assistance Programs to screen employees for gambling problems

You can receive a FREE toolkit on problem gambling in the workplace, or call a confidential phone line at 1-888-ADMIT-IT (available 24 hours a day).

Helpline Specialist make referrals to local resources depending on the callers needs and circumstances. Services include:

Self-help groups
Professional treatment options
Financial counselors
Legal assistance

Undetected and untreated, a gambling problem can eventually turn a valuable employee into a liability. Some signs to look for include:

Lost time and productivity
Arguments from gambling losses or borrowed money
Theft of company property
Embezzlement or misappropriation of funds
Misuse of company property
Turnover

For more information go to the website http://www.gamblinghelp.org/

Simple Truths - Need Inspiration?

2009-02-15T19:02:00.000-05:00

Should I get an MBA?

2009-02-15T17:01:00.001-05:00

Author: Jodi Fannin

As a Recruiter and former Corporate Director of Recruitment for a very large health care organization I am often asked for career advice. A few weeks ago a business acquaintance posed an interesting question to me regarding going back to college, mid career, in today tumultuous work environment. The outline of the conversation is below.

I have a few professional questions for you... If you have time and don’t mind, I’m considering getting an MBA. Although at this time I have a good job that I love, which appears to be secure, with a stable company, I am wondering how much value your MBA has provided you and where did you get yours? I’m considering an Internet program do you have any advice or suggestions? My response required some thought.

Looking back to 1992, when I received my Masters Degree from Nova University (know today as Nova Southeastern University), the economy was good, life was good and with any career, the sky was the limit. With hard work and drive you and your income could be whatever you wanted it to be. With that attitude I gladly invested in an MBA, went to school nights and weekends, graduated two years later and could not be more happy or proud of myself.

If I had been asked this same question a few years ago, or even last year my advice would have been go for it! Knowledge is always a good investment and you can’t go wrong… Today, I must admit that is not the case and I responded by saying.

My MBA opened doors and no doubt attributed to my career success. Although, experience is truly the key when companies are hiring and the MBA is secondary, and a bachelor’s degree is a minimum standard for upward mobility.

That being said, I am a believer that he who has the knowledge wins and I prefer being over educated than under when compared to a competing candidate in the market today. It has given me a leg up in the corporate world as, most CEO’s/COO’s are not accustomed to Recruiters or a Corporate Director of Recruitment having an MBA and having the ability to understand financials and market impact.

The real question is what you would do differently if you had a MBA… Is this a personal desire? Do you need it to continue working where you are? Would you seek a different role? Field? Company? Would you receive a promotion? Would you get paid more? The bottom line is the return on the investment, personally and monetary. Will you make more money with the MBA and/or is this a personal goal, these are the ultimate questions you may want to think about. If you plan on staying where you are, and the answer is no to the above questions, I may not want to spend the additional money in today’s market, unless of course you have tuition reimbursement that you would like to take advantage of, or a burning desire to go back to school.

If I were considering going for additional advanced education today, I would pursue an online degree for convenience and pace. I know many who have done this and been very happy. Of course U of F is a wonderful school.

I hope this helps. I have never been sorry I spent the money on an MBA or my education, but looking back and considering today’s market, I think we all should have gone into nursing!

Let me know if I can answer any more questions - Jodi

Tips for Insuring Your Jewelry

2009-02-15T11:11:00.003-05:00

Two friends were victims of the rash of recent break-ins we've had. Fortunately, neither were hurt physically. Unfortunately they lost, TV's, cameras, ipods, video games and family jewelry. They were both emotionally devasted by the loss. Although insurance will not bring your things back or your sense of security, somehow, it may provide a sense of validation.

We buy health insurance, home owners and renters insurance, car insurance. Why not protect the cherished family heirloom, a diamond engagement ring or a new watch? Consider protecting your investment with insurance. It’s important to know your options when it comes to insuring fine jewelry (including family heirlooms) against theft, damage or loss. The National Association of Insurance Commissioners (NAIC) offers the following tips for evaluating your insurance options for covering your jewelry.

Find Out What Coverage You Already Have
With most homeowners and renter’s insurance policies, jewelry is often included as a type of personal property you can insure. However, the coverage might not be enough. Even if your policy allows you to insure jewelry, many policies set a limit on the amount of coverage and might not protect against all incidents. Given the sentimental value of certain jewelry, consumers need to be covered in all situations.
Homeowners and renter’s insurance policies have a maximum coverage limit for the combined value of all of your jewelry, and this limit might be only a fraction of the value of your item(s). Most policies will protect against theft; however, you also might be able to protect against damage or loss. Review your policy or check with your insurance agent to find out the scope of your current coverage. If it is insufficient, purchase a separate policy for the item or add an endorsement onto your existing policy. You should also talk with your insurance agent or company about how a jewelry loss would affect your existing insurance premium. If it would increase your premium, it might make sense to purchase a separate policy.

Have Your Jewelry Appraised and Documented
To ensure you have the right amount of coverage, you need to determine the value of your items. In many cases, insurers will require an appraisal as a condition for providing coverage for your jewelry. Some jewelers provide an appraisal with your purchase that you can use for your policy; however, these appraisals can be inflated, so you might want to consider getting an independent appraisal. It is also a good idea to have your jewelry re-appraised periodically to ensure accurate coverage. You should also keep photos of each item and a copy of the appraisal in your home inventory in case you need to file a claim.

Know All the Factors That Affect Your Coverage
The dollar value of the item has the most influence on your premium and deductible, which is why an accurate appraisal is important. The dollar value is generally the risk factor that insurers use to determine how much to charge for jewelry coverage. However, for very expensive pieces of jewelry, whether you have secure storage for your item and how often the item is worn might also affect your policy. Items that are worn daily, such as wedding and engagement rings, carry more risk due to more exposure to loss or damage. Items worn only on special occasions statistically will have less risk of theft, damage or loss. Although dollar value affects the premium cost the most, your insurer might also take into consideration these other factors. Don’t forget to ask if you qualify for discounts if you have a home safe, an alarm system or safety deposit box.

