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!
Monday, August 16, 2010
June 2010 Newsletter
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!
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!
Tuesday, April 27, 2010
April Newsletter
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.
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
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
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
Saturday, December 26, 2009
Holiday Newsletter
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!
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!
Monday, September 7, 2009
Recent Press Release
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
HR Solutions, LLC provides human resource outsourcing solutions for small and medium size companies in the tri -state area
Monday, August 3, 2009
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
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
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