tag:blogger.com,1999:blog-58708581049327518782024-03-13T10:03:43.761-04:00Trevor Stasik: Blog (Archive 2007-2019)Trevor Stasik's Old Blog; kept for historical purposes, not updated frequently. Trevor can currently be found pursuing a career in brand management and marketing. See LinkedIn for details. Trevor Stasikhttp://www.blogger.com/profile/03535923425194472786noreply@blogger.comBlogger202125tag:blogger.com,1999:blog-5870858104932751878.post-70610699160613776922023-08-17T14:29:00.004-04:002023-08-17T14:34:03.332-04:00Conducting Consumer Research<div><div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgpt1zDKuKyl0Ua1xbz5yDVTdinxL5WBIQn_voWXPeJ2bP6_-UXyRqRcvsOfJDn3T8XSRfX_oezlAkgbmawcqY7OTuHLSIYksU_I2LVVSkVO8IgQfU8CBCUyuVb6mZXh0g2ZZ0DgB0EFsXYpJfxWYR_UkKT8U1ziTwxAOy1PrRiGPpbCLn37weqYamzgRFi/s400/Google%20Blogger%20-%20Conducting%20Consumer%20Research.png" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" data-original-height="400" data-original-width="400" height="268" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgpt1zDKuKyl0Ua1xbz5yDVTdinxL5WBIQn_voWXPeJ2bP6_-UXyRqRcvsOfJDn3T8XSRfX_oezlAkgbmawcqY7OTuHLSIYksU_I2LVVSkVO8IgQfU8CBCUyuVb6mZXh0g2ZZ0DgB0EFsXYpJfxWYR_UkKT8U1ziTwxAOy1PrRiGPpbCLn37weqYamzgRFi/w268-h268/Google%20Blogger%20-%20Conducting%20Consumer%20Research.png" width="268" /></a></div><div><br /></div><div>There has been quite a gap on posting in this blog. I've been spending my time on <a href="https://www.linkedin.com/in/trevorstasik/" target="_blank">LinkedIn</a> or my <a href="https://trevorstasik.wixsite.com/portfolio" target="_blank">Wix<br /> Blog</a>. However, Google sent me a message to let me know I may lose access or have this blog deleted due to inactivity. </div><div><br /></div><div>So, I thought that I would post something quick up with the help of our friends at GPT-4. </div><div><br /></div><div>I asked it for a post on "<i><b>Conducting Consumer Research, including how it can inform product development decisions</b></i>." </div><div><br /></div><div>Here is what I got:</div><span></span><div><br /></div><h1 style="text-align: left;"><span style="color: #2b00fe;">What is Consumer Research?</span></h1><div>Okay, have you ever wondered why there are so many different toys, clothes, or ice cream flavors out there? Well, it's because of something called "Consumer Research." đ</div><div><br /></div><h2 style="text-align: left;"><span style="font-size: x-large;">The Story of Tommy and His Ice Cream Stand</span></h2><div>Imagine your friend Tommy has an ice cream stand. But he's confused about which flavor to sell. Should he make strawberry, chocolate, or bubblegum? đ¤ So, Tommy asks his friends which flavor they'd like. And that's a simple example of #ConsumerResearch!</div><div><br /></div><h3 style="text-align: left;">Why is Asking People So Important?</h3><div>You see, just like Tommy, many companies want to know what people like. Because if they make things people don't like, no one will buy them! And that would be sad, right? đ˘</div><div><br /></div><h3 style="text-align: left;">Imagine You're a Detective!</h3><div>Think of it as being a detective. You're looking for clues about what people want. And these clues help you solve the big mystery of what to create next! đľď¸ââď¸</div><div><br /></div><h3 style="text-align: left;">How Do We Ask Questions?</h3><div>There are many fun ways to find out what people like:</div><div><br /></div><div><b>Surveys and Questionnaires</b></div><div>It's like a mini quiz! You might have seen your parents fill out a form after shopping. That's one way businesses learn. đ</div><div><br /></div><div><b>Talking to People Directly</b></div><div>This is like when you ask your friend, "Which game should we play?" Companies do the same but in a fancier way! đ</div><div><br /></div><div><b>Watching and Observing</b></div><div>Sometimes, just watching how people use things can tell a lot. Like noticing which playground slide is the most popular! đ</div><div><br /></div><h3 style="text-align: left;">What Can We Learn from This Research?</h3><div>The cool part is that this research can teach us many things:</div><div><br /></div><div><b>Taste Buds Tell Tales</b></div><div>Like which ice cream flavor might be the next big hit! đŚ</div><div><br /></div><div><b>Colors, Shapes, and More!</b></div><div>Why do some kids prefer red toys over blue ones? Let's find out! đ</div><div><br /></div><div><b>Making Cool New Things with What We Learn</b></div><div>With all the info gathered, we can make new things!</div><div><br /></div><div><b>Tommy's New Ice Cream Flavor!</b></div><div>Remember Tommy? He found out most of his friends loved a mix of strawberry and chocolate. So, he made a new flavor: "ChocoBerry Delight!" And guess what? It became super popular! đđ¨</div><div><br /></div><h2 style="text-align: left;"><span style="font-size: x-large;">Why Does This Matter to Big Companies?</span></h2><div>Big companies are like Tommy but on a much bigger scale. They want to make many people happy, and this research helps them do just that! đ</div><div><br /></div><div><b>Quick Tips to Be a Mini Researcher</b></div><div><br /></div><div>Always be curious. Wonder why things are the way they are.</div><div>Listen to your friends. They might give you the next big idea! đ</div><div>Try new things. Maybe mix two of your favorite snacks and see what happens! đ</div><div><br /></div><h3 style="text-align: left;">Summary</h3><div>So there, Consumer Research is all about asking people what they like. Just like how Tommy asked about ice cream, big companies do the same. And it helps them make things we all love! Isn't that awesome?</div><div><br /></div><h3 style="text-align: left;">Join the Adventure!</h3><div>Next time you have a question about what game to play or movie to watch, ask your friends! You'll be doing your own mini #ConsumerResearch. đđ</div></div><div><br /></div><br />
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Trevor Stasikhttp://www.blogger.com/profile/03535923425194472786noreply@blogger.com0tag:blogger.com,1999:blog-5870858104932751878.post-13258775192887148452019-06-16T18:51:00.003-04:002019-06-16T18:51:33.024-04:00Empowering Your Team, Empowers YourselfI haven't updated this blog in forever. I recently wrote this article, but haven't found a good home for it yet. So, I thought I'd post it up here. Hopefully this helps.<br />
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<b>Empowering Your Team, Empowers Yourself</b><br />
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By Trevor Stasik<br />
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For Arizona project managers, and organization leaders, empowerment is an essential ingredient. It may be the one thing that leverages your teams for success and transformation in an organization. Unfortunately, I don't know that it gets enough of the attention that it deserves. Empowerment is a powerful tool not just for those that are working on your teams, but also for those that are working to lead teams. <br />
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Empowerment is the tool that allows you to expand your horizons as a leader because you can feel confident that the work is getting done by those that can do the work best. Empowerment isn't the norm; it isn't the average. A lot of companies and leaders pay it lip service, but they never see the gains because they don't embrace it. I struggle with it myself. It's tough to let someone else do their own thing, especially if you think that you would have done it differently. However, if you nitpick over every choice your team makes, you will turn them off from making valuable contributions. Odds are that your teams can get better results by doing the things that you aren't doing. <br />
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Work hard to build the relationships, and to build trust within your teams; so that when you let them off the chain, they feel safe to roam freely. Even if they chase that rabbit into a rabbit hole, everything will still be okay. Let them run. Let them play.<br />
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Let your team members drive their own meetings. When you ask your team a question, pause. Wait for an answer. Listen. Listen - Don't respond. Practice actual listening. I'm not saying active listening - I'm saying actual listening. Too often active listening is treated like simply parroting back what someone else said. Actual listening is understanding with empathy.<br />
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One interesting way I've heard empowerment described is that it's not just about letting people make their own decisions about how accomplish their work. Empowerment is about appreciating differences. It's about getting comfortable with team members making decisions that are different from you, and having their back regardless of the outcome. Yes, there is an element of accountability, but empowerment also means getting comfortable if your people make the wrong decision, and letting them learn from it. Stop over-reacting. People can get the job done differently, and still get the work done - probably even better than you<br />
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Empowerment can be leveraged so that you as a leader can get more done. You simply don't have enough time in the day to be able to micromanage, let alone manage, the ongoing details of detailed work. It's okay for that font to not exactly match. Let it go⌠It's okay for your worker to use a different tool to get the same work done... <br />
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Unless it's something that is a contractual issue, or going to permanently cripple you, let it go. You've got bigger fish to fry. Oh, and none of these concepts are original to me.<br />
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Ultimately, are your teams comfortable putting out their best work? If you have a team that is fearful of the consequences in moving forward without your input, or without your express approval, then they are also going to be holding back on giving you their best work. Their best ideas will never be verbalized. They will never come to life. At least not for you. So get out there today, and start empowering your team. When your teams are empowered, you will feel empowered too.<br />
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<a href="https://www.linkedin.com/in/trevorstasik"><img alt="View Trevor Stasik's profile on LinkedIn" border="0" height="33" src="https://www.linkedin.com/img/webpromo/btn_viewmy_160x33.gif" width="160" /></a>Trevor Stasikhttp://www.blogger.com/profile/03535923425194472786noreply@blogger.com0tag:blogger.com,1999:blog-5870858104932751878.post-49343881905826369222017-02-08T22:17:00.002-05:002017-07-16T12:46:39.907-04:00Busy With The Important<div id="yui_3_17_2_19_1486607415408_3247">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjVB3wqdpvjlCsO69DWTB4Itd0ljRJqlVfauGx2Y3k1eYX942BMXjApZpowJxJzqTI10S99lRuggFUVt58Wk1qSG3LgyJ-mtnlUEyxXoqgCrkDQaIjZqq8RH9R-tErHt9KHJ0Djez1mK_R5/s1600/Predecessor+Pro+-+Busy+With+The+Important.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" height="320" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjVB3wqdpvjlCsO69DWTB4Itd0ljRJqlVfauGx2Y3k1eYX942BMXjApZpowJxJzqTI10S99lRuggFUVt58Wk1qSG3LgyJ-mtnlUEyxXoqgCrkDQaIjZqq8RH9R-tErHt9KHJ0Djez1mK_R5/s320/Predecessor+Pro+-+Busy+With+The+Important.jpg" width="320" /></a>If you are visiting either of my blogs, Predecessor Pro or my page on Blogspot, you've probably noticed that it's been a long while since I've posted. I've had every intention of coming back to you with new ideas, procedures, information, anecdotes, brainstorms, and stories. However, I've been too absorbed in other activities that are more important to me. It's about choosing priorities and what has to take priority: Working for the wonderful nonprofit Make-A-Wish, studying and practicing my crafts (Project Management, Prospect Research & Management, Human Resources), and spending time with family.</div>
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Realistically, I have a feeling it may be quite some time before I get around to posting here again. So if you're interested in what I'm currently up to, check me out over on LinkedIn (<a data-cke-saved-href="http://www.linkedin.com/in/trevorstasik" href="http://www.linkedin.com/in/trevorstasik" id="yui_3_17_2_19_1486607415408_5440">www.linkedin.com/in/trevorstasik</a>) and send me an invitation to link. You can also check me out on Twitter (<a data-cke-saved-href="https://twitter.com/tstasik" href="https://twitter.com/tstasik" id="yui_3_17_2_19_1486607415408_3256">https://twitter.com/tstasik</a>).</div>
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It's been a journey, but we're not quite through yet. Until next time, take care.</div>
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P.S. Oh, hey, if you have a few bucks to spare, consider giving to a local nonprofit. I highly recommend Make-A-Wish (www.wish.org/donate), but there are many worthy causes out there. Find one with a mission you connect with, get involved, and consider donating.</div>
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Trevor Stasikhttp://www.blogger.com/profile/03535923425194472786noreply@blogger.com0tag:blogger.com,1999:blog-5870858104932751878.post-21324080769864074272014-11-06T23:18:00.000-05:002014-11-06T23:18:38.174-05:00Book Review: Console Wars<div class="MsoNormal">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhM0lM_F9rAT3YMWSga0WcvljIMupgwGCBDnMQGRtshNLsWtDrxnEm_ukeiRbTmQ57fGC9lZ36LBGDP1TORTlG1WcMSz7i2N35Jdmwpyyd6iBnswK3jekQFHiiB13IepoitKesCguQ7Hfwu/s1600/0018+-+Blogspot+-+Console+Wars.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhM0lM_F9rAT3YMWSga0WcvljIMupgwGCBDnMQGRtshNLsWtDrxnEm_ukeiRbTmQ57fGC9lZ36LBGDP1TORTlG1WcMSz7i2N35Jdmwpyyd6iBnswK3jekQFHiiB13IepoitKesCguQ7Hfwu/s1600/0018+-+Blogspot+-+Console+Wars.jpg" height="320" width="320" /></a>I remember visiting my cousins when I was little. I was fascinated
by the colorful images bleeping and blooping across their television screen in
crystal clear 16-bit glory. There was a blue, spiked ball that was whirling to
and fro, ricocheting off of walls, and raining down pain on the backs of his
enemies. When that blue ball finally stopped moving, an edgy new mascot stood
their impatiently waiting for the player to get him moving again.<o:p></o:p></div>
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<b>Book Review: "Console Wars"</b><o:p></o:p></div>
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It was somewhere around 1992 and the character on my
cousins' screen was Sonic The Hedgehog. I was somewhat familiar with the
Hedgehog from the TV commercials and the cartoon, but seeing it come alive in
person was a totally different animal. I had an old, classic Nintendo at home.
I had a copy of the amazing Super Mario Brothers 3 that I loved; I think I had
purchased it myself with newspaper route money. However, this Hedgehog was far
more lively than any dumb plumber. It was built from the ground up, designed to
be a hip alternative to Mario. At that
time, I knew of the battle between Nintendo and Sega. It seemed a lot like the
Cola Wars between Coke and Pepsi. It was a taste test. I knew those commercials were telling me what
was cooler and more fun. As a kid, I had
no idea the level of machinations that were going on behind the curtain. <o:p></o:p></div>
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However, Tom Kalinski was intimately aware of all of the
strategies and tactics that were being employed in the war between Sega and
Nintendo. You see, Tom Kalinski was the
CEO of Sega during this most influential period in the second great wave of
gaming consoles. The book, âConsole
Warsâ, follows Tom in his quest to pull a second-rate video gaming company best
known for Altered Beast and Alex Kidd, into a top tier gaming titan. <o:p></o:p></div>
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The book is written in a narrative form, telling the story
as it unfolds. The writer, Blake Harris,
has a writing style that is deceptively casual, allowing you to become engrossed
in the victories of the Sega team while still being able to take away lessons
in business leadership, communications, technology, and workflow. It had tons
of great ideas about marketing and teamwork.<o:p></o:p></div>
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The book is separated roughly into thirds. The first part of the book follows the retirement
of the Sega Master System, the rise of the Genesis console, and the challenges
of getting the first Sonic the Hedgehog Game done. The next part deals with the overwhelming
success of the Genesis over the Super Nintendo, the creation and release of
Sonic 2, and the maturation of Sega team.
The last third of the book deals with the internal conflicts that
allowed Nintendo to triumph, and planting the seeds of the eventual collapse of
Sega consoles. <o:p></o:p></div>
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The version of the book that I read was on Amazon Kindle, of
which I was grateful. I imagine that a
fictional book would try to streamline the number of characters, but this is
non-fiction. The book takes pains to
include all of the real people that actually worked in the industry. It was
sometimes easy to lose track of who was who. Fortunately, the Kindle has search
functionality that made it easy to go back and refresh my memory when
needed. I appreciated that level of
detail, even if it meant I had to work a little harder at reading it.<o:p></o:p></div>
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I would highly recommend this book. There is a lot to the
book âConsole Warsâ; plenty of content.
It was a fun read, and if you paid attention, you might learn a thing or
two. <o:p></o:p></div>
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Note: Please view the Disclaimer page for all liabilities and limitations.
