HR Solutions, LLC.

2011-12-27T07:26:00.000-08:00

Singing the Holiday Blues

For many years I worked as a part time musician. At this special time of year I often think of Whitey, one of my band mates who passed away a few years ago. Whitey was a terrific musician and singer who was quick to laugh and always had a positive disposition. He once told me that as a child and teenager, he would lapse into a short but intense period of depression at holiday time each year. He would look out his bedroom window and feel sad and alone, even though he was surrounded by a loving and supportive family. This came as a surprise to me since I only knew Whitey as a happy and outgoing guy who loved his music and his family and friends. I couldn't envision him being in this emotional state, despite having an illness where a simple act like bumping his hand or walking into a table leg could have serious implications to his physical well-being.

Whitey suffered from hemophilia and ultimately succumbed to the illness after receiving a liver transplant. I can recall several tense moments during our time performing together when an inadvertent cut or bruise would require Whitey to seek immediate medical attention to get the clotting factor he needed. No one would have blamed him for being depressed and feeling sorry for himself, but like so many others who battle adversity on a personal level, he had an innate ability to suppress the negative aspects of his life and relish the good things he had. I remember asking Whitey what changed him from the depressed child to the upbeat guy I came to know. While he couldn't think of a single event that changed his outlook, he did credit his love of music and the birth of his kids as key contributors to his happiness. Years after his death the band held a reunion benefit in his honor and his kids, both fine musicians in their own right, played on stage with us old guys. Needless to say it was an emotional moment for us all.

Everyone has those "why is this happening to me" moments where we feel victimized and misfortunate due to life's regular ups and downs. It's easy to self- perpetuate this negative outlook particularly during times of high stress like the holidays where the demands of work and family obligations seem overwhelming. During those times I often think of Whitey and others like him and find myself smiling. Their spirit and vigor help me realize that there is much more good in my life than bad.

From our family to yours, have a safe and and healthy holiday season and prosperous New Year!

Phil

2011-12-27T07:23:00.000-08:00

Where Do You Choose To Be

A fellow HR colleague and I were reminiscing recently about our careers and how the world of human resource management had changed over the years. He began to share his frustrations with me about things he was confronting in his current role. At the end of his rant he said, "But I choose to be here." By "choosing to be there" he was saying that despite all the difficult aspects of the job, including problems with his boss and a lack of support from his peers, the positives outweigh the negatives and "I still like working here. Therefore, it's my decision to stay."

In the course of my work I encounter employees that make the blanket statement, "Employee morale is terrible at this company." More often than not, I have found that their broad perspective that everyone is unhappy or disengaged is inaccurate and more a reflection of their own attitude. In many situations, these self- proclaimed naysayers have had past success in getting management's attention with these statements and, therefore, gain satisfaction when leadership reacts to the comment. They keep coming back in the hope that they can gain some notoriety as the self- proclaimed voice of the people.

In the book "Who Moved My Cheese?" by Dr. Spencer Johnson the story centers around two mice named Hem and Haw. The morale of the story is essentially "if you are unhappy with your current situation take action to change things. Don't wait for things around you to change on their own."

I believe every company has a Hem and Haw in their workforce and that no matter how many employee perks and niceties the company offers their outlook will not change. They "choose to be there" because deep down they know that their unhappiness is not attributable to the work environment but by a host of other issues in their personal and professional life. So what is a concerned business owner and leader to do?

We know that happy and contented employees are generally more productive, loyal and dedicated to the success of the company. But how do those companies protect the spirit and enthusiasm of the best employees from being polluted by the Hems and Haws? Quite simply, you don't have to react at all. I've found that our high potential leaders of the future have too much self- assurance in their own skills and abilities to let a few chronic complainers change their attitude. They ignore the Hems and Haws and concentrate their efforts of making things better rather than sitting back and waiting for someone else to change things. They "choose to be there" to make a difference. Hopefully you will too.

Have a safe and happy Thanksgiving!

Phil

2011-12-27T07:21:00.000-08:00

One Dimensional Leadership

I have had the good fortune of working with some strong leaders, both in the corporate world and through my consulting practice. that I have found is that the best leaders have the ability to lead in a multi- dimensional fashion, maintaining a clear focus on their business objectives but adjusting to other changing aspects of the environment around them. When business conditions weaken their positive attitude, vision and risk taking abilities come to the forefront, creating confidence and vigor in those around them. Conversely, the one dimensional leader tends to focus primarily on expense reductions, the one aspect that creates the most fear and insecurity. The natural tendency for the one dimensional leader is to hunker down, under communicate, cut payroll and reduce expenses until business improves. This approach may enable the company to survive in the short term but typically fails to address the real problem issues that resulted in the business downturn. Unfortunately, managers and employees in organizations led by the one dimensional leader tend to harbor the feelings of insecurity caused by these events even if and when conditions improve.

I was recently involved in such a scenario where the erosion of business conditions prompted the one dimensional leader to abandon many of the organizational and strategic initiatives put in place over a 3-year period. These initiatives were designed to posture the Company for future growth and expansion as part of a long term plan. During that 3-year period the leader hired strong subject matter experts, promoted the values of the organization and conducted a personal campaign to inform and energize workers on the vision for the future. Employee engagement was high, creativity was encouraged and employee turnover was almost non-existent. Sadly, the insecurity caused by an erosion of business compelled the leader to revert to his one dimensional style and go into "survival mode." As a result, the entrepreneurial spirit has been severely dampened and, despite the leader's efforts to reassure employees that the actions were necessary, the company is already incurring a further business decline and loss of key talent. The actions were internally marketed as a "back to basics" approach which was perceived by the majority of the workforce as a regression to a time when confusion reigned and no strategic direction was evident. While the company is likely to recover to some degree the vision of growth that once existed creating collective excitement among its employees is all but gone.

There is no doubt that it's extremely difficult to lead in difficult times. Staying the course and believing in the strategy you have executed is a test of a leader's courage and self-confidence. Those qualities are contagious in the same way that insecurity and doubt can infect an otherwise healthy organization. No one will ever know if given another few months of dedication to the strategic initiatives tremendous improvement may have been gained, along with a soaring esprit de corps that would have allowed the company to thrive and reinvent itself for the future. The one dimensional leader would tell you no, but the multi-dimensional leader knows differently!

Here's wishing you a safe and healthy fall season.

Phil

2011-12-27T07:19:00.000-08:00

As we begin our 15th year of service, my sincere thanks to our valued clients and all who have supported HR Solutions, LLC with your advice, guidance and good will. Without your generous support our continued success would not be possible.

Customer Service-The New Oxymoron

A friend and I were recently commiserating over lunch about the demise of customer service in the work place. Clearly, "customer service" has become an oxymoron like, "jumbo shrimp" and "vegetarian meatballs". Having worked with retail industry clients for many years, I empathize with the HR folks who must find people that have the ability to effectively interact with a customer and create a positive experience. Finding workers with an outgoing personality and who enjoy helping people is a daunting task particularly when paying a minimum wage salary. In most cases the business owner is more concerned with having the necessary staff coverage and minimizing payroll than providing superior customer service. It is even more challenging for those businesses that are seasonal in nature and rely on a few months of revenue to carry them through the year. But those friendly people are out there and when an employer is successful in finding that individual with personality and a service orientation, customer satisfaction and ultimately revenue can increase substantially.

Here's what I mean. I stopped to get gas the other morning and approached the cashier to pre-pay. I said "Good morning" and her response was "What do you need?" My first inclination was to say, I need you to drop the attitude but I responded by asking for $50 on pump number 8. She took my money and gave me my change, at which time I said "Thank you". Her response was "Yup." Silly me, I was unaware that the rules of etiquette had changed and "Yup" is now the recommended response to "thank you." Later that day I stopped to buy a birthday card. This time, I received no verbal response at all to my "hello" or my "thank you". To satisfy myself that this person could actually speak, I lingered a bit longer in the store until I witnessed her talking on her cell phone, confirming my belief that her lack of service was intentional and not due to some form of mutism.

I was convinced that customer service was indeed dead, until my faith in the workforce of the future was partially restored. That weekend, a group of us were in Ocean City, NJ and we went to dinner at one of the restaurants on the Boardwalk. We were a party of eight, and based on the fact that it was a tourist destination, I was anticipating the worst in customer service. Surprisingly, the college student who waited on our table was pleasant, helpful and engaging. She exceeded our expectations just by being friendly and service oriented. Mind you, we're not talking about over the top, Disney experience service but rather, someone who welcomes you, says thank you and tells you to have a nice day. The bar has been set so low that just by doing her job, our waitress received a generous gratuity and our sincere thanks.

So why the distinct difference in these levels of service? One could make the argument that there may be some socio-economic difference or personal issues that separate the pleasant from the miserable. It could also be argued that training may have been provided in one environment and not in the other. While both arguments have some merit, I believe that the hiring and selection process is the key component. I have seen many examples of "hiring in haste" to simply fill a schedule slot or add staff. The interviewer tends to focus his or her questions on availability, previous experience and pay rate without ever asking the situational or behavioral questions that provide valuable insight into the candidate's proficiency in dealing with customers. What they get is a candidate willing to accept $8 per hour to work weekends with no customer service skills. In the end, things can get "pretty ugly."

Here's hoping you get super service at your next outing and not just a "Yup." If we can help your business in hiring and selecting the best and the brightest please give us a call at 610-287-1162.

Enjoy the rest of the summer.

Phil

June 2011

2011-06-21T04:55:00.000-07:00

What's Your Value Proposition?

Our family made its annual pilgrimage to New York City Mother's Day weekend to see a show and spend an inordinate amount of money on things that cost significantly less around here. It's typically a holiday event for us, but this past year's December snowstorm resulted in our rescheduling the trip. It's always fun having my grown daughters come home and the whole family being together again for a short time. Before the show we stopped for lunch at one of the many tourist destinations, and as I ordered my $17.95 cheeseburger I couldn't help but think of the concept of "value proposition." One random thought led to another, and as I sat awaiting the start of Mary Poppins I questioned my own value proposition both as business owner and a husband and father. Was I really bringing value to my family and clients? If so, what were the things that did and didn't?

