The Edible HR

Learning From the Mistakes of Others

2010-11-22T14:43:00.000-05:00

Forbes Magazine has listed this year's biggest corporate blunders, and - not surprisingly - they all have one or more disastrous elements in common: Negligence. Carelessness. Deception. Disorganization. Individually, these elements can damage consumer perception, employee morale, or a company's reputation. But combined? That's a blow that would prove difficult for any organization to rebound from.

Social Media and Work: An Online Resource

2010-11-19T08:00:00.002-05:00

Social media in the workplace has become a hot topic, rife with all sorts of complications for employers. Should we allow employees to "tweet" at work? Can employees tweet about work? Does our authority extend to an employee's Facebook page? Can we fire an employee for his or her online content? What can truly be defined as "objectionable"?

I've cautioned employees and job applicants about the risks associated with having an online "presence." I still maintain that it is possible to participate in social networking sites like Facebook and Twitter without compromising one's professional standing. However, on the topic of social media, I haven't fully addressed the employer's needs. So here goes.

Yes, organizations need a comprehensive social media policy. Ideally, it should be written by individuals who fully understand the definition of "social media," and have utilized it themselves. It doesn't do much good to place censorship on one's Twitter page if you don't know what a "tweet" is. To that end, a great resource is JD Supra's Social Media in the Workplace page, a collection of articles and sample policies written by individual lawyers and law firms for your use. Topics include legal issues associated with online communications, hiring and firing concerns, harassment and defamation. While these resources will not write your policy for you, they serve as a terrific starting point and can add some much-needed clarification on the topic of social media, and the importance of every business to have a clearly-written policy in place.

Once you have the basics down, check out Doug Cornelius' Social Media Policies Database - a frequently updated listing of organizations such as the American Red Cross, the Associated Press and Best Buy, and their respective social media policies.

A Little Light Reading....

2010-11-15T08:00:00.000-05:00

The topic of employees who use social media to air workplace issues is a tricky one. A great post about the recent firing of a union employee by American Medical Response of Connecticut, as well as the NLRB's subsequent response, can be found at HRLori.

Mike Haberman wrote an interesting article for HR Toolbox about calculating an accurate HR-to-employee ratio. Check it out!

Should your business card include a photo? I had already made up my mind before reading Donna Svei's post on the merits of including one. She's very persuasive; I now find myself re-thinking my position!

Social Media and the Hatch Act

2010-11-10T08:00:00.006-05:00

The U.S. Office of Special Counsel has released a detailed memo that outlines how the Hatch Act affects certain federal, state and local government employees (check here to see if you fall into this category.) Specifically, the memo addresses social media and identifies acceptable and unacceptable online activities for covered employees on social media platforms such as Twitter, Facebook and personal blogs. Covered employees can, for example, advocate for a political candidate or group through their Facebook status updates; however, employees cannot post links to the "contribution page" of a political site.

It's imperative that covered employees know which political activities they can and cannot engage in online, whether at work or at home: penalties range from a written warning to termination. OhMyGov! has created this very handy guide.

Tips for a Successful Phone Interview

2010-11-10T07:00:00.001-05:00

By TheEdibleHR | View this Toon at ToonDoo |

Following the Adventures of "Unemployed Man"

2010-11-05T08:30:00.001-04:00

Superman, Batman, Spiderman, and now....Unemployed Man?

It's true - we now have a superhero for the recession era. The Huffington Post has featured several select comics from Eric Origen and Gan Golan's book, The Adventures of Unemployed Man (the above comic is one of my favorites.) In the same vein as the DC Comics superheroes, Origen and Golan developed characters such as Wonder Mother, Plan B (Unemployed Man's sidekick) and Everyman as a way to "provide people with emotional catharsis, perspective and comic relief."

And just who are Unemployed Man's sworn enemies, you ask? Among the many are Pink Slip, The Outsourcerer, COBRA and...The Human Resource (although not a bad-looking villain, if you ask me.)

I Am Not a (Re-Tweet) Crook: A Lesson in Twittiquette

2010-11-04T08:30:00.000-04:00

Since I've started "tweeting" on a near-daily basis, I haven't given too much thought to the process. I post a link, and voila! Out to the masses for consumption. If one of my followers (or someone I'm following) posts a link I find useful, I'll re-tweet it. Easy.

But I've overlooked that crucial element of any social networking, whether it's in-person or via technology; one that makes a difference in how one's messages are received: it's called etiquette. And until now, I was completely oblivious to it.

Yes, there is a certain etiquette that exists in the Twitter universe (or Twitterverse, as it were), and I am a repeat offender. My re-tweets have not always credited the original poster - or even the secondary poster, for the link. In Twitter etiquette, this is akin to writing a paper without properly crediting your sources, and is treated as such. Like many others, I have simply hit the re-tweet button and moved on, without checking to ensure that the original tweeter has been acknowledged. I'm sorry. I goofed, and I can only vow to be more vigilant with my re-tweets.

Interested in the finer points of Twitter etiquette? Check out this page.

Job Interview No-No's

2010-10-25T08:30:00.000-04:00

By TheEdibleHR | View this Toon at ToonDoo |

Should These Office "Buzzwords" be Banned?

2010-10-22T08:30:00.003-04:00

Marlys Harris recently wrote an article on popular phrases that should be avoided in the workplace. I agree that some of them must go (such as "going offline" to discuss a matter in-person), while others, although overused ("touching base" with a co-worker) can stay. It's a matter of personal preference, after all. Like baby names, many of these phrases fade in and out of public favor (I remember when "proactive" was an especially popular term.) My only objection to using this type of jargon is simple: a person's choice of language, especially in a business setting, should be truthful, accurate and easily understood. That said, some of these phrases are too vague or confusing to be used:

"In transition": I hear this phrase often from fellow job seekers who are not unemployed, but, as they term it, "in transition." I wouldn't recommend this, as it sounds intentionally vague. Aren't we all "in transition" in some form or another? Trust me, there is no shame in unemployment. Better to be clear and state the truth: that you've been laid-off from your previous employer and are actively new opportunities.

"Turnkey": The potential for misuse of this buzzword is too great. While it traditionally refers to a system that can be immediately installed and activated - as in, "We need a turnkey solution to our customer service issue" - one co-worker would consistently use it as a verb, such as, "Could you turnkey that file to me this afternoon?" or "I'll turnkey those meeting minutes to you after lunch."

"Sharpen the pencil": I've been debating this phrase with a friend for awhile now. I've always understood this phrase to be used in negotiations, in which "sharpening the pencil" refers to making a better offer. My friend interprets this phrase as concentrating on one's work. Either way, it's a phrase too open to interpretation for office use.

