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Expert HR related tips & information from our team to yours...
The OperationsInc Navigator
February 8, 2013

To our valued contacts:


The Navigator is published every other week and is filled with the latest HR related news, practical tips, answers to our reader's questions and a whole lot more! We welcome your participation in the makeup of this periodical. Send your feedback, ideas and input to:  [email protected]

 

David Lewis 

 President/CEO

OperationsInc

Have you Heard?

 

Training and Development in High Demand for 2013

 

Over the past year, businesses have embraced the idea of becoming a continuous learning organization in order to strengthen both their internal talent and competitive advantage. A recent study from Bersin by Deloitte, entitled "The Corporate Learning Factbook 2013: Benchmarks, Trends, and Analysis of the US Training Market", notes that last year's training and development spending increased by 12%. The study reviewed 300 different training organizations in order to assess upcoming training trends for 2013. Overall, the study illustrated that the demand for training and development programs has significantly increased over the past year. Some other highlights include:

 

  • A 20% increase in training spending in both the Technology and Manufacturing sectors.
  • Mature companies, or high-impact learning organizations, spend 34% more on training than that of low-maturity companies.
  • Large businesses spent about $46,000 on social learning, nearly triple the spending of two years ago.
  • US companies spent on average 16% of their training budgets in 2012 on external learning, or instructor-led content development. 
 
Click HERE to view the full report...
 

 

How to Avoid the Liabilities of Workplace Romance

 

With Valentine's Day rapidly approaching, employers are assessing the potential dangers of dating among coworkers. Because employees spend so much time together during the workday, romance is bound to blossom from time to time. A recent report by BLR outlines why employers should be aware of workplace romance and the potential legal consequences that may arise. Some highlights from the BLR report include:

 

  • Only 19% of respondents said workplace romances are non-existent or prohibited.
  • 38% of employers say that workplace romances have damaged co-worker relationships. 
  • During the relationship, workplace hazards include: favoritism and hostile work environment claims.
  • After the relationship ends, potential workplace liabilities include: sexual harassment and retaliation lawsuits. 

 

Click HERE to read the full article... 

 

Interview Question of the Week

  

HR Best Practices Tip

Dealing with the Press

 

As company's grow, the likelihood that a member of the press may contact someone on your staff to secure input on an upcoming story becomes all the more possible. Further, the call may NOT be placed to the proper party within the Marketing / PR area of your company. It is therefore important to alert all employees to the fact that your firm may want someone in management to approve all contact with the press before an interview occurs. 

Reader Question

  

Q: 

If an employee works fewer hours than selected, albeit with company approval, and therefore does not complete 40 hours a week, can you provide less time off?

  

A:

It all comes down to how your policy is stated. If you state in your time off policy that an employee receives .833 days per month of service, but do not specify how many hours worked constitutes a month of service, then generally the employee would earn the .833 days regardless of how many actual hours were worked that month. To better address the issue, you need to restate your policy. There are many companies that now actually award vacation based on a calculation tied to actual hours worked. Be careful though. This approach is administratively challenging at best and may compromise your adherence to the Fair Labor Standards Act (FLSA). 
 Legal Disclaimer

Information provided in The OperationsInc Navigator is researched and reviewed by the HR experts at OperationsInc. The information in every issue of The OperationsInc Navigator is in part gathered via information available in the public domain, as well as in part the original, copyrighted work of OperationsInc and is protected under U.S. copyright laws. As such, you may not reprint or publish in any format any article or portion of article The OperationsInc Navigator without the express permission of OperationsInc.

 

OperationsInc provides the information in this e- newsletter for general guidance only. The information provided herein should not be used as a substitute for consultation with professional human resources, legal, or other competent advisers. Before making any decision or taking any action, you should consult a professional adviser who has been provided with all pertinent facts relevant to your particular situation.


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Legal Corner 

Regulatory Process Delays New Jersey's New Pay Equality Poster and Notice Requirements from Taking Effect

 

Click HERE for article

WTPA Notice of Pay due 2/1/2013

 

Click HERE for article

IRS Eradicating Form 5500 Penalty Notices 

 

Click HERE for article

OK to Use Current I-9

 

Click HERE for article

2013 FCRA Requirements

 

Click HERE for article

2013 Minimum Wage Increases

 

Click HERE for article

HSA and FSA Limits for 2013

 

Click HERE for article

 

 Upcoming Training Events

 

February 13, 2013 

Webinar: HR in 2013

 

February 19, 2013

Norwalk, CT

Decision Making - Creating a Process to Reach Your Best Solution

 

February 22, 2013

Norwalk, CT

Microsoft Office Excel 2010 Intermediate 

 

March 20, 2013

Norwalk, CT

Sexual Harassment Prevention & Awareness Training

 

April 24, 2013

 

Did You Know...

 

OperationsInc offers a variety of compliance programs that integrate into your business strategies. One of the programs our Human Resources Professionals can develop and implement is an Affirmative Action Plan (AAP) into your business. 

 

The drivers behind implementing an AAP can vary, including:

  • Attempts to position your organization as a suitable government vendor
  • Needing to satisfy certain requirements associated with your status as a government vendor
  • Striving to create a balanced work population

Regardless of your motivation, OperationsInc can help you to meet your contractual obligations while helping to formulate a plan that encompasses your company's programs, policies and procedures --- designed to assure that all individuals have equal opportunities in all employment decisions and practices.

 

Click HERE for more information.

 

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Web:     www.OperationsInc.com