Things to Consider When Choosing Your Policy
Shop around for the best coverage for your items. Ask about options, such as not having a deductible for jewelry, to help evaluate your choices. Double-check to ensure your policy covers theft, loss and damage. Find out if the coverage applies worldwide or if it is limited to domestic incidents. Know the difference between replacement coverage and actual cash value coverage. Replacement coverage replaces the item with a similar piece of jewelry that is equal in value. Actual cash value coverage provides a cash amount equal to the value of your item as agreed upon in your policy.

Check Out the Company
Once you think you know which policy will provide the best coverage for you, check out the insurance company. For help with your research, consult the NAIC’s Consumer Information Source (CIS) to review the company’s financial and claims history. Go to https://eapps.naic.org/cis/ to use this free resource.

Stop. Call. Confirm.
If you are unsure about the insurance company or agent you are dealing with, STOP before signing any paperwork or writing a check; CALL your state insurance department — easily reached by phone; and CONFIRM the company or agent offering insurance is legitimate and licensed in the state. Go to www.naic.org/state_web_map.htm for a link to your state insurance department’s Web site.

Get More Information
If you have questions or are confused about your insurance policy, you can seek the help of your state insurance department. Visit http://www.naic.org/ to find answers to your questions or to find contact information for your state insurance department. For more information about auto, home, life and health insurance options, as well as tips for choosing the coverage that is right for you and your family, visit http://www.insureuonline.org/.
1Sources: Diamond Information Center and Chief Financial Officer Alex Sink's Consumer eViews 1-877-MY-FL-CFO

Wage Garnishments - Rights and Responsibilities

2009-02-08T18:33:00.003-05:00

With the economy as it is, employees and small employers are faced with more wage garnishments than ever before. Questions are arising about what their rights and responsibilities and where to quickly get answers.

Wage garnishment occurs when an employer withholds the earnings of an individual for the payment of a debt as the result of a court order or other equitable procedure. You may not garnish wages unless directed by the court. The wage garnishment can be for child support or a previous debt owed by the employee. But what does this mean for the employer? Can an employer be held liable for not garnishing pay or garnishing too much of an employee’s pay?

Title III of the Consumer Credit Protection Act (CCPA) protects employees earnings that may be garnished in any workweek or pay period by limiting the amount of to the lesser of 25 percent of disposable earnings or the amount by which disposable earnings are greater than 30 times the federal minimum hourly wage prescribed by Section 6(a)(1) of the Fair Labor Standards Act of 1938. This limit applies regardless of how many garnishment orders an employer receives. The federal minimum wage is $6.55 per hour effective July 24, 2008 and $7.25 per hour effective July 24, 2009.

There is an exception - court orders for child support or alimony, Title III allows up to 50 percent of an employee's disposable earnings to be garnished if the employee is supporting a current spouse or child, and up to 60 percent if the employee is not doing so. An additional five percent may be garnished for support payments over 12 weeks in arrears.

"Disposable earnings" is the amount of earnings left after legally required deductions (e.g., federal, state and local taxes, Social Security, unemployment insurance, and state employee retirement systems) have been made. Deductions not required by law (e.g., union dues, health and life insurance, and charitable contributions) are not subtracted from gross earnings when the amount of disposable earnings for garnishment purposes is calculated.

Title III specifies that garnishment restrictions do not apply to bankruptcy court orders and debts due for federal and state taxes. Nor do they affect voluntary wage assignments, i.e., situations where workers voluntarily agree that their employers may turn over a specified amount of their earnings to a creditor or creditors.

Employee Rights
Title III prohibits an employer from discharging an employee because of garnishment of wages for any one indebtedness, regardless of the number of levies made or proceedings brought to collect it. Title III does not, however, protect an employee from discharge if the employee's earnings have been subject to garnishment for a second or subsequent debt.

Compliance Assistance Available
The Wage and Hour Division of the Employment Standards Administration administers and enforces Title III. More detailed information, including copies of explanatory brochures and regulatory and interpretative materials, may be obtained from the Wage and Hour Division’s Web site or by contacting your local Wage and Hour Division office. For additional compliance assistance, contact the Wage and Hour Division help line at 1-866-4USWAGE.

Penalties/Sanctions
Violations of Title III may result in reinstatement of a discharged employee, payment of back wages, and restoration of improperly garnished amounts. Employers who willfully violate the discharge provisions of the law may be prosecuted criminally and fined up to $1,000, or imprisoned for not more than one year, or both.

Relation to State, Local, and Other Federal Laws
If a state wage garnishment law differs from Title III, the employer must observe the law resulting in the smaller garnishment, or prohibiting the discharge of an employee because his or her earnings have been subject to garnishment for more than one debt. Sites like this one provides more information on state laws http://www.bcsalliance.com/y_debt_statelaws_garnishments.html

Some FLSA Myths Uncovered

2009-02-08T16:22:00.010-05:00

See if you can answer these questions correctly. Lawyers are ready to help your employees calculate the damages and file a claim against you to recoup owed overtime wages as well as additional damages. Make sure you stay on the right side of FLSA.

What is overtime pay?
Overtime pay is additional compensation for working in excess of 40 hours per week. Usually, overtime pay one and a half times your hourly rate for each hour worked 40 hours per week.
Overtime is the term used to define work that is performed in excess of 40 hours per week (a defined, seven consecutive day period) in accordance with the Fair Labor Standards Act (FLSA). This federal law does not require premium pay for daily overtime or simply because an employee works on a Saturday, Sunday, or a holiday. Nor does it require the employer to include time paid for but not actually worked, such as vacation or sick leave and holidays, in calculating whether overtime has been worked. A number of states and Puerto Rico go beyond federal law and require overtime compensation when work exceeds eight or more hours per day or for specific occupations. You will want to check with the department of labor for each state in which you operate regarding its overtime provisions.