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Trevor Stasikhttp://www.blogger.com/profile/03535923425194472786noreply@blogger.com0tag:blogger.com,1999:blog-5870858104932751878.post-44066175619710096492014-09-11T23:46:00.001-04:002014-09-11T23:46:09.756-04:00Redwoods<div class="MsoNormal">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEg20GQ_fsgnHk-XRUcLqJzwH81zOaY3kFEQK8eTWK2jugDcuci9zxuHM4czovE6LQBSj5EVbcs2HptVOPAPHdQv_VGq60HQiC1G2uDkFXpX53X1xaOhbmWpfxwp1r-HY0JkAxkqHz1OpnGA/s1600/0016+-+Blogspot+-+0016+Redwood.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEg20GQ_fsgnHk-XRUcLqJzwH81zOaY3kFEQK8eTWK2jugDcuci9zxuHM4czovE6LQBSj5EVbcs2HptVOPAPHdQv_VGq60HQiC1G2uDkFXpX53X1xaOhbmWpfxwp1r-HY0JkAxkqHz1OpnGA/s1600/0016+-+Blogspot+-+0016+Redwood.jpg" height="320" width="320" /></a>Have you ever done Toastmasters before? Toastmasters is an international speaking
organization. I recently joined an
affiliated chapter and had to give a speech.
For my speech, I chose to speak about the Redwood trees. Well, I thought that I would post the text of
my speech here. Hopefully you find it
informative and enjoyable.<o:p></o:p></div>
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<b><u>Redwoods </u></b></div>
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Good morning! The
National Geographic biologist and explorer Sylvia Earle once said, âLook at the
bark of a redwood, and you see moss. If
you peer beneath the bits and pieces of the moss, youâll see toads, small
insects, a whole host of life that prospers in that miniature environment. A lumberman will look at a forest and see so
many board feet of lumber. I see a
living city.â It is the importance of
these ancient cities I would like to speak of today.<o:p></o:p></div>
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Now - Stand up. Come
on, I want all of you to stand up. Take
a look around the room for a moment and imagine if every single one of you
stood on the shoulders of one another.
How tall do you think you would be?
60 feet tall? Maybe 75 feet? Even if all of you stood on your tippy toes,
you wouldnât be tall enough to reach the height of the mighty redwood
tree. <o:p></o:p></div>
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Next, Iâd like you to go ahead and put your arms up and
stretch out. You feel that burst of
oxygen that is filling your lungs.
Thereâs a good chance that oxygen came from a tree, and a tree the size
of a redwood can produce enough oxygen to support the breathing habits of 11
families of four each year. <o:p></o:p></div>
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One last thing I would like you to do, turn to the person to
your right. Shake their hand. Turn to the person to your left. Shake their hand. Do you feel a spiritual connection? For centuries, people have felt a spiritual
connection to these towering giants as they journeyed through forests. <o:p></o:p></div>
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Okay, please feel free to take a seat as I tell you more
about the last few centuries with the Redwoods.<o:p></o:p></div>
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<b>What is the Redwood tree?</b><o:p></o:p></div>
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The Redwood is a hardwood tree that has been around for over
100 million years. In that time, it has
changed very little. There are actually
three different kinds of Redwoods. The
Coast Redwood is located along the western edge of California, and the Giant
Sequoia is located in the central, eastern side of California. There is also a shorter cousin, the Dawn
Redwood, which is located in China. The
tallest of the Coast Redwoods hides in a difficult to access area of the
Redwood National Park known as The Grove of Titans. <o:p></o:p></div>
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As mentioned earlier, these are very tall trees; actually
the tallest in the world. To demonstrate
how tall these trees can get, the tallest tree in the world is called Hyperion,
a Coast Redwood,which stands at 379 feet tall.
That is higher than the top of the Statue of Liberty and the U.S.
Capitol Building.<o:p></o:p></div>
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These trees are among the longest lived organisms on the
planet at over 2,000 years old.
Something interesting that was recently discovered was the source of
this durability. Scientists have found
that the Redwoods have a unique genome structure that has 6 different sets of
chromosomes, which have allowed to it adapt and overcome diseases that have
destroyed other trees with fewer chromosome pairs.<o:p></o:p></div>
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Speaking of Scientists, did you know that scientists have
found that the redwood is one of the fastest growing trees in the world. Redwood clones are being grown in every
continent except Antarctica. <o:p></o:p></div>
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<b>Who cares about the Redwood trees?</b><o:p></o:p></div>
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Scientists are one of the many groups that care for the
Redwoods. There are so many unique
properties held within the genetic code of the Redwood, that scientists want to
protect that biodiversity. Ecologists
care for the Redwood tree, understanding how it acts as a canopy protecting the
animals and plants from excessive sunlight.
The branches, holes, nooks and crannies create homes to protect species during
long winters. Park Rangers and
recreationists protect these trees to ensure that the peaceful relaxing
environment lasts throughout the ages.
Even responsible lumber companies are getting into the act, cultivating
populations of new Redwoods to replace those that were cut down in the past.<o:p></o:p></div>
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<div class="MsoNormal">
<b>You can care for the Redwoods too.</b><o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Learn as much as you can.
Visit our national parks. Rising
up over every living organism on the planet is a species that can fill you with
awe. Let people know how being in the
shadow of these giants makes you feel.
The Redwoods are trees of epic proportions, standing taller than
national monuments and living longer than the Roman Empire. Everyday people like you and me can tell the
story. These trees have the ability to
teach us about ourselves. <o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<br />
<div class="MsoNormal">
<b>So, stand up. Stand
tall. Stand strong. Stand with the Redwoods.</b><o:p></o:p></div>
<br />
<br />
<br />
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Trevor Stasikhttp://www.blogger.com/profile/03535923425194472786noreply@blogger.com0tag:blogger.com,1999:blog-5870858104932751878.post-90097053431059874242014-08-07T08:34:00.000-04:002014-08-10T19:58:32.833-04:00Get Stuck<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjilqJBJC3oaNeLGvczPnbZoRQxRN1CIOt1W1-Egx19qiNn9KX67ZWHXafyhQsPNBRwYDwSVgH2LaW3huqScX3H7yiQ1KPchH5k2tzJsKxK-dj7uN7ZHgxULBNzhqTKe5qg-t19NsD7FSxB/s1600/0013+-+Trevor+Stasik+-+07Aug2014+-+Get+Stuck.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjilqJBJC3oaNeLGvczPnbZoRQxRN1CIOt1W1-Egx19qiNn9KX67ZWHXafyhQsPNBRwYDwSVgH2LaW3huqScX3H7yiQ1KPchH5k2tzJsKxK-dj7uN7ZHgxULBNzhqTKe5qg-t19NsD7FSxB/s1600/0013+-+Trevor+Stasik+-+07Aug2014+-+Get+Stuck.jpg" height="320" width="320" /></a></div>
<div class="MsoNormal">
Just a quick FYI before you start reading this post. I think I broke the clichĂŠ machine when
writing this. Itâs 4:30 am in the
morning and I was just writing down the thoughts as they came pouring out. I hope nothing I said is too far off of the
mark or offends anybody. Please forgive
me if I sound too much like a self-help fountain.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<b>Get Stuck.</b><o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Itâs okay to get stuck in life. It means that at some point in your life,
things happened to stop your momentum.
You ceased moving in the direction that you wanted to go. Oftentimes, if we get stuck, it means that we
were simply trying something that didnât quite pan out. This is a great time to follow that old
phrase, âFail fast, fail oftenâ. Once
you know something isnât working, once you know that you are stuck, you are now
in a position to try new ways to get yourself unstuck.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Try something new.
Try something wild. Try something untested. If you are stuck in life and you
keep doing the same kinds of things to try to get moving again, you will
continue to keep getting the same kinds of results. <o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Some problems will never go away, but you can go around
them. You can move beyond them. Here are a few examples that popped in my
head:<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
1) If you are
confined to the house due to an illness - I know, that can be a bummer. You and the doctors have tried
everything. Perhaps it is a good time to
grow beyond your pot; to break the mold. Try to find a problem that you can
solve. Maybe you canât fix your illness,
but Iâll bet you can use your time to find a solution to something else. Whether it is finally finishing that book you've
been meaning to write or figuring out how to make the bathroom door stop
squeaking, focus on the problems that you can actually fix. <o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
2) When graduating
college, you cannot find a job in your major - Eventually, you may have to take
a job outside of your major. It may
suck, but Iâll bet if you look, you can find jobs that are more interesting outside of your major. Try applying for
those too! Donât limit your potential.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
3) You have a family
member that you canât fix - No matter what you do, this family member will not
change. You continue to provide them
with sound and reasonable advice, but they refuse to be responsible. What do you do? Maybe the best answer is to do nothing. The relationship will stay stuck unless you
accept that itâs not on you to force this change. Try to find other ways that you can share
with this family member outside of the problem.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<br />
<div class="MsoNormal">
These are just a few ideas.
Obviously, there are a bazillion-kajillion scenarios where you can get
stuck. There is no one solution. It is okay to get stuck. Hey, get stuck more often! That is the best time to innovate, grab a
crowbar, and come at your problem from the side. <o:p></o:p></div>
<br />
<br />
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Trevor Stasikhttp://www.blogger.com/profile/03535923425194472786noreply@blogger.com0tag:blogger.com,1999:blog-5870858104932751878.post-2694019931287405702014-06-14T18:37:00.000-04:002014-06-14T18:38:27.227-04:00Change Is Inevitable<span style="font-family: inherit;"></span><br />
<span style="font-family: inherit;"></span>
<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhbP6WM68uIc8aIdWtbqsnrkifyRdOupTCvC1ThrBfq24UsTl5XGSmrkQibNWDilCXN12QLJFlfYXkobBv2NwxA8fOQ6M3a2NOOdU_bv5yp4OR5TqPOfldH6yTYRtmVsKVZ2mmhKYEmuUjW/s1600/0012+-+Trevor+Stasik+-+14Jun2014+-+Change+Is+Inevitable.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><span style="color: black; font-family: inherit;"></span></a></div>
<table cellpadding="0" cellspacing="0" class="tr-caption-container" style="float: right; text-align: right;"><tbody>
<tr><td style="text-align: center;"><img alt="Change is Inevitable - by Trevor Stasik" border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhbP6WM68uIc8aIdWtbqsnrkifyRdOupTCvC1ThrBfq24UsTl5XGSmrkQibNWDilCXN12QLJFlfYXkobBv2NwxA8fOQ6M3a2NOOdU_bv5yp4OR5TqPOfldH6yTYRtmVsKVZ2mmhKYEmuUjW/s1600/0012+-+Trevor+Stasik+-+14Jun2014+-+Change+Is+Inevitable.jpg" height="320" style="margin-left: auto; margin-right: auto;" title="Change is Inevitable - by Trevor Stasik" width="320" /></td></tr>
<tr><td class="tr-caption" style="text-align: center;">Change Happens</td></tr>
</tbody></table>
<div class="MsoPlainText">
<span style="font-family: inherit;">Author Douglas Adams once
wrote in his book Mostly Harmless, "Anything that happens, happens. Anything
that, in happening, causes something else to happen, causes something else to
happen. Anything that, in happening, causes itself to happen again, happens
again. It doesnât necessarily do it in chronological order, though." The
truth is that things in life rarely remain static for a long time. Things
happen. Systems get upgraded. New schools of thought are discovered. Have you
changed with the times? Are you adjusting your career battle-plan? Own your
change.<br />
</span><br />
<span style="font-family: inherit;">
<o:p> </o:p></span></div>
<div class="MsoPlainText">
<b><span style="font-family: inherit;">TYPES OF CHANGES<o:p></o:p></span></b></div>
<div class="MsoPlainText">
<span style="font-family: inherit;">What kinds of
changes are you dealing with in your life? You can deal with it, whether it is
a tiny change or a big, monumental, transformational event. You just need to
get your head around it. There are many kinds of changes but they can all be
boiled down to two questions: Is it
wanted change? Can you prepare for it in advance? Once you answer those
questions, you will hopefully be a little less stressed as you will then be
able to better deal with the change.<o:p></o:p></span></div>
<div class="MsoPlainText">
<br /></div>
<div class="MsoPlainText">
<span style="font-family: inherit;">Think of the
types of change across a 4-box matrix:<o:p></o:p></span></div>
<div class="MsoPlainText">
<br /></div>
<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhPiOP_UVhCi_6wRk7UE8eSEm8rMsvgJP_GUteE-OsYc_tsXopZHTwy6eN6A0jJtfhie2xvukqdMLSnSiAUmUS_w8mPbOdUbB9YxsPYR5yIZ7N2MmLsXxEkv9cKlIY8ZhErdloGoLWxYQAP/s1600/0012+-+Change+Matrix.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><span style="color: black; font-family: inherit;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhPiOP_UVhCi_6wRk7UE8eSEm8rMsvgJP_GUteE-OsYc_tsXopZHTwy6eN6A0jJtfhie2xvukqdMLSnSiAUmUS_w8mPbOdUbB9YxsPYR5yIZ7N2MmLsXxEkv9cKlIY8ZhErdloGoLWxYQAP/s1600/0012+-+Change+Matrix.jpg" height="400" width="400" /></span></a></div>
<br />
<div class="MsoPlainText">
<span style="font-family: inherit;"><b>Top Left Box</b> - If the change that you expect is wanted,
but there is no way to prepare or to know when it will happen, your best
strategy would be to practice patience. Sometimes good things come to those who
wait.</span></div>
<div class="MsoPlainText">
<br /></div>
<div class="MsoPlainText">
<span style="font-family: inherit;"><b>Top Right Box</b> - You wanted change and now it is coming. If
you are able to prepare in advance, you can take advantage of the event. Set
yourself up to do more than succeed. Set yourself up for multiple successes.
Try to group your tasks and events so that victory in one can help the others.