According to Wikipedia, the value proposition is derived using a formula of

Value equals Benefits minus Cost.

Even though I was hungry, the cost of the cheeseburger far outweighed its benefit and therefore, one would say that the value proposition associated with lunch was minimal. But listening to my kids giggle, tell stories and cut each other up provided fond memories of past times and an appreciation that we were able to do this one more year before job requirements and other obligations made it impossible. Therefore, even when they brought the check for $93.00 I thought the value proposition of that lunch event was pretty darn good.

So where I ended up after this internal philosophical debate was that determining the value proposition is much broader than just a numerical calculation. The true value that any of us bring to our clients, employees and family has to include those intrinsic things like trust, loyalty, caring and empathy. As a consultant I'm expected to be responsive, provide sound advice, solve problems and keep my clients in compliance with the law but I believe my value proposition to them and my family has to include an investment in their emotional well being as well. I want them to feel that the $17.95 cheeseburger I provide them is worth it!

My best wishes for a great summer.

Phil

Union Organizing Increases as the Economy Improves

According to a recent study released by the Labor Relations Institute, our slowly improving economy is having a direct impact on union organizing activity. Unions have begun a campaign of both targeting industries that typically have not been unionized and actively recruiting new representatives at colleges and universities. Many of the college recruits are being hired as potential "salters" where union members hire on at non-union businesses to internally assess workplace satisfaction and interest in organizing a union. Once it is determined that worker interest in organizing is sufficient, workers are contacted at home and a meeting will be scheduled to form an Organizing Committee. So what can employer do to prevent "salting?"

While the practice of "salting" is legal under federal labor laws, employers maintain the right to hire the candidate most qualified for the position and to conduct thorough background and reference checks before hiring. Employers should periodically review their hiring practices to insure that pre-employment screening and new hire processing practices are in place and consistently administered.

Let us assist in giving your employment practices a check up. Give us a call at 610-287-1162 or email me at phil@hrsolutionsonline.com for a free consultation.

Spring 2011

2011-06-21T04:53:00.000-07:00

When Leaders "Cocoon"

I was cleaning out the garage a few days ago and came across an empty cocoon that some insect had vacated as the weather got warmer. It reminded me of several executives I have worked with throughout my career that had a tendency to hide from others during difficult business periods. Many of these leaders are outgoing and gregarious by nature but choose to limit their circle of contact when times get tough. Reflecting back on my interaction with these leaders, I was never really sure of what drove this behavior. In the public companies, perhaps it was the pressure from investors and shareholders that resulted from reports of substandard operating results or it may have come after a period of downsizing. For others who were simply conflict avoidant by nature, it was a defense mechanism to delay dealing with bad news and unhappy employees. Ironically, those same leaders are the ones encouraging their direct reports to improve open communication and "transparency" across the organization. So how do you help that leader overcome the tendency to cocoon? Ask 5 people and you'll get 5 different answers but what I can share with you are three guiding principles that have helped me get a struggling leader to emerge from the cocoon.

1) Admit the mistake and acknowledge the problem-This is a tough one for many leaders to embrace but the value to publicly acknowledging the problem to the employee population is huge. It's the first step in "walking the talk" and demonstrating the commitment to improve communication and visibility.

2) Arm the leader with facts about the "people condition' of the company. While sales, revenue and operating results or may have contributed to the hiding, showing the leader the problems caused by a lack of his or her visibility can be compelling. Surveys, focus groups and small department meetings are just some of the ways to gather credible information.

3) Rally the executive team- Leaders typically don't want to go it alone. If the top executive is cocooning its likely members of the functional areas of the company are as well so it's important to show solidarity in the effort to be more open across the entire company.

As the spring season begins and nature emerges from its cocoon, encourage the leaders in your organization to be mindful of the importance of being visible and open. It's easy to avoid bad news but the true leader will realize the positive impact of standing tall in the face of challenging business conditions. Such actions are the difference between strong leadership and simply being in charge. If we can help in the process, please call us at 610-287-1162 or email me at phil@hrsolutionsonline.com.

Best wishes for a healthy spring season!

Phil

The Cost of Discrimination

The EEOC has released it statistics for the 2010 fiscal year and to no one's surprise the number of job bias charges increased by 7% over last year. The Commission received a total of 99,922 charges in 2010 with the increase largely attributed to economic conditions. On a related note the average award for a discrimination charge was over $200,000 with disability discrimination charges reflecting the highest average award amount of $257,000 closely followed by age discrimination charges at $256,000.

These statistics and their corresponding potential cost to employers should compel company leaders to evaluate their employment policies and practices and provide training to management on issues such as gender bias, workplace harassment and employee relations. Don't make the mistake of presuming that these complaints only happen in large companies. Employers with 15 or more employees are governed by most all of the applicable laws and can be just as culpable as large organizations. In fact, studies have shown that smaller companies are even more at risk due to the lack of formalized human resource policies and practices.

The financial implications of a quarter of a million dollar settlement to a small or mid size business can be devastating. Take advantage of our free consultation and HR audit to see if your company is at risk.

Call us today at 610-287-1162 or email me at phil@hrsolutionsonline.com.

February 2011

2011-06-21T04:50:00.000-07:00

When to Stop Coddling the High Potential Employee

One of my clients has a VP that by any standards, would be considered a high potential employee. This individual is extremely intelligent and innovative and demonstrates an undying commitment to the service of his customers. For the past several years he has almost single handedly helped a division of the company introduce new products and revenue streams. He has been handsomely rewarded for his efforts and publicly recognized within the company for his achievements. Over the same period of time he has repeatedly asked the owner to allow him to change his areas of leadership responsibility from directing sales to leading implementation and support to developing a product management strategy for the future. Each of these change requests is typically accompanied by a period of intense engagement into the new assignment followed by an emotional melt down and a subtle threat to leave the company if his new request is not granted. His most recent request is to be appointed Executive Vice President in charge of the entire division. The owner, recognizing his value and past contribution has reluctantly acquiesced to these requests but has recently realized that the time has come for the coddling to stop. But what do you do? It's extremely difficult for any business owner to disregard a key contributor who your customers adore and who has made a substantial positive impact on your bottom line for many years. What happens if he leaves? Well, quite frankly, the bigger question in my mind is what happens if he stays and is allowed to "hopscotch" through the organization.

Please don't misinterpret my position on recognizing and rewarding top talent. Key components of successful succession planning are identifying high potential employees, developing action plans to help achieve career objectives while continuing to find ways to have these employees bring value to the company. However, succession planning and career development is not one sided or only the company's responsibility. While some may call this VP a "high potential" we found through our assessment that many in the organization see him as "high maintenance." I advised the owner that despite his contributions, this executive has repeatedly demonstrated a lack of emotional intelligence and therefore cannot be a viable candidate to lead the division at this time. In a constructive way he must be told that this continued pattern of engagement followed by emotional disconnect is a disservice to the company and his career. Clearly he is someone the organization does not want to lose but he must be made aware of his development opportunities and take action to improve.

No doubt this will be a difficult conversation but allowing him to continue this pattern of erratic behavior will have a longer term effect on the people he manages and the organization as a whole. It's clear that the coddling has to stop and it's everyone's hope that he will re-engage and realize his full potential.

If we can help you identify and manage your company's high potential employees give us a call at 610-287-1162 for a free no obligation consultation. Most importantly, don't let this winter weather get you down!

See you in the spring.

Phil

Conducting an Internal I-9 Audit

The beginning of the calendar year is a good time to consider conducting an internal audit of your employment records specifically the I-9 forms. If you are a business that hires on a seasonal basis and/ or has a diverse, multi-national employee population it's easy to fall out of compliance with the Immigration and Naturalization Service (INS) regulations. As with many of the other government agencies, the INS has increased its field workforce and promises to increase their audit activity. Believe me that last thing you want is one of these agents at your door asking to see your documentation. Fines can range from $250-$5500 per worker and mistakes on the form itself can result in fines of $100-$1000. In addition, employers can be barred from competing for government contracts for a year for continuing to employ unauthorized workers.

The audit is a relatively simple process and depending on the number of employee records (current and terminated in the past 3 years) the audit can usually be completed in less than a day. Follow up is usually required to correct information or complete new forms. Call us at 610-287-1162 for more information on this subject or to arrange a free no obligation consultation. We'll help you get back in compliance so you can get on to growing your business.

2010-12-20T05:33:00.000-08:00

December 2010

A Holiday Poem from HR Solutions

Last year at this time I wrote about Bob
A colleague of mine who had just lost his job
I was inspired by Bob's positive state
And his belief that it's you who controls your own fate

So I contacted Bob to wish him good cheer
And see how he fared in this difficult year
To no one's surprise Bob was very upbeat
"Thanks for calling" he said. "This is really a treat"

I asked how he was and if his family was fine
"He replied we're all great as we were in "09"
"What a great year I had in 2010"
"I found a new job and I'm charged up again"

"I'm making less money than I had once before"
"But I feel more valued and that matters much more"
"The company is smaller than my previous one"
"But I know everybody and we really have fun"

"My happiness wasn't based on money or fame"
"Or the title on the door sitting next to my name
"It was knowing I'm surrounded by goodness and love"
"And my wife and my kids who I'm really proud of"

"I don't know what's in store for the next several years"
"But my family and friends take away any fears"
I wished Bob the best and as I hung up the phone
I was never more thankful for the life of my own

I have all that I need at this stage in my life
Great kids, good friends and a wonderful wife
So I give all of you what Bob gave to me
Inspiration to see just how great life can be

From my family to yours, our sincere wish to all of you for a joyous holiday season and healthy and prosperous New Year.

Phil

2011 will be a year of significant change in healthcare, labor law and employment law. Make sure your organization starts the year off right. Call us today to arrange for a free HR audit of your employee policies and employment practices. We'll review your handbooks, hiring documents and other related materials to make sure next year will be a great one for you and your employees. Call us today at 610-287-1162 or email me directly at phil@hrsolutionsonline.com to take advantage of this service.

We look forward to hearing from you soon!