What if I agreed with my boss to work overtime but not be paid for it?
It doesn't matter. No agreement that limits your right to overtime can be enforced. Overtime Pay May Not Be Waived: The overtime requirement may not be waived by agreement between the employer and employees. An agreement that only 8 hours a day or only 40 hours a week will be counted as working time also fails the test of FLSA compliance. An announcement by the employer that no overtime work will be permitted, or that overtime work will not be paid for unless authorized in advance, also will not impair the employee's right to compensation for compensable overtime hours that are worked.

When I work overtime, my boss doesn't pay me, I just take some time off the next week. Is that allowed?
The overtime pay requirement may not be waived by agreement between the employer and the employee. The overtime pay requirement cannot be met through the use of compensatory time off (comp time) except under special circumstances applicable only to state and local government employees.

What if I have no written records or proof of the hours I worked?
It is not necessary that you have any detailed records. It is your word under oath that is essential. The employer will need detailed records and documents to try and disprove your overtime claim.

My boss tells me that since I work 30 hours one week and 50 hours the next week, that I average 40 hours per week and am not entitled to overtime. Is that correct?
No, a single workweek is the standard. The averaging of workweeks is expressly prohibited by law! Assuming that you are not otherwise exempt under the FLSA, you are entitled to overtime compensation for week two (the 50 hour work week). The Act applies on a workweek basis. An employee's workweek is a fixed and regularly recurring period of 168 hours -- seven consecutive 24-hour periods. It need not coincide with the calendar week, but may begin on any day and at any hour of the day. Different workweeks may be established for different employees or groups of employees. Averaging of hours over two or more weeks is not permitted. Normally, overtime pay earned in a particular workweek must be paid on the regular pay day for the pay period in which the wages were earned.

Am I exempt because my employer calls me exempt?
No, it makes no difference if your employer calls you exempt or non-exempt. It also makes no difference if your employer gives you a title such as "manager" or "department head," making it appear as if you should not be paid overtime. For example, some employers will call workers "assistant managers" to avoid paying overtime when those employees are actually regular line workers who are not exempt and should be paid overtime. What matters is what you do, not what you are called.

I make $10.00 per hour and work 60 hours every week. My boss pays me $600.00. Am I entitled to overtime?
Assuming that you are not otherwise exempt under the FLSA, your boss has short changed you $100.00 for every week that you worked 60 hours.
40 hours @ $10/hr. equals $400.00
20 hours @ $15/hr. equals $300.00 (time and a half is 1.5 times the hourly rate ($10/hr) or $15. You should have been paid $700.00.

I'm not paid hourly, I'm paid a weekly salary. My boss tells me that I am not entitled to overtime. Is he correct?
The fact that you are paid a weekly salary does not, by itself, make you exempt under the FLSA. Your employer cannot pay you a weekly salary simply to avoid paying you overtime. Assuming that you are not otherwise exempt under the FLSA, your boss must convert your weekly pay to an hourly rate and pay you time and a half for all hours worked in excess of 40 hours. This applies to monthly and semi-monthly salaries as well.

I'm paid a weekly salary for 40 hours at $10.00 per hour, but one week I may work 35 hours and the next 44 hours. My boss tells me that our system is fair to both of us, I get a consistent check and he gets his schedule covered without all the paperwork. Am I entitled to overtime?
Assuming that you are not otherwise exempt under the FLSA, your boss must convert your weekly pay to an hourly rate and pay you time and a half for all hours worked in excess of 40 hours. Doing the math, your boss owes you $10.00 more for the two week period.
Week 1 - 35 hours @ $10/hr. equals $350.00
Week 2 - 40 hours @ $10/hr. equals $400.00
Week 2 - 4 hours @ $15/hr. equals $60.00
You should have been paid $810.00 for the 79 hours you worked. Your check varied from $350 one week to $460 the next. You need to adjust for these income changes going forward.

HRC-Partners Service Outline

2009-01-04T11:28:00.024-05:00

Outsourced Human Resources Services for your business needs!

Successful Human Resources management is about getting the highest possible return on investment from your most valuable and costly asset — your employees. Does it make sense for you to outsource a Human Resources function or project? It might, if…

You're in need of help with a special one-time project like writing job descriptions, auditing your HR department, or writing an employee handbook, benefit booklet or onboarding programs,
You're concerned about the future of company's talent pool and need help with succession planning, change management, and organizational design,
You're worried you may not be in compliance with FLSA, ADA, Workers Compensation or other state or federal employment regulations, and you need to make a good faith effort to mitigate costly problems,
You're looking for cost saving solutions like process improvements or outsourcing payroll, benefit and human resources, however, which changes will yield the best results or how will results be measured or need assistance with your outsourcing project, securing a partner,
You're a start-up company and you need help hiring and retaining high quality, productive staff…or you're an established company searching for a key member of the team,
You're worried that your compensation and benefits package isn't competitive and need a study conducted,
You're frustrated by employee discipline or motivation problems and could use some outside perspectives and solutions with troublesome employee relations,
You're employees need training on interviewing, coaching, supervisory skills, customer service, performance and time management,
You're too busy or lack HR expertise in-house to accomplish what needs to be done.

If Human Resources frustrations are preventing you from getting a good night sleep, contact Makela at HRC-Partners at mmcdermott@hrc-partners.com or 407-949-7251. Discover the benefits of outsourcing your HR problems to a team of proven experts…so you have more time and energy to concentrate on your core business.

HRC-Partners specializes in providing practical straightforward strategies and guidance that can empower you to manage your human capital through consulting and training. No matter where you're located in the United States.

I have been laid off! Now What?

2009-01-02T21:11:00.001-05:00

Due to a major corporate downsizing - I've been laid off! Is this a career killer? Everyone I talked to knows someone who has been laid off or the samething has happened to them too. Should I panic and take the first job I find, even if it's less money, a smaller company or job OR be patient and embrace the time off and indulge in unemployment benefits?

Unemployeed in USA

Dear Unemployeed in USA,
Job loss in the context of layoffs is definitely not a career killer. But you must be positive through job loss. Don't take it personally!

