(3 votes, average: 4.33 out of 5)
Loading ...Warrants have been served…
The Maricopa County Sheriffs Office served search warrants this morning on an East Valley landscaping business called Artistic Plant Management. The warrants were served for alleged violations of the employer sanctions law that went into effect at the beginning of 2008. According to the East Valley Tribune, Sheriffs detained close to 3 dozen people. Sherrif Joe Arpaio and County Attorney Andrew Thomas have announced a news conference today at 3:30pm MT to provide more details of the investigation of Artistic Plan Management.
Information regarding the Employer Sanctions Law can be found at www.azimmigrationcompliance.com.
Posted August 27th, 2008 by Vincent - Posted in Human Resources, Immigration | | 0 Comments
(1 votes, average: 5 out of 5) Loading ...Lower Deductible Doesn’t Always Help
Many employees look at their benefits package and judge it based on how little they have to spend on Copays and Deductibles. That is obviously an important detail to know before signing up for a benefit, but not the only detail. There are a lot of other plan features to consider when choosing a plan, and most people don't realize it or think about it until they actually have to use the plan.
For example, did you know that most PPO plans have a higher Out of Pocket Maximum than your typical High deductible, 100% plan? That means if something major happens, the difference could be $3500 or $2000 out of pocket, and the latter option has a lower premium! These are generalizations of course, but in many cases they are true. So why doesn't everyone sign on to a plan like the high deductible, 100% plan? Education. They aren't told because employers and brokers are too afraid that the average employee can't absorb the concept, that we are too set in our old ways with copays, deductibles and pharmacy copays. I beg to differ. Employees that are given the information and the time to absorb the information (not a payroll stuffer from the HR Dept), are more apt to make good decisions for THEIR personal situation.
One size does not fit all when it comes to benefits, so make sure your provider and/or HR Department offers choices for you and your employees.
Posted August 26th, 2008 by Aaron Witsoe - Posted in Benefits, Human Resources | | 0 Comments
(1 votes, average: 1 out of 5) Loading ...Tips for Trade Shows: You might not know everything
As the new marketing coordinator here at CBR, one of my initiatives or goals has been trying to think of new and creative ways to make us stand out at trade shows. Aside from my own ideas, I came across a very interesting article in the Phoenix Business Journal about how to do just this. Although these were good tips, some might be a little too obvious and in the end not work out to your benefit. In business ROI is very important, so to make sure you get a return on investing your time and money into a trade show, don’t be lazy and do your homework when it comes to preparing for trade shows. Do what is best for you and your company’s overall goals. Take a second the think about these five questions.
Should you follow up immediately? Whether it’s someone that requested a full blown proposal or just gave you their business card, the natural thing to do would be to follow up right away. This is so you don’t forget the context of the conversation and so they don’t forget you. Although this is true, don’t come across as pushy. If the client is not a right fit for you and your company you should recognize that and move on. You want to be honest with them and yourself.
Should you have a give away or prize? At first look, this idea might seem like it would add a fun element to your trade show experience, and may make you more memorable against your competitors. Aside from this fact, you may get bombarded with inadequate leads and unreliable sources of business. This move might be pointless in the end.
Is knowing who is attending a good thing? One can actually purchase a list of vendors and participants so you know who you are up against, and who you might want to visit. On this one I don’t see much harm unless you feel like it is cheating a bit. The element of surprise might be more fun!
How do you know that your message is clear and succinct? Your company’s message should clearly communicate what you want them to believe about your company. Your messaging should be legible and obvious to everyone walking by. This is definitely true and necessary, but if you and the people in your company are the only ones to have seen this messaging their view might be jaded. Have someone from the outside of your company walk by your booth/messaging and have them give you their first impression.
How do you know if your sales team is ready for the masses? Although I am sure your sales staff is just as great as ours, double check that your staff knows what your goals are as a business owner, and that they are not slacking off and looking unprofessional at the event. Make sure you do a run through with them, so they know how to deal with all possible situations.
In conclusion, just have fun and treat the whole experience as a great way to network, market yourself, and bring in more business.
Posted August 11th, 2008 by Jessica Spinks - Posted in Human Resources | | 0 Comments
(1 votes, average: 2 out of 5) Loading ...HR Affects PR?
Larger companies are always trying to come up with ways to get their name in lights when it comes to PR (public relations), and rightfully so. I wonder if they have considered the power behind taking care of good employees and the good PR that it brings to their business, not to mention the top talent it attracts. Do you know anyone that wants to work for a cruddy boss? How about an abusive manager? How many friends do you hang out with that love to work without a vacation for months at a time? That's right, no one. Yet, people do.
There is an audience of top talent just waiting to be hired by the right company who will treat them right. How will they know the company is there without the PR to back it up? First, do the right thing by your employees, then tell people about it and watch the qualified candidates come knockin' at your door.
www.bestcompaniesaz.com is one way to get the word out if you're treating people right at your company.