2010-12-20T05:31:00.000-08:00

November 2010

The Good of the Many Outweighs the Good of the One

I can finally watch television again without getting annoyed. Thank goodness the elections are over and the airwaves are free of the constant candidate bashing and propaganda that has become so inherent in today's political campaigns. One advertisement I felt was particularly venomous had the announcer relating the story of a shooter's stray bullet that hit a young child in a passing car. The intent of the commercial was to convince the viewer that because of the candidate's position on gun control he was responsible for young children getting shot.

This commercial reminded me of past experiences on how the issue of employee morale can be distorted by a few carefully placed comments. Most business owners want their employees to be happy with their jobs for the obvious benefits of higher productivity, retention and loyalty. The owners thrive on receiving regular reinforcement from a variety of sources that employee morale is high. However, these same leaders often receive someone's personal assessment of this issue and accept that assessment as valid when, in fact, just the opposite is true.

I experienced a recent situation where this was the case. The owner called me to his location and was somewhat despondent over a report from one of his long term managers that employee morale across the company was at an all time low. Having worked with this client for the past few years I questioned the validity of this report, particularly since their employee survey results compiled less than 6 months ago indicated that 80% of the respondents rated their overall job satisfaction as favorable. Over 90% responded they would recommend this company to their family and friends as a great place to work. Despite this data the owner was concerned and asked me to explore further to determine the basis of this manager's report.

What I found was that the manager and a select few of his direct reports were, in fact, unhappy that sales and profit were below expectations and that if business did not dramatically improve, they would not qualify for their yearend bonus. The potential loss of incentive compensation became the topic of a lunchtime gripe session which subsequently translated into the manager's report to the owner. While the specifics of this situation may be unique, the practice is not. There are managers and employees in every organization that truly believe their opinions and assessments represent the feelings and attitudes of the overall employee population. Because of their position, they are given the opportunity on a regular basis to play the role of trusted messenger to the President, owner or key executive. Those managers who exploit this opportunity by tainting the message for their own purpose deserve to be counseled and advised of the impact of their actions. Similarly, the business leader needs to take the time to validate the message through a more factual approach. Employee surveys and regular meetings with the entire management team can be a valuable tool in helping the business leader sift through the internal rumor mill and eliminate the distortion that comes with an insecure manager. If we can help uncover the difference between fact and fiction in your organization, please give us a call at 610-287-1162. We'd be glad to help.

Have a wonderful Thanksgiving.

Phil

Take the "Will" Out of Your Employee Policy Manual
Attorneys and HR professionals don't always agree on what should be included in a company's employee policy manual. Some feel that policies and procedures should be outlined in the fullest detail while others like to provide some "wiggle room" in their policy statements. However, due to some recent court decisions both parties seem to be in agreement that words like "we will" or "always" should be modified to avoid a challenge to the validity of the handbook. Oftentimes these statements are attached to policies on conducting performance reviews or assessing discipline. All it takes is one demonstrated instance where you didn't conduct an employee's annual review or a lesser amount of discipline was assessed than that stated in the handbook and it could be determined that you didn't follow your own policies. Therefore, your policy manual could be deemed in valid in your defense of an employment related matter.

Changing those affirmative statements to "generally we will" or "we strive to" will minimize the incidents of non-compliance and still allow you to develop the fundamental policies and procedures necessary to maintain a fair and consistent employment environment. Keep in mind that such softening of the language should not apply to your zero tolerance position on issues such as harassment, violent behavior and substance abuse. Maintaining a definitive and unwavering position on these issues is the best practice.

If we can help with a free no obligation review of your policies and procedures give us a call at 610-287-1162 or email me directly at phil@hrsolutionsonline.com.

2010-12-20T05:29:00.000-08:00

Fall 2010

I had lunch the other day with a successful entrepreneur who I consider to be part of my advisory board. He probably doesn't even know I consider him as such, nor did we ever discuss the issue. He is nonetheless, someone who has achieved a great deal of success and for whom I have tremendous respect. When I started my business he willingly and selflessly shared his experiences in an effort to help me succeed. He wanted nothing in return but the satisfaction of helping another business professional. The other members of my unofficial advisory board have similar profiles each of them having created and developed sustainable business models over several years. Mine is not a big company mired in protocol and process, but I have found it extremely valuable to have a group of colleagues and professionals that I can rely on to be frank and honest and who openly offer their advice and guidance in an effort to help me succeed.

During a recent presentation to a group of aspiring entrepreneurs, I was asked my opinion on the most difficult aspect of being an independent consultant. Was it marketing, business development, work schedule, maintaining client relationships or managing cash flow? For me, none of these issues are as difficult to manage as the loss of regular social interaction one develops with colleagues at work. Many of my projects are short to medium term in nature and personal interaction at the client's site can be limited to just a few people. Other services are provided virtually by phone or email which further isolates me from the general employee population. During these periods my advisors serve as a key connection point to the outside business world.

Without a doubt, the relationships forged during my years in the corporate world helped to shape my values and perspectives. Many of those individuals are still my closest friends and colleagues; but I found that when you stop working together it becomes difficult for those folks to offer you objective opinions about your business matters, particularly if they have not chosen to go the entrepreneurial route. Similarly, I have found that family members often find it difficult to offer advice and guidance on business matters unless they are fully engaged in the work itself and, even then, being able to look at things objectively becomes difficult. Fortunately, I was able to meet a select group of professionals who not only had experience and knowledge in building a successful practice but were willing to openly share their experience with a fledgling business owner like me. I am deeply grateful for their help, and even when their comments sting a bit I always recognize that they are doing this because they want me to succeed.

So thank you to my trusted advisors for sharing your wisdom and knowledge. I would strongly recommend anyone reading this article to consider establishing your own advisory board to help you through the difficult times we share both in business and in life. If I can help along the way, please don't hesitate to call. Have great fall season!

Phil

Healthcare Reform and the Small Business Owner
If you haven't yet renewed your healthcare plan for next year get ready for some bad news. Virtually all of the major insurance providers in this area have made continuing the conventional HMO's offered by many employers unaffordable. Some of my clients have experienced as much as a 49% increase in premium primarily due to the provisions of the Healthcare Reform Act officially known as the Patient Protection and Affordable Care Act (PPACA) scheduled to take full effect in 2014. Under the new law, children can remain on their parents plan to age 26 and certain preventative services must be provided free of charge. The insurance companies recognize the additional expense associated with these changes and have proactively raised premiums to offset their pending losses.

This turn of events has forced many small business owners to reassess their benefit plan design, as well as their contribution and cost sharing rates. The most popular option appears to be a high deductible plan that places a higher cost burden on those employees who require more medical care. These plans typically have no co-pays but the first $500-$1500 dollars of out of pocket expense are paid by the employee. After the deductible amount is met, many services are covered at 100% for in-network care. However, educating employees on these new plans is challenging. Many of us old enough to remember the healthcare plan offerings prior to HMO's recall our insurance having a "major medical" provision which is similar to how the high deductible plans work. But over the last 25 years most employees have become comfortable with the practice of a primary care doctor and co-pays and find the new plans confusing and frustrating.

The news isn't all bad. The new law does provide small businesses with less than 25 employees a premium tax credit of 35% of premiums until 2014. In order to be eligible the employer must contribute at least 50% of the total premium cost and the average salary must be $50,000 (owner income exempted). These are just a few of the provisions that took effect this year. Many portions of the law are still undefined and require further clarification but one thing is certain: the benefit strategy of the small business owner will have to change. If we can help along the way please give us a call at 610-287-1162

August 2010 Newsletter

2010-08-16T18:03:00.000-07:00

Get a Job
I was recently conducting a mid level search for a client and after screening and interviewing several candidates we were prepared to extend a job offer. I conveyed the good news to the applicant that he was the successful candidate and advised him that we were able to meet and even slightly exceed his salary requirements. The candidate responded by saying "Thank you for the offer but I'll need to weigh the loss of my unemployment benefits against your job offer and will let you know. It may be more financially prudent for me to remain unemployed."

I suppose I didn't hide my reaction to his response very effectively because he immediately started to backpedal with comments like "It really is a great offer" and "I really like all of the people I met" but in the end he declined the offer. This isn't the first time I have heard this response from a candidate but it's the first time I heard it from someone at this level. I know of countless folks still looking for work after almost two years and others who have just given up. Yet here was an experienced professional with an offer in hand choosing to stay unemployed. It reaffirmed to me that something is broken.

Let me preface my rant by saying that I believe the spirit behind our state unemployment insurance program is sound. Employers and employees pay into a fund that ultimately provides benefits to unemployed workers. Seems simple, right? Well, the recent economic woes have made it not so simple and in my opinion, the system requires attention. Federal funding has allowed benefits for the unemployed to be extended for almost two years. In addition, the claims administration process is so overwhelmed that it can take as long as six months to receive a determination. A case in point is a recent claim involving an employee who essentially abandoned his job.

After failing to report for work on numerous occasions over a 3 month period the employee elects to stop showing up for duty on three consecutive days. The employer notifies the employee that he no longer has a job and the employee files for unemployment benefits. More than a month goes by and my client never receives a determination on the claim. Several days later we place a call to the state unemployment office only to be told that due to "administrative backlog" it is likely that a determination will not be made until December. Here's the kicker. We were advised that while we're waiting for the backlog to subside, our former employee will receive benefits! In the event he is denied (which in this case was quite likely) the state will require him to return the money. During the conversation I asked the agency worker "If he isn't working and living on unemployment benefits how do you expect to get the money back?" Surprisingly she didn't like my question and abruptly ended the call. However, justice prevailed in the end when my client made a call to the local state representative and the claim was immediately handled and ultimately denied.

I have a real problem with a system that rewards those who choose to have no self -motivation. We hear some economists predict that unemployment is expected to remain at present levels for the next year and the recovery will last through 2011. What incentive is there for the unmotivated to look for work when you can collect three to four hundred dollars a week for two years? How will our economy ever recover if the system allows those collecting unemployment to decline job offers without penalty?