This is an opportunity to reframe your thinking. Ask yourself - Where you happy with your career? Acknowledge that either way, you are going to go through an - Emotional Roller Coaster. For some, being laid off comes as a relief from a hated job. For others, being laid off makes them feel anxious, insecure, and fearful of the financial impact, and it doesn't matter whether they liked the job or not. Feelings of anger, blame, shame, betrayal, depression, and loss of all motivation and energy are all completely normal during a job loss.

Here are 6 Ways for Managing Job Loss Stress and Gain Perspective.

1. Evaluate your financial situation - this will determine your future steps. Savings, severance, other income, monthly expenses. Consider taking time off to smell the roses - whether it is a week or a month. Whether you take time off depends on your family responsibilities, financial resources, and how the layoff has impacted you. If you can afford to take time off, I definitely recommend it.
2. If you're laid off, throw a party for yourself. It may not make sense, but you need to acknowledge your contributions and accomplishments, fond memories, life lessons, and then move on so that you can make a new life.
3. Getting laid off can take a toll on your mind, body, and soul. Spend time with friends and family, read a book, get involved with an organization that matters to you, or engage in your favorite hobbies. This renewal time will help you regain your clarity and internal compass, which will be critical in creating your new career vision and also help you network for your new gig.
4. Research your salary and job options. Things are never as dim as you think they are. There are jobs out there - and there is a job that will be a good fit, with the right salary and right growth opportunities. Think about how your skills might transfer to other industries or jobs, and areas of the country and inspire yourself by researching your options.
5. Be selective in your search. The desire to jump right back into the job market is tempting especially given today's economy. However, people who panic and take jobs with lower pay or a demotion often regret it. Make sure that the position, company and salary are right for you. Squeezing a square peg in a round hole will not last long, eventually something will have to go.
6. Stay positive, keep your mind open to change and adopt a positive mindset. Let go of the old situations, release your negativity about being laid off, it will impact your job search attitude and can make you look like you're bitter, desperate or lack confidence in your abilities.

Grow Your Business in a Down Economy

2008-12-02T17:40:00.004-05:00

Don't Downsize, Upgrade Instead!

We are all facing the same challenges; including your customers, employees, competitors and suppliers. A down economy actually provides us an opportunity to identify initiatives to generate cash flow.

Start by brainstorming NOT cutting...

Get your most important asset, your team together. Without them you cannot retain and build your client list. Follow these action s teps:

Commit to continued customer service. We typically react to an economic downturn by reducing inventory and cutting staff. You have a golden opportunity to gain market share and maintain sales volume over your competition by delivering stellar customer service.
Hire the top talent and develop your team. Many companies reduce pay or bonuses or increase workloads, creating a pool of unhappy candidates. This is your chance to hire top talent that wasn’t available before and provide the training, which you didn’t have time for.
Focus on your top performers. If a layoffs must be done. Use recent employee reviews and customer surveys, to determine the poorest performers.
Reach out to your clients. Because of generally lower demand, suppliers are more anxious to find new partners. Ask your clients what they need, partner with suppliers and approach vendors that ignored you in the past.

Then, use a Process Approach to Deliver Improved Customer Service and Cut Costs.

During a downturn, cost cutting is more critical than ever. Most managers start looking at the income statement for the last quarter to identify operating expenses to cut. Many companies, however, have already tried this traditional approach and are looking for new ways to find cost savings.

At HRC-Partners, we help our clients by using a process approach to cut operating costs. Instead of looking at costs from a financial accounting standpoint ("we're spending too much on office supplies"), the process approach looks at activities and examines their value ("do we really need to make photo copies of each packing slip?").

An easy way to do this is to physically follow a customer orders all the way from intake to inventory shipment. Look for activities that don't add value to your customers or could be streamlined. This approach is a simplified form of the analysis used in activity based costing and re-engineering.
· Document the way the process really happens, not the way it should happen.
· When in doubt, choose error reduction over speed.
· Consider using a "fresh set of eyes" to examine your processes. A consultant can recommend best practices from other companies and industries.

Well-selected and executed initiatives can generate positive cash flow in weeks. The key is to find opportunities that start saving money (or improving sales) as they are implemented.

When Personal Finance Issues are brought to Work (part I)

2008-12-01T13:10:00.011-05:00

Employers can be a source of resources to alleviate some worries and at the end of the day, make employees more productive.

Credit card debt, variable mortgages, high fuel or food costs, a recent reduction of hours or layoff of a partner or spouse... you name it these are problems your employees are facing. The creditor calls, moonlighting, dogging the "repo" man, refinancing loans are all being done while trying to meet their deadlines at work as well.

According to a survey from the Society of Human Resource Management, employers are seeing an increase in loans from 401k accounts, garnishments and requests for advances.

Equiping employees with tools to handle the challenges will save you time and money.

Research your company's current Employer Assistance Plans (EAP) and place brochures, posters in visible locations

Consolidated Credit Counseling Services (CCCS) http://www.cccservices.com/ or 1-800-355-2227

211 National is an initiative through the United Way, government and for-profit and non-profit organizations to create a clearing house which puts you in contact with organizations that can help with: basic needs, criminal and legal matters, health care, consumer complaints, licenses and permits, money management, credit counseling and much more - to to http://www.211.org/ and search by ZIP, city or State.
(Seminole, Orange and Osceola Counties) http://www.rtmdesigns.net/211communityresources/ or dial 211

Are you Paying for Fraudulent Claims?

2008-12-01T10:27:00.009-05:00

As budgets are cut and we seek ways to save, look at your workers' compensation and liability claims. Unfortunately many claims are fraudulent. Are you doing your best to limit your costs?

Titan Investigative Alliance, uses state-of-the-art equipment and employs highly trained and licensed professional investigators to provide you with quality results. They specialize in the investigation of insurance claims, including workers' compensation, property/casualty, life and health insurance, and auto accident claims. They provide such services as: surveillance, criminal and civil investigations, medical canvasses, background investigations, witness interviews and .