"Spare bandwidth": I've never encountered this phrase at work, but apparently it exists as a way to assess one's time capacity - as in, "Do you have any spare bandwidth to complete this additional task?" If someone asked me this, I would be thoroughly confused. Please, don't do this to your co-workers. "Do you have any spare time?" is far easier to answer.

Need additional clarification? Check out The Office Life's comprehensive Ridiculous Business Jargon Dictionary.

A Terrific Resource for Managers

2010-10-20T08:30:00.002-04:00

Alison Green's blog Ask a Manager (of which I am a huge fan) has recommended an excellent site for supervisors: the Management Center's Resource Library. Simply subscribe to this site (it's free!) and get access to some very handy resources, such as hiring worksheets, reference check questions and scripts for a variety of employee issues. Definitely worth a look.

Study Reveals Worst Cities for Jobs

2010-10-18T08:30:00.001-04:00

Forbes has published the results of a Manpower survey that assessed employment outlooks across the U.S. Several cities were identified as having the worst hiring outlooks this fall (Harrisburg and Carlisle, PA are among several cities that are ranked seventh - how discouraging!)

Is your city listed? And if so, do you agree or disagree with its ranking?

Employment Applications: What Shouldn't You Ask?

2010-10-15T08:30:00.003-04:00

By TheEdibleHR | View this Toon at ToonDoo |

Unique Resources for the Unemployed

2010-10-14T08:30:00.001-04:00

There is no shortage of information for job seekers online, including how to file for unemployment, land an interview and spend frugally. For those readers already familiar with these types of resources, below are some unique websites I have stumbled upon:

Meetup facilitates face-to-face meetings between like-minded professionals who are looking to expand their current contacts. Search groups by zip code and meet up with people of similar interests, professions, or fellow job seekers.

Unemployed Workers keeps readers updated on the progress of current legislation geared towards current workers and unemployed professionals.

My Life on the Dole is writer Ariel's blog about the challenges of life as an unemployed HR executive. Her writing is funny; her experiences all-too-identifiable. It's always good to remember that you're not alone in your unemployment!

Unemploymentality also offers moral support through its chronicling of "lifestyles of the penniless and downtrodden." Hilarious video clips, as well as topics that include a "Survival Guide" and "Diaries of a Temp."

If you know of any other creative resources for job seekers, send me an email at adaurio@ediblehr.com.

Successful 2nd Year for Harrisburg Cupcake Cup

2010-10-13T08:30:00.003-04:00

The 2010 Harrisburg Cupcake Cup was a smashing success! This year's monetary donations reached $1,459. Food donations (collected for the Central PA Food Bank) are still being counted. Founder Erica Streisfeld put forth a tremendous effort to organize a fun, original community event.

The Edible HR was proud to be an event sponsor, and looks forward to next year!

A Little Light Reading....

2010-10-11T08:30:00.004-04:00

Some useful information for employers: Belinda Luscombe of Time Magazine wrote an interesting article on the cost of happiness (literally.) She also describes two types of happiness (day-to-day and self-evaluation) and the influence a person's annual income has on these types of personal satisfaction.

When FMLA and Social Media Collide

2010-09-29T08:30:00.000-04:00

When I think of FMLA, I don't automatically think.....Twitter. It never crossed my mind to make that connection. But with the overwhelming popularity of social media sites infiltrating our home and work lives, it's a relationship that leave administrators should examine more closely.

A recent post by FMLA Insights highlights the growing relationship between employees who take FMLA leave and the social media sites used to advertise this fact. Following the article's suggestion, I conducted my own experiment by searching Twitter for the term "FMLA." The tweets I discovered were interesting, to say the least:

"LOL I got paid leave and FMLA! My boss got PWNED."

"F*** yeah fmla papers approved for my meningitis!! Off to get a pedicure."

"Another bad headache. Think I'll use fmla tomorrow."

The website facePINCH allows users to search Facebook status updates by topic. Here is what I found for "FMLA":

"Do not feel like goin 2 wrk n a couple hrs...thts cool tho cus Im def bout to get sum fmla from them!"

"If I do not get my vacation I be alot mad now I need a good reason to get fmla."

"I'm working 2 shifts tomorrow....If I didn't have any work ethic or love for my job and co-workers I would start playing the FMLA card about now...."

(These status updates are real and transcribed exactly as posted.)

While it wouldn't be prudent for FMLA administrators to start scouring the web for their employees' "tweets" - some organizations simply have too many workers on leave, and issues of privacy could be at stake - the act of posting one's FMLA status online could create doubt as to the legitimacy of the leave: Is the employee just joking? Or does it constitute leave abuse? This can create a delicate situation. If an employer comes by this information honestly, it can result in requiring the employee to seek recertification. At minimum, it should result in a dialogue between the employee and human resources.

Does H.R. 5297 Affect You?

2010-09-27T08:30:00.001-04:00

If you are currently a small business owner, that remains to be seen. H.R. 5297, also known as the Small Business Jobs Act, is a bill designed to - theoretically - provide aid to small businesses in the hope that this will spur job growth, encourage investment and promote entrepreneurship.

Whether the Small Business Jobs Act will succeed in creating a significant number of jobs is unknown. In covering this bill, Slate's Jill Priluck expresses her doubt:

"While the aid package will help many small businesses, it won't create many jobs because it will benefit more established firms, rather than the young ones that do the bulk of hiring.

As denizens of the little-guy economy already know, capital is the No. 1 concern for startups and small businesses. Raising money is difficult. Business owners can't get loans from the bailed-out, dollar-hoarding banks. And while the $30 billion allocated for Small Business Administration loans is laudable, the loans will be doled out carefully in order to comply with requirements that a lot of small businesses won't come close to meeting.

Even if small firms have, say, inventory or a healthy mortgage with which to secure funds, a loan is a loan is a loan. It needs to be paid back, sometimes within a couple of years (although the terms can be extended). If a small business or startup with little or no profits has no cash or ability to generate revenue in the first year or two, how will it pay the loan back and simultaneously grow the business?

There are small businesses with cash or the ability to generate it, but these often aren't the ones that hire. Recent Kauffman Foundation studies suggest that without startups, there would be no net job growth, and that these firms retain 80 percent of their initial employment up to their fifth year in existence. Startups drive job growth, but often, these high-impact firms rely not on debt-based lending like SBA loans, but rather angel-, VC-, or equity-based funding because lenders generally perceive them as too risky."

What are your thoughts?

