Greetings!
In this month's issue learn about a possible model that could help get employment back on the rise. Also, the 5 things you should know to prevent sexual harassment. Having communication issues? Check out our featured quick team building exercise that helps address that issue.
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HR NEWS
Georgia Works Program
In the past weeks, there has been a lot of talk about possibly adopting a model that could help get Americans back to work. As our leaders look for ways to help our unemployed, one of the potential models they've considered is the Georgia Works Program.Here's a snapshot of the program: The Basics: Georgians receiving unemployment benefits are matched with employers who are seeking employees and who agree to provide up to eight weeks of training. The employers do not pay the workers, who work no more than 24 hours a week; instead workers continue to receive their unemployment checks and a $240 stipend to help cover transportation, child care and other expenses. Advantages Employers get up to eight weeks to assess the job candidate, at no cost. If the company decides to hire the candidate, it has avoided the cost of training that worker. Job seekers get a chance to assess the company and to show what they can do. Whether or not they are hired, they get training and experience that may benefit them down the line. Disadvantages The amount and quality of training workers receive is dependent on participating companies. Companies get free trainees at the taxpayers' expense. Workers receive very little money during the time that they are in the program. Outcomes Since the inception of Georgia Works in 2003, more than 23,000 participants have completed training programs at more than 16,500 employers. A quarter of them were hired at the firm by the end of the eight weeks, while nearly 60% were employed somewhere within three months of completing the program.
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Team Building Activity
Communication: Listening and InfluencingORIGAMI
Is the message not clear or are there too many assumptions in your team...? Try this quick, interactive activity with your team that shows how instructions can get interpreted differently, and why it's important to be clear.
Too busy? Well, this takes less than 15 minutes and the only material needed is a piece of paper!! Try it out- click here for instructions.
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Prevent Sexual Harassment
5 Things Managers Need To Do
I came across this article and thought this would be great to share.
Training is critical to avoid harassment in the workplace, and supervisors and managers have to pay special attention to the following rules:
1. Refrain
Supervisors and managers themselves need to refrain from
- Unlawful discrimination, harassment and retaliation against members of any protected group
- Other unacceptable conduct, even if not unlawful
2. Report
Managers and supervisors must report all complaints by an employee of unlawful discrimination, harassment or retaliation or other inappropriate conduct to your HR function, even if the employee
- Requests that nothing be done
- Asks for absolute confidentiality
- Does not use legal buzz words
- And even if you do not believe that the complaint has merit
3. Respond
Supervisors and managers must respond proactively to possible unlawful discrimination, harassment or retaliation or other inappropriate conduct, even in the absence of a complaint. Remember:
- Silence equals tacit support
- You cannot tolerate unacceptable conduct even if there is no complaint
- Consult with your HR function about appropriate corrective action
4. Remedy
Managers and supervisors must take steps to remedy unlawful discrimination, harassment and retaliation and other inappropriate conduct (even if not unlawful)
- Focus on inappropriateness, not illegality
- Consult with your HR Function about appropriate corrective action
5. (Don't) Retaliate
Finally, managers and supervisors must avoid retaliation or the appearance of retaliation.
- This prohibition applies not only to complainants but also to witnesses and others who participate in the investigatory process
- It covers not only tangible employment actions but also
-Other material terms and conditions of employment
-Retaliation independent of the workplace - The fact that the complaint lacks legal merit is not a defense to unlawful retaliation
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FREE HR Check Up
Even if you are an employer of one, you are still subject to many employment laws and obligations. Yet trying to stay up to date with the legalities of having employees can be mind-boggling and time consuming. One possible solution to your HR woes is the HR Check Up. This is a complimentary service that assesses and provides feedback with recommendations regarding the human resource function in your organization.
Click here for more info.
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Reminder!
EEO-1 Filing Survey Deadline is 9-30-2011
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Trish's Recommendation
Quick Team Building Activities for Busy Managers
(Check out one of their activities ORIGAMI in this newsletter...)
by Brian Cole Miller by AMACOM
Paperback
List Price: $17.95
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Sexual Harassment Training
Best practice is to conduct sexual harassment prevention training on an annual basis - contact us to schedule your training.Learn More
Book yours by December 31st and save 10%.
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Generation Gap
Cell Phones
At the end of our Kinections meeting today we got into talking about cell phones because Mia bought a new phone.
In our conversation each of us said the following: - The only phone in the neighborhood was ours.
- They had a jelly bean pager.
- The phone they had was a Mickey Mouse phone.
Think you know who said what? Email me! |
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