Titan Investigative Alliance is licensed in 24 states. To learn more about their services, contact Stephanie Mastramico at 407-911-1036 or smastramico@titanpi.com or visit their website at http://www.titanpi.com/

Give 100 Percent - For Yourself

2008-11-30T18:02:00.012-05:00

These are interesting times. It is difficult to escape the news about the failing economy; layoffs, credit crunch, rising food costs and foreclosures. Some of us are lucky to go off each day to a job, but for many it is a challenge to muster enthusiasm when there is so much to worry about. However, I recommend that you do just that. When you get to work each day, give 100 percent. Be passionate, present and positive.

I learned a great lesson when I was young. I was away from home, it was cold, late at night and we had been walking all day. I began to whine. My mother in so many words, explained that complaining would not change the situation, it would just make everyone as miserable as I was. Being thankful for the experience was much more productive. As she recommended I changed my attitude, I began to think about all the wonderful and kind people we met and the beautiful artwork and flowers I had seen on the European vacation. The time passed quickly and soon enough I was in my warm bed.

Give 100 percent to YOUR success. Be committed. Use your strategic thinking skills. Share your knowledge and insights on what can be improved. Be a constructive team player. Follow through on your commitments with on time, on budget and top quality work.

In return for what you give to the company, define what you need in return. Beyond the paycheck and benefits, maybe it's career development, technical training, mentoring, on-the-job training, greater flexibility with scheduling, telecommuting, stimulating projects, building relationships with other departments, a new role or title. Be specific.

Your attitude will determine your happiness and fulfillment. Otherwise, the years will pass, you will be miserable and one day you will look back and wonder where the time went.

Considerations before you do the Layoffs?

2008-11-22T16:28:00.001-05:00

Address the following before considering a layoff or downsizing:

Restructure the organization. Involve your employees and create flexibility, performance agreements, and a compensation system that is based on the value contributed by each employee. Downsizing without restructuring is a formula for disaster!
Increase company communications including company and individual expectations, benchmarks, guidelines, and feedback mechanisms. Be open with information. Share your financial position with your employees through open book management. Without it there will be rumors and paralyzing fear will spread.
Remember that there is a cycle of change and loss that applies to the workplace as well as the home life. That cycle is denial, anger, bargaining, depression, and eventual acceptance. Offer counseling services for those who stay.
Look at possible alternatives to downsizing which include wage reduction, benefit reduction, and elimination of overtime. Approach your employees and find out if they can think of new ways to generate business. Look for old projects that can be expanded or old clients that can be reactivated.
If you don’t have one, prepare a layoff policy. Include objective factors such as company needs, financials, seniority, quality of past work performance, anticipated needs for skills and experience, and compliance with EEO laws. Create a “ranking” process using these factors, and follow it consistently in a form-based approach. Have your attorney review your Reduction in Force (RIF) procedure before and after it is implemented. Know what the WARN requirements are, notice requirements, contact your unemployment offices which are involved, seek out resources.
Avoid claims and litigation by departing employees through separation agreements, and a strict adherence to company guidelines. Be particularly sensitive to older workers, long term employees, women, and minorities. In larger companies, consider hiring an industrial relations statistician to review a RIF decision before they are implemented to prevent disparate impact discrimination claims.
Assist those who will be leaving through severance packages, out-placement opportunities, consulting agreements, counseling services, employee assistance programs, etc. They may return when times are better and will also share their experiences with the public.
Offer voluntary resignation with a severance package. If you want employees to stay beyond a certain date, state that the severance will be paid only if employees stay through that date. Require the signing of a release as consideration for any severance package. However, be careful not to loose your knowledge base through early retirement incentives, ensure that you have transfered necessary skills and knowledge and documented processes before valuable employees leave.
Prepare your conversation to explain to affected employees why their position was eliminated and provide them with an information sheet with question and answer approach explaining the layoff or downsizing process. Provide departing employees with required handouts and pamphlets related to continued medical benefits and unemployment rights. Prescription benefits and 401k loans are often top of mind.
Use a grievance system, ombudsman or hot-line program to handle complaints of unfairness.

Watchout for specific state laws, employment and bargaining unit contracts!

When Personal Finance issues are brought to Work (part II)

2008-11-15T18:29:00.002-05:00

Here is how to Stop Collection Calls at work and Order a FREE copy of your Credit Report

Are Debt Collectors Harassing Your Employees? As debt growns so do debt collectors. They often use aggressive techniques in their attempts to collect, such as harassing debtors at work and demanding information from employers.

There is protection under the federal law, The Fair Debt Collection Practices Act (FDCPA). Under the Act, a debt collector cannot continue to contact an employee at work if the employee tells the debt collector that his employer disapproves of the calls. This should stop the calls and the disruption to business. Also remember, employers are not to disclose any employee's information without the employee's written authorization - no exceptions!

This act only covers professional debt collectors, not the actual creditor owed the debt. Also, if a large number of debt collectors are pursuing this employee, it will take time for him to inform each one of his employer's policy. If the employee informs a debt collector and they continue to call, the employee can sue the collector in state or federal court. He can report it to: state’s attorney general and the Federal Trade Commission.

Do your employees know how the Credit Bureau works?A credit bureau or credit reporting agency is in the business of gathering, maintaining, and selling information about consumers' credit histories. It collects information about consumers' payment habits from credit grantors like banks, savings and loans, credit unions, finance companies, and retailers. The bureau stores this information in a computer database for seven years and sells it to credit grantors. When you apply for a new credit card or loan, the credit grantor orders your credit report. The bureau charges the credit grantor a fee for every credit report sold.

Although credit-reporting agencies provide your credit report to lenders, they do not make lending decisions. It is up to individual lenders to evaluate your credit report and any other factors they consider important and then decide whether or not to offer you credit.

There are three major credit bureaus providing nationwide coverage of consumer credit information in the United States: Equifax, Experian, and Trans Union. Although many national lending institutions report consumer credit information to all three, smaller banks and other credit grantors may report to only one-or even none. Therefore, your credit report from one credit bureau is not necessarily exactly the same as your credit report from another.