JAN Guides Employers Through ADA Complexities

2010-09-21T08:30:00.001-04:00

The Office of Disability Employment Policy offers employers specialized accommodation solutions and ADA legislative guidance. And guess what? It's free.

The Job Accommodation Network (JAN) provides a number of services to individuals and employers, in an effort to promote the hiring, retention and advancement of workers with disabilities. These services include customized accommodation assistance and referrals to support services within the employer's community. JAN's website also includes an A-Z Disability/Accomodation Index; and a Searchable Online Accommodation Resource, which recommends various accommodation options for employees within work and educational environments.

Live chats and confidential assistance are also available. Ideal for seasoned, as well as up-and-coming HR professionals, the Job Accommodation Network is a comprehensive, easily accessible resource.

Adding 'Blogger' to Your Resume

2010-09-20T08:30:00.002-04:00

Confession time: I can't decide if I should add this blog to my resume.

Certainly, a lot of time has gone into creating and maintaining The Edible HR; writing new posts, providing up-to-date information and resources. I have definitely excelled at technical skills, such as HTML and Photoshop, that were otherwise foreign to me. And while these elements matter greatly to me, what do they convey to potential employers? Does blogging suggest a creativity and passion for my profession, thus improving my standing as a job candidate? Or is blogging seen merely as a fun way for me to spend my time?

Katy Castro of I'm Blogging That! describes blogging as a way to showcase "knowledge that I taught [myself]." In a time of financial insecurity, many jobseekers are returning to school or taking additional courses in an effort to improve their standing in the current job market. Tara Weiss of Forbes Magazine says, "with competition so fierce for every open position these days, even the smallest edge can make the difference in landing you that interview - or even a job." Castro adds, "Your knowledge may cover writing to capture attention, promoting your posts through social networking, increasing RSS subscribers, and [creating] a community [through] your blog." Though you might not currently be compensated by an employer to do these things, as a successful blogger, these are nonetheless legitimate written, technical and marketing skills.

So what are the advantages to being an HR professional who blogs about the industry? The creation of a community of ideas and information. The addition of one's voice to the conversation. The continued exposure to insights from fellow professionals nationwide (and occasionally, around the world!) Blogging indicates resourcefulness and an active involvement in one's profession - which proves particularly helpful when answering the common interview question, "How do you stay updated on current HR news?" Social media has launched a movement in recruitment strategies - take advantage by becoming an active participant.

If you are considering adding a blog to your resume, it goes without saying that it should maintain an air of professionalism. A blog should ideally be regularly updated, free of typos and feature up-to-date, working links. A combination business/personal blog isn't recommended for inclusion on a resume, as personal information could inadvertently be revealed - information that an employer would not otherwise have access to.

Happy blogging!

A Little Light Reading....

2010-09-16T08:30:00.000-04:00

Check out two great articles:

Valerie Dennis provides guidance for employers who aren't sure how to deal with social media in the workplace.

Thomas A. Stewart wrote a great post about corporate initiatives and what he considers "strategic insanity."

"Experience Harrisburg" with Upcoming Job Fair

2010-09-14T08:30:00.002-04:00

If you're looking for work (or work experience) in central Pennsylvania, you might be interested in the 9th annual Experience Harrisburg job and internship fair, being held on October 7, 2010. Co-sponsored by the Capitol Region Economic Development Corporation and Harrisburg Young Professionals, the event promises to be an "informal networking event" for college students and job seekers.

Registration for the event is available online. For more information, please contact Christine Books of the Harrisburg Regional Chamber at (717) 213-5048 or cbooks@hbgrc.org.

Start Sending Out Those Health Care Reform Notices

2010-09-13T08:35:00.001-04:00

If you haven't mailed them to employees yet, you'd better hurry: starting September 23, healthcare reform provisions will go into effect, changing benefit coverage and notice requirements to plan participants. The U.S. Department of Labor has issued "model" language for employers to use when communicating these changes to employees. Remember - it is the employer's responsibility to ensure that workers receive these notices!

Social Media and the Hatch Act

2010-09-13T08:30:00.002-04:00

Snagging Top Post Status

2010-09-10T18:11:00.003-04:00

Very exciting! An earlier post, "That Company You Applied To? It's Just Not That Into You" has been listed on the HR community site Human Capital League as a top post for today!

If you haven't already, I highly recommend checking out HCL's online community. There are several fantastic authors featured on a variety of topics, including Talent Management, Leadership and Recruitment.

Thanks to all who enjoyed the post!

I've Discovered BlogTalkRadio....and I Love It

2010-09-10T09:00:00.003-04:00

I've added some new features to the site, and one of them is the BlogTalkRadio player. I finally had a chance to sit down and listen to some really great programming by fellow HR professionals - and I'm so glad I did!

One of my goals for this blog is to provide a multimedia of HR news and information. BlogTalkRadio provides free radio programming for listeners, featuring thousands of channels on a variety of subjects (no fees or software downloading for listeners is necessary.) Pay subscribers are able to host their own programming and integrate callers into the conversation. It's engaging, creative and collaborative - the perfect platform for HR.

With so much great content available, I can't possibly feature it all at once. To be fair, I will be rotating several programs on this site. If you enjoy these broadcasts, register to be a BlogTalkRadio listener - or host your own show!

A Little Light Reading....

2010-09-09T09:00:00.000-04:00

Check out a great article in Slate Magazine that explores the pay gap between men and women, and dissects recent claims that young, single women make more money than their male counterparts (it's true - Heather Boushey explains why.)

Also worth reading is self-proclaimed "union romantic" E.J. Dionne, Jr.'s op-ed in the Washington Post, in which he articulates the historical role that unions have played in our workforce.

When Your Nail Color Doesn't Matter

2010-09-08T09:00:00.008-04:00

An article in this month's Glamour magazine touts the season's must-have nail polish colors: rich purples, dark blues and greys. These shades are dramatic, eye-catching and bold. The article is quick to note, however, that these nontraditional hues are an absolute "no-go" for professionals in Corporate America.

I can't help but smile. My former supervisor, HR Director for a non-profit in New York, has beautiful nails. Long, immaculately-shaped, occasionally bejeweled and brightly colored (an example.) Sometimes her nails feature finely-painted, intricate designs, but typically they exist in shades of bright red, electric pink or pumpkin orange. In all other respects, my former boss is conservatively dressed and a professional in every sense of the word. Her knowledge of HR, particularly labor relations, is impressive. She is respectful, a terrific listener and has the admiration of her peers and subordinates.

With qualifications like these behind you, I don't think it ultimately matters what color your nails are.

