| SWS - Charting the Course for Organizational Success |
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| Understanding Variable Pay, Part II: Bonuses |
Cash bonuses are used by many companies as they
strive to attract talent to the organization, foster employee satisfaction, and
improve retention of good employees. To learn more about bonuses, CLICK HERE. |
Succession Planning Part II: Best Practices
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| Effective succession planning allows you to have the right people in the right jobs at the right time. CLICK HERE for a summary of succession planning best practices. |
New Federal Minimum Wage Effective July 24th
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The federal minimum wage rose to $7.25 on July 24th. States are permitted to set a higher minimum wage, which employers are required to pay. Currently, only 13 states and the District of Columbia have a higher minimum wage. They include: California, Colorado, Connecticut, Illinois, Massachusetts, Michigan, Nevada, New Mexico, Ohio, Oregon, Rhode Island, Vermont, and Washington.
Keep in mind that the states, like the federal government, periodically increase their minimum wage rates.
If you are located in one or more of these states, you can CLICK HERE to see the current rate. |
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Strategic Workplace Solutions News |
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Carol Rovello presented Building an Ethical Organization for the Smoky Mountain Human Resource Association on July 23rd. She also provided information on I-9 Best Practices for the "Understanding Lawful Employment" seminar sponsored by the City of Asheville Economic Development Office on August 4th.
SWS is now offering professional support for your routine HR functions and activities. This professional support includes pre-employment screening, consistent with the Fair Credit Reporting Act.
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Greetings!
Where does the time go? We hope you are enjoying your summer!
We are pleased to present this August 2009 newsletter and hope you find this information useful. Please feel free to pass this issue on to your colleagues. There is a "forward email" link at the end for your convenience.
If you would like to review previous issues of The Lighthouse Report, just follow the links below:
We always appreciate your feedback. Please let us know if there is a related topic you would like us to address in future newsletters, and we'll do our best to fit it in. |
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The Importance of Business Continuity Planning |
Protecting your Investment
Sometimes, when convincing people of the need for emergency preparedness, too much emphasis is placed on dramatic, worst-case scenarios - as if these were the only possible disasters that might occur. At the same time, the more positive aspects of everyday preparedness are overlooked. Consider these practical benefits that can strengthen a business regardless of where it is located or what level of risk it may face:
- Preparedness enhances a company's ability to recover from financial losses, loss of market share, damages to equipment or products, and business interruption.
- Preparedness facilitates compliance with regulatory safety requirements of federal, state and local agencies.
- Preparedness helps companies fulfill their responsibility to protect employees, the community and the environment
- Preparedness bolsters a company's security and enhances its credibility with employees, customers, suppliers and the community.
- Preparedness steps taken by business owners and operators may help reduce insurance costs.
The Department of Homeland Security has prepared a Ready Business Mentoring Guide to help smaller businesses prepare for emergencies. To view this guide, CLICK HERE. |
Business Continuity Planning - Don't Forget about the Flu
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Warnings about an increased number of H1N1 flu cases this fall are a good reminder about the importance of having a Business Continuity Plan (see above article). This plan helps you anticipate and address a significant event that could disrupt your usual business operations.
In the event of an influenza pandemic, employers will likely experience employee absences, changes in patterns of commerce and interrupted supply and delivery schedules. Proper planning will allow employers to better protect their employees and lessen the impact of a pandemic on their business operations, society, and the economy.
To reduce the impact of a pandemic on your operations, employees, customers and the general public, it is important for you to begin continuity planning now, before there is a problem. Different types of organizations have different flu risk levels. It is important to consider the risk for your particular business and take the appropriate steps to protect both your employees and your business.
To help you understand some of the related issues and take action that is appropriate to your organization, we are providing the following links from U.S. government agencies:
Department of Health & Human Services:
Pandemic Flu: State and Local Government Planning and Response Activities (scroll down to the U.S. map and click on your state)
OSHA:
Preparing Workplaces for an Influenza Pandemic
EEOC:
Employment Discrimination and the 2009 H1N1 Flu Virus (Swine Flu)
ADA-Compliant Employer Preparedness For the H1N1 Flu Virus |
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This is the time of year when parents are getting ready to send their
children back to school. It's a good time for organizations to be reminded
that some states require employers to provide leave so parents can
attend a child's school activities. The requirement for NC is
listed below. If you are located elsewhere and need this information, SEND AN EMAIL and we will be happy to check for you. North Carolina's Leave for Parent Involvement in Schools
(a) It is the belief of the General Assembly
that parent involvement is an essential component of school success and
positive student outcomes. Therefore, employers shall grant four hours per year
leave to any employee who is a parent, guardian, or person standing in loco
parentis of a school-aged child so that the employee may attend or otherwise be
involved at that child's school.
However, any leave under this section is
subject to the following conditions: (1) The leave shall be at a mutually
agreed upon time between the employer and the employee. (2) The employer may
require an employee to provide the employer with a written request for the
leave at least 48 hours before the time desired for the leave. (3) The employer
may require that the employee furnish written verification from the child's
school that the employee attended or was otherwise involved at that school
during the time of the leave.
(b) Employers shall not discharge, demote, or
otherwise take an adverse employment action against an employee who requests or
takes leave under this section. Nothing in this section shall require an
employer to pay an employee for leave taken under this section. (c) An employee
who is demoted or discharged or who has had an adverse employment action taken
against him or her in violation of this section may bring a civil action within
one year from the date of the alleged violation against the employer who
violates this section and obtain either of the following: (1) Any wages or
benefits lost as a result of the violation; or (2) An order of reinstatement
without loss of position, seniority, wages, or benefits. |
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SWS Forms Additional Strategic Affiliations
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| Workplace Dynamics, LLC
SWS has had a
long-term affiliation with Workplace Dynamics, LLC, a Baltimore-based HR
consulting firm that specializes in affirmative action compliance.
During our 17-year collaboration, SWS has provided a broad range of HR
services for Workplace Dynamics' clients and Workplace Dynamics has
developed affirmative action plans for our government contractor
clients.
We are proud to announce several other strategic affiliations that
broaden our scope of services so we can better meet your
human resource and organizational development needs.
BluePrints for Business - strategic and operational consulting services for emerging growth businesses
Compass Career Management Services - career development and outplacement services
Center for Diversity Education - diversity & inclusion programs, services, and products
Mind Your Business - pre-employment screening services
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As you know, there are many more timely HR issues than we could possibly include or address comprehensively in our newsletters and announcements. So, please keep in mind that the information we include is never intended to be all-inclusive or to substitute for professional advice. Please feel free to contact us anytime we can be of assistance.
Carol Rovello, SPHR
President
Strategic Workplace Solutions, LLC
Directl: 828-280-6253 |
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