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Is Sitting the New Smoking?
Did you know that the typical American sits for an average of 9.3 hours per day? A recent article from Forbes highlights a possible solution from Silicon Valley Executive, Nicole Merchant - the Walk and Talk meeting. When her demanding work schedule began to take priority over her exercise regimen, Merchant knew the only way to stay active was to take matters into her own hands. The health implications of prolonged sitting are so startling, Merchant goes so far as to proclaim that "sitting is the new smoking." Sedentary behavior is linked to increased health risks, and a decreased lifespan. The benefits of Walk and Talk meetings go beyond just health - these active meetings also increase problem solving, promote the brainstorming of new ideas, present networking opportunities, as well as offer a non-threatening environment for performance feedback. Here are five tips for a successful walking meeting:
- Length: In order to avoid burn-out, it is important to keep these meetings under 60 minutes.
- Subject: Walking meetings are best for brainstorming new ideas. Do not use these meetings to address any routine planning or project updates, as those require more than one individual and roundtable discussion.
- Attire: Always dress comfortably for walking meetings, but Merchant notes that you should not go overboard. There is a happy medium between head-to-toe workout wear and comfortable walking shoes.
- Location: Walking meetings can be successful both on hiking trails and in dense urban environments.
- Mini Walks: Even if you cannot have a full blown walking meeting, something even as small as walking together to a conference room is better than no walking at all.
Click HERE to view the full article...
Employee On-Boarding Checklist
The new hire on-boarding process may be one of the most underestimated aspects of employee retention. Not only does on-boarding further introduce a new employee to the organization but it also clarifies how and why their role will influence the future of your organization. A recent article from INC. magazine outlines the essential conversations an employer should have to ensure that their new hire has the right mindset to start his or her first day: These include: - How does your company create value? How will their role contribute to your business' competitive advantage?
- Who are their internal and external customers? How will they use these customers to create value for your organization?
- What immediate job-related task can they complete on their first day?
- Why did you hire them? What qualities make them a valued addition to your organization?
Click HERE to read the full article... |
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Pay or Play?
The Affordable Care Act has left business owners and HR professionals nationwide with endless questions - most of which the U.S. government is unable to provide an answer to at this time. As the October 2013 open enrollment deadline draws closer, employers must decide whether they will "play" and provide healthcare benefits to their employees, or "pay" the associated penalty for opting out of healthcare coverage. A recent article from Human Resource Executive Online highlighted OperationInc's CEO, David Lewis's take on the situation. Lewis warns that "this has the makings of a disaster of so many proportions because the employer choices are not yet defined and open enrollment starts in October 2013, not January 2014." Combined with the projected rise in premium costs - a 20-50% projected increase - and it's no wonder that that many employers are left wondering what the future of their health benefit plans will be.
Click HERE to view the full article...
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Posting Open Jobs Internally
Many firms choose to post open positions within their companies. While this will create a pipeline of candidates via employee referrals and employees looking to move into a new role, the smaller the business the greater the potential pitfall with this process. The main concern is situations where someone applies for a position that you do not want to promote and then you are forced to address why they are not being considered. Many managers / companies are not prepared for such a confrontational discussion. Give some forethought as to the wisdom of internal postings with this possibility in mind.
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Interview Question of the Week
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Q: Should we have new hires sign their offer letter? What legal value does this offer either party?
A: Having a new hire sign their offer letter to signify their commitment to accept the offer made is a great idea. It is very critical though that your offer letter state that the employment is at-will and that the document is not intended to be a contract, either written or implied. With these key statements present the signature in most cases is just a symbolic acceptance of the role and the terms of employment, still leaving the employer with a fair amount of leeway to operate. Beyond that the legal value is minimal at best. In fact the reason to have a signature from you new hire is more about making them think they have made a commitment in writing, thereby reducing the possibility of them accepting another job or even a counteroffer.
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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.
We encourage you to pass along any issue of The OperationsInc Navigator by forwarding it to friends and colleagues. |
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New I-9 Form
Click HERE for article
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3/8/13 FMLA Poster Update
Click HERE for article
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2013 FCRA Requirements
Click HERE for article
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2013 Minimum Wage Increases
Click HERE for article
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Upcoming Training Events
April 24, 2013
Sexual Harassment Prevention & Awareness Training
May 21, 2013
Norwalk, CT
Microsoft Excel 2010 Intermediate Training
May 22, 2013
Norwalk, CT
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Upcoming Webinar
The Affordable Care Act
April 24th and 30th
11:00am - 12:30pm
The Affordable Care Act (ACA), also known as ObamaCare, is slated to take a firm hold on January 1, 2014. The impact will stretch to a multitude of strategic decisions we make as business owners - It will take the rest of 2013 to sort out the missing pieces, with all that time needed for most businesses to consider their options and prepare.
Spend ninety minutes with us and we'll get you up to speed with the critical information you need as you plan.
Cost: $75
Click Here for More Information (April 24, 2013)
Click Here for More Information (April 30, 2013)
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Did You Know...
OperationsInc offers Pre-Hire Testing, which enable organizations to determine whether a candidate is the right fit before they commit to hiring. With Pre-Hire Testing from OperationsInc, you'll gain critical foresight and insight into the behavioral characteristics & historical information that may predispose a candidate to excel or fall short in your organization.
We Offer: - DISC Analysis - Testing vehicle which provides in-depth analysis of the job candidate's overall skill set - a simple and cost-effective method of identifying a candidate's hidden strengths and weaknesses.
- Background Check Administration Services - Complete administration of the background check process including all paperwork, third party administration & results findings.
- Select2Perform and Total Testing - Assessment tools offering various products to help predict employee success by evaluating several core skill sets.
Try candidate testing from OperationsInc...it's the next best thing to having a crystal ball to help you determine whether a candidate is right for your organization.
Click HERE for more information.
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