Hopefully I am making sense on this one. In other words, nothing succeeds like
success.<o:p></o:p></span></div>
<div class="MsoPlainText">
<br /></div>
<div class="MsoPlainText">
<span style="font-family: inherit;"><b>Bottom Left Box</b> - Push forward peacefully and keep going. There is a Serenity Prayer that some people
follow that may be helpful to remember:<o:p></o:p></span></div>
<div class="MsoPlainText">
<br /></div>
<div class="MsoPlainText" style="margin-left: 1.0in;">
<i><span style="font-family: inherit;">God, grant me the serenity<o:p></o:p></span></i></div>
<div class="MsoPlainText" style="margin-left: 1.0in;">
<i><span style="font-family: inherit;">To accept the things I cannot
change,<o:p></o:p></span></i></div>
<div class="MsoPlainText" style="margin-left: 1.0in;">
<i><span style="font-family: inherit;">Courage to change the things I
can,<o:p></o:p></span></i></div>
<div class="MsoPlainText" style="margin-left: 1.0in;">
<i><span style="font-family: inherit;">and wisdom to know the
difference.<o:p></o:p></span></i></div>
<div class="MsoPlainText" style="margin-left: .5in;">
<br /></div>
<div class="MsoPlainText">
<span style="font-family: inherit;">If there is
nothing you can do to stop an unwanted change, then there is nothing you can
do. Try to work on the things you can change in your life. Try to find strength
to pass through those changes that are unwanted. Consider breathing exercises,
doing yoga, or talking to a friend. Anything you need to so you can find
serenity.<o:p></o:p></span></div>
<div class="MsoPlainText">
<br /></div>
<div class="MsoPlainText">
<span style="font-family: inherit;"><b>Bottom Right Box </b>- If you know a flood is coming, you had
better put up some sandbags now and plan your path to higher ground. Sometimes
there are changes that are for the worse, but the damage can be negated with
the proper amount of preparation.<o:p></o:p></span></div>
<div class="MsoPlainText">
<br /></div>
<div class="MsoPlainText">
<span style="font-family: inherit;"><b>ASK THE QUESTIONS OF YOURSELF<br />
</b>Change will often push us;
cause us to get out of our comfort zone. How we answer those questions for
ourselves will help decide how to handle the change.<o:p></o:p></span></div>
<div class="MsoPlainText">
<br /></div>
<div class="MsoPlainText">
<span style="font-family: inherit;">On a personal
note, I have not made any updates to my blog in a while, as I have been
experiencing my own changes - Career, family, etc. Additionally, I may change
the format or I may leave it as is. As I debate this, I ask myself the
questions above: Is Change Wanted? Is Preparation Possible?<o:p></o:p></span></div>
<div class="MsoPlainText">
<br /></div>
<br />
<div class="MsoPlainText">
<span style="font-family: inherit;">If I do not talk
to you again soon, have a great summer.</span><span style="font-family: Courier New;"><o:p></o:p></span></div>
<br />
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Trevor Stasikhttp://www.blogger.com/profile/03535923425194472786noreply@blogger.com0tag:blogger.com,1999:blog-5870858104932751878.post-58095069018376168572014-01-26T16:39:00.000-05:002014-01-26T16:39:23.376-05:00Diversity in Tea and the Workplace<table cellpadding="0" cellspacing="0" class="tr-caption-container" style="float: right; margin-left: 1em; text-align: right;"><tbody>
<tr><td style="text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEj8b3bZXS3KdEl0kztoXCfG45yIP0GUq55pd46YfvUk17i9b2BDpuAoMaInWKrZSDXyVHNGKlvNYvcK2Rvd9KhiJCumwdsKbkjiYL0xQuj0t23BFkglhQgtR3jzNMnpkGmCXo18adR9XMQ2/s1600/0009+-+Trevor+Stasik+Blog+-+26Jan2014+-+Diversity+in+Tea+and+the+Workplace.jpg" imageanchor="1" style="clear: right; margin-bottom: 1em; margin-left: auto; margin-right: auto;"><img alt="Diversity in Tea and the Workplace" border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEj8b3bZXS3KdEl0kztoXCfG45yIP0GUq55pd46YfvUk17i9b2BDpuAoMaInWKrZSDXyVHNGKlvNYvcK2Rvd9KhiJCumwdsKbkjiYL0xQuj0t23BFkglhQgtR3jzNMnpkGmCXo18adR9XMQ2/s1600/0009+-+Trevor+Stasik+Blog+-+26Jan2014+-+Diversity+in+Tea+and+the+Workplace.jpg" height="320" title="Diversity in Tea and the Workplace" width="320" /></a></td></tr>
<tr><td class="tr-caption" style="text-align: center;">How does your workforce blend?</td></tr>
</tbody></table>
Have you ever thought about how diversity in the workplace is a lot like tea? I have a little tea instruction manual in front of me about how hot to boil the water and how long to immerse the tea bag. Along with each of those is a type of tea: Black, White, Green, Herbal, Oolong, etc. Oh, donât forget that thereâs iced tea. Some people might make teas from fruits, seeds, or flowers. You could even make a Long Island Iced Tea if you felt so inclined. Regardless, a variety of teas can quench your thirst in a variety of ways. This is the same way that diversity in the workplace will bring you many different ways to solve a problem.<br />
<br />
<b>Diversity in Tea and the Workplace</b><br />
<br />
So, letâs get a little more diversity in here with our tea. You can make a really good tea by using some store bought tea bags. However, how about if we tear open the tea bags and create our own blend? You can create a brilliant tea by mixing the right amount of a few different kinds of tea. It would be individualized and custom. Now, this tea might not be the perfect drink for everyone, but you can make a blend that is just right for you. A little of this, a little of that; and voilĂ , you have something fabulous.<br />
<br />
You should consider that in your workforce as well; blending people of different backgrounds. You may find that employing a wide variety of people will give your business the best chance for economic success. <br />
<br />
<i>NOTE: Of course, you should practice diversity and non-discrimination for legal reasons too. Unless there is a Bona Fide Occupational Qualification (previously discussed <a href="http://trevorstasik.blogspot.com/2013/01/eeo-laws-title-vii-part-2.html" target="_blank"><b>HERE</b></a>), your company could find itself in trouble if it is discriminating. </i><br />
<br />
With a diverse workforce, you can look at issues from new perspectives. How many kinds of diversity are there? Legally protected classes include:<br />
<br />
<ul>
<li> Race / Color</li>
<li> Creed / Religion</li>
<li> Nationality / Citizenship</li>
<li> Age</li>
<li> Gender</li>
<li> Veteran Status</li>
<li> Disability</li>
</ul>
<br />
There may be other protected classes in your state. You should consider diversifying beyond these legal classes to include other groups as well. Classes you may not have thought about:<br />
<br />
<ul>
<li> Unemployment Status</li>
<li> Sexual Preference</li>
<li> Height / Weight</li>
<li> Conservative / Liberal</li>
<li> Tattoos / Piercings</li>
</ul>
<br />
In short, people and tea can both create beautiful blends. You may want to consider hiring and promoting people of all types. You never know which employee will have a new way of looking at things; which will allow them to come up with a great new idea to move your business forward. <br />
<br />
<b>Be Human... Be a Resource... Be a Resource for Humans.</b><br />
<br />
<br />
<b>Interesting Links:</b><br />
<a href="http://en.wikipedia.org/wiki/Tea_blending_and_additives">http://en.wikipedia.org/wiki/Tea_blending_and_additives</a><br />
<a href="http://www.teatimemagazine.com/content.aspx?id=918">http://www.teatimemagazine.com/content.aspx?id=918</a><br />
<a href="http://www.artoftea.com/events_news/Blending_Article.html">http://www.artoftea.com/events_news/Blending_Article.html</a><br />
<a href="http://www.eeoc.gov/laws/types/">http://www.eeoc.gov/laws/types/</a><br />
<br />
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Trevor Stasikhttp://www.blogger.com/profile/03535923425194472786noreply@blogger.com0tag:blogger.com,1999:blog-5870858104932751878.post-11445962047915336452014-01-14T05:27:00.000-05:002014-01-14T05:34:38.524-05:00Two Weeks Notice<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjkk5x-itHUSyodx5gJLUkBMjMjmocxESxLqcdikNvtm_f2cotdEFYHj3HXGNWWo2Xbmy1hOSI5v_ZqO6K6ukKhzDyyeFFjuCWCNQnea2GMBW54o1gIaKmOj2tp_gvKq23TrbK4Fp2SI7Ps/s1600/0008+-+Trevor+Stasik+Blog+-+14Jan2014+-+Two+Weeks+Notice.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" height="320" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjkk5x-itHUSyodx5gJLUkBMjMjmocxESxLqcdikNvtm_f2cotdEFYHj3HXGNWWo2Xbmy1hOSI5v_ZqO6K6ukKhzDyyeFFjuCWCNQnea2GMBW54o1gIaKmOj2tp_gvKq23TrbK4Fp2SI7Ps/s320/0008+-+Trevor+Stasik+Blog+-+14Jan2014+-+Two+Weeks+Notice.jpg" width="320" /></a><br />
I remember the first real job I ever quit. I mean, I had a little newspaper route with "The Levittown Express", but quitting that really doesn't count. I never had a boss looking over my shoulder, checking the quality of my work. My output was not someone elseâs input. Also, I was probably 7 years old when I quit that job and I knew less than nothing at that point. <br />
<br />
No, the first job I ever quit was my job stocking shelves at Bradlees.<br />
<div>
<br /></div>
<b>Two Weeks Notice</b><br />
<br />
The year was 1995. I had joined their team during the summer between 11th and 12th grade. It was a relatively fun job putting sports gear and action figures up, straightening and fronting the merchandise. There was even a cute girl that worked the electronics counter that I got to talk to occasionally. I really liked the job and felt bad when summer was over and I had to quit to go back to school. I probably could've kept working part-time, but I was afraid that it might affect my grades in my Senior Year. So I quit.<br />
<br />
Unfortunately, at this point in my life, nobody had informed me that it was customary to give your employer a two week notice before leaving. It was a training event for me. When I spoke to the store manager, I remember how her nostrils flared. She had assumed that since I didn't give her my notice earlier, that I would be staying on over the fall. I let her know that it was my last day. That was when she told me about the two week notice. <br />
<br />
The reason I bring this up is as a reminder that sometimes someone is counting on you; others have expectations that they expect you to meet. If for some reason you cannot do something expected of you, it is usually a good idea to give notice ahead of time. Do not wait until the last moment, because you might leave someone in a bind. Try to be respectful and always remember to give an employer two weeks notice so that they can try to find a replacement.<br />
<br />
Please feel free to leave a comment. Tell me about the first job you ever quit.<br />
<br />
<b>Be Human... Be a Resource... Be a Resource for Humans.</b><br />
<br />
<br />
<br />
<div>
<br /></div>
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Trevor Stasikhttp://www.blogger.com/profile/03535923425194472786noreply@blogger.com0tag:blogger.com,1999:blog-5870858104932751878.post-81106431193243745752014-01-12T21:30:00.000-05:002014-01-12T21:30:07.004-05:00The Earliest History of Human Resources<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgnNF7BwSLNBs1hqh57l4VtciRqFwky0BG7Wk8JGJAc8DoXQoeQJrBG7mPrn3hPL6tRGnoHiSyl_JvALE-Avdd9mMf_yYFB-9itkpxB_WFi6UpE9WxLvtP_VhNpsewAbQhxusi1EOczv_Cd/s1600/0007+-+Trevor+Stasik+Human+Resources+-+12Jan2014+-+The+Earliest+History+of+Human+Resources.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" height="320" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgnNF7BwSLNBs1hqh57l4VtciRqFwky0BG7Wk8JGJAc8DoXQoeQJrBG7mPrn3hPL6tRGnoHiSyl_JvALE-Avdd9mMf_yYFB-9itkpxB_WFi6UpE9WxLvtP_VhNpsewAbQhxusi1EOczv_Cd/s320/0007+-+Trevor+Stasik+Human+Resources+-+12Jan2014+-+The+Earliest+History+of+Human+Resources.jpg" width="320" /></a>It occurs to me that we have never discussed the early history of Human Resources before. Human <br />
Resources is a resource for humans, but how did it get that way? Holistically speaking, HR is the person, group, or team within an organization responsible for the management of people at a company. The HR function has sometimes gone by other names such as Personnel or Industrial Relations. As the HR function has expanded in larger organizations, it has transformed into departments specializing in areas such as Benefits, Payroll, Sourcing, Recruiting, HRIS Tech, or Public Affairs. The most basic role filled by someone in HR is usually that of a Generalist. Letâs talk about where HR came from?<br />
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<b>The Earliest History of Human Resources</b><br />
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To see where Human Resources came from, we only need to go back about 100 years. This is where we will find the seeds of the current HR career practitioner. There are many great educational resources that you ought to check out to learn all of the details. However, hereâs the short version:<br />
<br />
<b>1800s </b><br />
- In the latter part of the 19th century, the Industrial Revolution led to large-scale production with large-scale employment. As organizations grew, so did abuse of many of the employees under the management styles of the day. To help battle this, the first trade and labor unions were formed during this period to push for standard working hours and higher pay. The American Federation of Labor (AFL) was formed during this timeframe under leader Samuel Gompers. Also, the first major labor regulations were passed by the Government including the Erdman Act which made it illegal to discriminate on employees for union membership.<br />
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<b>Early 1900s</b><br />
- At the dawn of the 20th century, a need for a manager devoted to human resources became clearer. Urban worker conditions appeared to be declining. Upton Sinclairâs book âThe Jungleâ was released in 1906, revealing deleterious worker conditions in the meatpacking industry. Public awareness was raised. Some companies took steps to improve relations with their workers. B.F. Goodrich and National Cash Resister formed the earliest corporate HR departments; tracking records, wages, and grievances for the employees.<br />
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<b>1910s </b><br />
- Engineer F.W. Taylor releases his time-motion study âPrinciples in Scientific Managementâ in 1911; a historic work about boosting productivity among skilled and unskilled workers. Henry Ford eventually utilized Taylorâs ideas in using the assembly line to manufacture cars. In the UK, Seebohm Rowntree releases studies titled âThe Landâ about increasing productivity in agricultural workforces, and also âHow the Labourer Livesâ which studied poverty among agricultural workers. Rowntree also organizes the inaugural meeting of the Welfare Workers Association, the first professional group devoted to Human Resources and employees. Back in the US, the Department of Labor was formed in 1913 under the Taft administration to âfoster, promote and develop the welfare of working people, to improve their working conditions, and to enhance their opportunities for profitable employment.<br />
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The changing developments in labor and employment resulting a growing number of companies to devote resources to forming HR departments. These were professionals that could bridge the gap between management and labor; to help companies work with their employees as valued members of the team. That is how HR began.<br />
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<b>And remember all of you Human Resources professionals: Be Human... Be a Resource... Be a Resource for Humans.</b><br />
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<b>Interesting Links</b><br />
<a href="http://en.wikipedia.org/wiki/United_States_labor_law">http://en.wikipedia.org/wiki/United_States_labor_law</a><br />
<a href="http://www.shrm.org/Education/hreducation/Pages/TheEvolutionofHumanResourceManagement.aspx">http://www.shrm.org/Education/hreducation/Pages/TheEvolutionofHumanResourceManagement.aspx</a><br />
<a href="http://www.creativehrm.com/hr-management-history.html#.Up01ksS3JBk">http://www.creativehrm.com/hr-management-history.html#.Up01ksS3JBk</a><br />
<a href="http://www.cipd.co.uk/cipd-hr-profession/centenary/timeline.aspx#1910s">http://www.cipd.co.uk/cipd-hr-profession/centenary/timeline.aspx#1910s</a><br />
<a href="http://www.webpronews.com/the-historical-background-of-human-resource-management-2006-09">http://www.webpronews.com/the-historical-background-of-human-resource-management-2006-09</a><br />
<a href="http://www.spartacus.schoolnet.co.uk/RErowntreeS.htm">http://www.spartacus.schoolnet.co.uk/RErowntreeS.htm</a><br />
<a href="http://www.buzzle.com/articles/history-of-human-resource-management.html">http://www.buzzle.com/articles/history-of-human-resource-management.html</a><br />
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Trevor Stasikhttp://www.blogger.com/profile/03535923425194472786noreply@blogger.com0tag:blogger.com,1999:blog-5870858104932751878.post-49233897323909408232013-12-15T15:48:00.000-05:002013-12-23T06:24:51.837-05:00Any Given Monday<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEipkttVB2HGfL6xQ2wLNRSyzS1MRuCljU0T6IQ_oG2E8p2gwHHcKPGA1LzxZxe9skWktvFyZIMT2M2k0opK1RtcCCvkohLNPwHPR6qbqFwyrEAKQyaQ-N2p_SRvGZnmNgWx7A4mgHgvZ7DF/s1600/0006+-+Trevor+Stasik+Human+Resources+-+15Dec2013+-+Any+Given+Monday.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img alt="Football and Business on Any Given Monday" border="0" height="320" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEipkttVB2HGfL6xQ2wLNRSyzS1MRuCljU0T6IQ_oG2E8p2gwHHcKPGA1LzxZxe9skWktvFyZIMT2M2k0opK1RtcCCvkohLNPwHPR6qbqFwyrEAKQyaQ-N2p_SRvGZnmNgWx7A4mgHgvZ7DF/s320/0006+-+Trevor+Stasik+Human+Resources+-+15Dec2013+-+Any+Given+Monday.jpg" title="Football and Business on Any Given Monday" width="320" /></a></div>
I write this as I sit here and watch today's football game of the Philadelphia Eagles versus the Minnesota Vikings. There is a term in football known as "Any Given Sunday". On any given Sunday, the right strategy can be employed to overcome insurmountable odds. Losing teams can catch teams with winning records flat-footed and stop a five game streak in its tracks. Conditions on the ground can allow anybody to take the advantage.<br />
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<b>Any Given Monday</b><br />
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You can apply this idea to your workday. When you go to work on Monday, do you give it your all? If you are the manager or employer, do you fight for victory even when it looks like your team is outmatched? You can win the victory on any given Monday. It is so important day-to-day, week-to-week, season-to-season to come out ready to play each and every workday.<br />
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As I wait to see if the Eagles can come back from the unexpected beating they are taking from the Vikings, I would like to leave you with an Al Pacino monologue from the fabulous movie Any Given Sunday:<br />
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<blockquote class="tr_bq">
<i>I donât know what to say, really. Three minutes till the biggest battle of our professional lives all comes down to today. Now either we heal as a team or weâre gonnaâ crumble, inch by inch, play by play, 'til weâre finished.</i><i><br /></i><i>Weâre in hell right now, gentlemen, believe me. And, we can stay here -- get the s--t kicked out of us -- or we can fight our way back into the light. We can climb outta hell one inch at a time.</i><i><br /></i><i>Now, I canât do it for you. Iâm too old. I look around. I see these young faces, and I think -- I mean -- I made every wrong choice a middle-aged man can make. I, uh, I pissed away all my money, believe it or not. I chased off anyone whoâs ever loved me. And lately, I canât even stand the face I see in the mirror.</i><i><br /></i><i>You know, when you get old in life things get taken from you. I mean that's...part of life. But, you only learn that when you start losing stuff. You find out lifeâs this game of inches. So is football. Because in either game, life or football, the margin for error is so small -- I mean one-half a step too late, or too early, and you donât quite make it. One-half second too slow, too fast, you donât quite catch it.</i><i><br /></i><i>The inches we need are everywhere around us.</i><i><br /></i><i>Theyâre in every break of the game, every minute, every second.</i><i><br /></i><i>On this team, we fight for that inch. On this team, we tear ourselves and everyone else around us to pieces for that inch. We claw with our fingernails for that inch, because we know when we add up all those inches thatâs gonnaâ make the f--kin' difference between winning and losing! Between livin' and dyin'!</i><i><br /></i><i>Iâll tell you this: In any fight, itâs the guy whoâs willing to die whoâs gonnaâ win that inch. And I know if Iâm gonna have any life anymore, itâs because Iâm still willin' to fight and die for that inch. Because thatâs what livin' is! The six inches in front of your face!!</i><i><br /></i><i>Now I canât make you do it. You got to look at the guy next to you. Look into his eyes! Now I think youâre gonna see a guy who will go that inch with you. You're gonnaâ see a guy who will sacrifice himself for this team because he knows, when it comes down to it, youâre gonnaâ do the same for him!</i><i><br /></i><i>Thatâs a team, gentleman!</i><i><br /></i><i>And, either we heal, now, as a team, or we will die as individuals.</i><i><br /></i><i>Thatâs football guys.</i><i><br /></i><i>That's all it is.</i><i><br /></i><i>Now, what are you gonnaâ do?</i></blockquote>