The two events I outlined above make it is clear to me that those in the position of developing and implementing public policy need to view our economic programs with some common sense. Otherwise, only the few highly motivated will be looking for work. So, for those of you who are out there every day networking, interviewing and doing all you can to find a position and make a difference, I applaud you. For those of you content to feed off a system that encourages apathy and lack of initiative, get a job!

While we are waiting for saner heads to prevail in government let us help you navigate through the obstacles in the today's unemployment maze. Please give us a call at 610-287-1162 for a free consultation. We'd be happy to assist.

Thanks for listening and enjoy the rest of the summer.

Phil

Why Married Men Are Less Satisfied (With Their Jobs

According to a 2010 SHRM survey, married men are less satisfied with their jobs than married women primarily as a result of the difficult economic conditions. 45% of married women were more likely to be very satisfied with their current job vs. 39% of married men. The five top aspects of job satisfaction for each group are as follows:

Men

1) Opportunity to use skills and abilities

2) Job security

3) Benefits

4) Compensation

5) Communication between employees

and management

Women

1) Job security

2) The work itself

3) Feeling safe

4) Benefits

5) Relationship with their boss

The good news is the level of satisfaction for both groups is higher than last year indicating a growing confidence among survey participants that things are improving. On a related note, after exhaustive research conducted over many years, my personal survey results indicate that most married men, (including this one) find life to be much more enjoyable when their wife is happy. For those of you who claim to have data that disagrees with that fact, I'd rather not know!

June 2010 Newsletter

2010-08-16T17:59:00.000-07:00

Emotional Anchors

My wife and I said goodbye to an old family friend a few weeks ago who passed away after a brief bout with cancer. His last days were not the quality of life he once enjoyed but his condition clearly sapped his strength and he became more and more lethargic in what was to be his final days. Fortunately he lingered long enough for my daughters and close friends to say their final farewells. I know he appreciated that.

The night he passed away we toasted his memory and celebrated his life. We pulled out the photo album and through moments of laughter and tears reminisced about his presence at holiday and family events. Even thought he wasn’t a blood relative he was as much a member of our family as anyone. He served a role much like an emotional anchor for us, never really offering opinion or advice, but always there to provide comfort and support when needed.

It made me think about the emotional anchors I have had in my career and how each one of them shaped and influenced me in their own unique way. I could never have predicted that these individuals would impact me in such a positive manner and in truth, there were some who I didn’t really care for at first. But as time passed and I moved on from their tutelage, I appreciated and respected their knowledge even more. We often take these key contributors for granted in looking at our management and leadership teams for many times, they are the folks that fly under the radar. They rarely complain, are advocates and cheerleaders for the organization and its mission and are often the “go to” people in the company. They enjoy mentoring the new employee and teaching someone new skills while continuing to contribute to the company’s success at a high level. These folks are truly the high value employees and they deserve to be recognized and acknowledged. I hope this article helps you realize who they might be in your organization so you can say thanks.

Unlike the people who are the emotional anchors in your company, ours was not a human being but rather our faithful dog Tucker. His loyalty, companionship, affection and love over the last 14 years were unconditional and we will likely never find another like him. So here’s to you Tuck! You will surely be missed.

Have a safe and happy summer.

Phil

Why We Hate Performance Reviews

Many of my clients use the first quarter of the calendar year to conduct performance reviews. The levels of sophistication in the performance management process differ dramatically from company to company. Some use the employee’s self appraisal as an informal discussion document with minimal emphasis on reviewing the previous year’s objectives while others have a robust program with measured objectives, monthly or quarterly updates and a multi faceted review form that covers employee competencies, performance objectives and career pathing. One thing however, is certain, few if any managers and employees actually LIKE the performance review process. The “hate factor” is based on the following facts;

 Second only to firing an employee, survey data reveals that managers cite performance appraisal as the task they dislike most
 The review process has the attributes of an old fashioned, autocratic mode of management.
 Many managers are uncomfortable in the role of “judge” knowing that he/she may have to justify comments and ratings with specific examples
 With salary increases frequently tied to the performance ratings, managers know that they are limiting someone’s increase if they rate their employee anything other than outstanding

So why do we put ourselves through the pain? In the words of George Bernard Shaw “The single biggest problem in communication is the illusion that it has taken place”
Despite our dislike for the process, employee engagement surveys unanimously reveal that employees want to know how they are doing in their job. Without a formal “push” many managers would not provide their employees with performance feedback on a regular and consistent basis. As a result, we grit our teeth and maliciously comply with a performance review program because our boss says we have to.

If your performance management program could use a “makeover” please call us for a free consultation. We won’t guarantee that your managers will love it when we’re done but they will find it valuable!

April Newsletter

2010-04-27T10:08:00.000-07:00

Generational Unhappiness

I recently conducted a workshop on Managing Generational Differences in the Workplace for a group of executives in career transition. Consistent with most demographics this group was predominantly comprised of Baby Boomer men and women over age 45 although there were a handful of Generation X'ers (those born between 1965 and 1980) in the audience as well.

I find the subject of generational differences a fascinating topic and have been conducting workshops on the subject for several years. For the first time in history we have four different generations working together in the same workplace.

• The Matures aka WWII Generation
• The Baby Boomers
• Generation X
• Generation Y aka the Millenials

Each group has distinctly different views on authority, company loyalty and their relationship with their boss. Therefore each group must be managed and motivated differently for companies to truly benefit from the skills and abilities of this multi-generational workforce.

During the session one of the attendees asked me for my view on a recent study that showed both young and old are increasingly dissatisfied with their employer for the first time in over 20 years

There are no surprises here. After all, many retirement plans have been delayed, colleagues have been downsized and company missions rewritten in response to the changing economy. It's no wonder that the remaining employees are disheartened with their employers. "So what's an employer to do?" someone asked. "Aren't we as managers and employers responsible for their happiness?"

My dad used to tell me "Phil, there are folks out there just looking to blame their whole miserable life on somebody else" and I believe that statement to be very relevant to this current state of dissatisfaction. In my view, the job is what you make it and it's not the employer's responsibility to insure your happiness. Sure, there are best practices when it comes to creating a pleasant work environment and I believe most companies strive to achieve a balance between what employees want and what the company can afford. One of my clients has a banner in the lunchroom that says "Choose Your Attitude." To me that says it all.

So after proudly sharing my views, the Baby Boomers applauded and nodded approval. Meanwhile the Gen X folks were stoically busy with their blackberries. It's not that they were unhappy, just disinterested in what the old guy in the front of the room had to say!

Have a safe and happy spring season.

Phil

Top 5 Reasons For an HR Audit
An HR audit is an objective review of your HR policies, procedures and resources to help you evaluate whether specific practices are adequate, legal and effective. Here are the top 5 reasons for conducting an audit

Reason #1- Cost Savings
Employee pay and benefits are the greatest expense in most companies. An HR audit can identify methods to improve pay practices, benefit plans and administrative practices that can save you money.

Reason #2-Protection from Employment Actions
Laws are constantly changing and most business owners rarely have the time and resources to keep track of these changes. Federal, state and local law changes can impact your employment practices and perhaps more importantly, failure to comply with these laws can result in financial penalties and even criminal prosecution.

Reason #3- Consistency and efficiency
As your business changes your policies and practices may need to change as well. The HR audit will identify outdated, inefficient and inconsistent practices and enable you to update those practices that best serve the organization.

Reason #4- Benchmarking
How do your employee policies and benefits match up to similar businesses in your area and/or industry? As part of the audit you will receive insight on current best practices and trends.

Reason #5- IT"S FREE
For a limited time HR Solutions, LLC is offering a free HR audit for our newsletter subscribers. Call our office in the next 30 days at 610-287-1162 to schedule your appointment.

Recent Press Release

Philip S. Brunone, President of Harleysville based HR Solutions, LLC, was recently named as a nominee for the 2010 Delaware Valley HR Consultant of the Year award. The award recognizes the achievements of top human resource professionals who serve as independent consultants or who operate a consulting practice. Winners will be announced at a recognition dinner on May 13, 2010.
HR Solutions, LLC provides human resource consulting and outsourcing solutions for small and medium size companies in the tri-state area.

February Newsletter

2010-04-27T10:06:00.000-07:00

OUR VIEW OF THE 2010 EMPLOYMENT LANDSCAPE

At the time of this writing we are experiencing our second major winter storm this season. Like most of you I spent the last few hours shoveling what the snow plow contractors call "white gold". Don't get me wrong, I'm happy that those folks have this opportunity to make some extra money but I have another name for this frozen mess that is not quite as endearing. Needless to say, I've had it with winter already and I find myself escaping "snowmageddon" and drifting into the beautiful landscaped gardens in the photo above. So in keeping with the theme, here is our view of the current employment landscape that will impact business owners this year.
Employee Turnover and Retention
Most experts agree that as the economy continues to recover and employment opportunities increase, top talent will seek to leave their current employer for what they perceive to be greener pastures. While thankful to have survived layoffs and restructuring many of these folks are emotionally drained from the carnage that took place in their organizations and need to mentally separate from the past. It's a difficult task for employers to counteract these memories but for the all-star players on your team it's worth trying. Let them know how important they are in helping rebuild the organization and thank them for coping with all of the changes. Your vote of appreciation and recognition may give you the winning edge.
Employment Discrimination Cases
2009 statistics reveal some interesting trends. For the first time retaliation claims are tied with race discrimination as the most common type of charge filed with the EEOC. Race discrimination claims held the top spot for many years but with the increased pressure on companies to operate with high integrity and morality, more and more employees are coming forward to blow the whistle on what they feel to be impropriety at the top. The accused business owner or executive often retaliates against this perceived act of disloyalty and creates the basis for the charge.
Another surprising statistic is the dramatic increase in male sexual harassment charges. Over the past several years the number of male workers claiming they were the victim of sexual harassment has doubled. Many believe this is attributable to the increase in women executives in the workplace and in some cases the desire to humiliate someone during tough economic times in an effort to secure one's own place in the organization. Protecting your company against either of these issues is as simple as having an "open door" policy in place that encourages employees to come forward without hesitation to discuss their perceptions with an executive or member of management. Training managers to properly handle these discussions is also a critical element in the process.
Wage and Hour
If there is one area where I believe we will see increased activity it's in wage and hour claims. In a previous newsletter I wrote that the Wage and Hour Division of the Department of Labor was publicly embarrassed when one of their investigators was recorded trying to deter a caller from filing a claim. In response, an additional 250 field inspectors were hired to increase visits to employers, conduct audits and correct violations. This increased inspection workforce will not bode well for the companies that don't pay much attention to timekeeping records, meals, breaks, employment of minors and mandatory workplace postings. Fines for violations are steep and can be assessed for actions that occurred up to 3 years before. My advice on this one.... Get some help from your HR professional and accountant to make sure you are in compliance.
Labor Management and Union Avoidance
The Employee Free Choice Act still has legs and most agree that we will likely see some form of this legislation approved in 2010. The current administration received substantial campaign contributions from organized labor and has already indicated their public support of the "card check" process. Fortunately, saner heads have prevailed and it appears that the secret ballot election process will be maintained in some format, albeit with a diminished campaign period. Again, training your managers to identify warning signs of union related activity is a key component in maintaining a union free workplace.
If we can help you with any of these employment "land mines" please contact us. Oftentimes a free consultation will uncover issues that can save you big money and let you get back to focusing on what's really important...growing your business!

