| Quick and Dirty Updates
COBRA subsidy payments to employees who were involuntarily terminated ended 5/31/2010.
U.S. salary increases continue to remain low. The July 2010 Conference Board survey shows the median salary increase budgets in 2010 are 2.5% and projections for 2011 are trending at 3%. Industry sectors vary, with transportation, insurance and banking sectors trending lower.
The U.S. Dept of Homeland Securty issued the final rules on the use (and allowance) of an electronic signature and storage of the Form I-9. Click here for the full details. |
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Our Upcoming Sacramento
Management Workshops
September 14, 2010
September 23, 2010
September 24, 2010
Reservations are required for all classes.
Contact Mary Patterson at (916) 791-8506
Breakfast Briefing Coming in October:
A Peek Behind the Curtain of Managing Workers' Compensation Costs. John Wood will be the guest speaker. Details coming soon. |
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Silvers HR, LLC
(916) 791-8506
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New Case Demonstrates How the Details are Everything if Taking Adverse Action on a Current Employee Due to a Background Check
By Lester S. Rosen, Author of The Safe Hiring Manual and President of Employment Screening Resources (www.ESRcheck.com).
A new federal district court case demonstrates the importance of handling the adverse action process correctly when terminating an existing employee due to an unsatisfactory background check.
In the case decided on February 26, 2010 by the U.S. District Court for the Southern District of Ohio (2010 U.S. Dist. LEXIS 17373), an employer ran a credit check on all employees in the accounting department, including the plaintiff who had been working in the current location for seven years. For reasons not disclosed in the case, the employer decided to terminate the plaintiff due to the result of the credit report.
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Not Just for Pirates and Inmates Anymore
By Kim Silvers, SPHR-CA
Got a tattoo? Seeing more of them in the workplace, at the coffee shop, in your CPA's office? It's likely. Almost 40 percent of Americans between the ages of 18 to 40 have at least one tattoo, according to a 2007 study by the Pew Research Center. We continue to receive calls from employers who are struggling with employees whose body art is distracting, offensive, or just not tolerable by the boss. So what can be done?
Most tattoos are not in a "protected class" by law. An employer may screen out an applicant or even go so far as to terminate an employee who has a visible tattoo. BUT, the employer with standards such as this may be cutting out a significant (and growing) population of skilled individuals.
I was in a coffee shop recently with a help wanted sign on the door that read: "Tattoos aren't free. Join our team here and fund your next tat!" Clearly, they weren't looking for a retiree to join the team. But given the part of town and their clientele, a 20 year old with a need for "tat funds" was going to fit in quite well. (Now there's a great example of knowing your target market.)
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The Halo Effect
"Brownie, You're doing a heck of a job!"
 When President Bush looked toward his embattled director of FEMA and announced to the world "Brownie, You're doing a heck of job", he epitomized one of the most frequent and damaging problems in corporate America today - the halo effect.
Not unlike thousands of managers everyday, President Bush patted his guy - Michael Brown, former director of Federal Emergency Management Agency - on the back for failing to do his job. This unfortunately all-too-common method of giving positive but undeserved accolades is the bane of managers everywhere. Known as the halo effect, managers tend to rate all employees as excellent, good, or acceptable regardless of actual job performance. Why would a manager take this tenuous path to performance management?
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