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<b>And remember all of you Human Resources professionals: Be Human... Be a Resource... Be a Resource for Humans.</b><br />
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Interesting Link:<br />
<a href="http://www.imdb.com/title/tt0146838/">http://www.imdb.com/title/tt0146838/</a><br />
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Trevor Stasikhttp://www.blogger.com/profile/03535923425194472786noreply@blogger.com0tag:blogger.com,1999:blog-5870858104932751878.post-4911625424408189402013-12-12T06:11:00.001-05:002013-12-12T06:11:55.757-05:00Winter Weather and Icy Conditions at Work<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEimDYkmsxG-Jem7puvngEPVDdcJ6aZHHVMu7xuDIf65x_pDrIziPJN7ZzDn6MuCziJL5NiRXcBGL5NfjSn1QoYKfjMGQGYQSAAI5taiMfSRW0NZyixstz4puEItDtHCtdGsHpPqJwIXC_Ny/s1600/0005+-+Trevor+Stasik+Human+Resources+-+12Dec2013+-+Winter+Weather+and+Icy+Conditions+at+Work.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img alt="Winter Weather and Icy Conditions at Work" border="0" height="320" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEimDYkmsxG-Jem7puvngEPVDdcJ6aZHHVMu7xuDIf65x_pDrIziPJN7ZzDn6MuCziJL5NiRXcBGL5NfjSn1QoYKfjMGQGYQSAAI5taiMfSRW0NZyixstz4puEItDtHCtdGsHpPqJwIXC_Ny/s320/0005+-+Trevor+Stasik+Human+Resources+-+12Dec2013+-+Winter+Weather+and+Icy+Conditions+at+Work.jpg" title="Winter Weather and Icy Conditions at Work" width="320" /></a>Snow! Freezing Rain! Ice! These are exclamations that TV Meteorologists make that should send businesses into action. Are you ready for the next big winter storm? How you cope with these winter messes can showcase the effectiveness and durability of your services to your customers. Proper execution of these plans can also improve the loyalty of your workforce. Please feel free to leave a comment or suggestion down below about your own experiences with the latest snowpacolypse.<br />
<br />
<b>Winter Weather and Icy Conditions at Work</b><br />
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Unfortunately, too many businesses do not do proper planning for Mother Nature. Of those companies that have plans, even fewer of them have effective execution of their plan. Always remember that a plan is no good if it cannot actually be used in the real world. So your first step should be to come up with a realistic plan of operations for the business under adverse winter conditions.<br />
<br />
<b>Questions to Consider:</b><br />
<ul>
<li><b>What is the plan?</b> - Write it down. A plan does not become real unless you write it down. In this digital age you do not necessarily need to have a hard copy, but it can sometimes help enforce the legitimacy of the plan to have a printed copy that can be referenced at the drop of a hat.</li>
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<li><b>Are you prepared?</b> - Make sure you have enough salt for your sidewalks in your closet or warehouse. If you need to contract a 3rd party vendor to plow or shovel, be sure to sign those contracts months before disaster strikes. Consider having an emergency store of food or water on hand, just in case your workers need them. Get your equipment secured before the storm hits full blast; donât wait until the last minute. Do not forget to watch for changes in weather forecasts, public transportation and school delays, and public emergency advisories.</li>
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<li><b>How many people?</b> - Figure out what the bare minimum headcount is that you need to be able to operate safely. Try to figure out how to meet that expectation in advance. Consider having people work from home or at an off-site location. </li>
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<li><b>How will you explain it to customers and employees?</b> - Pre-write the language for your weather advisories so you are not scrambling to put together something at the last minute. Have a web-portal, phone chain, or hotline set-up in advance to get the message out. Be consistent in your update timing before, during, and after a storm to build some reliability into the system.</li>
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<li><b>How will jobs be completed on-time?</b> - Maybe the jobs will be completed; maybe they wonât. Consider writing language into your contracts with customers to accommodate weather delays. Be upfront with your customers by showing them your Winter Weather policies in advance so they know the conditions that are considered untenable for operations. It is suggested that you do not force employees into an unsafe condition just because a customer is unreasonable.</li>
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<li><b>When will you close?</b> - The worst time to make the decision is after it is too late. If you wait until you have machinery freezing or breaking; workers sliding across roads or trapped at their desks; you have guaranteed a failure in your work environment and possibly invited some liability into your processes. Try to come up with a set of conditions that will always prompt closure. Build in time frames for different phases.</li>
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<li><b>When will you open?</b> - Think about road conditions after a serious storm and what you need to do to re-start operations. Some companies may consider housing a skeleton crew at a near-by hotel to allow them to open faster after a storm. Remember the human element - Your workers may have stranded family members or closed schools. Just because you can resume operations does not always mean you should resume operations. If appropriate, consider a snow delay or remaining closed an extra day. </li>
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<li><b>What is the Practice Date?</b> - You ought to do a dry run of your procedures and systems before the big snow emergency. None of your preparation will be useful if you cannot execute it on the day of the storm's arrival. </li>
</ul>
So... Do you have a policy in place? What are some of the questions you ask when preparing your business for icy conditions?<br />
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<b>And remember all of you Human Resources professionals: Be Human... Be a Resource... Be a Resource for Humans.</b><br />
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Trevor Stasikhttp://www.blogger.com/profile/03535923425194472786noreply@blogger.com0tag:blogger.com,1999:blog-5870858104932751878.post-75011511264468741492013-11-27T05:27:00.001-05:002013-11-27T05:28:56.709-05:00Happy Thanksgiving<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgrfA14ThSE-Ld0jpFdHUu9GnO31uCSDpRS9HRcSC3JG5AN3wfNhagaHxCuacI95tRHJaqbt-X89zRlmYJYY5vXvGEIp2iv4M_PXi9pT9E3AKl-DrS4Xr2TsxUEPCn91FNhJ4S-6CPTdIKh/s1600/0004+-+Trevor+Stasik+Human+Resources+-+27Nov2013+-+Happy+Thanksgiving.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img alt="Delivering The News About Staying Open For Thanksgiving" border="0" height="320" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgrfA14ThSE-Ld0jpFdHUu9GnO31uCSDpRS9HRcSC3JG5AN3wfNhagaHxCuacI95tRHJaqbt-X89zRlmYJYY5vXvGEIp2iv4M_PXi9pT9E3AKl-DrS4Xr2TsxUEPCn91FNhJ4S-6CPTdIKh/s320/0004+-+Trevor+Stasik+Human+Resources+-+27Nov2013+-+Happy+Thanksgiving.jpg" title="Delivering The News About Staying Open For Thanksgiving" width="320" /></a>Are you working tomorrow? Is your organization open on Thanksgiving? I hope that you are able to spend some time with your family. This post will be a bit of an editorial. If you disagree with me, please feel free to leave a comment. I would love to hear what everyone is doing this Thanksgiving.<br />
<br />
<b>Happy Thanksgiving</b><br />
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For those of us in the United States, we celebrate a day called Thanksgiving on the 4th Thursday in November *. This is a day where thanks are given for the harvest over the last year and for all of the hard work in collecting that bounty. Recently, Thanksgiving has âgone rogueâ. It is gradually shifting to become more of a consumerist holiday, with stores staying open and sales drifting into family time. In my personal opinion, I think that it is wrong to force employees to go to work on Thanksgiving. Stores that open and âallowâ employees to attend voluntarily are worse, because of the uncomfortable decision that it forces employees to make. I understand some emergency and medical services being open (such as hospitals and fire houses). However, I believe that Thanksgiving is a time meant to be spent with families and friends at home and not at the mall. <br />
<br />
<b>Delivering The News About Staying Open For Thanksgiving</b><br />
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Regardless of my opinion, many people are going to work on this day. As someone interested in Human Resources, I would be curious to know how you handle this. Obviously there will be some people that object due to religion, family, or just on principle. How do you handle that? Assuming that you are not the person making that executive decision to remain open on Thanksgiving, it is still up to you to deliver the news that attendance is required on that specific date. <br />
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If I had to give that news, I would try to be blunt, but open and honest in handling an employeeâs potential feedback. I would explain the policies and procedures of the organization. Unless the employee brings up the overtime as a benefit to them, I would not try to spin it as a positive. I would explain the consequences of not showing up for work. If you keep it short, sincere, and stick to the facts, you ought to be able to deliver the news without causing major waves.<br />
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<b>Stores Closed For Thanksgiving</b><br />
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As so many stores are now opening on Thanksgiving, I would like to list some of the stores that will thankfully remain closed:<br />
<blockquote class="tr_bq">
â˘<span class="Apple-tab-span" style="white-space: pre;"> </span>Bath & Body Works<br />
â˘<span class="Apple-tab-span" style="white-space: pre;"> </span>Nordstrom<br />
â˘<span class="Apple-tab-span" style="white-space: pre;"> </span>Home Depot<br />
â˘<span class="Apple-tab-span" style="white-space: pre;"> </span>Lowes<br />
â˘<span class="Apple-tab-span" style="white-space: pre;"> </span>Costco<br />
â˘<span class="Apple-tab-span" style="white-space: pre;"> </span>T.J. Maxx<br />
â˘<span class="Apple-tab-span" style="white-space: pre;"> </span>Marshalls<br />
â˘<span class="Apple-tab-span" style="white-space: pre;"> </span>Ross<br />
â˘<span class="Apple-tab-span" style="white-space: pre;"> </span>P.C. Richard & Son<br />
â˘<span class="Apple-tab-span" style="white-space: pre;"> </span>Dillards<br />
â˘<span class="Apple-tab-span" style="white-space: pre;"> </span>B.J.'s Wholesale Club<br />
â˘<span class="Apple-tab-span" style="white-space: pre;"> </span>Samâs Club<br />
â˘<span class="Apple-tab-span" style="white-space: pre;"> </span>Fred Meyer<br />
â˘<span class="Apple-tab-span" style="white-space: pre;"> </span>Fryâs Electronics<br />
â˘<span class="Apple-tab-span" style="white-space: pre;"> </span>GameStop<br />
â˘<span class="Apple-tab-span" style="white-space: pre;"> </span>PetSmart</blockquote>
I hope that you will consider visiting these stores over the weekend after Thanksgiving.<br />
<br />
<b>And remember all of you Human Resources professionals: </b><br />
<b>Have a Happy Turkey Day! Gobble-gobble!</b><br />
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<i> * Interesting Fact: Canada celebrates Thanksgiving on the second Monday in October. </i><br />
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Interesting Links:<br />
<a href="http://www.usatoday.com/story/money/business/2013/11/20/thanksgiving-retail-holiday-sales-black-friday/3644853/">http://www.usatoday.com/story/money/business/2013/11/20/thanksgiving-retail-holiday-sales-black-friday/3644853/</a><br />
<a href="http://ktla.com/2013/11/26/keeping-closed-on-thanksgiving-a-badge-of-pride-for-some-retailers/#ixzz2lq0TwNPP">http://ktla.com/2013/11/26/keeping-closed-on-thanksgiving-a-badge-of-pride-for-some-retailers/#ixzz2lq0TwNPP</a><br />
<a href="http://online.wsj.com/news/articles/SB10001424052702304281004579221971756165900">http://online.wsj.com/news/articles/SB10001424052702304281004579221971756165900</a><br />
<a href="http://retailindustry.about.com/od/BlackFridayChristmasSalesDeals/a/All-Retail-Stores-Not-Open-Thanksgiving-Day-November-28-2013-Complete-List-Closed-Retailers.htm">http://retailindustry.about.com/od/BlackFridayChristmasSalesDeals/a/All-Retail-Stores-Not-Open-Thanksgiving-Day-November-28-2013-Complete-List-Closed-Retailers.htm</a><br />
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Trevor Stasikhttp://www.blogger.com/profile/03535923425194472786noreply@blogger.com0tag:blogger.com,1999:blog-5870858104932751878.post-90738748141286404432013-11-25T05:50:00.003-05:002013-11-25T05:50:49.443-05:00Shorter Commute Time<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhfqDE5_tHQ2goIjsWyf6dp05fhAs3S6UxBj7hbnwSnJWMGrLoiCw4U5JZSWCjWrJ1RQai3X5iCCyuuEksmgllbdu6MLSkQox0BS_A2uqgoscJWzSjSEEDu-xMDuOBnhyqeXvhdBLFF5sT_/s1600/0003a+-+Trevor+Stasik+Human+Resources+-+25Nov2013+-+Employment+Perk+Shorter+Commute+Time.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img alt="Shorter Commute Time" border="0" height="320" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhfqDE5_tHQ2goIjsWyf6dp05fhAs3S6UxBj7hbnwSnJWMGrLoiCw4U5JZSWCjWrJ1RQai3X5iCCyuuEksmgllbdu6MLSkQox0BS_A2uqgoscJWzSjSEEDu-xMDuOBnhyqeXvhdBLFF5sT_/s320/0003a+-+Trevor+Stasik+Human+Resources+-+25Nov2013+-+Employment+Perk+Shorter+Commute+Time.jpg" title="Shorter Commute Time" width="320" /></a>How long is your commute to work? If you are anything like me, you drive to work. However, some of you may walk, bike, or take the train. However you choose to get there, the amount of time that it takes an employee to get to work can greatly effect job satisfaction. A short commute can be a huge perk for whichever employer they may work for. Please feel free to leave a comment or suggestion down below about your own experiences with commuting.<br />
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<b>Employment Perk: Shorter Commute Time</b><br />
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Some 600,000 people are now defined by the Census as Mega-Commuters, travelling over 50 miles or 90 minutes each way, each day. According to the U.S. Census Bureau, the average commute time for most Americans is about 25 minutes. I suspect that for the majority of Americans, that is 25 minutes too long. If you want to see what the average local commute time is in your own county, you ought to check out this map by WNYC: http://project.wnyc.org/commute-times-us/embed.html#5.00/42.000/-89.500. <br />
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Most employees hate the time they spend sitting in traffic; it is aggravating for them knowing how many other things they could be doing if they were already home. Also, it is a known health hazard due to the increase it causes in sedentary lifestyles. A short commute is something that HR professionals and managers can sell as a perk to candidates on a potential position. Remind them of how close they are to major roadways or train stations. If a candidate volunteers their frustration with a long commute in an interview, be sure to mention any available features such as carpooling, public transit, or travel reimbursement. A shorter time spent in a vehicle is something that is sure to attract some candidates.<br />
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My current drive time to work is below the average, clocking in at about 15 minutes. How do you get to work? How long does it take?<br />
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<b>And remember all of you Human Resources professionals: Be Human... Be a Resource... Be a Resource for Humans.</b><br />
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Interesting Links:<br />
<a href="http://well.blogs.nytimes.com/2013/10/28/commutings-hidden-cost/?_r=0">http://well.blogs.nytimes.com/2013/10/28/commutings-hidden-cost/?_r=0</a><br />
<a href="http://usatoday30.usatoday.com/news/health/story/2012-05-23/long-commute-poor-health/55162620/1">http://usatoday30.usatoday.com/news/health/story/2012-05-23/long-commute-poor-health/55162620/1</a><br />
<a href="http://www.census.gov/newsroom/releases/pdf/poster_megacommuting_in_the_u.s.pdf">http://www.census.gov/newsroom/releases/pdf/poster_megacommuting_in_the_u.s.pdf</a><br />
<a href="http://www.census.gov/newsroom/releases/archives/american_community_survey_acs/cb13-41.html">http://www.census.gov/newsroom/releases/archives/american_community_survey_acs/cb13-41.html</a><br />
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Trevor Stasikhttp://www.blogger.com/profile/03535923425194472786noreply@blogger.com0tag:blogger.com,1999:blog-5870858104932751878.post-16376889023674884822013-11-24T06:39:00.001-05:002017-07-16T12:35:25.798-04:00Women, Minorities, and the Glass Cliff<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEh0GV3QKKtw43SYL03mRhx5L9F3VryDgt8AFi3UUKd1Owtb-wFunbpG0LeaHtz5jzkvpdhqL39xlFe3VSHDv-5QMw9i3z92HwfhO08qbe6vzTgKKUzFweOsaqBTH79dlST3UPVhpaZTvFFS/s1600/0003+-+Trevor+Stasik+Human+Resources+-+24Nov2013+-+Women+Minorities+and+the+Glass+Cliff.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img alt="Women Minorities and the Glass Cliff" border="0" height="320" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEh0GV3QKKtw43SYL03mRhx5L9F3VryDgt8AFi3UUKd1Owtb-wFunbpG0LeaHtz5jzkvpdhqL39xlFe3VSHDv-5QMw9i3z92HwfhO08qbe6vzTgKKUzFweOsaqBTH79dlST3UPVhpaZTvFFS/s320/0003+-+Trevor+Stasik+Human+Resources+-+24Nov2013+-+Women+Minorities+and+the+Glass+Cliff.jpg" title="Women Minorities and the Glass Cliff" width="320" /></a>Has your Board of Directors been setting women and minorities up for failure in the C-Suite? This is a somewhat controversial topic that some are calling the âGlass Cliffâ effect. What have you seen in your workplace? As always, please feel free to leave a comment or suggestion down below about your own experiences.<br />
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<b>Women, Minorities, and the âGlass Cliffâ </b><br />
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By now, most of you have heard of the âGlass Ceilingâ, which is a term used for the difficulty faced by women and minorities trying to reach the top of the corporate ladder. However, the phrase âGlass Cliffâ is a term more recently added to the workplace lexicon. Recent studies by Utah State University have confirmed previous studies showing a discrepancy between the quality of promotional opportunities at the highest levels of corporations. This is to mean that women and minorities have been found to be disproportionally promoted into senior leadership positions when a company is having the most difficulty. <br />
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In other words, it could appear that women and minorities have been âset up for failureâ by being given the reins of an organization in free fall, just as a company reached a crisis. <br />
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Researchers also found that after a company has hit bottom and stagnated after a crisis, a âsavior effectâ was noticed. This was where a disproportionate number of white males were promoted to bring these failed organizations back to profitability. Fewer women and minorities were selected for these easier wins. <br />
