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How happy are you with your employee handbook?

Honestly, on a scale of 1 to 5, how would rate your employee handbook? 5 – Super Star: It was updated in 2017 to reflect recent changes in the laws and your changing business practices. 4 –  Wannabe a Star. The handbook was updated in the past 2 years. We know we need to review it again because new local or state legislation have come on the books. 3 – Could be better. It was updated in 2010. That’s 7 years ago! Amazing how fast time flies, isn’t it? 2 – Atrocious. The handbook was downloaded from the internet and …

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LGBT rule for Federal Contractors

LGBT rule for Federal contractors On December 5, the agency enforcing affirmative action and equal employment opportunity with employers who do business with the Federal government, the OFCCP, published a final rule prohibiting discrimination on the basis of sexual orientation and gender identity for federal contractors. This new rule applies to federal contractors covered under Executive Order 11246 and requires them to expand equal opportunity to sexual orientation and gender identity. This will apply to new and modified contracts from April 9, 2015. This change is in line with a recent case where the EEOC concluded that discrimination because a …

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FLSA Status of Part-time Employees

Can part-time employees be hourly when their full-time colleagues are salaried? Can part-time employees be paid by the hour although their full-time colleagues (same job title, same duties) are paid on a salary basis? The Department of Labor (DOL) says that it is possible. It depends on the amount of pay received by each employee and their job duties. What is FLSA? The Fair Labor Standards Act (FLSA) is a law dating back from the Roosevelt area which still creates headaches for employers today. It requires that most employees be paid at least the federal minimum wage ($7.25) for all hours worked, …

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Generations or Stages in Life

Generational Differences or Stages in Life? Bill Boyer, business coach at Tidewater CEO, recently sent me an article from Fast Company about Millennials in the workplace. The article made the point that Millenials – who will become the majority of employees by 2015 – clash with the work culture espoused by Boomer and Gen Xers. I do not think generations drastically different from each other. When working on a European recruitment strategy for Procter &Gamble, our market research found that top students across the continent valued working with like-minded people. Young graduates wanted work on projects that make a difference. …

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Turnover Myths Part 5

Turnover Myths Part 5 – Is Turnover Always Bad? Myth # 5– Turnover is always bad. It is disruptive to business. The smaller the business, the more disruptive it is. Turnover has a cost. For all these reasons and more, turnover must be avoided. Reality – Sometimes change is good because it brings new players. Whether employees are fired, retire, or get another job, turnover can be an opportunity for employers to develop new employees who are excited about the company. Some turnover is actually good for the company especially in the case of those overpaid, under-performing workers. Turnover is a symptom of …

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Turnover Myths Part 4

Myth #4: Low turnover is always good Reality: Low turnover can be the sign of a great organization. Employees only stay if they are satisfied, right? Not necessarily. Employees stay with companies for all kinds of reasons and it may have nothing to do with job satisfaction. Low turnover can be a sign that employees are overpaid or company benefits are too good to leave. In recent years, “at least I have a job” has been the operating principle for many dissatisfied employees. Although a large majority of employees are disengaged at work (Gallup 2013), they are not willing to …

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Turnover Myths Part 3

Myth #3: Exit Interviews are a waste of time Reality: The exit interview is an opportunity to gain insight into what drives employee turnover. Making an assumption, even an educated guess about the reasons employees leave, compromises your exit data. The best way to make sure you understand the drivers behind an employee’s decision to leave is to ask them directly. HR leaders can provide valuable insight by managing a meaningful exit interview process. Stephanie Teasdale, HR Manager with Ferguson Enterprises in Newport News VA, offers tips to her success. “I found that once I revised the exit interview to …

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Turnover Myths part 2

Myth #2: Measuring turnover isn’t important Reality: Costs associated with turnover are significant and you should know how much it is costing your business when employee leave. The resignation of an employee earning $60,000 a year can cost a company anywhere from $12 – 30K in cumulative turnover costs. Executive level positions can reach 100-200% of base salary. Seem high? Direct hiring costs and indirect costs combine to make turnover an expensive proposition. Turnover is one of the few costs that HR and the leadership can predict, plan for, and control. In fact, basic turnover is among the easiest of …

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Turnover Myths part 1

Myth 1: You Can’t Control Employee Turnover Reality: Many variables drive turnover in a company. Management style, compensation, and the opportunity to increase professional development are among the top reasons people cite for leaving. Although some factors are difficult to control (employee’s commute, a lifestyle or career change, or spouse relocation), ensuring employees are engaged, rewarded, and retained are absolutely factors that can be controlled by employers: Recruitment: Managing and controlling turnover actually begins during the recruitment process. Being certain the right candidate is placed in the appropriate role with well- defined expectations is paramount. The first 6 months in …