McCabe Consultants:

- HR Assessments

- HR Programs and Management

- Handbooks and Policy Manuals

- Employee Relations

- Performance Management

- Compensation/Benefits Analysis and Administration

- Safety Compliance

- Investigations

- Training and Development  

Did You Know? 

HR Tip of the Month

If you are thinking of monitoring employees conversations, be sure to clearly inform them in advance and in writing that their activities may be monitored especially if the activity is done during business hours or on company provided equipment.

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HR Matters

Greetings!

Wow, it is already March and 2011 is well on it's way. Things are happening in the HR world we are excited about. Businesses are hiring, new regulations are taking shape with more to come! We are thrilled to have you as part of the McCabe Consultants community.   

Check out the rest of the issue and let us know how we can help you with your HR issues. Remember, we are just a phone call away!

Victoria

P.S. Are you wondering what exactly McCabe Consultants does? Give us a call we would love to talk to you about your HR needs.

Additional Recordkeeping Regulations Proposed - In April 2011 the Wage and Hours Division (WHD) is expected to release a Notice of Proposed Rulemaking on the "Right to Know under the Fair Labor Standards Act." The proposed rule would require employers to provide employees with information about their employment earnings and status (ie. exempt or nonexempt).

COBRA Extension Expired - Congress passed the Omnibus Trade Act, which provided a short term extension of the American Recovery and Reinvestment Act (ARRA) until February 28, 2011. This provision made changes to the Health Coverage Tax Credit (HCTC) that encompasses several tax credits. As of March 1, 2011, the IRS will no longer process new requests. 

New ADA Accessibility Regulations - Effective March 15, 2011, the U.S. Department of Justice's Final Rule will revise and expand the regulations regarding the Americans with Disabilities Act. The amended regulations adopt the 2010 ADA Standards of Accessible Design, which  implement accessibility guidelines for government facilities and commercial places of public accommodation.   

Has Your Star Employee Turned Into Charlie Sheen?  

Now many of you are thinking what does Charlie Sheen have to do with Human Resources. Well many Mr. Sheen's recent statements are disturbingly similar to things employees have said  to me when confronted with unacceptable behavior in the workplace. " I'm under paid right now."-- "My boss is stupid." etc.

Don't get me wrong. I like Mr. Sheen and am a big fan of the show. To all accounts, he was doing his job, however there is more to a job than just function. There is also form. How an employee goes about doing their job matters.

So what would you do to bring Mr. Sheen back down to Earth? Here are a few recommendations:

• Affirm they are part of a bigger company that has to run smoothly.
• Re-establish accountability into the relationship.
• Get a rein on the employee by implementing a performance improvement plan.
• Conduct regular staff meetings to dispel any self imposed authority.

Every company has a Charlie Sheen in the wings. Don't let one of your good employees get away. Help them help themselves before it is too late.  

Question: If alcohol problems lead to unexcused absences, can the offending employee be held to the same disciplinary rules as anyone else?
 

Answer: Absolutely. If alcohol or drug problems lead to unexcused absences, an employer can hold the offending employee to the same standards as all other employees under  the ADA. An employer may have an obligation to accommodate the  employee while in treatment, however the accommodation does not extend to accepting prohibited behavior.

Further information on this issue can be found in Section 12114(c)(4) of the ADA.    

The New School on Performance Feedback

In this age of information at your fingertips, today's employees expect constant access to current information about the company and up-to-date assessment of their contributions.

Managers who regularly maintain clear communication lines with their employees can also gain quicker response on resolving emerging issues before they become the preverbal mountains out of mole hills.

Provide feedback on your employee's progress more often than only during performance evaluations and make sure they are in the loop and your expectations are always clear.