Posted August 5th, 2008 by Aaron Witsoe - Posted in Human Resources | | 0 Comments
(2 votes, average: 4 out of 5) Loading ...Pro vs. Con of Wellness Programs
Pro vs. Con of Wellness Programs
Although we have blogged about wellness programs before, over the last few weeks I have seen numerous articles and statistics about these programs in the workplace. It seems to be a new trend that HR professionals should start to take note of, or should they? I would like to present both sides of this topic.
SHRM (Society for Human Resources Management) has published multiple articles on this topic. In their latest article, according to Helen Darling, the president of The National Business Group on Health “Chronic illnesses account for 75 percent of health care spending, according to the NGBH, and employers are putting a much higher priority on wellness and lifestyle improvement programs than ever before.” In other words, the more health tips and simple practices that an employer can implement the lower health costs the company will have to pay in the end. It is a lot less selfish than it sounds. It truly could be a win-win for both employer and employee. Since 2006, health coaching and advice have gone up dramatically. From 2007 to 2008 the amount of employers implementing wellness programs has increased threefold. Also according to the article, “Initiatives as simple as providing healthy alternatives in workplace vending machines and promoting walks around an organization’s facility can be effective in their own way for changing lifestyle habits” says Dr. Don Bradley from North Carolina.
On the other hand, some say that these programs are so hard to measure with numbers that there is no direct correlation between employees being healthier because of them, and health costs for employers going down. How can a company say that just by changing the food in the vending machines or offering exercise classes that they have prevented someone from getting sick? That person might have become sick anyway. If a company is putting a considerable amount of money into this program, some employers might feel it is not worth their investment in the long run, due to the fact that there are no measurable statistics supporting it.
After all is said and done, your HR department just has to decide if a wellness program is something ones employees could benefit from. I would put the cost portion aside and think about the affects it could have on morale and productivity, which could make you more money anyway.
Posted July 22nd, 2008 by Jessica Spinks - Posted in Health, Human Resources | | 0 Comments
(2 votes, average: 5 out of 5) Loading ...TGIT Thank God its Thursday
As we all know by now, gas prices are on the rise. As they are not declining any time soon, many companies are converting to the “4 day work week.” Whether companies decide to allow their employees to telecommute once a week, or fit their employees 40 hour work week into 4 days (10 hours a day), many business owners are trying to help their employees during this time. ABC News released a news report explaining that Birmingham, Alabama is one of the first cities adapting to this trend. Four thousand employees in the area are taking advantage of this four day work week. Other services businesses are offering include money for public transport, providing carpool arrangements, and the option of telecommuting. ABC News did a calculation as follows:
Average commute: 30 miles round trip
Average car gets: 17 miles/gallon
Average gallon of gas: 4.10
Result: 7.24 a day, 377.52 a year
This shows the estimated amount that people could save. Imagine if a whole town, state, or even the whole country did this. A lot of money could be saved, not to mention we would cut down on the amount of gas demanded and the amount of pollution we output everyday. Everyone would be better off. Utah is one of the first states converting all of their state officials to this system next month, and Arizona has been talking about doing the same for their state employees.
Time magazine recently reported about the four day work week, explaining that Brevard College in Florida went to a four day week for summer session and saved $268,000. In addition, sick leave dropped by 50%, and turnover among the staff decreased by 44%. Here at Creative Business Resources, an HR outsourcing firm we deal with lots of different clients and business owners on a daily basis. We have had to alter our processes such as dates of payroll because one of our own personal clients here in Arizona has converted to the four day work week in direct response to higher gas prices. If you are a business owner and you want to boost the morale of your employees you could implement this new trend. In addition, stay tuned for our newsletters in July and August that gives more tips on how businesses can survive and prosper in this economic downturn.
Posted July 9th, 2008 by Jessica Spinks - Posted in Human Resources, Productivity | | 1 Comments
(1 votes, average: 4 out of 5) Loading ...Immigration not just a US Problem
As an HR company, we discuss and inform about issues of immigration and laws pertaining to it on a regular basis, but we must remember that immigration has never been uniquely American. As a global traveler, I have witnessed first hand the extreme effects that immigration has on European residents. When I was living in Spain, a woman was beaten on the metro for even being a legal immigrant for not appearing Spanish enough. Nationalism among residents intensified as riots and protests swarmed all over my neighborhood, and the law makers struggled with the details of the attack.
An article was just released last week by the Associated Press about the immigration issues occurring all over Europe. Last Wednesday, legislators in the EU parliament passed new laws to toughen up on expelling illegals from Europe. The article goes into explaining that because of a slowing global economy, the richer countries in the EU are facing pressures globally to become stricter on immigration which includes increasing detention periods for illegals. The majority of these immigrants are coming from parts of Africa and former Soviet countries. It has been estimated that in 2006 twenty four thousand sub-Saharan Africans tried to reach Spain, many of them dying a long the way. In the US there are currently 11 million illegals as opposed to Europe which has about 8 million in their 27 nations. Countries such as Italy, France, and Spain are all open to raising their laws to try and cope with the problem including increased detention times and denial of future re-entry. It is important to know that other nations are dealing with this issue and I don’t believe that there are any easy answers for either nation’s destiny. Staying educated is just one sure way that we can become part of this movement.