P.S.
Thanks for all the comments on the holiday poem from last issue. Your kind words are greatly appreciated.

Phil

Holiday Newsletter

2009-12-26T11:31:00.000-08:00

A Holiday Poem from HR Solutions, LLC

Early last week I met up with Bob
Who a few weeks before had just lost his job
He was like many others in a similar state
Who through no fault of their own had a similar fate

"It's tough out there," I told him while shaking my head
"With so many companies still in the red"
Bob gave me a nod and said, "Everything's fine"
"I'm a different man because of 2009"

"I never before knew how lucky I've been"
"And I bet that sounds crazy" he said with a grin
As I looked at him smiling I knew I had found
A confident man with both feet on the ground

"Being happy in life means more than just work"
"I'll take it in stride and not go berserk"
"My wife she still loves me and my family is great"
"The only bad thing is I've put on some weight"

"2010 will be another great year"
"As I find a new path to take my career"
"No matter what happens I will never lose sight"
"Of what's truly important to make things feel right"

"You need to believe in what makes you unique"
"And make each day count instead of counting the weeks"
"If you get mired in feelings of failure and doubt"
"You will never be clear on what life's all about"

I told him how great it was to see him that day
And how I wished others could see things that way
We both wished each other a happy New Year
And promised to meet again soon for a beer

I found myself smiling as I drove home that night
Knowing people like Bob make the holidays bright
So for those feeling somber here's a holiday toast
"Believing in you" is what matters the most

From all of us at HR Solutions, have a wonderful holiday season and a healthy and prosperous New Year.

Phil

Getting Your House in Order

If your house is like mine at this time of the year there seems to be a never ending list of chores and commitments that come together in a flurry (no pun intended) of activity over 3 or 4 weekends. The ultimate goal is to "get the house in order" for the holidays. Between the decorating, shopping, and family events I forgot to perform my regular inspection of the well pump and hot water heater. When I finally remembered, I found a floor full of water caused a a leaky shut off valve.
Even though it was only an intermittent drip, had I not found it, substantial damage could have occurred. That little drip could have cost me thousands of dollars in damaged property and repairs. Much like a house, businesses need to "get their house in order" for next year. Are any of your policies or practices "leaking"? Does the internal plumbing of your organization need repair? Could what might be a minor HR problem now turn into a nightmare for your business in 2010. Let us help by doing a routine "inspection" of your people issues. Give us a call at 610-287-1162 for more information.

Recent Press Release

Philip S. Brunone, President of Harleysville based HR Solutions, LLC, recently served as a presenter at the CFO Executive Forum sponsored by the accounting firm of Kreischer, Miller. The forum was attended by over eighty financial professionals and addressed the impact of compensation practices and healthcare benefit trends on companies in the Philadelphia region.
HR Solutions, LLC provides human resource outsourcing solutions for small and medium size companies in the tri -state area.

Put Us On Your "To Don't List

Since 1995 HR Solutions has been helping business owners do what they do best....focus on running their business. We can be your human resource department and trusted HR advisor providing services and solutions that protect your company and your employees at a cost you can afford. You have plenty of things on your "to do" list so make a list of things to put on your "to don't" list and give us a call. Let us worry about the laws that may affect you, help you with discipline problems, create programs that let you recruit and retain top talent and most importantly, be there for you when you need our expertise.

Call us at 610-287-1162 today for a free consultation or e-mail me directly at phil@hrsolutionsonline.com. You have my personal promise that we will contact you within 24 hours to schedule your consultation. There is absolutely no obligation.

I look forward to hearing from you!

Recent Press Release

2009-09-07T05:34:00.000-07:00

Philip S. Brunone, President of Harleysville based HR Solutions, LLC, recently conducted a seminar on Managing Human Resources in Today’s Economy for the Lehigh Valley Chapter of the Society of Human Resource Management. The seminar was attended by over sixty human resource professionals and addressed the key components of maintaining an effective company human resource function during difficult economic periods of downsizing, restructuring and cost containment.

HR Solutions, LLC provides human resource outsourcing solutions for small and medium size companies in the tri -state area

2009-08-03T08:18:00.000-07:00

HR Help For Your Business

Put Your People in Our Hands

Summer 2009

The Positives of Personal Reinvention

A colleague of mine recently sent me the story of a gentleman who was a successful floor trader from the NYSE who lost his job during the economic downturn. He went from earning well over $300,000 per year to working as a maitre d' of an upscale restaurant where he and his co-workers often went for power lunches. His annual salary was reduced to $25,000 per year and the story went on to describe the ongoing struggle he and his family are experiencing with little or no hope for recovery. This story of "negative reinvention" while heart-wrenching and perhaps even commonplace, continues to perpetuate the message of gloom and doom that permeates our evening news and the front page headlines of our local newspaper. For those in career transition it continues to be a somber reminder of just how difficult it can be to find a new job. I believe my colleague was hoping that somehow this sad story would inspire and motivate the reader into a call to action when in fact it supports what I'll call the "woe is me factor". I'd have attached the full story to this article but I deleted it in a fit of disgust.

A few weeks ago I had the opportunity to speak at an entrepreneurial forum attended by a group of displaced executives. While some of the attendees expected to land a new position in their respective disciplines, the majority of those in attendance were contemplating starting their own business. The power of their desire to positively reinvent themselves was absolutely energizing! As I listened to the former marketing executive discuss her plans to design a line of clothing and the finance executive formulate his intent to assume an Executive Director position in a non-profit organization, I was truly in awe at their confidence,hope and motivation to take advantage of this situation and do what they wanted to do not what they felt they had to do. I realized that each of these professionals had made a conscious decision to take control of their own destiny. Sure there was some apprehension and trepidation but overall their desire to succeed in their respective new ventures far outweighed any fear of failure.
So the next time someone forwards you a story about yet another casualty of the economic downturn feel free to share my experience with the group of new entrepreneurs who elected the route of positive reinvention. I welcome any of you to share your story with me as well so together we can eventually eliminate the "woe is me factor".

Have a healthy and happy summer!

Phil

Mini COBRA Law signed in PA

Last week Governor Rendell signed into law the state's Mini COBRA legislation. Essentially every employer now will be required to offer health insurance continuation post employment and also will be obligated to comply with the Federal subsidy of COBRA under the American Recovery and Reinvestment Act (ARRA).
This law, which becomes effective on July 10, parallels the federal in many ways and specifically has the following provisions:
-Requires employers who employ 2-19 employees and offers health insurance to offer COBRA
-Only applies to Medical Plans (does not include HRAs, FSAs, dental, or vision)
-To be eligible, an employee must have been on the employer's insurance for at
least 3 months prior to the qualifying event
-COBRA qualifying events remain the same as those under Federal regulations
-Eligible for COBRA coverage lasting up to 9 months
-Employers (or their designated administrator) are responsible for notification to eligible individuals
-Assistance Eligible Individuals are included in State COBRA
-Employers may charge up to 105% of the medical premium
-Timeline for getting out notices differs from federal COBRA
The state plan lacks the lookback feature of the federal COBRA Subsidy program in that only individuals terminated on or after July 10th will be eligible to participate. The federal program, enacted in February, allowed participation of individuals separated back to September of 2008.
If you offer health insurance to your employees, and you never offered COBRA before, this new law requires some immediate action on you part. You must provide proper notification, work closely with your insurance carrier and/or broker, know COBRA and ARRA law, create a system to handle premium collection, be aware of COBRA timelines, and understand everything else COBRA entails!

In the same signing ceremony as the Mini COBRA law, the Governor Rendell also enacted a law requiring continued health coverage for dependents until attainment of age 30. Most plans currently remove dependents at age 23 or 25.

While the final provisions and interpretation of this law are still pending, this regulation will allow uninsured, single, adult children up to age 30 to be covered by their parents' health insurance plan. Parents must pay the premiums and the coverage hinges on the employers' willingness to offer the benefit to parents. This bill will go into effect in six months and coverage will be available on a rolling basis after that as contracts are renewed.
Additional requirements for continuation are:

Is not married.
Has no dependents.
Is a resident of this Commonwealth or is enrolled as a full-time student at an institution of higher education.
Is not provided coverage as a named subscriber, insured, enrollee or covered person under any other group or individual health insurance policy or enrolled in or entitled to benefits under any government health care benefits program.

According to the 2008 survey by the Insurance Department, there are 383,298 uninsured Pennsylvanians between ages 19-29, which accounts for 40 percent of the total uninsured population. While not all of these Pennsylvanians would be able to be covered by a parent's policy, this will be an important step to increasing access to health care for this population.

Let HR Solutions help you navigate through this maze of new laws and regulations. Give us a call at 610-287-1162 for a free consultation.