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<b>Biases in the Selection Process</b><br />
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The Glass Cliff appears to be partially created by subconscious biases of the boards. These have been backed by a series of Psychological studies done and summarized in an interesting report by Michel Ryan and A. Alexander Haslam of the University of Exeter. In one example, they found that boards of directors tended to think of men when they thought of âmanagementâ but tended to think of women when they thought of âcrisisâ. <br />
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There has could be some disagreement about the bias. Some have argued that Women and Minorities self-selected those organizational positions atop the cliff; that they chose to accept the most difficult assignments where white males would decline a similar position when offered in the midst of a crisis. <br />
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However, that is not the case. Three independent surveys were completed comparing the selection of men and women to lead a company in crisis. In all three surveys, women were selected for leadership only when an organization was in decline. For minorities, it was shown in one study of high political office that black candidates were typically selected as an opposition candidate when there was a highly popular incumbent and the seat was considered hard-to-win. This result was also duplicated in studies within the corporate environment.<br />
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<b>Solutions to the Glass Cliff</b><br />
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To find a solution, first people need to be aware that the problem exists. Fortunately, awareness of the cliff is growing. In a 2004 CNN poll, the question was asked âDoes the glass cliff exist?â 72% of respondents said yes. One of the Utah researchers, Alison Cook, has said that HR representative need to be âencouraging boards of directors to top into social professional networks outside their immediate networksâ. These boards should be mindful of Disparate Impact when following internal selection processes in choosing new CEOs. Consider Women and Minorities outside of your circles when your companies are improving, not only when they are in decline or in crisis-mode. The Exeter researchers concluded that the other ways to eliminate these Glass Cliffs is for firms to adopt non-token affirmative action policies and active mentoring programs to help raise the group-consciousness of this effect. Over time, it will help to dissolve the cliff and allow boards to be more fair in their selections for C-Suite positions.<br />
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What are you seeing in your organization? Is anything being done to combat the Glass Cliff?<br />
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<b>And remember all of you Human Resources professionals: Be Human... Be a Resource... Be a Resource for Humans.</b><br />
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Interesting Links:<br />
<a href="http://journalistsresource.org/studies/society/gender-society/women-leadership-glass-cliff-research-roundup">http://journalistsresource.org/studies/society/gender-society/women-leadership-glass-cliff-research-roundup</a><br />
<a href="http://www.sozialpsychologie.uni-frankfurt.de/wp-content/uploads/2012/05/Ryan_Hasklam_AMR.pdf">http://www.sozialpsychologie.uni-frankfurt.de/wp-content/uploads/2012/05/Ryan_Hasklam_AMR.pdf</a><br />
<a href="https://www.youtube.com/watch?v=rbRDxb21pIM">https://www.youtube.com/watch?v=rbRDxb21pIM</a><br />
<a href="http://www.researchgate.net/publication/256036360_The_Political_Glass_Cliff_Ethnic_Minority_Candidates_are_Selected_to_Contest_Hard-to-Win_Seats">http://www.researchgate.net/publication/256036360_The_Political_Glass_Cliff_Ethnic_Minority_Candidates_are_Selected_to_Contest_Hard-to-Win_Seats</a><br />
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Interesting Reading:<br />
âWatch Out for the âGlass Cliffââ by Antonio Franquz, HR Magazine, Sept. 2013<br />
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Disclaimer: The views expressed in this post are by the author Trevor Stasik, and do not necessarily reflect the views of any employer or any other organization. Trevor Stasik is the owner of this post, may or may not receive compensation resulting from this writing, and retains the copyright of any original material presented in this post herein. Please note, this information is based on my understanding and is only to be used for informational and educational purposes. Do not take what I am writing as advice. Seek your own legal counsel and/or see a tax accountant before making business or personal decisions. The author of this post makes no representations as to the accuracy or completeness of any information in this post, on this site, or found by following any link on this site. The owner will not be liable for any errors or omissions in this information nor for the availability of this information. The owner will not be liable for any losses, injuries, or damages from the display or use of this information.
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Trevor Stasikhttp://www.blogger.com/profile/03535923425194472786noreply@blogger.com0tag:blogger.com,1999:blog-5870858104932751878.post-37834961655992929462013-11-21T22:04:00.000-05:002013-11-21T22:06:54.110-05:00Mind Like Water - Management Like Water<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhAS5qb1L0wsl3cLwiNdELVFtqQM-4Jhij370AU6naZ5YoLkXzWL2Fhi3qykz-ennj8ZmJnG97VUh5b9Gi3kyJ92aQyF0x2M0sg68FgQUVFQDreCdJEk_ni5x-FwQMtJeXL4591rgrpsGFP/s1600/0002+-+Trevor+Stasik+Human+Resources+-+21Nov2013+-+Mind+Like+Water.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img alt="Mind Like Water - Management Like Water" border="0" height="320" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhAS5qb1L0wsl3cLwiNdELVFtqQM-4Jhij370AU6naZ5YoLkXzWL2Fhi3qykz-ennj8ZmJnG97VUh5b9Gi3kyJ92aQyF0x2M0sg68FgQUVFQDreCdJEk_ni5x-FwQMtJeXL4591rgrpsGFP/s320/0002+-+Trevor+Stasik+Human+Resources+-+21Nov2013+-+Mind+Like+Water.jpg" title="Mind Like Water - Management Like Water" width="320" /></a>Do you have a mind filled with big, unmovable granite boulders? Or do you have an adaptive mind like water? I would like to discuss the significance of having a flowing mindset in tackling management problems - Watch out for a mudslide! Please feel free to leave a comment or suggestion down below about your own experiences with zen-like management formation.<br />
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<b>Mind Like Water - Bend with Reality Rather Than Breaking Against The Rocks</b><br />
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I assure you, this post is not about to become some kind of trippy-experiment. What is meant by the term âMind Like Waterâ, is allowing yourself to adapt to the world as it is. It is about answering a stimulus with only the amount needed; not rocking the boat by over-reacting. In a personal sense, it is being balanced in your life so that you are prepared for whatever life throws at you. At a professional level, it is about clearing away the mental clutter. Some people use the âGetting Things Doneâ system, developed by David Allen, to sort things, allowing your mind to focus on more important matters. Try to not worry about those things that you cannot change. I know this is tough, I struggle with it myself, but it is a worthy goal to consider.<br />
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<b>Management Like Water</b><br />
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So, can this âMind Like Waterâ mindset work with managing an organization. I think that it can. Sometimes, managers and leaders have little control over who is on their team or the resources that they are allocated. You have to work with the reality that you have been given, and hopefully lead your teams to accept their role in a bigger picture. Clear out your groupâs mental clutter by removing as many obstacles to productivity as possible. Get all of your work into one place that your team can view, so they can clearly understand exactly what their responsibilities are. Do not over-commit your team causing it to lose its focus and effectiveness. Do not under-commit your team to cause people to feel bored or unvalued. Find that balance. Change your policies to fit a shifting reality.<br />
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<b>The Boulders</b><br />
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I hope that you have thought a little bit about how to flow better in life and at work. If you are in the fortunate position to have a lot of boulders thrown in your path, try to look at it as a learning opportunity. You have the chance to find new ways of thinking and looking at things to find greater successes in your life. With a little energy, maybe you can get even get some of those rocks and boulders to unstick on your way down the hill.<br />
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Are you practicing âmind like waterâ? Flow and adapt.<br />
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<b>And remember all of you Human Resources professionals: Be Human... Be a Resource... Be a Resource for Humans.</b><br />
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<b>Interesting Links:</b><br />
<a href="http://www.davidco.com/">http://www.davidco.com/</a><br />
<a href="http://zenhabits.net/mind-like-water/">http://zenhabits.net/mind-like-water/</a><br />
<a href="http://skylance.org/2012/01/belief-needing-complexity-reach-simplicity/">http://skylance.org/2012/01/belief-needing-complexity-reach-simplicity/</a><br />
<a href="http://www.alanfurth.com/achieving-mind-like-water-through-getting-things-done/">http://www.alanfurth.com/achieving-mind-like-water-through-getting-things-done/</a><br />
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Disclaimer: The views expressed in this post are by the author Trevor Stasik, and do not necessarily reflect the views of any employer or any other organization. Please note, this information is based on my understanding and is only to be used for informational and educational purposes. Do not take what I am writing as advice. Seek your own legal counsel and/or see a tax accountant before making business or personal decisions. The author of this post makes no representations as to the accuracy or completeness of any information on this site or found by following any link on this site. The owner will not be liable for any errors or omissions in this information nor for the availability of this information. The owner will not be liable for any losses, injuries, or damages from the display or use of this information.
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Trevor Stasikhttp://www.blogger.com/profile/03535923425194472786noreply@blogger.com0tag:blogger.com,1999:blog-5870858104932751878.post-45765959409800316292013-11-18T21:05:00.000-05:002013-11-18T22:11:13.555-05:00Retaining Your Seasoned Talent<div>
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEi4uzzeHrlqdjoJooBqaBX_VR6nGFRKN8R8cb4gNvsJebMKCYxP1bQshh0P56FWTCFnl6v-FsJQ8g3EStj-ed3bGDK4lfLLCu6dtuCYOSBq6WRhlcOVnw8uTSmZrWvPBv9DL2uiOPc3K-7r/s1600/0001+-+Trevor+Stasik+Human+Resources+-+18Nov2013+-+Retaining+Seasoned+Employees.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img alt="Retaining Seasoned Talent" border="0" height="320" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEi4uzzeHrlqdjoJooBqaBX_VR6nGFRKN8R8cb4gNvsJebMKCYxP1bQshh0P56FWTCFnl6v-FsJQ8g3EStj-ed3bGDK4lfLLCu6dtuCYOSBq6WRhlcOVnw8uTSmZrWvPBv9DL2uiOPc3K-7r/s320/0001+-+Trevor+Stasik+Human+Resources+-+18Nov2013+-+Retaining+Seasoned+Employees.jpg" title="Retaining Seasoned Talent" width="320" /></a>How are you retaining your seasoned talent? If you have employees that have been around for more than a few years and they have deep institutional knowledge, you should have a plan in place to help keep that talent in place. As always, please feel free to leave your opinions in the comments section at the end of this post.</div>
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<b>RETAINING YOUR SEASONED TALENT</b></div>
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Many employees may remain in at one company for an extended period of time, sometimes within the same position. With this experience comes the synergistic benefit of institutional knowledge. These seasoned employees not only know about the current state of the company, job, and accounts; but they also retain an understanding for how things used to be done. This can be valuable in decision making, knowing what has or has not worked well in the past. This can be valuable in administration, remembering past sorting or filing procedures. This can be valuable in sales, remembering people in your network that can be useful in the future. They can be valuable mentors, saving you time and money in training newer employees. There are so many ways that long-term, experienced workers can benefit a company, that it makes sense to structure incentives into your policies to retain these employees.</div>
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<b>IDEAS ON RETAINING MORE EXPERIENCED TALENT</b></div>
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For employers, there certainly can be an attractive draw to bring in newer, younger talent versus retaining existing seasoned employees. Among other things, the newer employees may be more open to new ideas and bring fresh systemic knowledge. However, it would be a mistake to neglect those employees that are already working for you. These are just a few incentives that you may want to put in place, if you have not already done so:</div>
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â˘<span class="Apple-tab-span" style="white-space: pre;"> </span>Updates to Vacation Days - A common way to incent long-term employees to stick around is to allow those that have been with your company longer to have more PTO based on seniority/tenure at the firm. You may also want to increase the number of days that can be rolled over each year.</div>
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â˘<span class="Apple-tab-span" style="white-space: pre;"> </span>Years-of-Service Bonuses - You could consider a non-discriminatory bonus based on the numbers of years worked at the company. The bonuses could be in cash, stock, options, etc.</div>
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â˘<span class="Apple-tab-span" style="white-space: pre;"> </span>More Flexible Schedules - Offering more flexible schedules to more highly tenured workers can offer two benefits. First, it can encourage your workers to stay with you as they adjust through their life changes, should they need time off for medical or family reasons. Second, it can help them feel more valued as you are accommodating them.</div>
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â˘<span class="Apple-tab-span" style="white-space: pre;"> </span>Promote From Within - Many of your employees are probably more skilled and have more potential than you give them credit for. Be sure to promote and hire from within; employees will stay longer if they think they will have a future at your company.</div>
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â˘<span class="Apple-tab-span" style="white-space: pre;"> </span>Responsibility - Hopefully an employee that has been with your company for a long time has proven themselves as responsible individuals. Consider giving them greater responsibility and not just more work.</div>
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These are just a few of the incentives. What are you doing to retain your seasoned talent?</div>
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<b>COMMUNICATION</b></div>
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A final thought: Employees that feel valued are less likely to leave. Remember to keep the lines of communication open. When an employee is new, they are probably going to receive more attention and hand-holding until they have mastered their position. However, seasoned employees still need interaction as well. Perhaps it would let them know that they are still valued if their managers spoke with them in person occasionally. Try doing that instead of firing off another email. While speaking to you employee, remember to tell them âThanks for all you do.â</div>
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<b>And remember all of you Human Resources professionals: Be Human... Be a Resource... Be a Resource for Humans.</b></div>
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<b>Interesting Links:</b></div>
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<a href="http://guides.wsj.com/small-business/hiring-and-managing-employees/how-to-retain-employees/">http://guides.wsj.com/small-business/hiring-and-managing-employees/how-to-retain-employees/</a></div>
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<a href="http://www.goprintandpromo.com/article/human-resources-long-term-employee-retention-key-business-success-br-by-barry-franklin-general-manager-vulcan-information-packaging-40275/1">http://www.goprintandpromo.com/article/human-resources-long-term-employee-retention-key-business-success-br-by-barry-franklin-general-manager-vulcan-information-packaging-40275/1</a></div>
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<a href="http://www.forbes.com/sites/elenabajic/2013/07/15/the-6-steps-for-retaining-good-employees/">http://www.forbes.com/sites/elenabajic/2013/07/15/the-6-steps-for-retaining-good-employees/</a></div>
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<a href="http://www.bloomberg.com/news/2011-06-14/employers-spruce-up-benefits-to-keep-older-workers-bofa-says.html">http://www.bloomberg.com/news/2011-06-14/employers-spruce-up-benefits-to-keep-older-workers-bofa-says.html</a></div>
<br /><br /><br /><br /><br /><b>Disclaimer:</b> The views expressed in this post are by the author Trevor Stasik, and do not necessarily reflect the views of any employer or any other organization. Please note, this information is based on my understanding and is only to be used for informational and educational purposes. Do not take what I am writing as advice. Seek your own legal counsel and/or see a tax accountant before making business or personal decisions. The author of this post makes no representations as to the accuracy or completeness of any information on this site or found by following any link on this site. The owner will not be liable for any errors or omissions in this information nor for the availability of this information. The owner will not be liable for any losses, injuries, or damages from the display or use of this information. Trevor Stasikhttp://www.blogger.com/profile/03535923425194472786noreply@blogger.com1tag:blogger.com,1999:blog-5870858104932751878.post-76344119037537397022013-06-30T07:24:00.002-04:002013-07-02T06:00:42.941-04:00Employment Verification - Form I-9<div class="MsoNormal">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiDv_zippBR9lz5IRbq1xXnmtXDQGInC2NHwIN8OwlhfDr_JRB_EKWz2KMg1e98sNGX0qZLjnM7s41wid9mSNsLl8FkJpc-MY1k85mwQINV2WhCijFHgrpD3-e4J7Nq2fMYQItx4gNf5Otm/s400/I-9+Form.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" height="320" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiDv_zippBR9lz5IRbq1xXnmtXDQGInC2NHwIN8OwlhfDr_JRB_EKWz2KMg1e98sNGX0qZLjnM7s41wid9mSNsLl8FkJpc-MY1k85mwQINV2WhCijFHgrpD3-e4J7Nq2fMYQItx4gNf5Otm/s320/I-9+Form.jpg" width="320" /></a>On May 7th, 2013, a new version of the <a href="http://www.uscis.gov/files/form/i-9.pdf" target="_blank">Form I-9</a> became
effective and employers must only use this newer form for their Employment
Eligibility Verification. This is a form
that will help you verify and authorize your employees. Letâs spend a few minutes discussing what
this form is and how it works. As
always, if you have comments, please feel free to add your thoughts to the
discussion below this post.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<b>Employment
Verification - Form I-9<o:p></o:p></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Prior to the Form I-9, employers were not required to prove
the legality of an immigrant seeking employment. However, the I-9 was created out of the
Immigration Reform and Control Act in 1986, tasking employers with identifying
and verifying their workers right to work.