Experian
P. O. Box 9595 [see note], Allen, TX 75013-9595 Tel: 888-397-3742 http://www.experian.com/
When ordering your credit report, you might be asked to provide the following information: First, middle and last name; current address; previous addresses for the past five years; social security number, date of birth; spouse's name. If you are not entitled to a free credit report, they will charge you a fee around $10 for a copy of your credit report
Note: Experian has a long history of changing its mailing address periodically, so the mailing address provided may not be accurate.

Equifax
P. O. Box 740241, Atlanta, GA 30374-0241 Tel: 800-685-1111 http://www.equifax.com/
When ordering your credit report, you might be asked to provide the following information: Full legal name, address, social security number, most recent former address. If you are not entitled to a free credit report, they may charge you a fee around $10 for a copy of your credit report.

Trans Union
P. O. Box 1000, Chester, PA 19022 Tel: 800-888-4213 http://www.transunion.com/
When ordering your credit report, you might be asked to provide the following information: First, middle and last name; current address; previous addresses for past two years; social security number, date of birth; current employer; phone number. If you are not entitled to a free credit report, they may charge you a fee around $10 for a copy of your credit report.

If you want to order your credit reports online, you are entitled to one free credit report each year from each of the three credit bureaus -- Experian, Equifax and TransUnion.

How to Request Your Free Credit Report
To comply with the FACTA legislation, the three major credit bureaus have jointly set up a website so that the public can order their free credit reports over the Internet. The website is http://www.annualcreditreport.com/.
You can also request your free credit reports by calling 1-877-322-8228 or by writing to:
Annual Credit Request Service
P. O. Box 105281
Atlanta, GA 30348-5281

If you don't qualify for free credit reports because you've already requested a free one this year through the FACTA program, find out if you can get a free credit report based on another reason, such as unemployment, identify theft or credit denial.

Why take advantage of the free credit report offer?
It is a good idea to check your credit report with each of the three credit bureaus once a year in order to make sure there are no mistakes that are causing you to pay higher interest rates and that no one is using your credit identity to obtain financing or services. There are millions of identity theft victims each year. You should definitely check all three credit reports a year before applying for a mortgage loan so that you can improve your credit rating as much as possible to save thousands on the purchase of your home and lower your monthly mortgage payment significantly -- a higher FICO credit score can lower your monthly mortgage payment.

Independent Contractors - Liability OR Cost Savings

2008-10-02T13:56:00.001-04:00

Why not hire independent contractors to do to the work? It's cheaper, NO more health insurance, social security, unemployment, workers compensation costs! My answer is - Liability! With all of the downsizing, outsourcing, and re-engineering going on, more and more companies are turning to independent contractors. What about the FLSA and IRS regs?

If a worker is considered to be an independent contractor, you DO NOT have the right to control how they do their work. This also means that any work the independent contract performs remains their property unless you specifically identify it as a "work for hire." Any employment agreement that you enter into should be subject to final review by your attorney.

In order to be considered an Independent Contractor here are some of the critical tests:
· The ability to set own hours and determine sequence of work
· Work off-site
· Working by the project rather than having a continuous relationship with the employer; written contracts describing the relationship
· The opportunity to profit and loss (they have skin in the game)
· Being self-employed and holding oneself out as much
· the extent to which the worker has unreimbursed business expenses
· the extent of the worker’s investment; Furnish own tools and training
· the extent to which the worker makes his or her services available to the relevant market
· how the business pays the worker (being paid by the job versus hourly or weekly)
· the extent to which the worker can realize a profit or loss
· does the business provide the worker with employee-type benefits; insurance, pension plan, vacation or sick pay
· the expectation that the relationship will continue indefinitely rather than for a specific project or period
· the extent to which services performed by the worker are a key aspect of the regular business of the company

Behavioral control covers the amount of control the employer has over the worker in terms of where, when, and how the job is done, among other factors.
Financial control dictates how much control the company has over a worker's pay, business expenses, and facility investment.
Relationship type is based on written agreements, benefits, and length of relationship between the company and worker.

For example, independent contractors are more likely to have unreimbursed expenses, be available to work for others in the relevant market, and make a profit or loss. An employee is more likely to have a permanent relationship with a company than is an independent contractor, and an employee is more likely to provide services that are a key aspect of the business.

To learn more about the Independent Contractor Rules - Publication 15A - Supplemental Tax Ruleshttp://www.irs.gov/pub/irs-pdf/p15a.pdf

For IRS help with classifying your workers, you can file Form SS-8, "Determination of Worker Status for Purposes of Federal Employment Taxes and Income Tax Withholding." A business or a worker who would like the IRS to determine the worker’s status can file Form SS-8, Determination of Worker Status for Purposes of Federal Employment Taxes and Income Tax Withholding. Form SS-8 requests detailed information which reflects the factors discussed above. Upon receipt of this form, the IRS will seek additional information from all parties who would be affected by the determination by sending those parties a blank Form SS-8 for completion. The matter would then be assigned to a technician who would review the facts, apply the law, and render a decision by sending a formal determination letter to the requestor and a copy to the affected worker (or class of workers). The decision is binding on the affected worker (or class of workers), the business, and the IRS.

Meeting the IRS test is not the only hurdle to determine independent contractor status. Fair Labor Standards Act (FLSA) covers several criteria including if the service requires special skills. If you do decide to go the independent contractor route, then develop a specific contractor agreement and make certain the contractor is insured to reduce your potential risks. Hiring an independent contractor can be the right choice for small companies.

SAMPLE POLICY OF STATUS FOR INDEPENDENT CONTRACTOR
This Agreement does not constitute a hiring by either party. It is the parties intention that Independent Contractor shall have an independent contractor status and not be an employee for any purposes, including, but not limited to, the application of the Federal Insurance Contribution Act, the Social Security Act, the Federal Unemployment Tax Act, the provisions of the Internal Revenue Code, the State Revenue and Taxation Code relating to income tax withholding at the source of income, the Workers' Compensation Insurance Code 401(k) and other benefit payments and third party liability claims. Independent Contractor shall retain sole and absolute discretion in the manner and means of carrying out their activities and responsibilities under this Agreement. This Agreement shall not be considered or construed to be a partnership or joint venture, and the Company shall not be liable for any obligations incurred by Independent Contractor unless specifically authorized in writing. Independent Contractor shall not act as an agent of the Company, ostensibly or otherwise, nor bind the Company in any manner, unless specifically authorized to do so in writing.

