The Lighthouse Report
SWS - Charting the Course for Organizational Success
The Lighthouse Report 
In This Issue
New EEOC Poster
Holiday Parties
SWS News
GINA Takes Effect
Religious Holiday Traditions
Benefits Statements
New EEOC Poster
With GINA taking effect on November 21st, don't forget to update your federal EEO poster.
 
CLICK HERE to order your free federal poster.
balloons
 
Holiday Parties:
 
Protecting your Organization

Holiday parties usually occur without incident, however, there are several actions you can take to reduce your potential liability.

CLICK HERE to learn more.

Strategic Workplace Solutions News

Our new mailing address is:
 
6 Marlborough Drive
Asheville, NC 28805
 
SWS joined the Executive Association of Greater Asheville.
 
Carol Rovello kicked off the Professionals in Transition Series sponsored by JobLink and the WNC Human Resource Association.
 
Carol Rovello received the Richard Peoples HR Professional of the Year Award at the NCSHRM State Conference in September. This prestigious recognition is awarded on an annual basis to one HR professional who has demonstrated significant service to the human resource, business, and civic communities.
 
To view a summary of our services, CLICK HERE.
Accessing Past Lighthouse Reports
For past issues, just follow the selected link:
 
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August 2007 - January 2009 (This page lists the key articles for each issue, to help you find your desired topic more quickly.)
 
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November/December 2009
Greetings!
 
thanksgiving picture 
 
In this season of gratitude, we are grateful for the good relationships that we have with you, our clients and colleagues.
 
 
 
We are pleased to present our November/December newsletter. As we begin the busy end-of-year, with its array of holiday traditions and social gatherings, we have included some information to help you comply with related laws and maintain a safe workplace.

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 provide is never intended to be all-inclusive or to substitute for professional advice.

We always appreciate your feedback. Please let us know if there is a topic you would like us to address in future newsletters, and we'll do our best to fit it in.
 
Warm regards, Carol Rovello
The Genetic Information Non-Disclosure Act of 2008 (GINA) Became Effective on November 21st
GINA applies to your organization if you had at least 15 employees during at least 20 calendar weeks in the current or preceding calendar year (with some exceptions, including the US government, Indian Tribes, and certain DC departments/agencies).
 
GINA prohibits employers from collecting or using their employees' genetic information. You cannot discriminate against employees in hiring, firing or any other terms and conditions of employment based on a worker's genetic information. The law allows victims of genetic information discrimination to bring their case to court.
 
Since this is an EEO-related law, the "Equal Opportunity is the Law" notice has been updated. You are required to post the new poster or the GINA supplement. Use the links in the left column for more information and/or to get your free poster.
Balancing Religious Traditions with Legal Requirements
gavel imageThis is the time of year when people celebrate the holidays with long-standing religious and family traditions. Many companies also have holiday traditions, which may align with a particular religious practice. This is a good time to assess your company's holiday traditions to be sure that they comply with EEO-related requirements.
 
For more details, CLICK HERE.
End-of-Year Benefits Statements
Studies have shown that a majority of employees don't realize the value of their total compensation package. "Extras" such as insurance programs, educational reimbursement, club memberships, child and eldercare assistance, paid time off, etc. are often taken for granted. Providing an end-of-year "benefits statement" with the W-2 helps your employees to be better informed about the value of their total compensation package. And, hopefully, they will be more appreciative of what you are paying on their behalf.
 
We suggest that you include both paid benefits and the value of paid time off. List each "benefit" and what you paid on the employee's behalf with the total value identified. Don't forget the statutory benefits, such as social security/Medicare and unemployment. Workers Compensation is hard to separate by employee and not usually included.
 
Separately identify the value of paid time off as this is paid as part of, and not in addition to, their regular paycheck.
SWS Strategic Affiliations Expand Services
As you know, SWS offers a broad range of HR / OD services. Through our strategic affiliations, we are able to offer additional, complementary services. This gives you the benefit of on-stop services coordinated by a provider you already trust.
 
Compass Career Management Solutions/OI Partners, Inc
 
SWS has formed a strategic affiliation with Compass Career Management Solutions/OI Partners, Inc, a global consulting firm that specializes in outplacement services and career development. Based in Charlotte since 1994, owners Robyn & Bill Crigger are seasoned outplacement / career development specialists, each having over 25 years in the field. Through their professional network and partnership with OI Partners, Inc, they currently work with clients internationally through 208 locations in 27 countries, including 86 in the United States.
 
If you want seasoned outplacement assistance that considers organizational as well as individual needs, we would look forward to serving you.
In Closing, 

team picture

From our team to yours, we wish you a safe and happy holiday season and a prosperous new year!
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