The Case For HR Audits
The top employment attorneys across the country are unanimous in their warning to employers to conduct periodic human resource audits as a proactive defense against wage and hour violations and charges of unfair employment practices. This examination of a company's hiring and pay practices, employment policies and procedures and administrative recordkeeping process are crucial to the protection of businesses in this changing political climate. With the advent of the Ledbetter Pay Act, Employee Free Choice Act, a recently embarrassed Wage and Hour Division and highly labor friendly NLRB the top guns in employment law predict that those who take their human resource practices lightly are likely to subject themselves to costly penalties and investigations that could easily be avoided by simply having an HR audit conducted either internally or by an outside party.

HR Solutions specializes in providing our clients a customized review of your HR practices and procedures designed to insure your compliance with today's ever changing employment law landscape. Let us give you the peace of mind you need to focus on growing your business. Contact us at 610-287-1162 to learn more.

In This Issue

Mini COBRA Law Signed in PA
The Case for HR Audits
www.hrsolutionsonline.com
www.helpmypc.biz
www.hornerassociates.biz
www.streamlinepayroll.net

Put Us On Your "To Don't" List
Since 1995 HR Solutions has been helping business owners do what they do best....focus on running their business. We can be your human resource department and trusted HR advisor providing services and solutions that protect your company and your employees at a cost you can afford. You have plenty of things on your "to do" list so make a list of things to put on your "to don't" list and give us a call. Let us worry about the laws that may affect you, help you with discipline problems, create programs that let you recruit and retain top talent and most importantly, be there for you when you need our expertise.

Call us at 610-287-1162 today for a free consultation or e-mail me directly at phil@hrsolutionsonline.com. You have my personal promise that we will contact you within 24 hours to schedule your consultation. There is absolutely no obligation.

I look forward to hearing from you!

Sincerely,

Phil Brunone
President
HR Solutions, LLC
phone/fax-(610)-287-1162
phil@hrsolutionsonline.com
www.hrsolutionsonline.com

Spring 2009 Newsletter

2009-05-28T05:30:00.000-07:00

Enjoy the Freedom of Career Transition

Well my friends we finally made it through the cold darkness of winter and the even colder darkness that consumed our economy for the past several months. At the time of this writing we are seeing some signs of recovery. Perhaps the cautious optimism some folks are feeling is directly related to the longer days and warmer temperatures that spring brings. Whatever the reason, I am sick and tired of hearing "it's likely to get worse before it gets better". That type of attitude is a self fulfilling prophecy for continued doom and gloom and I won't have any of it! So if that's your mantra, put the saying on a T-shirt and wear it to bed. We optimists can only look forward.
Now that I've gotten that off my chest, my message to you in this issue deals with the emotions of career transition. With unemployment approaching 8% I am sure most of you know someone who has been, or is in career transition. This is the politically correct term for being laid off, downsized, reorganized or having had your position eliminated. Whatever you want to call it, the emotions that accompany it closely match those that people experience when mourning the passing of a loved one. The grieving process of losing your job usually starts with shock, progresses to periods of anger and denial and finally ends with acceptance. I have found that each affected individual has a different threshold and duration of these stages but ultimately everyone I have ever known or helped through this process, has experienced some symptoms of these emotions. The one stage that most folks may not experience for very long (or at all) is the feeling of elation and freedom that comes from being released from a toxic situation. I wish I could bottle this part and distribute it as needed to my friends and colleagues who have lost their jobs. In that bottle lies enhanced self esteem, confidence in your skills and abilities and the drive to reinvent yourself into something bigger and better than you ever were before. It drives you to "move your cheese" and seek out new opportunities with renewed energy and vigor.
Many times we can help our friends and colleagues prolong this stage by focusing on the "wins versus the losses." So if you have the opportunity to meet with someone in career transition, help them "enjoy the freedom" by reinforcing their new career choice or applauding them on their job search efforts. I guarantee it will give them energy, keep their outlook positive and make both of you feel better.

Have a great spring.

Phil

Labor's New Organizing Campaign

In the past several issues I have been discussing the impact of pending legislation designed to forever change the way labor unions can organize a workforce. The Employee Free Choice Act or EFCA is now before the House of Representatives and fully expected to make it through the Senate where it had previously stalled. President Obama has already stated he would sign the bill making EFCA law.
This law will enable unions to organize workers by simply having of majority sign and authorization card. There will be no campaign to educate employees on the impact of unionization and no opportunity for a secret ballot election to accept or reject union representation. So what can you do?
First, if you haven't done so already write to your elected officials in the House and Senate and encourage him/her to vote NO on EFCA.
Second, learn as much as you can about this bill and it's impact on your business and
Third, take a look at your workforce to assess your vulnerability in the event of a union drive.
HR Solutions, LLC is here to help. Call us at 610-287-1162 to arrange for a free consultation to both educate your staff and learn how to prepare for EFCA's arrival.

Here Comes Wage and Hour

By now you may have probably heard the news that the Department of Labor's Wage and Hour Division is under substantial criticism for disregarding wage violations and child labor issues. The new Secretary of Labor, Hilda L. Solis, has authorized the hiring of an additional 250 Field Inspectors in response to this embarrassing event and you can be assured they will be looking to redeem their reputation by cracking down on as many wage and hour violations as they can possibly handle. What this means for business owners is heightened employee awareness of wage issues involving overtime, meal periods, travel time, etc. with strong encouragement to bring these claims to the attention of the agency. In addition you will likely see an increase in field inspection activity where wage and hour representatives make "random visits" to the workplace and demand to see time records, wage and hour postings and mandatory notifications. Now is a good time to make sure your records are in order and your pay practices are in compliance. A little time and effort now will save you the expense of the costly fines and penalties the agency can levy for even the smallest violations. Give us a call at 610-287-1162 to schedule a no obligation pre-audit to review the current state of your wage and hour issues.

Recent Press Release

Philip S. Brunone, President of Harleysville based HR Solutions, LLC, was the co-presenter of a seminar entitled Labor's New Organizing Agenda recently sponsored by the local chapter of the Association of Builders and Contractors. The seminar outlined the potential impact of the pending Employee Free Choice Act legislation on the building trades and was attended by a group of 40 construction related firms operating in the tri-state area.HR Solutions, LLC provides human resource consulting and outsourcing solutions for small and medium size companies in the tri-state area.
Since 1995 HR Solutions has been helping business owners do what they do best....focus on running their business. We can be your human resource department and trusted HR advisor providing services and solutions that protect your company and your employees at a cost you can afford. You have plenty of things on your "to do" list so make a list of things to put on your "to don't" list and give us a call. Let us worry about the laws that may affect you, help you with discipline problems, create programs that let you recruit and retain top talent and most importantly, be there for you when you need our expertise. Call us at 610-287-1162 today for a free consultation or e-mail me directly at phil@hrsolutionsonline.com. You have my personal promise that we will contact you within 24 hours to schedule your consultation. There is absolutely no obligation. I look forward to hearing from you!
Sincerely,

Phil Brunone
President
HR Solutions, LLC
phone/fax-(610)-287-1162

2009-02-17T09:53:00.000-08:00

Winter Newsletter

Dear Colleague,

The holiday season is behind us and I hope yours was as enjoyable as mine. Even though my children are grown and on their own there is still something magical about having them at home for a few days. Hearing them laugh, argue and stumble in late at night after being out with friends is well worth the disruption to my "empty nest" lifestyle. I can't help but remember the holidays gone by, traditions that somehow remain to this day (like making, and usually burning, cinnamon buns on Christmas morning) and the overall sense of well being that accompanies these memories.That sense of well being transfers into the New Year when I reflect on the past and look toward the immediate future. We are entering into historic times with a new president, an economy in recession and a labor market with unemployment poised to rise to record levels. There are myriad reasons to feel anxious and downright scared with the uncertainty that swirls around us as our basic needs of security and shelter are threatened. Yet I find my spirits soaring when I think of the opportunities we have to move in a new direction, foster new ideas and improve things that perhaps we took for granted in the past. Needless to say my wife questions my sanity in this regard but I am definitely a "glass half full" type of person and I have given up trying to convert her in the 30 years we've been married.
The reason for my positive outlook is simple. I have met many executives and business owners who have transcended economic difficulty by visioning their way to continued success. I can't say I know who first introduced this concept but one definition of visioning describes it as a process to create a compelling picture of desirable future states that often represent quantum changes from the past. Successful visionaries are able to develop memorable imagery and stories about the nature and benefits of this future, and work backwards to understand the journey that could carry people to this vision. There are plenty of critics on this process who define the exercise as "plaque material" to be displayed on a plaque or sign in the front lobby but I have witnessed, and been a part of some wonderful visioning that engages people in an exploration of possibilities, using different ideas to identify possible futures, and engaging leadership directly in the process can be extraordinarily energizing for an organization. It can help an organization break out of overly constrained view of the future and is a powerful way of tying values to action. Much like a professional athlete who envisions winning a race, hitting a home run or delivering a perfect touchdown pass, it's an exciting thing to watch an organization create a vision from a raw idea and make it reality.So why not take some time and try this out. I'm already visioning a prosperous 2009 for all of you so I already know it will happen. Come along for the ride.My best wishes for a healthy and prosperous New Year.

Phil

The Power of Wage and Hour

I recently attended a presentation that was really scary for the small business owner. According to statistics compiled by a national lawfirm there is a new interest in small wage and hour cases and plaintiff attorneys are finding that it is just as financially beneficial to present claims against fifty or a hundred small companies rather than spending the time and money to bring class actions claims against one "Walmart" of the world. Sure if you win against the big kahuna you could make millions but it could take years and hours and hours of dedicated time. Instead, this new breed of plaintiff lawyer is not looking for the companies with 1,000 employees--they're happy to find 10 or 15 employees working off the clock or due unpaid overtime. Here's how it works.

You take ten employees, each owed 5 hours of overtime a week, for two years (or three years if the violation is "willful"), then double the back pay for liquidated damages, that makes it extremely worthwhile for an employee to bring a charge. The attorney gets his or her hourly fee for time expended on the case--not a percentage as with most contingency arrangements. So the employee might get $10,000 but the attorneys' take could easily amount to as much as $100,000. For most EEOC or Title VII claim, you have to have 15 employees, but for wage and hour Fair Labor Standards Act violations, just one employee is enough. What it means is that companies of nearly any size (with a minimum $500,000 in revenue) are vulnerable to lawsuits.