Alarming New Report from HRW

2010-09-08T09:00:00.007-04:00

The non-profit organization Human Rights Watch has released a report that accuses several European corporations of multiple labor violations against U.S. workers. Among the corporations listed are Sodexo, Tesco, T-Mobile and DHL. The alleged labor violations include discrimination, termination, threats of reprisal and intimidation of those employees who choose to unionize. In one instance, T-Mobile is alleged to have "characterized 'talking about rights' by workers as dangerous activity to be reported immediately to management." Arvind Ganesan, Director of Business & Human Rights at Human Rights Watch, stated that “Even self-proclaimed progressive companies can and do take full advantage of weak U.S. laws to stifle freedom of association."

The entire report is available here.

HR Tech Companies To Duke It Out

2010-09-07T09:00:00.002-04:00

The 13th annual HR Technology Conference & Exposition will be held in Chicago from September 29 - October 1, 2010. Four vendors have been selected to participate in this year's "Shootout" event, designed to put HR software through the most stringent talent management scenarios: Saba, PeopleClick Authoria, HRsmart and Technomedia.

Cutting Expenses - But Not Benefits

2010-09-07T09:00:00.001-04:00

Principal Financial Group has released a list of the 10 Best Companies for Employee Financial Security. Winners are comprised of growing companies and organizations that demonstrate commitment to employees' financial well-being through their benefits, financial aid and health and wellness programs. At a time when many companies are shrinking employee benefits to cut costs, these organizations have added to or enhanced their benefits packages. The result? Turnover rates that fall below the national average. Increased productivity among staff. The attraction and retention of qualified applicants. “We were able to identify cost-cutting measures that did not involve our benefits, and we were able to continue to succeed from a business perspective, says Karen Rhodes, HR Director of Red River Credit Union (one of this year's winners.) "Our commitment to our employees did not have to be mitigated in any way. They’re responsible for our success, so we feel committed to them mutually.”

Outsourcing Exit Interviews

2010-09-03T09:00:00.002-04:00

Check out a great post from Sharlyn Lauby, the HR Bartender: "The Real Reason for Exit Interviews." One point that I never considered is to assign a third party to conduct exit interviews. I think this practice could really result in more meaningful information gained from departing employees, without any threats of reprisal looming over them.

That Company You Applied To? It's Just Not That Into You.

2010-09-01T09:00:00.003-04:00

I love the book "He's Just Not That Into You," by Greg Behrendt and Liz Tuccillo (the movie just didn't do it justice.) It provides a no-nonsense, realistic approach to dating and relationships. In re-reading parts of the book recently, I realized that certain key points of the book could also be applied to the employer/applicant relationship. With job hunting (as with dating) many hours are often spent waiting by the phone, obsessing over that job interview (or date). Why haven't they called? Should I call them? What does it mean? Should I just move on?

"Don't waste the pretty!" The book's authors advise (or in the case of a job seeker, don't waste the talent.) Pretty frank advice, but true. Consider several of their main points and how they relate to the applicant experience:

1. He's Just Not That Into You If He's Not Calling You.
Also true with employers. They received your resume, trust me. It could be that you don't have the qualifications they're seeking. Maybe the company has received a million resumes and are still sorting through them. Maybe they already have someone lined up for the job. But if you don't receive a call for an interview relatively soon after submitting your resume, it's a pretty clear message: the company just isn't that into you.

3. He's Just Not That Into You If He Doesn't Want to Marry You.
You've jumped through multiple hoops - the phone interview, several in-person interviews - and the feedback has been all positive! And yet....no job offer. It went to another candidate instead. This can really sting, especially when all of your talents, work experience and values seemed to align perfectly with the company you're interviewing with. The reasons for not landing a job offer vary, but the bottom line is, the organization just wasn't into you enough to offer you the position.

4. He's Just Not That Into You If He's Breaking Up With You.
Whether you aren't selected for an interview, or ultimately not chosen for a position, most companies will call or email you a polite "thanks but no thanks" notice. This is not the time to call the recruiter and "re-emphasize" all of your best qualities, or send back a terse reply, indicating your disapproval with their decision. Rejections are really, really hard, and it's natural to want to respond. But just like with dating, you cannot cajole your way out of a rejection, and you cannot change someone's mind. Accept the decision and move on. Be classy. There is a company out there that really wants to hire you.

5. He's Just Not That Into You If He's Disappeared On You.
You aced the phone interview and several in-person interviews. The company's recruiter said he would get back to you. And then.....nothing. No phone call, no email - not even a smoke signal. While I don't agree with not following up with applicants regarding their status, some companies do just that. You could follow up with a call of your own, but the message is still clear. As the authors state, "No answer is your answer." Don't ask yourself what you did wrong, or how you could have done it differently. Next time you go for an interview that went smashingly well, and then never hear back from the recruiter, consider the thought that the company just might not be that into you. And then free yourself to go find the company that is!

You can't control whether or not a company calls you back, or even calls at all. What you can most quickly rectify is how long you stick around once you know that the company is just not that into you. It's not bad news if it helps you free yourself to find a better opportunity. As the book's authors remind us, "knowledge is power...more importantly, knowledge saves us time."

Jobseekers: Is Where You're Living Working Against You?

2010-09-01T08:30:00.000-04:00

Photo: http://www.employmentblawg.com/

Labor and Employment lawyer George Lenard has published a Job Search Difficulty Index, per state, for August 2010. The index is "expressed in terms of unemployed individuals per advertised job."

Where does your state rank?

This Week's Local Events

2010-08-30T19:22:00.003-04:00

If you live in Central Pennsylvania, there are a few events going on this week that may be of interest to you:

On August 31, WITF's Radio Smart Talk will be having a panel discussion at 9:05am on the pros and cons of PA's Sick Leave Bill. Guests will include Representative Marc J. Gergely, 35th Legislative District Allegheny County and Gene Barr, President of the Pennsylvania Chamber of Business and Industry.

Also on August 31 is PA CareerLink Cumberland County's job fair from 8am-12pm in Carlisle.

WITF is also hosting a job fair on September 2 from 11am-1pm and 4pm-6pm for Multi-Media Account Executives. Location and directions are available here.

Sometimes, It's Ok to Say No

2010-08-30T09:00:00.013-04:00

A friend of mine called the other night, very upset. She had received a call for an interview in her chosen field, and was very excited - until she learned that the salary was just abysmal (trust me, it was. We're talking below poverty level.) And though this was a full-time position, there would also be no health insurance offered.