Going Green Saves Money!

2008-09-01T14:16:00.001-04:00

Don't be afraid to get your toes wet!

Going green is not only great for the planet but it's also good for our wallets.

We can benefit not only at home but at work.

We can all do simple things to reduce our carbon emission and landfill contributions as well as protect our natural resources.

Here are some examples to get you started:

Get a power strip - plug your computer, printer, TV, DVD, stereo, VCR, phone charges, etc into it. Then when not in use, flip the switch off. Unplug if not in use!
Wash your clothes in cold water, only wash and dry full loads and clean out the lint filter after each load.
Fix the leaking drips on faucets, toilets and pipes

Unload your car - De-cluttering your back seat and trunk will lighten the load increasing fuel economy but will also portray a more put together professional.

Inflate your tires and check your spark plugs - this simple trick increases your fuel economy and safety and performance.

Cluster appointments and errands - create a driving plan

Slow down - rapid accelerating and breaking and speeding lowers your gas mileage along with increasing your risk for a ticket.

Bring your own bags to the grocery store - it reduces waste

Bring lunch to work along with utensils. Making your lunch not only saves money but reduces your car usage. Now that you haven't wasted time sitting in lunch hour traffic - take a walk around the building or get to know some new co-workers.
Do not use paper, Styrofoam or plastic plates, cups or utensils - not only does it cost money but it creates waste that does not go away.
Telecommute from home a few days a week - reduces car usage, increases quality of life and productivity - win-win!

Institute a recycle program at home and work for paper, plastic, glass and aluminum - reducing your garbage disposal fees as well as landfill space.

Cut down on business travel by using technology for meetings - webinars, podcasts

Send invoices, bills, proposals via email instead of by mail

Look at your shipping costs - are there lightweight, smaller alternatives, could it be emailed?

If you have to remodel or make replacements - choose water-efficient plumbing, bamboo flooring or even recycled items. Donate or sell any old items salvaging them the landfill.

Go paperless - use electronic recruitment and benefit enrollment tools, publish newsletters to the web, at home have statements come to your email, pay bills on-line
Register your business for the National Do Not Mail List http://www.directmail.com/

Want to calculate your CO2 footprint go to http://www.myfootprint.org/
Interested in gaining more tips on reducing waste go to http://www.globalgreenalliance.com/ or http://www.sustainablesynergy.com/

Finding Your Way

2008-08-22T18:10:00.001-04:00

Have you ever had that Ah Ha moment?

An experience when you learned something about yourself. Or thought, I'll never make that mistake again! My moment can best be summed up by three words; preparation, passion, and presence.

I feel that these three words are the cornerstone of effective speaking and presenting for me. Now don't get me wrong. There are many wonderful and effective books telling us how to communicate. I have read my share. However, it all came together this week in these three words.

Preparation
I decided to sit down and finally view the audio and visual posts of prior Toastmaster speeches I had given. Many of us, do not like to look at picture of ourselves, that was my first challenge. After I got beyond the initial yuck of it all, I had several take-aways. The speeches done last minute needed more focus, structure and clarity. The key is preparation!

Passion
Did you feel the passion as you watched the Olympics or the Democratic and Republican Convention Speeches? People are looking for inspiration. Everyone was out of their seats watching the records being broken during the swimming competition. Hopes and Dreams were communicated during the Conventions. Passion leads to action and the benefit of being passionate about a cause, your work seems much easier to accomplish.

Presence
Today it is easy to multi-task. Read your emails while watching TV; texting while you carry on a conversation with a loved one; open the mail while talking on the phone - yet we aren't doing any of them 100%. I was fortunate enough to attend a speech given by the actor, Danny Glover. He started out by reading us the history, statistics and even the health benefits of volunteering. However, it wasn't until he began to speak about his mother, that he connected with the audience. We began to hang on his every word, when he passionately looked at us and implored that we become involved in community for the future of our country.

My Ah Ha moment this week reminded me that I must prepare, have passion for my subject matter and be present; not only for my Toastmaster speeches but also in everything that I desire to do well.

Total Rewards Web Links

2008-08-09T20:21:00.006-04:00

PHR/SPHR - Total Rewards Class - Web Links

The SHRM Learning System recommended several links to assist you with studying or additional research you may want to do to clarify questions. You no longer have any excuses - here they are for your easy access.

It is a click away - Download the information to supplement your study materials. Here's to your success!

Web Links:

To learn more about the Independent Contractor Rules - Publication 15A - Supplemental Tax Rules
http://www.irs.gov/pub/irs-pdf/p15a.pdf

To learn more about FLSA "Compensatory Time" and FLSA "Compensatory time off"
http://www.dol.gov/dol/allcfr/Title_29/Part_553/29CFR553.22htm

All employers can get a free copy of the "Federal Minimum Wage" poster by going to the Department of Labor site
http://www.dol.gov/

The legal publisher Commerce Clearing House has prepared a list of tips for employers regarding regulations under the Fair Labor Standards Act. Access this list
http://cch.com/press/news/2004/20040329h.asp

There are many web sites that publish compensation survey results by occupation and location. One example is the BLS Web site - Bureau of Labor Statistics "programs and surveys"
http://www.bls.gov/bls/proghome.htm

American Payroll Association - source of information, networking, courses, vendors and membership
http://americanpayroll.org/

For more information on compliance with HIPAA Privacy and Security Rules, see the regulations at the Department of Health and Human Services and consult a benefits advisor or legal counsel
http://www.hhs.gov/