Since then, the Form has undergone several revisions as additional laws
have been rolled out, but still remains the primary form used in reviewing the
status of a personâs right to work in this country legally. Employees must keep Companies are required to
review documents supporting an employeeâs claim to legality. This is enforced by the Department of
Homeland Security (DHS), the U.S. Citizenship and Immigration Services (USCIS)
and the U.S. Immigration and Customs Enforcement (ICE).<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<b>Identification<o:p></o:p></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
When the I-9 Form was first introduced, employers could
choose from any of 29 different forms of identification to prove an employeesâ
right to work. This has evolved into a much
shorter list over time. You need the documents
to do two things; prove that an employee is who they say they are, and prove
that they are eligible to work in the United States. As of this writing, these are some of the
documents that the government finds acceptable for identification: <o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
List A Documents - Prove both Identity and Employment
Eligibility<o:p></o:p></div>
<div class="MsoNormal">
United States Passport<o:p></o:p></div>
<div class="MsoNormal">
Permanent Resident Card or Registration Receipt Card<o:p></o:p></div>
<div class="MsoNormal">
Employment Authorization Card<o:p></o:p></div>
<div class="MsoNormal">
Some Foreign Passports<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
List B Documents - Prove only Identity<o:p></o:p></div>
<div class="MsoNormal">
Driverâs License<o:p></o:p></div>
<div class="MsoNormal">
Federal/State Identification Card<o:p></o:p></div>
<div class="MsoNormal">
School ID Card with photo<o:p></o:p></div>
<div class="MsoNormal">
Voter Registration Card<o:p></o:p></div>
<div class="MsoNormal">
U.S. Military Card / Draft Record<o:p></o:p></div>
<div class="MsoNormal">
Military Dependentâs ID Card<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
List C Documents - Prove only Employment Eligibility<o:p></o:p></div>
<div class="MsoNormal">
Social Security Card (unrestricted)<o:p></o:p></div>
<div class="MsoNormal">
Birth Certificate<o:p></o:p></div>
<div class="MsoNormal">
US Citizen or Resident Citizen ID Card<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
This is only a partial list of all of these documents. If you have a question about a particular
document that you have been presented, be sure to research it further with the
USCIS. While not required, it is highly
recommended that Employers retain a copy of these identifying documents with
the I-9. Be sure to keep all of these
documents in a separate file from the rest of an employeeâs documentation to
minimize the possibility of the documents from forming a basis for
discrimination. Also, per the DHS, âYou
should not shred previously retained copies of documents. DHS regulations
provide that once copies of documents are made, they must be retained with the
Forms I-9.â<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<b>Enforcement<o:p></o:p></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Failure to make appropriate use of the I-9 Form, failure to review
acceptable documentation, and failure to keep and maintain proper I-9
documentation can result in a loss of government contracts, serious civil fines,
and even criminal penalties. There are
very detailed charts and lists under the websites for both the USCIS and ICE
detailing the level of penalty that an employer could face for failure to heed
the law. Monetary loss due to fines on a
single worker could range from $110 for a failure to complete the I-9 properly,
and up to $16,000 for repeated hiring offenses.
Once you add in the possible money lost from cancelled contracts and
possible jail time, you can see how seriously your company could be damaged for
failing to completely examine the I-9 for every employee hired. <o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Employers that have questions about the I-9 Form and all
related topics can contact the customer service area at 888-464-4218 or email
them at I-9Central@dhs.gov. <o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<b>And remember all of
you Human Resources professionals: Be Human... Be a Resource... Be a Resource
for Humans.<o:p></o:p></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Useful Links<o:p></o:p></div>
<div class="MsoNormal">
<a href="http://www.uscis.gov/files/form/i-9.pdf">http://www.uscis.gov/files/form/i-9.pdf</a><o:p></o:p></div>
<div class="MsoNormal">
<a href="http://www.uscis.gov/I-9Central">http://www.uscis.gov/I-9Central</a><o:p></o:p></div>
<div class="MsoNormal">
<a href="http://www.ice.gov/news/library/factsheets/i9-inspection.htm">http://www.ice.gov/news/library/factsheets/i9-inspection.htm</a><o:p></o:p></div>
<div class="MsoNormal">
<a href="http://en.wikipedia.org/wiki/I-9_(form)">http://en.wikipedia.org/wiki/I-9_(form)</a><o:p></o:p></div>
<a href="http://en.wikipedia.org/wiki/Immigration_Reform_and_Control_Act_of_1986">http://en.wikipedia.org/wiki/Immigration_Reform_and_Control_Act_of_1986</a><br />
<div class="MsoNormal">
<br /></div>
<hr align="center" color="0e5580" size="2" width="100%" />
Disclaimer: The views expressed in this post are by the author Trevor Stasik, and do not necessarily reflect the views of any employer or any other organization. Please note, this information is based on my understanding and is only to be used for informational and educational purposes. Do not take what I am writing as advice. Seek your own legal counsel and/or see a tax accountant before making business or personal decisions. The author of this post makes no representations as to the accuracy or completeness of any information on this site or found by following any link on this site. The owner will not be liable for any errors or omissions in this information nor for the availability of this information. The owner will not be liable for any losses, injuries, or damages from the display or use of this information.
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Trevor Stasikhttp://www.blogger.com/profile/03535923425194472786noreply@blogger.com0tag:blogger.com,1999:blog-5870858104932751878.post-18132559012008079512013-06-19T05:35:00.001-04:002013-06-19T05:35:59.408-04:00Immigration and HR<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhZDOIB5QawC4AjIsfmR1xYxRExz7q2JvQeuvR67tPPTMFfRj3Vr95vidGCMPaYDRnCarys39jrabIQtUPInToVnRxBJgmytjddmjBrc04H5ZgcJuvddua7bxqBqRk2u-ejkXh1Njtu5yWY/s1600/Immigration+and+HR.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" height="304" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhZDOIB5QawC4AjIsfmR1xYxRExz7q2JvQeuvR67tPPTMFfRj3Vr95vidGCMPaYDRnCarys39jrabIQtUPInToVnRxBJgmytjddmjBrc04H5ZgcJuvddua7bxqBqRk2u-ejkXh1Njtu5yWY/s320/Immigration+and+HR.jpg" width="320" /></a></div>
<div class="MsoNormal">
Companies are required to follow the law. Sometimes the question comes up about which
law - city, state, federal - should you be following as a Human Resources
professional. In a perfect world, the
answer would be all three, all the time, every time. However, with the tricky subject of
immigration, there are sometimes contradictory laws and enforcement in place. Letâs talk about that for a moment. As always, please feel free to leave a
respectful comment or opinion about your own experiences in the area below this
post.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<b>Immigration and HR<o:p></o:p></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Immigrant workers can be a wonderful addition to your
workforce. They may bring with them
ideas and skills that are difficult to find in domestic employees in your local
area. However, workers that did not
immigrate legally present a challenge.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Within the United States, Federal Law makes it illegal to
employ Undocumented Workers. However,
there are 31 cities where local ordinances have created Sanctuary Cities; locations
where police and local authorities are compelled to not enforce these Federal
Laws. As a result, many of these workers
are employed and HR professionals should know how to deal with them.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
First off, I would suggest speaking to your local SHRM,
checking with your lawyer, and consulting your ordinances. Laws and enforcement will vary from location
to location. This may be a case where
you might be best following the local laws first. If there are physical conflicts that arise,
you may need the aid of local police. If
the conflict arises from your attempt to follow National Law in the hiring
process, but local ordinance prohibits enforcement, you could have an HR
nightmare on your hands.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Oftentimes, Sanctuary Cities will offer a Municipal ID Card
or other form of identification card.
This card may be used to identify and assist the HR rep with tracking
the employee. If non-enforcement of
national immigration laws is the norm in your area, you would want to treat the
Undocumented Worker the same as every other employee to the greatest extent
possible. They should have tax withheld
the same, benefits applied the same, and be treated in a non-discriminatory
manner. Hiring for employment should
continue to be without regard to race, color, religion, sex or national origin. <o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Do not, under any circumstance, ever try to exploit the
undocumented workers. Beyond the
unethical and immoral ramifications of using a personâs undocumented status
against them, it can also put you in jail.
A recent story in the news talked about how 7-11 had undocumented workers
that they were effectively using as slaves.
Now those employers have had their franchises taken away from them and
may face prison time.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
There may be immigration reform on the horizon which may or
may not affect the HR professional. A
change in immigration laws may not be enforced locally. This will continue to be a tricky subject for
Human Resources departments in the foreseeable future.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<b>And remember all of
you Human Resources professionals: Be Human... Be a Resource... Be a Resource
for Humans.<o:p></o:p></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Useful Links:<o:p></o:p></div>
<div class="MsoNormal">
<a href="http://www.workforce.com/article/20130618/BLOGS05/130619985/immigration-reform-keeps-shrm-grounded">http://www.workforce.com/article/20130618/BLOGS05/130619985/immigration-reform-keeps-shrm-grounded</a><o:p></o:p></div>
<div class="MsoNormal">
<a href="http://www.ere.net/2010/05/03/how-the-arizona-immigration-law-will-impact-every-hr-function/">http://www.ere.net/2010/05/03/how-the-arizona-immigration-law-will-impact-every-hr-function/</a><o:p></o:p></div>
<div class="MsoNormal">
<a href="http://en.wikipedia.org/wiki/Sanctuary_city">http://en.wikipedia.org/wiki/Sanctuary_city</a><o:p></o:p></div>
<div class="MsoNormal">
<a href="http://www.huffingtonpost.com/2011/10/21/municipal-id-cards-undocumented-immigrants_n_1024412.html">http://www.huffingtonpost.com/2011/10/21/municipal-id-cards-undocumented-immigrants_n_1024412.html</a><o:p></o:p></div>
<div class="MsoNormal">
<a href="http://www.newsday.com/long-island/feds-7-eleven-operators-ruthlessly-exploited-immigrant-workers-1.5499818?qr=1">http://www.newsday.com/long-island/feds-7-eleven-operators-ruthlessly-exploited-immigrant-workers-1.5499818?qr=1</a><o:p></o:p></div>
<br />
<div class="MsoNormal">
<a href="http://gawker.com/7-11-store-owners-accused-of-running-modern-day-planta-513935920">http://gawker.com/7-11-store-owners-accused-of-running-modern-day-planta-513935920</a><o:p></o:p></div>
<br />
<hr align="center" color="0e5580" size="2" width="100%" />
Disclaimer: The views expressed in this post are by the author Trevor Stasik, and do not necessarily reflect the views of any employer or any other organization. Please note, this information is based on my understanding and is only to be used for informational and educational purposes. Do not take what I am writing as advice. Seek your own legal counsel and/or see a tax accountant before making business or personal decisions. The author of this post makes no representations as to the accuracy or completeness of any information on this site or found by following any link on this site. The owner will not be liable for any errors or omissions in this information nor for the availability of this information. The owner will not be liable for any losses, injuries, or damages from the display or use of this information.
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Trevor Stasikhttp://www.blogger.com/profile/03535923425194472786noreply@blogger.com0tag:blogger.com,1999:blog-5870858104932751878.post-6998016185175830842013-06-14T05:01:00.000-04:002017-07-16T12:55:01.048-04:00Labor Unions and Social Media<div class="MsoNormal">
<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgmXoAnq5DalcZRbaIMteM6Sh_iYt4i67W0qnpplOzUsSatIavdu1WijQOBF8ZJS7EqLr5bd4PwvnSf_az7lfEYPVFI0la94Yy3DeKV3hVb2Irjpk-DCx-T2LtPfa4V7HeQLQgzLJK6Nci4/s1600/Labor+Unions+and+Social+Media.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" data-original-height="400" data-original-width="400" height="320" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgmXoAnq5DalcZRbaIMteM6Sh_iYt4i67W0qnpplOzUsSatIavdu1WijQOBF8ZJS7EqLr5bd4PwvnSf_az7lfEYPVFI0la94Yy3DeKV3hVb2Irjpk-DCx-T2LtPfa4V7HeQLQgzLJK6Nci4/s320/Labor+Unions+and+Social+Media.jpg" width="320" /></a></div>
I just came across this fabulous free Online Webinar given
by Jessica Miller-Merrell and Jon Hyman <a href="http://www.blogging4jobs.com/webinars/unions-nlrb-social-media-webinar/">http://www.blogging4jobs.com/webinars/unions-nlrb-social-media-webinar/</a> It is really great; lots of useful
information. <o:p></o:p><br />
of Blogging4Jobs about the nature of
union tactics, the current activism within the National Labor Relations Board
(NLRB), and the use social media for organizing. It is really interesting how aggressively
unions are targeting workers at companies such as Sodexo, Walmart, and Apple to
recruit people to join as members. Human
Resources need to be aware that this activity is going on. It is not just union members handing out
leaflets or marching around with a giant rat in front of your workplace. As companies are getting smarter about targeting
their ads to individual customers, unions are also getting smarter about
targeting their messages to specific employees at specific companies. They recommend preparing a rapid response
team to be able to conduct an investigation quickly if a union situation erupts
at your workplace and you need to protect your companyâs reputation. I highly suggest checking out this
Webinar: </div>
<div class="MsoNormal">
<br /></div>
<br />
<div class="MsoNormal">
<b>And remember all of
you Human Resources professionals: Be Human... Be a Resource... Be a Resource
for Humans.<o:p></o:p></b></div>
<br />
<hr align="center" color="0e5580" size="2" width="100%" />
Disclaimer: The views expressed in this post are by the author Trevor Stasik, and do not necessarily reflect the views of any employer or any other organization. Please note, this information is based on my understanding and is only to be used for informational and educational purposes. Do not take what I am writing as advice. Seek your own legal counsel and/or see a tax accountant before making business or personal decisions. The author of this post makes no representations as to the accuracy or completeness of any information on this site or found by following any link on this site. The owner will not be liable for any errors or omissions in this information nor for the availability of this information. The owner will not be liable for any losses, injuries, or damages from the display or use of this information.