She asked me whether she should take the interview anyway. After all, some income was better than no income - wasn't it? And being employed at all was better than continued unemployment - wasn't it?

My friend ended up (graciously) canceling the interview and is still looking for work. But it was her agonizing over this decision that got me thinking. With so many pressures upon us as job seekers, are we forgetting our overall worth as professionals? Have we, in our desperation for a job - any job - lost sight of our real "value" to an employer? Should we settle for, what was certainly in this case, far, far less than we are worth?

I told my friend that regardless of the decision she made, the bottom line was that she is a professional with years of experience, an ironclad work ethic, and deserved to be compensated accordingly. Well, perhaps a little less, due to the economy, but within a reasonable range of compensation. Anything less than that is just not acceptable.

What do you think?

2010-08-30T09:00:00.001-04:00

Poor Toby. The Office's ineffectual HR rep makes a half-hearted attempt to review the company's sexual harassment policy with staff - with (naturally) no support from Michael Scott:

Challenging Ourselves as HR Professionals

2010-08-27T09:00:00.000-04:00

Tony Schwartz of the Harvard Business Review wrote a great article about "being excellent at anything," be it a sport, a hobby, or professional expertise. It's especially relevant to HR administrators in its urging of readers to "push past their comfort zones" and "practice [what you love] intensely." Check it out!

Hopelessly Devoted to...FMLA?

2010-08-25T09:00:00.006-04:00

Thanks to Jonathan Krass for referring me to FMLA Insights, a blog dedicated exclusively to FMLA administration. Included: webinars, podcasts, FAQ's and archives on a host of topics such as certification, leave abuse and reinstatement. It even answers specific questions from readers regarding various situations involving FMLA (some of these will surprise you!) It's the holy grail for the frazzled leave administrator. Definitely worth checking out!

Healthy Families and Paid Sick Leave

2010-08-25T09:00:00.002-04:00

An editorial in the Philadelphia Inquirer makes its case for small businesses (and larger businesses who don't currently offer it) to offer paid sick leave.

An outline of the Healthy Family Act's provisions is available here.

You Can Be A Professional And Still Have A Facebook Page

2010-08-23T08:00:00.004-04:00

Another employee has, as CBS News terms it, "failed Facebook 101."

A Massachusetts teacher was recently asked to resign after postings on her Facebook page, in which she called students "germ bags" and lamented the town she worked in as being "arrogant and snobby" - became known to administrators.

This, of course, isn't the first time a teacher has lost his or her job because of Facebook postings. In 2009, a Georgia school teacher was asked to resign after her postings, one of which included the teacher with a drink in her hand, were brought to her employer's attention by a parent. In 2008, a teacher in North Carolina came under fire regarding her comments made on Facebook regarding her employer, "the most ghetto school in Charlotte." And a Wisconsin middle school teacher was placed on administrative leave after a photograph on her Facebook page, featuring the teacher aiming a gun at the camera, was discovered.

I prefer to keep my personal Facebook page as "bare bones" as possible. However, I firmly believe that you can be a professional anything - teacher, attorney, police officer - and still have a Facebook page filled with personal musings and photos. To do this, though, it is vital that you follow certain rules:

Check your privacy settings. Often. There is no excuse for "not knowing" the particulars of Facebook's privacy settings. Get to know them. And then check them often, because Facebook's privacy policies do change frequently.

Be picky about your "friends." You should only "friend" relatives and people who actually are your friends - not merely acquaintances. Do not "friend" your coworkers, students, parents of students, clients or vendors. And do not "friend" your supervisor. It seems like a no-brainer, but it happens often. If this rule results in your playing Six Degrees of Kevin Bacon every time you receive a friend request, so be it. It's the price you pay for having a personal Facebook page in the first place.

Never be too specific. Don't list your employer, and never refer to your coworkers, students, or supervisor by name.

Just say "no" to tagging. If a friend "tags" you in a photo of the two of you, un-tag yourself from the photo. Even if your settings are private, your friend's setting might not be, and it could still be possible for others to view that picture of you holding a margarita while on vacation.

For the ultimate peace of mind, it's better to simply not post anything personal on your page. If that isn't feasible, then following these rules could mean the difference between amusing posts and public embarrassment. And you could lose your job.

Thanks To My Fellow HR Bloggers

2010-08-22T23:53:00.000-04:00

A big shout-out to Lori Dorn of HRLori, Michael J. Long of The Red Recruiter and Jay Shepherd of Shepherd Law Group and Gruntled Employees for adding me to their blogrolls (or is it blogsroll? Who knows.) I always look forward to your posts and appreciate the support!

Prepping For a Performance Evaluation, Part II

2010-08-19T09:00:00.002-04:00

Dwight employs the use of visual aids to score a raise:

Wearing The Wrong Hat Can Get You Fired...

2010-08-18T09:00:00.033-04:00

...If you're a Florida Gators fan, that is.

Radio personality Renee Gork was allegedly fired after wearing a Florida Gators cap to an Arkansas Razorbacks press conference. Gork, a Florida alumnus, announced her termination via Twitter. Her former employer, Hogs Sports Radio, confirmed Gork's termination but declined to comment further - except to state that the radio station is "very biased" in supporting the Razorbacks "100 percent."

Do Your Background Checks Stand Up to Scrutiny?

2010-08-18T09:00:00.032-04:00

Hiring managers, take note: as part of the overall scrutiny of hiring practices, credit and criminal background checks are being closely examined - and in some states, laws are changing to protect against the discrimination of job applicants based upon poor credit history or a criminal record.

Illinois just passed the Employee Credit Privacy Act, which (with exceptions) will prevent employers from using an applicant's credit history or credit reports in its employment decisions. And on August 6, Massachusetts passed Senate Bill 2583, an anti-crime bill that includes (with exceptions) the prohibition of employers from requesting criminal record information on initial application forms.

From One Blogger to Another

2010-08-16T23:25:00.001-04:00

A big thank-you to Lisa Rosendahl for adding me to her list of "Great Reads." As a newbie to the HR blogging community, it's exciting to be a member of the group!

Check out Lisa's awesome blog here.

Casting Your Applicant Net a Little Wider

2010-08-16T23:10:00.001-04:00

I've read several job advertisements lately that seem to be limiting their usefulness in attracting a variety of applicants - and in some cases, could contain potentially discriminatory guidelines. A few "stipulations" that should be reconsidered:

Requiring applicants to respond only by email/postal mail. Unless there is a legitimate business need for requiring respondents to use one or the other - why not utilize both? The argument can be made that requiring applicants to submit resumes "online only" tends to screen out minorities. Instead, make more than one form of contact available to job seekers.