Please visit our site for up to date information on immigration in the United States at http://www.azimmigrationcompliance.com/, and to read further on this article please visit http://hosted.ap.org/dynamic/stories/E/EU_IMMIGRATION?SITE=MOSTP&SECTION=HOME&TEMPLATE=DEFAULT
Posted June 27th, 2008 by Jessica Spinks - Posted in Human Resources, Immigration | | 0 Comments
(2 votes, average: 4.5 out of 5) Loading ...Does your employee handbook have a hands-free cell phone policy yet?
By July 1, 2008 it should, becuase motorist will no longer be permitted to drive while talking on their handheld cellular phones. The new law going into effect will fine drivers $20 for their first infraction and $50 there after. Drivers 18 and over are permitted to use a hands-free device or BLUETOOTH device as long as both ears are not covered. Click here for DMV website and link to video
$20 bucks? Who cares right? I'm a sales guy, so I know that if I am talking to a prospective client on my company cell phone that the risk of getting pulled over and shelling out $20 is relatively low and the reward/commission for making the sale far out weighs the penalty right?
Wrong!
This is where is real problem starts. Here is some food for thought:
- What happens if I am talking on a work related phone call and fatally drive into another vehicle? Who's responsible? Me or my Company?
- What happens if your company needs employees to be available in their cars via mobile phone, such as with salespeople? Should employees be supplied with a hands-free device?
- What if an employee uses a cell phone for personal use while driving to work and gets injured? Is the employer liable for workers’ compensation benefits?
The answer to these qeuestions can vary based on the details of each situation so the best advise is to always consult with expert legal council.
Employers take action!
- Adopt a policy in your employee handbook that clearly prohibits use of cell phones while driving a vehicle.
- Train supervisors and managers to communicate to their staff about the company’s policy prohibiting the use of mobile phones while driving.
- Discipline employees who violate the policy.
Posted June 25th, 2008 by Vincent - Posted in Human Resources, Safety, Workers' Comp | | 0 Comments
(3 votes, average: 4.67 out of 5) Loading ...I can’t let him go, but I don’t have a choice… or do I?!
With these slow times, many business owners find themselves in quite a predicament…
“I need to cut cost” and “we do not have enough work to justify our current workforce so naturally, I should let some people go…”
Here is where it gets tricky: many of these companies’ employee highly skilled workers with specialized training. Some of these employees have also been trained at the company’s expense for certifications, etc. Not to mention the fact that some of these skilled workers are actually good employees. They are honest, show up on time, adhere to policies, etc.
If a company lays-off these employees, what happens when that big contract comes in and you need to hire again? Are you setting yourself up to have the same problem we all have in an economic upswing- attracting good people?
So how can we hold on to our good people during these tough times? Any thoughts?
I will throw some out to start:
- Develop a relationship with a staffing company to allow your employee to work part time for other companies (project basis) but without the option of having those companies hire them. Would require buy-in from the employee, of course.
- Find other tasks for those key employees to help with mission critical items like process improvement, contract review, etc.
- Fire a less important employee to free up funds to keep those hard to find employees.
Posted June 24th, 2008 by Harry Glazer - Posted in Human Resources, Recruiting, Uncategorized | | 0 Comments
(2 votes, average: 5 out of 5) Loading ...Low Productivity? Blame high gas prices!
A recent survey completed by Florida State University professor Wayne Hochwarter reveals that when the price at the pump goes up, employee productivity and morale goes down.
“People concerned with the effects of gas prices were significantly less attentive on the job, less excited about going to work, less passionate and conscientious and more tense,” Hochwarter said. “These people also reported more ‘blues’ on the job. Employees were simply unable to detach themselves from the stress caused by escalating gas prices as they walked through the doors at work.”
Hochwarter surveryed over 800 people early this spring when gas prices were hovering around $3.50 per gallon. Everyone surveryed each used their own personal transportation to cummute to work and traveled on average of 15 miles each way.
Some of Hochwarters main points:
The interesting point about this survey is that is was completed in the spring with gas prices significantly lower than what they are today. Here in Arizona, with gas prices hovering around $4.19 per gallon for regular unleaded, I wonder if these same statistics will hold true in our own backyard. I'd be willing to bet the results would be staggering now that the prices have increased and more than likely will continue to rise. I recently heard of a man here in Phoenix taking a significant paycut to find a new employer within walking distance of his home. His only reasoning for it was the cost of fuel since his trip was about 30 miles each way. I personally know people driving double that mileage just to get to work.
Many companies are now getting very creative in an attempt to boost moral and get their employee motivated by helping privide solutions or band-aids for the increased prices of fuel.
A few suggestions we have seen from helpful companies are:
- Organizing car pools
- Telecommuting or allowing employees to work from home a few days of the week (if it's feasible for your position),
- Exchanging tips with one another on fuel coservation
- Pre-Paid Gas Cards as incentives instead of movie and lunch gift certificates
Hmmmm, what would you rather have? A gift certificate for $25 to Chili's or a $25 pre-paid gas card? I'll take the gas!
Posted June 20th, 2008 by Vincent - Posted in Benefits, Human Resources, Other, Productivity | | 0 Comments