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Trevor Stasikhttp://www.blogger.com/profile/03535923425194472786noreply@blogger.com0tag:blogger.com,1999:blog-5870858104932751878.post-30040855483355567072013-03-26T05:39:00.002-04:002013-03-26T05:40:14.797-04:00SMART Goals<div class="MsoNoSpacing">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgpBg-o1JgbxZmlHFhEkB4YAjpTds9ZumDRORiZmIa2yUiDPQjTHb-9ogoHBbTd6GCxLycPkm0p28XwIl1cg_UQM4ZnnM4vWWSBkNg4ooH_HcpTZWqG6RmKlXvICDJJO5kp4v9ZwUyVtKSt/s1600/SMART+goals.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><br /><img border="0" height="320" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgpBg-o1JgbxZmlHFhEkB4YAjpTds9ZumDRORiZmIa2yUiDPQjTHb-9ogoHBbTd6GCxLycPkm0p28XwIl1cg_UQM4ZnnM4vWWSBkNg4ooH_HcpTZWqG6RmKlXvICDJJO5kp4v9ZwUyVtKSt/s320/SMART+goals.jpg" width="320" /></a>If you really want to boost the performance of your
teams, you need to make sure that they are following the right goals. Well, how do you determine what your goals
are? Why, you have to be SMART about
it. As this management technique has
been around for a while, if any of you wish to discuss how you have used this
process in your own goal-setting, please feel free to leave a comment at the
bottom of this post.<o:p></o:p></div>
<div class="MsoNoSpacing">
<br /></div>
<div class="MsoNoSpacing">
<b>SMART Goals<o:p></o:p></b></div>
<div class="MsoNoSpacing">
<br /></div>
<div class="MsoNoSpacing">
Goals can be difficult things to achieve. They are made even more difficult when you do
not know what your goal is. You will
probably never find your destination if you do not have a map and some
directions to take you there. You can
think of the acronym S-M-A-R-T when you think of achieving a goal. Whether personal, professional, or
commercial; you can use a step-by-step procedure to help make your objectives
more clear.<o:p></o:p></div>
<div class="MsoNoSpacing">
<br /></div>
<div class="MsoNoSpacing">
<b>S - Specific<o:p></o:p></b></div>
<div class="MsoNoSpacing">
<br /></div>
<div class="MsoNoSpacing">
The letter S stands for Specific. You want your goals to be clearly
definable. When an athlete runs a race,
they do not simply run until someone declares him or herself the winner. They run with the finish line in mind. They know what it is, how to get there, and
exactly what it looks like. Your
organization should not have vague goals.
Be able to provide a number.<o:p></o:p></div>
<div class="MsoNoSpacing">
<br /></div>
<div class="MsoNoSpacing">
<b>M - Measurable<o:p></o:p></b></div>
<div class="MsoNoSpacing">
<br /></div>
<div class="MsoNoSpacing">
You need to be able to measure the metrics that help
define the result? You should not have a goal that cannot be
clearly measured, because without measurement, there is no real tracking. These measurements will also help you
determine how far you need to go to reach your goal.<o:p></o:p></div>
<div class="MsoNoSpacing">
<br /></div>
<div class="MsoNoSpacing">
<b>A - Attainable<o:p></o:p></b></div>
<div class="MsoNoSpacing">
<br /></div>
<div class="MsoNoSpacing">
It is okay to shoot for the moon if you are NASA. The rest of our organizations may want to focus
on more attainable goals. You should
pick out goals, they should be realistic.
You need to have the resources to complete the goal or have a way to
obtain the necessary resources. Consider
whether you will have the time, manpower, equipment, energy, etc. to make a
goal a reality.<o:p></o:p></div>
<div class="MsoNoSpacing">
<br /></div>
<div class="MsoNoSpacing">
<b>R - Relevant<o:p></o:p></b></div>
<div class="MsoNoSpacing">
<br /></div>
<div class="MsoNoSpacing">
A relevant goal is a worthwhile goal. This tells you why you want to have the goal
in the first place. You need to answer
two questions tor goal to be considered relevant: Is it tied to the companyâs strategy? Does it provide value to an
organization? If a goal makes sense for
an organization and it creates a benefit, then it may be a goal worth pursuing.<o:p></o:p></div>
<div class="MsoNoSpacing">
<br /></div>
<div class="MsoNoSpacing">
<b>T - Time Trackable<o:p></o:p></b></div>
<div class="MsoNoSpacing">
<br /></div>
<div class="MsoNoSpacing">
The Alpha and the Omega.
You need to know when to begin a goal, when to end a goal, and what your
timeline of milestones should be along the way.
When a goal is time trackable, it is more easily broken down into
sub-goals that can be met along the way.<o:p></o:p></div>
<div class="MsoNoSpacing">
<br /></div>
<div class="MsoNoSpacing">
As we have discussed, SMART goals can help you and your organization
set better goals which will help the organizationâs performance improve. Keep this in mind when developing your next
goal.<o:p></o:p></div>
<div class="MsoNoSpacing">
<br /></div>
<div class="MsoNoSpacing">
<b>And remember all
of you Human Resources professionals: Be Human... Be a Resource... Be a
Resource for Humans.<o:p></o:p></b></div>
<div class="MsoNoSpacing">
<br /></div>
<div class="MsoNoSpacing">
<br /></div>
<div class="MsoNoSpacing">
Useful Links:<o:p></o:p></div>
<div class="MsoNoSpacing">
<a href="http://en.wikipedia.org/wiki/SMART_criteria">http://en.wikipedia.org/wiki/SMART_criteria</a><o:p></o:p></div>
<div class="MsoNoSpacing">
<a href="http://hrweb.mit.edu/performance-development/goal-setting-developmental-planning/smart-goals">http://hrweb.mit.edu/performance-development/goal-setting-developmental-planning/smart-goals</a><o:p></o:p></div>
<div class="MsoNoSpacing">
<a href="http://www.oma.ku.edu/soar/smartgoals.pdf">http://www.oma.ku.edu/soar/smartgoals.pdf</a><o:p></o:p></div>
<div class="MsoNoSpacing">
<br /></div>
<br />
<hr align="center" color="0e5580" size="2" width="100%" />
Disclaimer: The views expressed in this post are by the author Trevor Stasik, and do not necessarily reflect the views of any employer or any other organization. Please note, this information is based on my understanding and is only to be used for informational and educational purposes. Do not take what I am writing as advice. Seek your own legal counsel and/or see a tax accountant before making business or personal decisions. The author of this post makes no representations as to the accuracy or completeness of any information on this site or found by following any link on this site. The owner will not be liable for any errors or omissions in this information nor for the availability of this information. The owner will not be liable for any losses, injuries, or damages from the display or use of this information.
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<a href="http://www.linkedin.com/in/trevorstasik"><img alt="View Trevor Stasik's profile on LinkedIn" border="0" height="33" src="http://www.linkedin.com/img/webpromo/btn_viewmy_160x33.gif" width="160" /></a>
Trevor Stasikhttp://www.blogger.com/profile/03535923425194472786noreply@blogger.com0tag:blogger.com,1999:blog-5870858104932751878.post-36810944952574698302013-03-20T06:12:00.005-04:002013-03-20T06:12:48.747-04:00Training for Violence at Work<div class="MsoNormal">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhR99csRUIl4O9NVxwqnHhASCgnBNi9FSyvzCfcSWr-QiRcKhNTFG4Oa_E43oxSuwC6L0JMeGMPDAia0sKh0L5kvzekcVdlykrpU5DkTu0jkZ7-Kd1ryzKx2gV4PrxPr2uDBw41ys8cvfJ3/s1600/Training+for+Violence+at+Work.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><br /><img border="0" height="304" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhR99csRUIl4O9NVxwqnHhASCgnBNi9FSyvzCfcSWr-QiRcKhNTFG4Oa_E43oxSuwC6L0JMeGMPDAia0sKh0L5kvzekcVdlykrpU5DkTu0jkZ7-Kd1ryzKx2gV4PrxPr2uDBw41ys8cvfJ3/s320/Training+for+Violence+at+Work.jpg" width="320" /></a>What kinds of dangers are your employees at risk for at
work? Have you properly considered
workplace violence? Certainly some jobs
come with a potential inherent danger of violence, such as those working in
police forces or security. However,
workers in offices and those that directly serve the public may also be at
risk. Today we will look a little at
what one organization, the Internal Revenue Service (IRS), is doing (and not
doing) to tackle this problem. As
always, please feel free to leave a comment or opinion in the area below the
post.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<b><span style="background-position: initial initial; background-repeat: initial initial;">Training for Violence at Work<o:p></o:p></span></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="background-position: initial initial; background-repeat: initial initial;">There is one group of
workers that are currently at risk, agents of the IRS. According to a study by the Department of Treasury,
agents that worked directly with the public were not trained in how to handle a
variety of situations which could arise.
The study was prompted by a suicide attack on an IRS building in Austin,
Texas in 2010. It was believed that the
audit he was undergoing by the IRS may have been a contributing factor in the
attackerâs instability. The Treasury
Department has a program known as the Potentially Dangerous Taxpayer (PDT) program. This program designates that some individuals
may be prone to violence and could be deserving of extra caution when dealing
with them in person. The Austin attacker
is one individual that would likely have been identified within this program.<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<b><span style="background-position: initial initial; background-repeat: initial initial;">Define The Threat<o:p></o:p></span></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="background-position: initial initial; background-repeat: initial initial;">How does your organization
define the threats that workers may be facing?
Within the IRS, those PDTs identified have certain characteristics:<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="background-position: initial initial; background-repeat: initial initial;">--- Individuals have
committed violence against IRS employees in the past<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="background-position: initial initial; background-repeat: initial initial;">--- Individuals that
have physically threatened violence<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="background-position: initial initial; background-repeat: initial initial;">--- Stalkers<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="background-position: initial initial; background-repeat: initial initial;">--- Individuals that
are members of groups that protest and promote violence against the government<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="background-position: initial initial; background-repeat: initial initial;">--- Individuals what
have committed violence against other government officials.<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<b><span style="background-position: initial initial; background-repeat: initial initial;">Report The Threat<o:p></o:p></span></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="background-position: initial initial; background-repeat: initial initial;">Do you encourage your
employees to speak up when unusual and possibly dangerous events occur? At the IRS, they take this seriously. The study by the Treasury Dept. identified a
series of actions that have led to increased risk to IRS agents in the past. These actions include:<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="background-position: initial initial; background-repeat: initial initial;">--- When employees
that received threats, they refused to believe the threat was credible.<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="background-position: initial initial; background-repeat: initial initial;">--- Employees that
were threatened believed they had calmed down the taxpayer, so therefore no reporting
was necessary.<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="background-position: initial initial; background-repeat: initial initial;">--- Employees were not
intimidated by the threats.<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="background-position: initial initial; background-repeat: initial initial;">--- Empathized with
the plight of the taxpayer, understood why they were threatening them.<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="background-position: initial initial; background-repeat: initial initial;">--- Employees did not
understand that they were being threatened.<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="background-position: initial initial; background-repeat: initial initial;">In all of these cases,
proper reporting of a potentially dangerous situation was not reported. This left future IRS agents at risk of harm
because they did not know the risk existed.<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<b><span style="background-position: initial initial; background-repeat: initial initial;">Combat The Threat<o:p></o:p></span></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="background-position: initial initial; background-repeat: initial initial;">At your organization,
are your employees trained to deal with a threatening situation? The first step in combatting potential threats
to your employees is training. The IRS is
looking to expand training of the PDT program to ensure the safety of their
workers. One tactic IRS agents use in
confronting PDTs is to invite them into an IRS office to speak with them. By inviting the individual in, it draws them
out of their comfort zone where they would be compelled to act. IRS agents and Revenue Officers may bring
their own armed escorts or seek police protection when encountering individuals
identified by the PDT program. <o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Stay safe out there and consider what your organization
could learn from the IRS.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<b>And remember
all of you Human Resources professionals: Be Human... Be a Resource... Be a
Resource for Humans.<o:p></o:p></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Useful Links:<o:p></o:p></div>
<div class="MsoNormal">
<span style="color: black;"><a href="http://www.accountingweb.com/article/irs-employees-need-more-training-dealing-troubled-taxpayers/221360">http://www.accountingweb.com/article/irs-employees-need-more-training-dealing-troubled-taxpayers/221360</a><o:p></o:p></span></div>
<div class="MsoNormal">
<span style="color: black;"><a href="http://www.accountingtoday.com/news/IRS-Employees-Unaware-Efforts-Protect-Dangerous-Taxpayers-66023-1.html">http://www.accountingtoday.com/news/IRS-Employees-Unaware-Efforts-Protect-Dangerous-Taxpayers-66023-1.html</a><o:p></o:p></span></div>
<div class="MsoNormal">
<span style="color: black;"><a href="http://www.wisegeek.org/what-does-a-revenue-officer-do.htm">http://www.wisegeek.org/what-does-a-revenue-officer-do.htm</a><o:p></o:p></span></div>
<div class="MsoNormal">
<span style="color: black;"><a href="http://www.treasury.gov/tigta/auditreports/2013reports/201340014fr.pdf">http://www.treasury.gov/tigta/auditreports/2013reports/201340014fr.pdf</a><o:p></o:p></span></div>
<div class="MsoNormal">
<span style="color: black;"><a href="http://en.wikipedia.org/wiki/2010_Austin_suicide_attack">http://en.wikipedia.org/wiki/2010_Austin_suicide_attack</a><o:p></o:p></span></div>
<div class="MsoNormal">
<span style="color: black;"><a href="http://en.wikipedia.org/wiki/Potentially_dangerous_taxpayer">http://en.wikipedia.org/wiki/Potentially_dangerous_taxpayer</a><o:p></o:p></span></div>
<div class="MsoNormal">
<span style="color: black;"><a href="http://www.irs.gov/irm/part5/irm_05-001-003-cont01.html">http://www.irs.gov/irm/part5/irm_05-001-003-cont01.html</a><o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<br />
<br />
<hr align="center" color="0e5580" size="2" width="100%" />
Disclaimer: The views expressed in this post are by the author Trevor Stasik, and do not necessarily reflect the views of any employer or any other organization. Please note, this information is based on my understanding and is only to be used for informational and educational purposes. Do not take what I am writing as advice. Seek your own legal counsel and/or see a tax accountant before making business or personal decisions. The author of this post makes no representations as to the accuracy or completeness of any information on this site or found by following any link on this site. The owner will not be liable for any errors or omissions in this information nor for the availability of this information. The owner will not be liable for any losses, injuries, or damages from the display or use of this information.
<br />
<br />
<a href="http://www.linkedin.com/in/trevorstasik"><img alt="View Trevor Stasik's profile on LinkedIn" border="0" height="33" src="http://www.linkedin.com/img/webpromo/btn_viewmy_160x33.gif" width="160" /></a>
Trevor Stasikhttp://www.blogger.com/profile/03535923425194472786noreply@blogger.com0tag:blogger.com,1999:blog-5870858104932751878.post-7457707315175410072013-03-17T05:33:00.002-04:002013-04-03T05:35:34.112-04:00EEO Laws - Executive Orders<div class="MsoNormal">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEihGAp2P8vQ1FnsneecWOA2SICXmHh1IEq8T_i9FJabxjISQXtl0sCHuMtwMJOCyBQezJ9dWKgvIEOu0oR4YZEYpd97uIaZQtlFbh6c1wlEEoUyGEUXOJQ-UXni7Y6QlH45rowahJ43hja2/s1600/EEO+Laws+-+Executive+Orders.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><br /><img border="0" height="320" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEihGAp2P8vQ1FnsneecWOA2SICXmHh1IEq8T_i9FJabxjISQXtl0sCHuMtwMJOCyBQezJ9dWKgvIEOu0oR4YZEYpd97uIaZQtlFbh6c1wlEEoUyGEUXOJQ-UXni7Y6QlH45rowahJ43hja2/s320/EEO+Laws+-+Executive+Orders.jpg" width="320" /></a>Some companies may provide programs to support diversity
through Affirmative Action. These
programs are not necessarily voluntary, as the Federal Government has
established rules for this under Executive Orders that are treated as Equal
Employment Opportunity laws. As always,
please feel free to leave a respectful comment or opinion about your own
experiences in the area below this post.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<b>EEO Laws - Executive
Orders<o:p></o:p></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
The final set of EEO laws that we will look at together at
this time are the Executive Orders Covering Government Contractors and Sex
Discrimination Guidelines. The actual
codification is covered by Executive Order 11,246 as amended by Executive
Orders 11,375 and 12,086. It would be
good to be acquainted with this set of executive orders. Under Title VII of the Civil Rights Act of
1964, Federal Contractors and Subcontractors were barred from discrimination
based on race, color, religion, sex or national origin; and employers were
required to document infractions if discrimination was discovered. However, there was nothing in the law that
required companies to furnish those documents to the government for
investigations. Executive Orders 11246
changed that by compelling companies to provide their documentation proof to
investigators upon request. This is
enforced by the Office of Federal Contract Compliance Programs (OFCCP).<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<b>Affirmative Action<o:p></o:p></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Additionally, Executive Order 11,246 established provision
for Affirmative Action programs.
Government Contractors and Subcontractors with 50 or more employees and
$50,000+ in government contracts are required to have an established, written
affirmative action program. President
Lyndon B. Johnson said this as a driving force behind this policy:<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<blockquote class="tr_bq">
<i><span style="background-position: initial initial; background-repeat: initial initial;">âMen and women of all races are born with the same range of
abilities. But ability is not just the product of birth. Ability is stretched
or stunted by the family that you live with, and the neighborhood you live
in--by the school you go to and the poverty or the richness of your surroundings.