The FLSA requires that every employee must be paid overtime unless he or she falls into one of the exemption classifications. Here are some of the common misconceptions I often hear when doing an HR audit.
"We pay everyone in the office on a salary basis." Well that's just not possible and in the eyes of the wage and hour laws titles don't mean anything. In these situations, someone is non-exempt.
"We don't have to pay overtime because we pay salaries." Again, this will not fly. Unless the people are exempt based on one of the exemption categories, they are owed overtime.
"Our system automatically deducts for meal breaks." Many employers let their timekeeping systems automatically deduct for breaks or meal times. This is dangerous since invariably, your system will deduct time that the person is working.
"We don't have to pay overtime as long as people only work 80 hours in a two-week period." There is another misconception so don't try using that one to defend yourself. The law requires overtime to be calculated on a weekly basis. So if that 80 divides 30 hours one week and 50 hours the next, you owe 10 hours of overtime for the second week.
"Our construction estimator is exempt." Many jobs sound as though they might qualify for the administrative exemption, but don't. For example, construction estimators, controllers, and customer service reps. If their jobs are routine, for example, just plugging numbers into a spreadsheet, or reading answers off a prepared script. they are probably non-exempt. However, working supervisors like call center managers, nursing home supervisors, and foremen, may qualify for exemption if they are part of decisions, have the authority to decide when they switch to performing nonexempt duties, and remain responsible for the success or failure of business operations.

Let HR Solutions help you pay close attention to wage and hours issues. Our audit specialists can make sure your business is protected from costly wage and hour claims through our comprehensive review of your pay practices. Contact us at 610-287-1162 for free consultation. It's worth the phone call.

The Employee Free Choice Act- What You Need To Know
In previous issues I mentioned the Employee Free Choice Act or EFCA. Essentially EFCA or "Card Check" as it is also known, if enacted, will amend the National Labor Relations Act and change the way unions can organize a workforce by eliminating the secret ballot voting that is currently required. Simply put employees will lose the right to confidentially choose for or against union representation. The union only needs to have a majority of employees sign a card authorizing the union to represent them and the employer is then required by law to begin negotiating a collective bargaining agreement. HR Solutions, LLC is proud to be a member of the Association of Builders and Contractors. ABC is committed to educating all businesses about EFCA since this legislation if passed, will not only affect the building trades but any business in any industry. By law any union can attempt to organize any group of workers it chooses. That means that any type of employee in any industry could be unionized. If the EFCA is enacted and enough cards are signed I believe we will see a dramatic increase in union activity and many workers may be affected. Having worked in a union environment for many years I am not anti-union, however, I am opposed to losing my freedom of choice and am against any employee feeling threatened, intimidated or coerced into signing something against their will. If you would like more information on the Employee Free Choice Act and how you can educate your employees on this pending legislation please contact us for a no obligation consultation or check out the ABC website at www.abcsepa.org.

Recent Press Release

2008-12-17T12:09:00.000-08:00

Philip S. Brunone, President of Harleysville based HR Solutions, LLC, recently delivered the keynote address at an awards dinner for the employees of Eagleville Hospital in Norristown, PA. The keynote topic was Using Recognition to Effectively Manage Generational Differences in the Workplace and was attended by over 100 employees celebrating their service milestones with the organization.

HR Solutions, LLC provides human resource outsourcing and consulting for small and medium size companies in the tri- state area.

Fall Newsletter

2008-10-29T12:57:00.000-07:00

Dear Colleague

I hope these few weeks prior to election day find you well. In a previous issue I talked about my efforts to maintain a sense of positivity in today's crisis filled environment and those efforts have surely been tested in the midst of the economic turndown we have all experienced. Nonetheless I am fortified by the optimism of many of my clients who, as small business owners, have the attitude that "failure is not an option." Don't get me wrong, everyone is closely watching expenses, delaying decisions that require increased operating capital and looking for ways to minimize risk. Now you're probably thinking that taking these actions is simply good business strategy but what I'm talking about is the inventive spirit that these entrpreneurs exhibit during trying times. A building services provider who has decided to expand his products and services to explore a niche that is related to their core business. An HVAC contractor who has developed a new and innovative way to incent his workforce to better leverage payroll costs and truly reward the top performers and a local company who until now could only service clients within driving distance of their headquarters, has developed software that enables them to replicate the services they provide anywhere in the US. These people inspire me and I am proud to be a part of their business. It reaffirms my belief that we are truly fortunate to live in America and all have the opportunity to choose our own destiny. So as we prepare to elect a new leader next week I am filled with optimism that success is in our hands and failure is not an option.
Have a safe and happy fall season.

Phil

The Top Ten Workplace Trends
A survey of HR professionals across a various industries conducted by the Society for Human Resource Management revealed that benefit costs and an aging workforce were the top two workplace issues that need immediate attention. Seven of the remaining eight workplace issues were all related to healthcare and a shortage of skilled workers caused by the impending retirement of the baby booomers, including retention of existing workers. For the first time since the inception of this survey the threat of recession appeared as number 8 in the top ten listing.
If your benefit costs are soaring out of control or your employee retention and training issues are a source of concern we can help. Please give us a call at 610-287-1162 for a free consultation.
In This Issue
The Top Ten Workplace Trends
The Employee Free Choice Act Doesn't Offer Freedom of Choice

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The Employee Free Choice Act Doesn't Offer Freedom of Choice

Many of you outside of the building and contracting industry have probably never heard of the the Employee Free Choice Act or EFCA. This legislation has quietly been endorsed by the House of Representatives but failed to pass the Senate earlier this year. It remains "alive" and it is likely to be introduced again after the election with renewed support. Essentially the EFCA or "Card Check" as it is also known, if enacted, will amend the National Labor Relations Act and change the way unions can organize a workforce by eliminating the secret ballot voting that is currently required. Simply put employees will lose the right to confidentially choose for or against union representation. The union only needs to have a majority of employees sign a card authorizing the union to represent them and the employer is then required by law to begin negotiating a collective bargaining agreement. Under current law authorization cards are only the first step in union organizing campaigns followed by a secret ballot election supervised by the NLRB. If more than 50% of the workers vote for the union, the employer is bound by that decision and must negotiate in good faith with the union. Conversely, the union is not recognized if less than 50% of the employees vote in favor of union representation.

So some of you are probably saying well I'm not part of the building trades Phil, why should I care about the EFCA. Well, by law any union can attempt to organize any group of workers it chooses. That means that any type of employee in any industry could be unionized. If the EFCA is enacted and enough cards are signed I believe we will see a dramatic increase in union activity and many workers may be affected. Having worked in a union environment for many years I am not anti-union, however, I am opposed to losing my freedom of choice and am against any employee feeling threatened, intimidated or coerced into signing something against their will.

If you would like more information on the Employee Free Choice Act and how you can educate your employees on this pending legislation please contact us for a no obligation consultation.

PUT US ON YOUR "TO DON'T" LIST Since 1995 HR Solutions has been helping business owners do what they do best....focus on running their business. We can be your human resource department providing services and solutions that protect your company and your employees at a cost you can afford. You have plenty of things on your "to do" list so make a list of things to put on your "to don't" list and give us a call. Let us worry about the laws that may affect you, help you with discipline problems, create programs that let you recruit and retain top talent and most importantly, be there for you when you need our expertise. Call us at 610-287-1162 today for a free consultation or e-mail me directly at phil@hrsolutionsonline.com. You have my personal promise that we will contact you within 24 hours to schedule your consultation. There is absolutely no obligation. I look forward to hearing from you! Sincerely, Phil BrunonePresidentHR Solutions, LLC

Recent Press Release

2008-10-27T16:39:00.000-07:00

The Harleysville based consulting firms of Horner & Associates, LLC and HR Solutions, LLC recently conducted a seminar entitled Managing Performance From Start to Finish at the Franconia Heritage Conference Center
The session was attended by a variety of local business representatives and provided the participants with insight and practical tips on managing performance from the start of employment where coaching, recognition and reward can mold an employee’s success through the progressive discipline process that occurs when all else fails.
The seminar was facilitated by Steve Horner and Phil Brunone who collectively have over five decades of real life HR experience. Horner & Associates, LLC specializes in talent development including; executive coaching, leadership development, succession planning and team building.
HR Solutions, LLC provides human resource consulting outsourcing solutions for small and medium size companies in the tri -state area.

2008-09-18T08:52:00.001-07:00

August Newsletter

I sadly said goodbye to July this week. For me, the month of July usually turns out to be one of the better months of the year. There are a lot of opportunities to celebrate with family and friends observing birthdays (including mine), 4th of July fireworks, extended weekends at the beach and generally just a feeling that most of the world around you is on vacation. During one of those lazy moments when I was daydreaming, I found myself reflecting on the first half of the year and doing a "post mortem" on the things that worked well and those that didn't work. I couldn't help asking myself questions that began with "What if..." As you look back on the first half of 2008, perhaps there were some people issues in your business that should have been handled differently and ultimately turned out to be problematic. Did you end up losing an unemployment claim you should have won? Did the problematic employee end up "polluting " your work place and his or her fellow employees or did you end up paying out wages and overtime you shouldn't have had to pay? Maybe the reason was related to your policies or procedures, lack of knowledge on the part of your managers on how to handle difficult personalities or simply a bad hiring decision. "What if" someone had been there to consult with prior to taking the action you took or "What if " you had outsourced that function to a human resource professional who knew how to keep you out of trouble. If you, your clients or fellow business owners you know have people problems that have you asking "What if ", give us a call. We can help you avoid those problematic situations by providing sound advice, guidance and human resource expertise that protects your business.

