(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
(1 votes, average: 4 out of 5) Loading ...Being Green While Making Green
We are jumping on the “green bandwagon”, explaining a few very simple ideas for office employees to turn their office into a more eco friendly place. Any HR department can try and implement these ten tips!
I picked my favorite ten tips that I think are the easiest and that people can start today.
- Recycle-offices produce a lot of waste including paper, soda cans, and cardboard shipping boxes. Set up a simple recycling program in your office so it is easy for your employees to do the right thing. Also use recycled products such as printing paper on a regular basis. In addition, recycle batteries and ink cartridges. Staples will even pay you for them!
- Turn off lights-whenever you leave for lunch, the day, or even a meeting next door, turn off your light when you don’t need it. It will save a lot of energy.
- Coffee and Water- If your office doesn’t already have a water cooler or make its own coffee everyday try and encourage it. In addition, bring your own coffee cup and water bottle in so you are not wasting Styrofoam or plastic.
- Screensavers-Many people don’t know but leaving a screensaver on will waste energy, it is better to not have one or better yet turn your computer completely off when your not using it.
- Real Plants- Even though fake plants always look nice and are less maintenance, real plants produce more oxygen for all of us and the environment.
- The Thermostat- I know where we are in Arizona it’s almost impossible for us to turn up our thermostat to a warmer temperature, but try doing it a few degrees. It will make a big difference. In addition, definitely turn the air conditioning off at night when no one is in the office.
- Telecommuting- some businesses find a lot of challenges with this system, but instead of converting to it completely find certain times where you can do it, for particular employees. This will cut down on usage of gas for your employees.
- “Go virtual” with meetings-If you can save money on a plane ticket to an out of state meeting then do it. If you don’t have to drive across town for a meeting then try not to. There is a lot of new technologies out there that make there no need to commute.
- Do you really need to print that? If you can just as easily read something on your computer and save it in a digital folder then you don’t need to print it. Doing this will save a lot of paper over the course of a year.
- Use staple-less staples. – The “staple-less” staple seems to be a new trend emerging today, as it can save a lot of steel. They are available online and at most office supply stores. According to gogreenintown.com “we would save 120 tons of steel if every office worker used one less staple a day for a year (that's about the equivalent of 25 SUV's!”
Just imagine the impact we could have if just one person from every business in the US followed these simple steps…
Posted June 19th, 2008 by Jessica Spinks - Posted in Human Resources | | 0 Comments
(1 votes, average: 3 out of 5) Loading ...What Dress Code?
So your co-worker or subordinate is dressing a little bit "out of their element" at the office. They obviously don't see themselves from your perspective and you think it might be affecting their ability to represent the company or the internal morale. It might even be a blatant disregard for the company dress code. Especially as the heat picks up in Arizona, more folks are trying to wear less clothing while still being in compliance with dress codes. Lets face it, some things are meant to be worn in the privacy of our own homes!
Here's some thoughts:
1.Know your audience and be careful how you say whatever it is you want to say.
2. Don't ignore it if its going to affect other people in the office or the company's image to the businesses they serve. Especially if you're a manager, you need to deal with it…sorry 
If you don't precedence is set and its a slippery slope.
3. Keep in mind Sexual Harassment issues if the person's dress is inappropriate in a sexual way. What is ok for you might be offensive to someone else.
4. Most importantly, use Common Sense. I see clients not dealing with this all the time, and that is not good, but don't overreact to a minor violation with official company meetings and punishments. However, sending out communication prior to the summer season isn't a bad idea. Then the whole company is reminded of how it should be, and those outside the lines can expect someone to discuss it with them, even if they disagree or don't "understand the infraction". Its tough enough to handle without all the drama.
Stay cool, but please stay dressed!
For more on HR tips, sign up for the Free HR Newsletter at http://www.cbri.com/
Posted June 18th, 2008 by Aaron Witsoe - Posted in Human Resources, Productivity, Uncategorized | | 0 Comments
(1 votes, average: 5 out of 5) Loading ...Employer Sanctions Law results in states first arrests in Golfland, Waterworld
azcentral.com just annouced that the State of Arizona's first arrests have been made and will continue an investigation to determine whether or not Golfland Entertainment and Waterworld locations in North Phoenix and Mesa have been "knowingly" hiring undocumented workers.
The Employer Sanctions Law, more commonly known as the Legal Arizona Workers Act (HB2779), was passed on Jan, 1st 2008. The law states that Arizona business owners can face stiff fines and more importantly, a 10 day business suspension for the first violation and permamnet business suspension if found guilty for a second time. Employers are required by both federal and state law to verify the status of a new hire's eligibility to work in the U.S. through a program called E-Verify.
More info will be updated as the details unfold. For more informtation about the Arizona Legal Works Act, visit www.azimmigrationcompliance.com or www.cbri.com to speak with an HR consutant.
Posted June 10th, 2008 by Vincent - Posted in Human Resources, Immigration | | 0 Comments
(1 votes, average: 5 out of 5) Loading ...Make your marketing department proud
Do you ever find yourself talking to someone about your company outside the office on multiple occasions? In reality, every employee is a member of the marketing department and should take this role very seriously, especially in today’s current climate of “shameless plugs”. As opposed to the traditional act of defining the four P’s of marketing (product, price, place, and promotion) direct mail ads, and email blasts, word of mouth marketing has become a new age phenomena over the past few years. Whether you are at the doctor’s office waiting room or in line at the grocery store, any time is a good time for marketing your company. WOMMA would probably agree. The Word of Mouth Marketing Association which houses members such as the Walt Disney Company and General Mills provides ethical and professional word of mouth tools to formalize and make the world of word of mouth marketing a whole lot better. WOMMA offers its multiple members with tips and tools to better their word of mouth skills, and in the end market their company in a more professional way. They define their five basic elements as “Educating people about your products and services, identifying people most likely to share their opinions, providing tools that make it easier to share information, studying how, where, and when opinions are being shared, and by listening and responding to supporters, detractors, and neutrals.” Without even being a member everyone in the workplace can learn from these simple tactics. There are many different types of word of mouth marketing according to WOMMA, including evangelist marketing, cause marketing, viral marketing, and viral marketing. It even includes blogging as a form of word of mouth marketing! Even outside of human resources where people and customer service are your specialty, anyone can follow these principles. So the next time someone’s asks you to explain what you do for a living, don’t be embarrassed to make your marketing department proud, and speak up in a more creative and professional way about your company. Visit their website at http://www.womma.org/ for more concrete ways on how to put these principles into action.
Posted June 9th, 2008 by Jessica Spinks - Posted in Human Resources | | 0 Comments