It is the product of a hundred unseen forces playing upon the little infant,
the child, and finally the man</span>.â</i></blockquote>
</div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
With Executive Order
11246, covered employers were required to identify, analyze, and rectify
differences in workforce participation by women and minorities. Companies were required to expand efforts in
outreach, recruitment, and training in an effort to make the selection process
more favorable to the previously discriminated groups.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<b>Compliance<o:p></o:p></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Companies that fall under the umbrella of the Executive
Orders are subject to reviews and audits by the OFCCP. Failure of a review could result in
corrective action as recommended by the OFCCP.
Individual complaints would typically be referred to the EEOC. Complaints may be filed by groups where a
pattern is established would be reviewed and resolved by the OFCCP. <o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
The process and forms employees or applicants may use to
file a complaint can be found here: <a href="http://www.dol.gov/ofccp/regs/compliance/pdf/pdfstart.htm">http://www.dol.gov/ofccp/regs/compliance/pdf/pdfstart.htm </a>. <o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Groups must file their complaint with 180 days of the
discriminatory infraction. Corrective
actions recommended for these infractions could include payments of back pay,
job offers, training programs, promotions, etc.
Finally, employers failing to follow guidelines and recommendations of
the OFCCP may have their Federal contracts stripped. <o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Also, to remain compliant, Employers covered under these
Executive Orders must make it known that applicants for positions will receive
consideration for employment without regard to race, color, religion, sex or
national origin; and that the company prohibits discrimination under these
bases.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<b>And remember all of
you Human Resources professionals: Be Human... Be a Resource... Be a Resource
for Humans.<o:p></o:p></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<o:p> </o:p> </div>
<div class="MsoNormal">
Useful Links:<o:p></o:p></div>
<div class="MsoNormal">
<a href="http://www.aclu.org/racial-justice/affirmative-action">http://www.aclu.org/racial-justice/affirmative-action</a><o:p></o:p></div>
<div class="MsoNormal">
<a href="http://www.archives.gov/federal-register/codification/executive-order/11246.html">http://www.archives.gov/federal-register/codification/executive-order/11246.html</a><o:p></o:p></div>
<div class="MsoNormal">
<a href="http://www.dol.gov/ofccp/regs/compliance/fs11246.htm">http://www.dol.gov/ofccp/regs/compliance/fs11246.htm</a><o:p></o:p></div>
<div class="MsoNormal">
<a href="http://en.wikipedia.org/wiki/Executive_Order_11246">http://en.wikipedia.org/wiki/Executive_Order_11246</a><o:p></o:p></div>
<div class="MsoNormal">
<a href="http://www.flexstudy.com/catalog/schpdf.cfm?coursenum=99100">http://www.flexstudy.com/catalog/schpdf.cfm?coursenum=99100</a><o:p></o:p></div>
<div class="MsoNormal">
<a href="http://en.wikipedia.org/wiki/Affirmative_action_in_the_United_States">http://en.wikipedia.org/wiki/Affirmative_action_in_the_United_States</a><o:p></o:p></div>
<div class="MsoNormal">
<a href="http://www.dol.gov/ofccp/regs/compliance/pdf/pdfstart.htm">http://www.dol.gov/ofccp/regs/compliance/pdf/pdfstart.htm</a><o:p></o:p></div>
<br />
<br />
<hr align="center" color="0e5580" size="2" width="100%" />
Disclaimer: The views expressed in this post are by the author Trevor Stasik, and do not necessarily reflect the views of any employer or any other organization. Please note, this information is based on my understanding and is only to be used for informational and educational purposes. Do not take what I am writing as advice. Seek your own legal counsel and/or see a tax accountant before making business or personal decisions. The author of this post makes no representations as to the accuracy or completeness of any information on this site or found by following any link on this site. The owner will not be liable for any errors or omissions in this information nor for the availability of this information. The owner will not be liable for any losses, injuries, or damages from the display or use of this information.
<br />
<br />
<a href="http://www.linkedin.com/in/trevorstasik"><img alt="View Trevor Stasik's profile on LinkedIn" border="0" height="33" src="http://www.linkedin.com/img/webpromo/btn_viewmy_160x33.gif" width="160" /></a>
Trevor Stasikhttp://www.blogger.com/profile/03535923425194472786noreply@blogger.com0tag:blogger.com,1999:blog-5870858104932751878.post-44010984542549891852013-03-15T06:08:00.001-04:002017-07-16T13:28:37.701-04:00Internet Videos in the Workplace<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhzglQVuEQPJpf6a8oPcf_bqgWBetDSUWIZ_50O2arkHebUyc3grhxDuWWxWGt_OyLcd3mPIx3oN3vkfQrSyUVyIPGT4YV2ofjqie7e-K7g_1_rcC_ryPmEnFnQN5cgMqJ-RdThNAhIS1rJ/s1600/Casual+Friday+Internet+Videos+in+the+Workplace.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><br /><img border="0" height="320" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhzglQVuEQPJpf6a8oPcf_bqgWBetDSUWIZ_50O2arkHebUyc3grhxDuWWxWGt_OyLcd3mPIx3oN3vkfQrSyUVyIPGT4YV2ofjqie7e-K7g_1_rcC_ryPmEnFnQN5cgMqJ-RdThNAhIS1rJ/s320/Casual+Friday+Internet+Videos+in+the+Workplace.jpg" width="320" /></a></div>
<div class="MsoNormal">
I like turtles! Is
this real life? Walk Gangnam Style. These are just a few of the catch phrases used
in funny Internet videos. These catchy
videos often create memes that are replicated over and over again as other
people make their own videos referencing the original. This is very much the same way these videos
could be the source of a productivity drain on your company. <span style="color: #222222; mso-bidi-font-family: Arial; mso-bidi-font-size: 10.0pt;">Welcome to another
installment of "Casual Friday," my humorous look at something in
Human Resources, Management, or Business.
Please take a moment at the end of my post to comment on the effect of
internet videos on your workplaces.<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<b>Internet Videos in
the Workplace<o:p></o:p></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
18% of all time wasted at work is by employees messing
around on the internet. Some of them
might be checking Facebook, Twitter, or Google +. Some of them might be checking up on their
March Madness. However, one of the other
major culprit of productivity drain through the internet are funny videos. 15% of all videos watched are these viral
videos. <o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Next time you are in the office, think about how much time
and money are being spent on cat videos:
<a href="http://www.maniacworld.com/cat-videos.html">http://www.maniacworld.com/cat-videos.html</a> If you are at work, seriously, how many of
you clicked on that link to look at cat videos?
How productive was that? There
are numerous IT solutions that can be used for tracking and monitoring the websites
that employees use and the large amount of bandwidth that comes from watching
these videos. Be sure to include a
notice in your employee handbook that you will be tracking your workers online
actions. You may also want to consider
filtering and blocking websites that use too much bandwidth, as these could be
internet video time wasters.<o:p></o:p></div>
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<b>On The Other Hand<o:p></o:p></b></div>
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First, keep in mind that not all workers are wasting time
watching useless videos online. Some of
them may be watching instructional or industry related videos that are most
easily accessed on YouTube. Some workers
may be doing background research for an upcoming meeting. Do not automatically assume all workers
watching videos online are wasting company time on your companyâs dime. Finally, consider that if your workers are actually
wasting a few minutes watching a funny video, they may be an indication that
they need a break. 70% of employees
believe short breaks throughout the day are beneficial to their
productivity. Consider the output and
productivity of the worker watching the funny video before considering
discipline. If they are completing more
than their share of the workload for your team, perhaps funny internet videos
are exactly what they need to stay productive.<o:p></o:p></div>
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<br /></div>
<div class="MsoNormal">
<br />
<div class="MsoNormal">
<b>And remember all of
you Human Resources professionals: Be Human... Be a Resource... Be a Resource
for Humans.<o:p></o:p></b></div>
<br />
<br />
Useful links:<o:p></o:p></div>
<div class="MsoNormal">
<span style="color: black;"><a href="http://www.entrepreneur.com/article/223686">http://www.entrepreneur.com/article/223686</a><o:p></o:p></span></div>
<div class="MsoNormal">
<span style="color: black;"><a href="http://wistia.com/blog/what-kinds-of-videos-do-americans-watch-at-work/">http://wistia.com/blog/what-kinds-of-videos-do-americans-watch-at-work/</a><o:p></o:p></span></div>
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<span style="color: black;"><a href="http://www.bizreport.com/2011/09/two-thirds-of-americans-watch-online-video-at-work.html">http://www.bizreport.com/2011/09/two-thirds-of-americans-watch-online-video-at-work.html</a><o:p></o:p></span></div>
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<span style="color: black;"><a href="http://www.boltinsurance.com/news/miscellaneous/workplace-productivity-infographic/">http://www.boltinsurance.com/news/miscellaneous/workplace-productivity-infographic/</a><o:p></o:p></span></div>
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<span style="color: black;"><a href="http://complianceandsafety.com/blog/workplace-productivity-infographic-hardly-working/">http://complianceandsafety.com/blog/workplace-productivity-infographic-hardly-working/</a><o:p></o:p></span></div>
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<br /></div>
<br />
<br />
<hr align="center" color="0e5580" size="2" width="100%" />
Disclaimer: The views expressed in this post are by the author Trevor Stasik, and do not necessarily reflect the views of any employer or any other organization. Please note, this information is based on my understanding and is only to be used for informational and educational purposes. Do not take what I am writing as advice. Seek your own legal counsel and/or see a tax accountant before making business or personal decisions. The author of this post makes no representations as to the accuracy or completeness of any information on this site or found by following any link on this site. The owner will not be liable for any errors or omissions in this information nor for the availability of this information. The owner will not be liable for any losses, injuries, or damages from the display or use of this information.
<br />
<br />
<a href="http://www.linkedin.com/in/trevorstasik"><img alt="View Trevor Stasik's profile on LinkedIn" border="0" height="33" src="https://www.linkedin.com/img/webpromo/btn_viewmy_160x33.gif" width="160" /></a>
Trevor Stasikhttp://www.blogger.com/profile/03535923425194472786noreply@blogger.com0tag:blogger.com,1999:blog-5870858104932751878.post-86066818546206846072013-03-14T05:39:00.002-04:002017-07-16T13:29:23.272-04:00EEO Laws - USERRA<div class="MsoNormal">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEj0tjTtGRNRO5BjaF0zI5ts20Nvb1RfITXfsg2ttDOj0DZnRR_5qCFcF8wTPDsO_GaJDaLCjShQ1toV9lcAN4D1jgfLYpHVOuuPGdCXastaY9oEzJh4vLhtFVcRsXM8-tzfEu_iYTypp_nO/s1600/EEO+Laws+-+USERAA.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><br /><img border="0" height="320" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEj0tjTtGRNRO5BjaF0zI5ts20Nvb1RfITXfsg2ttDOj0DZnRR_5qCFcF8wTPDsO_GaJDaLCjShQ1toV9lcAN4D1jgfLYpHVOuuPGdCXastaY9oEzJh4vLhtFVcRsXM8-tzfEu_iYTypp_nO/s320/EEO+Laws+-+USERAA.jpg" width="320" /></a>As you may have read in one of my previous posts, the VEVRAA
protects veterans at employers with Federal contracts. However, shouldnât veterans in all jobs have
some level of protections afforded them?
They do. Which will bring us to
todayâs topic. As always, if you have an
opinion or some experience that you would like to share, please feel free to
leave a comment.<o:p></o:p></div>
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<b>EEO Laws - USERRA<o:p></o:p></b></div>
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Signed into law by President Clinton in 1994, the Uniformed
Service Employment and Reemployment Rights Act (USERRA) protects the
reemployment of military members returning from service and also prohibits
employer discrimination. Previously, the
Vietnam Era Veterans Readjustment Assistance Act protected veterans against
discrimination with employers that were Federal contractors and
subcontractors. The USERRA expanded that
to include all employers. It states:<o:p></o:p></div>
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<br /></div>
<div class="MsoNormal" style="margin-left: .5in;">
<i>A
person who is a member of, applies to be a member of, performs, has performed,<o:p></o:p></i></div>
<div class="MsoNormal" style="margin-left: .5in;">
<i>applies
to perform, or has an obligation to perform service in a uniformed service
shall<o:p></o:p></i></div>
<div class="MsoNormal" style="margin-left: .5in;">
<i>not
be denied initial employment, reemployment, retention in employment, promotion,
or<o:p></o:p></i></div>
<div class="MsoNormal" style="margin-left: .5in;">
<i>any
benefit of employment by an employer on the basis of that membership,
application<o:p></o:p></i></div>
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<i>for
membership, performance of service, application for service, or obligation.<o:p></o:p></i></div>
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<br /></div>
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<b>Reemployment<o:p></o:p></b></div>
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<br /></div>
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The USERRA also means that you, the employer, must provide
for the reemployment of the veteran, should they be called into service. Your employee must give you notice of their
absence, unless their military mission prevents them from doing so. Notice can be verbal or written. Upon the workers return from service, the
employer is obligated to give them their job back with advancement. What this means is that if a reasonable
person could have expected to receive a promotion and been moved into a more
senior position had they not left, the employer must give them that higher
position.<o:p></o:p></div>
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<br /></div>
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The timeframe for reemployment is as follows:<o:p></o:p></div>
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</div>
<ul>
<li>Active duty 1-30 days - Employee must report back on
next regularly scheduled work day after completion of service plus 8 hours</li>
<li>Active duty 31 to 180 days - Employee must apply for
reemployment within 14 days after completion of service</li>
<li>Active duty 181 days or more - Employee must apply for
reemployment within 90 days after completion of service</li>
<li>Injury/Ilness - Add 2 years to any of the above
timeframes</li>
</ul>
<o:p></o:p><br />
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<o:p></o:p></div>
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<o:p></o:p></div>
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<o:p></o:p></div>
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<o:p> </o:p>Should one of your employees return from military service,
you will need to ensure that you give them their job, regardless of whether
that job has been given to someone else in the meantime. You may be able to create a duplicate
position for the returning veteran, but you may not deny them simply because
someone else was hired to do the work while they were away. Additionally, once the veteran has been
re-hired, you cannot terminate them without cause, even in employment âat-willâ
states.</div>
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<o:p></o:p></div>
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<br /></div>
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There are a lot of specifics involved with the USERRA and you
should review the law carefully with your own counsel. The law is strictly enforced and any
violation of any part of the USERRA can be grounds for a lawsuit. <o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<b>And remember all of
you Human Resources professionals: Be Human... Be a Resource... Be a Resource
for Humans.<o:p></o:p></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<o:p> </o:p> </div>
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Useful Links:<o:p></o:p></div>
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<a href="http://fhp.osd.mil/pdfs/userra.pdf">http://fhp.osd.mil/pdfs/userra.pdf</a><o:p></o:p></div>
<div class="MsoNormal">
<a href="http://www.dol.gov/compliance/laws/comp-userra.htm">http://www.dol.gov/compliance/laws/comp-userra.htm</a><o:p></o:p></div>
<div class="MsoNormal">
<a href="http://www.hrsource.org/member-resources/article-archive/2000/12/december-31/protected-military-branches.aspx">http://www.hrsource.org/member-resources/article-archive/2000/12/december-31/protected-military-branches.aspx</a><o:p></o:p></div>
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<a href="http://www.dol.gov/vets/programs/userra/userra_fs.htm">http://www.dol.gov/vets/programs/userra/userra_fs.htm</a><o:p></o:p></div>
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<a href="http://www.shrm.org/LegalIssues/FederalResources/Pages/USERRARehire.aspx">http://www.shrm.org/LegalIssues/FederalResources/Pages/USERRARehire.aspx</a></div>
<br />
<br />
<hr align="center" color="0e5580" size="2" width="100%" />
Disclaimer: The views expressed in this post are by the author Trevor Stasik, and do not necessarily reflect the views of any employer or any other organization. Please note, this information is based on my understanding and is only to be used for informational and educational purposes. Do not take what I am writing as advice. Seek your own legal counsel and/or see a tax accountant before making business or personal decisions. The author of this post makes no representations as to the accuracy or completeness of any information on this site or found by following any link on this site. The owner will not be liable for any errors or omissions in this information nor for the availability of this information. The owner will not be liable for any losses, injuries, or damages from the display or use of this information.
<br />
<br />
<a href="http://www.linkedin.com/in/trevorstasik"><img alt="View Trevor Stasik's profile on LinkedIn" border="0" height="33" src="https://www.linkedin.com/img/webpromo/btn_viewmy_160x33.gif" width="160" /></a>
Trevor Stasikhttp://www.blogger.com/profile/03535923425194472786noreply@blogger.com0