Employers must provide employees with notice of their rights and obligations under USERRA whether or not the employer has employees serving in the military. To learn "Your Rights Under USERRA" and download the poster which must be posted go to
http://www.dol.gov/vets/programs/userra/poster.htm

Want to learn more about the Department of Labor's Final Regulations Interpreting USERRA go to. Also note that many state laws may provide protection to employees beyond what USERRA goes. Employees are entitled to the maximum protection afforded under federal and/or state law.
http://www.kushnerco.com/article.php?fileName=userra

For additional information on your obligations as an employer go to the Centers for Medicare and Medicaid Services - "Employer and Union Plan Sponsor Information" Medicare Part D
http://www.cms.hhs.gov/EmplUnionPlanSponsorInfo

New Way to Save for Retirement: Roth 401(k) and Roth 403(b) Accounts
http://www.kushnerco.com/article.php?fileName=roth401k

Qualified versus Non-qualified Stock Options
http://www.aigclaw.org/tic25.html

To learn more about how HRA's work go to the article, "IRS and Treasury Department Release Guidance on Health Reimbursement Accounts"
http://www.kushnerco.com/articles/hra.pdf

To learn more about the U.S. Social Security Administration "International Agreements, Payments Outside the United States, and Social Security in Other Countries" go to
http://www.ssa.gov/international

Other Resources:

Society for Human Resource Management
http://www.shrm.org/

WorldatWork (formerly American Compensation Association)
http://www.worldatwork.com/

Take a look at your Recruiting and Orientation materials

2008-06-04T10:59:00.001-04:00

This is an opportunity to ensure your future employees feel welcome and have quick access to information about their community, especially if they are new to the area. Include information about how to find schools, restaurants, sporting events. If you as a company support certain events or causes, include this information in your welcome packets as well. This is just one easy step in building your company culture. Look for local materials that the Chamber of Commerce may produce.

For those of you in Florida here are sites to include in your welcome/recruitment packet.

http://www.visitflorida.com/

http://www.stateofflorida.com/

http://www.myflorida.com/

http://www.myregion.org/

http://www.floridaprepaidcollege.com/

http://www.leg.state.fl.us/

http://dor.myflorida.com/

http://www.floridastateparks.org/

When a Clash Occurs...

2008-06-04T10:53:00.001-04:00

Whether it is at home with family or at work with a co-worker, clashes are bound to occur. We are human, we have feelings. We get tired, short with one another and sometimes we do not communicate clearly.We typically have one of two reactions:

Flight - We avoid, get quiet, walk-away, withhold information
Fight - We threaten, shout, interrupt, get others to take sides

Take my challenge!
Over the next month take note of your behavior and that of those involved in clashes around you. How does everyone react?

Specifically:
How did you behave?
How did the other person behave?
Did your behavior get the desired reaction?
How did the other person's behavior make you feel?
How was the clash resolved?
Did everyone feel that the resolution was fair to all parties?
How long did it take to arrive at a good solution?

Often clashes go on, and on; wasting time, making us unproductive, sick and unhappy. When not addressed properly or simply ignored they escalate, into unwanted turnover, union grievances, legal suits or costly terminations.

A better alternative to our reflexive strategies of avoidance or threatening, is mediation. Contact Makela McDermott at HRC-Partners to learn more about how Conflict Resolution training can help your organization. She can be reached at solutions@hrc-partners.com or 407.949.7251 or go to http://www.hrc-partners.com/ to learn more.

Develop Talent Pipelines!

2008-06-04T10:50:00.001-04:00

Know your business and your competitors. Build relationships with your clients (internally and externally) and anticipate their needs.

Your Call Center Manager needs to hire twenty service reps next month; the SVP of Women's Merchandising is suddenly vacant. Where are you going to get the prescreened candidates you need quickly?

PIPELINE MUST-HAVES!

1. Work your employee referrals
2. Build relationships with colleges and universities
3. Ask great employees about the organizations they belong to
4. Get connected to your community and actively network
5. As soon as you hear of it, partner with companies that are downsizing and conducting layoffs
6. Stay connected with your colleagues

What Costs $120 Billion a Year?

2008-06-04T10:33:00.002-04:00

It is the staggering cost of Illegal drug and alcohol abuse to our nation. Substance abuse creates a major financial burden on all segments of society, including the workplace.

Americans make up only 4% of the global population but consume two-thirds of the world's illegal drugs. 36% of the U.S. population has tried marijuna, cocaine or other illicit drugs. However it doesn't stop there, 9 million Americans are addicted to legal medications. Alcohol is the most widely abused drug among working adults. SAMSHA (Substance Abuse & Mental Health Services Administration) reports that annually 8.2% of full time workers aged 18-64 used illicit drugs in the last month and 8.8% consumed alcohol heavily in the past 60 days.

The rates of illicit drug use ranked highest in the food services industry (16.9%) followed by the construction industry (13.7%), and service occupations ranked third (13%).Up to 40% of industrial fatalities and 47% of industrial injuries can be linked to alcohol consumption and alcoholism. Alcoholism is estimated to cause 500 million lost workdays annually. A study of job applicants for the US Postal Service who had taken pre-employment drug tests determined that those who tested positive were 66% more likely to be absent and 77% more likely to be discharged within 3 years of hire compared to applicants who tested negative.Among the population of full time employed illicit drug users, 44% work for small businesses with less than 24 employees versus 13% who work for large businesses with 500 or more employees.

When it comes to workplace substance abuse, small businesses have big disadvantages. They are less likely to have programs in place to combat the problem - such as Drug Free Workplaces - yet they are more likely to be the "employer of choice" for illicit drug users. The cost of just one error caused by an impaired employee can have devastating consequences to a small business.

The good news for both large and small employers is that there are many resources available that can protect their businesses from the negative impact of substance abuse. One important measure is to establish a Drug Free Workplace.

Kathy Santomassino is the Regional Manager for Alcohol & Substance Abuse Prevention Programs Inc. (ASAP) and owns a risk management consulting business. You can reach her at 407-774-7554 or kathys@asap-programs.com