Enjoy the rest of the summer season

Maintaining Your "Positivity" in Troubled Times

Over the past few months I have found myself avoiding the local and world news. The snippets of positive news are far outweighed by the "crumbling economic conditions", "spiraling housing market decline" and "financial market collapse". Sometime ago I read Marcus Buckingham's First Break All the Rules followed by his sequel Now Discover Your Strengths. I took the Strengthsfinder assessment and found that one of my signature strengths was my positivity. I had taken several similar assessments over the years so the findings were not overly surprising but I did realize that maintaining my positivity was an important component for me in staying motivated, focused and keeping an overall sense of well-being.

Companies, like individuals, also need to maintain a sense of positivity in the face of business downturns, lagging sales and eroding profit margins to maintain their well-being and health. The leaders of the company often are so emotionally connected with the business conditions that they tend to "wear it on their sleeve" even during events like company picnics, pizza parties, birthday celebrations and the like. Employees are intuitive and keenly aware of a leader"s demeanor and tend to emulate what they see and observe from those they respect and admire. Soon, this non-positivity trickles down through the organization, feeds the rumor mill and can ultimately lead to reduced productivity, turnover and low morale.

It's a difficult task for those in leadership positions to separate themselves from news of declining revenue and put on a happy face for their employees. Unfortunately, it's part of the responsibility assumed when they became a leader or accepted a leadership position. So as the British say, "Buck Up." You and those around you will feel better and oh yea, take a night off from the evening news!

If your organization is looking for ways to increase positivity we can help you develop team building workshops and related events to help raise morale and educate your employees at the same time. To learn more give us a call at 610-287-1162 or email me at phil@hrsolutionsonline.com.

EEOC Charges Up 9% Over Last Year

The Equal Employment Opportunity Commission reported a 9% increase in charges in 2007, the highest increase year over year since 1993. Last year, for the first time, retaliation was the second highest charge category (behind race), surpassing sex-based charges in total filings with EEOC offices nationwide. Historically, race has been the most frequently filed charge since the EEOC became operational in 1965. In addition to the statutory bases of discrimination, charges filed with the EEOC and state and local Fair Employment Practices Agencies (combined) also trended upward for the high visibility issues of pregnancy discrimination and sexual harassment. During FY 2007, pregnancy charges surged to a record high level of 5,587, up 14% from the prior fiscal year's record of 4,901. Sexual harassment filings increased for the first time since FY 2000, numbering 12,510 - up 4% from the prior fiscal year's total of 12,025. Additionally, a record 16% of sexual harassment charges were filed by men, up from 9% in the early 1990s.
Other year-end statistics released in March show that the EEOC recovered approximately $345 million in total monetary relief for charging parties, up 26% from the prior year's total of $274 million. Nearly $55 million was obtained through EEOC litigation and more than $290 million through administrative enforcement, including mediation. Additionally, the agency obtained substantial non-monetary relief, such as employer training, policy implementation, reasonable accommodations, and other measures to promote discrimination-free workplaces.

An EEOC or Human Relations Commission lawsuit can devistate a small business. Studies show that those businesses that have policies and procedures in place to insure consistent fair employment practices in the workplace dramatically reduce their exposure to these types of charges by as much as 90%. Many small business owners believe that this can't happen to them but unfortunately we live in a highly litigious world where some people and employees are looking to make a fast buck. Do you really want to take the chance ?

PUT US ON YOUR "TO DON'T" LIST
Since 1995 HR Solutions has been helping business owners do what they do best....focus on running their business. We can be your human resource department providing services and solutions that protect your company and your employees at a cost you can afford. You have plenty of things on your "to do" list so make a list of things to put on your "to don't" list and give us a call. Let us worry about the laws that may affect you, help you with discipline problems, create programs that let you recruit and retain top talent and most importantly, be there for you when you need our expertise.

Press Release July 18, 2008

2008-07-23T07:00:00.001-07:00

Philip S. Brunone, President of HR Solutions, LLC, a Harleysville, PA based human resource consulting and outsourcing firm, recently conducted a seminar for the Lehigh Valley Chapter of the Society of Human Resource Management. The seminar was attended by over forty human resource professionals and addressed the interplay between various state and federal leave of absence programs and the legal responsibilities employers face in administering these programs in the workplace.
HR Solutions, LLC provides human resource outsourcing solutions for small and medium size companies in the tri -state area

Press Release 6-18-08

2008-06-24T04:17:00.000-07:00

The Harleysville based consulting firms of Horner & Associates, LLC and HR Solutions, LLC recently conducted a seminar entitled Managing and Retaining Top Performers at the Franconia Heritage Conference Center
The session was attended by a variety of local business representatives and provided the participants with proven methods to effectively recruit and retain top talent and manage generational differences in the workplace by appealing to the values, experiences and beliefs of today’s multi-generational workforce.
The seminar was facilitated by Steve Horner and Phil Brunone who collectively have over five decades of real life HR experience. Horner & Associates, LLC specializes in talent development including; executive coaching, leadership development, succession planning and team building.
HR Solutions, LLC provides human resource consulting outsourcing solutions for small and medium size companies in the tri -state area.

Newsletter-6/10/08

2008-06-11T09:50:00.000-07:00

HR Solutions, LLC
Put Your People in Our Hands
June 2008
Vol 1, Issue 1
HR Services and Solutions For Your Business

Dear Colleague,

I hope this first edition of our newsletter finds you enjoying the beginning of the summer season.
For me, the great weather of Memorial Day Weekend put an end to my spring chores and I found myself looking for more opportunities to relax. As a fellow business owner I know that finding time to do this isn't always possible and that inevitably problems arise that affect your "downtime" and keep you awake at night. If you or your clients have people problems that are keeping you up at night, give us a call. We can help you find the service or solution that gives you peace of mind and lets you get a good night's sleep in hectic times.

Have a safe and prosperous summer season.

Phil

Strategic Thinking Doesn't Happen Overnight

How many time have you heard the phrase
"We need to think more strategically "A 2007 study by The Forum Corp., a Boston-based company that works with Fortune 1000 companies to develop leaders' strategic abilities, found that most leaders weren't equipped with the skills needed to execute their companies' growth strategies. The study found that while there is a core group of leadership skills, there are also specific skills that leaders should use when leading an organic growth strategy that are significantly different than those they should use when they're leading a merger and acquisition or growth strategy," The problem is that most companies don't account for these distinctions and therefore leaders are ill-equipped. Sometimes, executives want their leaders to be ready to take on strategic intitiatives but don't know how to have leader removed from constantly being pulled into meetings to manage tactical issues. The study emphasized the importance of building up the subordinate employees' reputations within the company so that the business partners wouldn't feel they had to involve the leader in order to get things resolved. Not only does this allow you to actively promote the capabilities of your staff to others but allows you as a leader to spend time on the "big picture" issues.
In This Issue
Strategic Thinking Doesn't Happen Overnight
The Hourglass Effect in Hiring
Recent Press Releases

Quick Links
www.hrsolutionsonline.com

The Hourglass Effect in Hiring

By the year 2010 there will be over 78 million baby boomers in the workplace many of whom will be looking to retire in the next 10 years. These "boomers" born between 1945 and 1964 currently represent over 80% of the executives leading businesses today. Generation X, which is the name given to the first group of baby boomer children born between 1964 and 1981,currently represents only about 50 million of todays workers. It's not until Generation Y, those 70 million boomer children born after 1981, begin to populate the workplace that this employment "hourglass" begins to replenish.
Good News and Bad News
The good news for the boomers is that there aren't enough Generation X ers to backfill position vacancies caused by retirement thus, those boomers who don't want to retire or can't retire due to financial need, should be able to continue gainful employment. The bad news is since this boomer group represents many of today's top leaders, the shortfall in both the number of Gen Xers and the failure of many organizations to establish viable succession plans, will leave a skill gap that could plague corporations for many years to come.

If your organization is being "pinched by the hourglass" we can help you develop a workforce planning and talent management plan to help insure the success of your company. To learn more give us a call at 610-287-1162 or email me at phil@hrsolutionsonline.com.

Recent Press Releases
May 15, 2008

Philip S. Brunone, Principal at HR Solutions, LLC, a human resource consulting and outsourcing firm in Harleysville, recently delivered the keynote address at a career transition meeting sponsored by the outsourcing firm of Right Management. The keynote topic was Managing Generational Differences in the Workplace-Keys to Success for Managers and Job Seekers and was attended by a group of 40 executives who recently completed a career transition program.HR Solutions, LLC provides human resource outsourcing solutions for small and medium size companies in the tri -state area

PUT US ON YOUR "TO DON'T" LIST

Since 1995 HR Solutions has been helping business owners do what they do best....focus on running their business. We can be your human resource department providing services and solutions that protect your company and your employees at a cost you can afford. You have plenty of things on your "to do" list so make a list of things to put on your "to don't" list and give us a call. Let us worry about the laws that may affect you, help you with discipline problems, create programs that let you recruit and retain top talent and most importantly, be there for you when you need our expertise.

Call us at 610-287-1162 today for a free consultation or e-mail me directly at phil@hrsolutionsonline.com. You have my personal promise that we will contact you within 24 hours to schedule your consultation. There is absolutely no obligation. I look forward to hearing from you!
Sincerely,

Phil Brunone
PresidentHR Solutions, LLC

Press Release 5-8-08

2008-06-01T15:54:00.000-07:00

Philip S. Brunone, Principal at HR Solutions, LLC, a human resource consulting and outsourcing firm in Harleysville, recently delivered the keynote address at a career transition meeting sponsored by the outsourcing firm of Right Management. The keynote topic was Managing Generational Differences in the Workplace-Keys to Success for Managers and Job Seekers and was attended by a group of 40 executives who recently completed a career transition program.
HR Solutions, LLC provides human resource outsourcing solutions for small and medium size companies in the tri -state area

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About

2008-04-30T10:21:00.000-07:00

HR Solutions provides human resource consulting services to small- to mid-size companies that want an outsourced solution to their human resource needs. We can help you focus on the success of your business by serving as your HR department. Let us worry about the employment laws, wage and hour issues, fair employment practices and adverse employee actions so that your attention can be on growing your company. HR Solutions offers a highly affordable consulting arrangement that gives clients access to services that would otherwise be provided by an attorney at substantially higher costs.