Requiring applicants to submit references with a resume. I can understand the desire to speed up the recruiting process, but requesting references before an interview just doesn't make sense. Performing reference checks can be time-consuming, but it's necessary. Most applicants aren't accompanied by "ready-made" written references, anyway!

Requiring applicants to own a car. I noticed this job "requirement" in three separate advertisements. Unless this is a bona fide occupational qualification, avoid this phrase like the plague. As long as a candidate can work the desired schedule, don't ask how he/she will get to work.

The Edible HR Has a New Logo!

2010-08-14T20:23:00.000-04:00

I'm very excited to debut the blog's new logo, thanks to Rocky Woodling! It looks fantastic.

The "Beautiful" People: Kicking Job Seekers When They're Down

2010-08-13T09:00:00.005-04:00

Newsweek Magazine has released the results of a survey in which 202 hiring managers and 964 members of the public were questioned about the role beauty plays in the workplace, including hiring practices, promotions and perceived job performance. Not surprisingly, the results were clear: looks matter.

I'm not going to dispute the validity of the survey's findings. I am, however, going to chastise the magazine for publishing its results in the midst of the worst recession our country has seen. Unemployment is at 9.5 percent. The job market is flooded with applicants. In what way, exactly, are these survey results helpful to job seekers? What message should be gleaned from this information? That whatever available funds applicants have should be spent on better clothes? More expensive haircuts? Makeovers at their local Sephora?

As if realizing how callous and superficial these findings might appear to readers, the article ends with the condescending platitude that - although attractiveness is very important - don't despair! Experience is still kinda important. Keep your average-looking head up, and you, too, might find a job!

Shame on you, Newsweek, for telling us something most of us already knew, at a time when we least needed to hear it.

Creative Ways to Resign: Part I

2010-08-11T19:00:00.002-04:00

JetBlue Airways flight attendant Steven Slater is being hailed as a "working class hero" for his creative exit from a plane on Tuesday, following a verbal altercation with a passenger. A poll on CBSNews.com revealed that 78% of respondents agree with Slater's actions; a Facebook page in his honor has garnered over 13,000 followers. Slater also earned special mention on the late-night talk show circuit:

But Then I Can't Use "Doctor's Appointment" As An Excuse to Miss Work

2010-08-11T09:00:00.001-04:00

A recent article in Time Magazine suggests that when it comes to managing your healthcare, email may be the way to go. The Patient Protection and Affordable Care Act is funding pilot projects in which patients and their primary-care providers communicate via email to discuss various ailments, symptoms and methods of treatment.

In theory, this sounds like a great idea, if a patient has relatively minor health issue, or a quick question about an existing condition. I don't think this model can beat a good old-fashioned in-person visit, however. Some maladies just need to be examined - in person - in order to be properly diagnosed.

When an Employee is Investigated for One Reason, Fired for Another

2010-08-10T09:00:00.041-04:00

It's particularly embarrassing when that employee is your company's CEO.

I'm not sure which aspect of this story is most troubling: that Mark Hurd, former CEO of Hewlett-Packard Co., was accused of sexual harassment; that he was accused of sexual harassment of an HP marketing contractor; or that he was accused of sexual harassment of an HP marketing contractor who was also, incidentally, paid for business services she supposedly never provided.

In this case, Hurd was investigated for a claim of sexual harassment (by the former HP contractor), but forced to resign for violating the corporation's code of business conduct by allegedly falsifying expense and financial reports to the tune of about $20,000.

As for the "marketing contractor," Jodie Fisher, the HP Board of Directors has questioned exactly how Fisher had been compensated for her services, as well as what constituted her "contractor" status. Was she, in fact, an employee? A per diem worker? What was her rate of pay?

As details of the investigation are revealed, it becomes apparent that HP made a very wise decision in letting Hurd go.

A Little Light Reading....

2010-08-10T09:00:00.040-04:00

Two great articles worth checking out: "How to Get a Job After a Year (or More) Out of Work," by Liz Wolgemuth; and "5 Ways Employers Could Improve The Hiring Process," by Alison Green (who also writes the fantastic blog Ask A Manager.)

Let's Leave That Part Out

2010-08-09T09:00:00.048-04:00

It never fails to irk me when I read typos in employment ads. But last week I read a job posting that really turned me off: after a brief listing of the position's responsibilities and qualifications, the ad emphatically stated "DO NOT apply to this job if you don't meet the qualifications!"

I can sympathize with having to wade through resumes that highlight work experience that in no way pertains to the job you're recruiting for. But feelings of frustration, however legitimate they may be, shouldn't be included in an employment ad. It's not professional, and besides - it won't dissuade job seekers from sending in their resumes, anyway - regardless or whether or not they possess the skills you seek.

Prepping For A Performance Evaluation

2010-08-06T22:42:00.001-04:00

Should you prepare for a performance evaluation? Absolutely. Should you follow Dwight's lead? That's up to you....

It's Not Up For Debate: Send That Cover Letter

2010-08-06T22:34:00.001-04:00

With the jobless rate at 9.5 percent, it's no surprise that application practices are being looked at more closely. There is no shortage of books and articles about how to ace interviews or how to spruce up your resume. In the midst of this recession, I find myself second-guessing my actions at times (should I mail or email that thank-you letter?) But some practices aren't open for debate - and mailing a cover letter with your resume is one of them.

Besides serving as a useful tool when applying for jobs for which you might be under- or over-qualified, cover letters present a more "polished" look to an applicant's overall candidacy. Cover letters signal effort. They imply interest. Even if you're on a desperate search for a job - any job - and subsequently must fake effort and interest - send that cover letter anyway!

Post-Interview Thank-You Notes: Email or Snail Mail?

2010-08-06T03:05:00.001-04:00

I emailed a thank-you letter to an interviewer the other day. It's only the second time in my career that I've done this. Generally, I think that thank-you letters look more professional on paper. It's too easy to click "send," and maybe that's my point - that subsequently, not as much effort is put into the letter itself. Or maybe it's the potential for appearing as though not as much effort is put into an emailed thank-you. It's like sending evite invitations to a wedding - a little too casual for the occasion.

I will concede that emailed thank-yous reach an interviewer much faster. So if you decide to go this route, be sure that your email is formatted to look like a formal letter: include the date, title of the interviewer, and the company's name and address. It's a seemingly small detail, but it looks more professional.

Could This Have Been Avoided?

2010-08-04T20:56:00.008-04:00

You are diligent about performing background investigations and reference checks. Your company has a zero-tolerance anti-harassment policy. You treat terminated employees with professionalism and dignity. Is that enough to prevent workplace violence?

I feel terrible about the incident that occurred on August 3rd in Manchester, Connecticut. An employee asked to resign after a meeting with company officials and union representatives (in which the employee was shown to be stealing company property via video surveillance) pulled out a gun and started shooting - killing eight employees (including the two union reps) before turning the gun on himself.

I remember an incident years ago, in a company where I worked. After advising an applicant that she was not being considered for an open position, a colleague was walking to her car when she was confronted by the applicant and her irate spouse, who had been parked in the company's parking lot. Thankfully, she was able to calm the couple down and report the incident to the company's security division (who should have reported the incident to the police!) No violence occurred. But it raises an important question: how safe are HR professionals in the workplace, really?

The shooter, having been presented with the option of resignation or termination, opted to resign. It was while he was being escorted out of the building that he reached into his lunch bag, pulled out a gun and started shooting. Should officials have secured his person before the start of the meeting? Does anyone ever think to do that, anyway? I never have.

As a side note: according to the shooter's girlfriend, the employee had complained of being racially harassed at work, and supposedly even took photos of the evidence: a racial epithet and a noose drawn on a bathroom wall. However, he failed to file a complaint with the union. Did any other employees see this? And if they did - was it reported to HR? Would this have had any impact on later events?

No criminal record; no prior disciplinary issues. With even the best practices in place, it might not possible to be completely safe from this type of incident.

Thanks for the Props!

2010-08-04T20:31:00.004-04:00

A big thank-you and shout out to Laurie Reuttimann of Punk Rock HR for adding me to her blogroll. Recognition is always nice. :-)

However, I'm sad to report that as of August 26th, she will no longer be managing her highly informative and generally awesome blog. Best of luck to Laurie as she starts her new business and (hopefully soon) relaunches her personal blog!

Performance Evaluations Gone Bad

2010-08-04T20:17:00.001-04:00

Having participated in similar performance evaluations between supervisors and staff, I can say that sadly, a few of them have gone this way:

What Is Your Resignation Policy?

2010-08-02T02:13:00.002-04:00

LegalWorkplace published a great article about handling the complications that accompany some employees' resignations - definitely worth a glance!

Job Hoppers Are Better Employees?

2010-07-27T22:51:00.005-04:00

Penelope Trunk wrote an article on BNET, touting the benefits of hiring habitual "job hoppers" as employees. The entire time I read this article, I thought, Am I crazy? Can I be the only HR professional who disagrees with this (admittedly unique) viewpoint? Judging by many of the responses to her post - no (a great relief to me.)

I agree that job-hoppers, at least on paper, should not necessarily be dismissed. If an applicant at least has the requisite experience I'm looking for, then I'm willing to interview him/her by phone and probe the work history. There could be valid reasons why an applicant left a company after a relatively short amount of time. But to state that job hoppers "know more" because they can only commit to a couple of years to each job (due to a "steep learning curve") is just painting those applicants with a broad brush. I'm sure there are many "hoppers" out there who are very bright, eager to learn, and easily master their responsibilities with a couple of years. But there are many more who are just plain bored by their responsibilities, and instead of looking to expand the scope of their job description, bail at the first opportunity.

Ms. Trunk also states that these employees "can't be 'job hoppers' if they don't add value each place [they] go." Perhaps she has been lucky enough to work with these exceptional contributors, but too often job hoppers aren't looking to drop into an organization, perform exceptional work, and take off (as though it were an inter-office drive-by!) In my experience exceptional performers stick it out - even when the job gets tough. They are satisfied by the work they do, and consistently look for more opportunities to utilize their skills. It's not necessarily about "company loyalty" or "settling" so much as it is about a personal work ethic. To state that job hoppers are "higher performers" who are more "emotionally mature" is inaccurate and unfair.

Job Applicants Strike Back At Employers

2010-07-27T22:22:00.004-04:00

Last week I touched upon the fact that employment rejection letters are an excellent way to preserve a company's "brand" - not to mention the fact that it's good business etiquette. Many applicants are feeling increasingly frustrated with never receiving any follow-up from the companies they have taken the time to interview with.

Enter a newly created feature on the website Ask A Manager: "Email Your Interviewer," a free service that sends an anonymous email to that recruiter who never called you back regarding your applicant status. Simply enter the recruiter's email address, and a polite form letter is sent, imploring the interviewer to "please reconsider [your] practices." The site does caution that this service should only be used when proper applicant protocol has been utilized: in other words, don't fire off a reproachful email to a hiring manager if it's only been a few days since your interview. All things considered, the hiring process can move rather slowly. It's certainly acceptable to call or email the company's recruiter and politely inquire about your candidacy.

That being said - I think this service is an excellent idea.

Get to Know the Patient Protection and Affordable Care Act

2010-07-26T20:54:00.004-04:00

The U.S. Department of Labor has released a fact sheet that outlines the requirements of the Patient Protection and Affordable Care Act ("PPACA"). Signed into law on March 23, 2010, PPACA requires employers, among other things, to provide a "reasonable" break time for nursing employees.

After reading these requirements, I have two questions: why aren't exempt-level staff included in these breaks? And what constitutes a "reasonable" break time?

An Interesting Analogy for HR....

2010-07-24T22:52:00.003-04:00

Michael Scott just can't seem to get along with his office's HR representative.

Job Hunting Really Is Like Dating

2010-07-24T22:35:00.007-04:00

One of my favorite HR advice columnists, Lily Garcia, wrote an excellent article about the fickle, often frustrating task of job hunting (read the article here.) Going through the employment selection process is a lot like dating - and having the right attitude can save your sanity and put the entire process into perspective. Has the following ever happened to you?

The employer never called me back. This can happen at any point during the selection process, but it's particularly disappointing after interviewing with a company. Just like a date, you got all dressed up, took the time to prepare for your time together, asked questions. The interviewer seemed genuinely interested in what you had to say. And then.....nothing. No follow-up phone call; no email. Being cut loose without feedback can really sting, but don't take it personally. Get back out into that job pool. And always remain courteous.

The employer stood me up. In my experience, this is rare, but it does happen. You arrive for an interview, and the individual you are meeting with has had a change of schedule - without calling you in advance. Maybe he or she left for the day. In some cases, the employer has misplaced your resume entirely and decides to just "wing it" instead. In these circumstances, it's best to be polite, but consider whether this company is the right fit for you. You only have one chance to make a good first impression - and that applies to employers, too.

The employer doesn't know what it's looking for. You've responded to a job advertisement and have been lucky enough to score an interview. Great! But in the course of conversation, the recruiter notes that the company "really hasn't created a job description yet" or "isn't really sure" what the position entails. Maybe it's a newly-created position; possibly it's a position that is being re-vamped with additional responsibilities. I've seen this situation present itself many times, and usually the end result is the employer pulls the job posting until it can reorganize. This can be very frustrating for applicants. My advice? Jump back into that job pool - you can always re-apply to the position when, or if, it is re-posted.

Keeping your head up and your options open is the ideal approach to the Great Unknown that is the job search (and dating!)

New York Says No to Bullying

2010-07-24T21:19:00.013-04:00

Time magazine reports that New York is pushing a Healthy Workplace Bill that would protect workers from abusive bosses. According to the article, "workers who can show that they were subjected to hostile conduct — including verbal abuse, threats or work sabotage — could be awarded lost wages, medical expenses, compensation for emotional distress and punitive damages." The offensive behavior must be repetitive and done "with malice," although it allows for those companies who investigate workers' claims promptly and with good faith.

Not having seen the details of this proposed bill, I can't help but wonder how it will differ from a worker's claim of constructive discharge, which essentially provides the same protections against deliberate, intolerable behavior on the part of the employer.

Employment Rejection Letters Are A Good Investment

2010-07-14T19:30:00.004-04:00

You might read the title of this post and think, Why? I strongly feel that rejection letters (or emails; I'm not that picky!) are not only a business necessity, but a good investment for your company. I'm amazed - and disappointed - by the number of organizations who do not notify those applicants who do not qualify for a particular position.

Aside from the simple fact that it displays poor business etiquette, failing to notify candidates of their standing is bad PR for an organization. Creating bitter feelings between the potential employee and the potential employer can also be costly: suppose the individual was an otherwise fantastic candidate who simply didn't match the requirements of a particular position. Maintaining a respectful, cordial relationship with this individual can reduce the costs of recruiting for all-new candidates when a position opens up that this individual might be well-suited for. Put simply: don't burn any bridges!

An excellent article on this subject, "Five Reasons to Send Employment Rejection Letters," is available here.

How NOT To Act During A Phone Interview

2010-07-10T23:05:00.002-04:00

Hostility toward the recruiter is not the way to secure an in-person interview. As for including "martial arts" on your resume? That's up to you...

Phone Interviews: Prepare, Prepare, Prepare!

2010-07-10T22:55:00.003-04:00

I am always surprised by how casually people treat phone interviews. Sure, an in-person interview is ideal, but competition is fierce, and more companies are using phone interviews as a way to screen the hundreds of applications received for an open position.

I am not a fan of them myself, but in this recession, phone interviews are a necessary evil. The only way to increase your chances of advancing to an in-person interview (which is the ultimate goal!) is to prepare for your phone interview as though it is an in-person interview. Some tips that have worked for me:

1. Jot down some typical interview questions (you can find them online) and write down
   your answers. Practice these answers out loud, so you can hear yourself - this will cut
   down on nervousness during the interview and help develop your answers so they sound
   well-developed and natural.

2. Sound positive and upbeat over the phone. Remember, all a recruiter has to go on is
   your resume and the sound of your voice. If you've just woken up, it will be reflected
   through your voice. Drink coffee, chug a Red Bull, listen to a comedy CD - do anything that
   will make you sound alert, enthusiastic and ready to tackle this interview.

3. Keep your answers short. Remember, the idea is to advance to an in-person interview.
   It's tempting to go on about your accomplishments - especially when there is a lull in the
   conversation (don't panic; the interviewer is probably taking notes.) But answers that are
   too lengthy will likely bore a recruiter and make you sound unfocused. Keep answers
   short, sweet and relevant.

4. Practice a few "behavioral" questions. We've all been asked behavioral questions in an
   interview, but very few people provide thorough answers. Practice answers to questions
   such as, "Tell me about a time when you had to exercise independent judgement?" Be
   specific. Answers to these questions should have a beginning, middle and end that
   demonstrates your skills in real-life work situations. Again, keep your answers brief, but be
   as detailed in your answers as possible.

5. Always ask questions! Don't waste a valuable opportunity to indicate your interest in a
   position, or in a company. When asked by a recruiter if you have any questions, have
   some on hand (preferably, written out beforehand) that you can refer to. Ask about specific
   responsibilities of the position; what the company's culture is like; what qualities the
   company is looking for in its employees, etc. Asking questions will not only solidify your
   interest in the job, but also help you in deciding whether this company's values mesh with
   your own. Trust me: not asking questions will indicate disinterest, and that will almost
   guarantee that you aren't invited to an in-person interview.

Websites Result in More Facebook Privacy Concerns

2010-07-08T15:54:00.004-04:00

Facebook users should revisit their privacy settings. Two websites, youropenbook.org and facePINCH.com offer access to those profiles that are either made public or allow status updates to be visible to everyone.

The results can be rather embarrassing for job seekers - as well as the employed. FacePINCH allows access to profiles based on topics such as "one night stand," "drunk last night" and "hate boss." Popular searches at youropenbook.org include "bikini, "nip slip" and "i hate my job" (that last one is just begging to be discovered!)

When it comes to Facebook's privacy settings, it is always better to err on the side of caution. Make status updates and photos visible only to friends. As Facebook's privacy policies seem to change on an almost daily basis, check in with your settings periodically to be sure your info can't be leaked by other sites.

Employee Participation in Wellness Programs

2010-07-06T14:39:00.003-04:00

An interesting point was made in "Prescribing Wellness," featured in the March 2010 issue of SHRM's HRMagazine:

"...Wellness program rewards should be based on employees' participation, not on achievement of specific results such as weight loss or reduced blood pressure."

My experience with health and wellness programs has included a "Biggest Loser"-type staff weight-loss program, in which the employee who sheds the most pounds within a certain period of time (about 3 months) wins the prize. Perhaps we should be rewarding all participating employees in these programs, as a means of motivating staff to join the wellness initiative.

The rewarding of simple participation can go a long way towards gaining support for any initiative, come to think of it.

How Is HR Viewed by Your Organization?

2010-07-06T12:00:00.004-04:00

Ah, the roller coaster relationship between Michael Scott (Regional Manager) and Toby Flenderson (Human Resources Rep.) Has any other professional relationship been more contentious and downright hostile?

Hopefully, your organization's Supervisor/HR relationship is more harmonious. In the clip below, Michael expresses his - ahem - disappointment upon finding his former nemesis once again working in the office.