Internet Videos in the Workplace

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.  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.

Internet Videos in the Workplace

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. 

Next time you are in the office, think about how much time and money are being spent on cat videos:  http://www.maniacworld.com/cat-videos.html  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.

On The Other Hand

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 company’s 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.

And remember all of you Human Resources professionals: Be Human... Be a Resource... Be a Resource for Humans.

Useful links:

http://www.entrepreneur.com/article/223686

http://wistia.com/blog/what-kinds-of-videos-do-americans-watch-at-work/

http://www.bizreport.com/2011/09/two-thirds-of-americans-watch-online-video-at-work.html

http://www.boltinsurance.com/news/miscellaneous/workplace-productivity-infographic/

http://complianceandsafety.com/blog/workplace-productivity-infographic-hardly-working/

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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.

Casual Friday: Coffee At Work

Java.  Joe.  Black Gold.  Battery Acid.  Wake-up Juice.  Whatever you call coffee, odds are pretty good that you have some in your workplace.  Welcome to my next installment of "Casual Friday," my lighter look at something in Human Resources, Management, or Business.  Today I want to talk about coffee at work.  Please take a moment at the end of my post to comment on any of your experiences with coffee in your own workplaces.

Good Morning Sunshine

Have you ever felt like you had to drag your sorry self to work and you were just in need of something to get you moving?  Well, if you work somewhere in the United States, you probably have coffee in your workplace for just that purpose.  Offices all over this great land offer this free as a great perk for working at a particular company.  Some people are not as lucky, and have to get their coffee by chipping into a pool or using coin-operated vending.  Some people have cheap cafeteria coffee.  Some people have a joyous Starbucks built into their office complex.  There are many ways to get your coffee and many benefits to having coffee at work.

Historically Speaking

Let’s talk a little bit about the history of coffee.  According to Ethiopian legend, a 9th century goat herder named Kaldi had discovered that when his goats ate some berries off of a plant.  Suddenly, his herd became spirited and would not fall asleep.  After informing the local monastery of this, the monks there made a unique drink from the berries.  Kaldi drank of this mixture, and became alert and productive.  Coffee was born.

Coffee was brought to old New Amsterdam in the mid-1600s where it languished beneath the prestige of tea until King George established his tax on tea in 1773.  Following the Boston Tea Party revolt, young Americans refused to drink British tea and chose the other caffeinated brew instead.  The popularity of coffee grew over the next centuries as people around the world found it to be a tasty way to get productive!

Happiness is a Warm Cup of Coffee

There are a number of caffeinated thoughts that companies have when designing their coffee-based benefits.  First, they consider the productive boost given to their workforce when they drink coffee.  41% of workers report being more productive when they have a cup of coffee during the day.  Next, employers will usually consider the morale boost that offering coffee gives.  In a survey 37% of employees preferred free, daily, fresh ground coffee or tea to having a company holiday party.

I have been fortunate and have had free coffee available at most of the companies that I have worked for.  One of the places even had one of those Keurig cup machines.  I loved the “Dark Magic” blend.  I am sure my productivity was given a boost.  What have been your experiences?

And remember all of you Human Resources professionals:  Be Human... Be a Resource...  Be a Resource for Humans.

Useful Links:

http://en.wikipedia.org/wiki/History_of_coffee

http://www.ncausa.org/i4a/pages/index.cfm?pageid=68

http://www.dailyperk.com/workplace/item/23-increase-productivity-in-your-office

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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.

Follow-up Note on Fun Modes of Transportation

I will return tomorrow with a post on EEO Laws again.  For now, I just wanted to provide you with a  Fun Modes of Transportation at Work .  After my post, I had gotten some additional research back.  The one other thing that you might want to check before installing a slide or zipline in your workplace are your local zoning codes.  Check to see what kinds of permits and inspections are required in the process of building your fun but safe workplace enhancement.  For those local to Phoenixville, here is a link to our zoning codes:  http://www.phoenixville.org/_Departments/CodesAndZoning/ApplicationsAndPermits.html .  Be sure to check out your own local codes and ordinances.
quick follow-up to my Casual Friday post on

And remember all of you Human Resources professionals: Be Human... Be a Resource... Be a Resource for Humans.

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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.

Casual Friday: Fun Modes of Transportation at Work

Google has slides in their offices!  Cowabunga!

Do you have a slide in your office?  How about a fireman’s pole?  Maybe you have a rollercoaster between cubicles?  Welcome to another installment of "Casual Friday," my humorous look at something in Human Resources, Management, or Business.  Today I want to talk about fun modes of transportation at work. Please take a moment at the end of my post to comment on any of the amusing modes of transportation in your own workplaces.

Fun Modes of Transportation at Work

What are you doing to engage your employees and excite visitors?  Do you have a slide in your work?  One unique office in the UK has a twisty one that zips workers from the third floor of their building to the ground floor in only 7 seconds.  The slide, built into the Electric Works building in 2009, features 87 feet of steel and plastic.  According to the designer, Toby Hyam, “'We know that it will be a novelty at first, and we don't know whether it will wear off, but if you are having a meeting with a client and people are whizzing past, it will be memorable.”

Management does not need to offer your employees giant slides, Ferris Wheels, or pneumatic tubes to get around - but if you can offer your workers something to make their experience unique - why wouldn’t you?  Understandably, there would need to be necessary risk management, but a fun mode of transportation could be a great perk to offer your employees; draw in the most creative talent.  You can think of it as a fabulous recruiting tool!  Consider that many of Google’s offices feature slides within the building, and they are known for the high caliber of their talent.

Keep it Safe

The Occupational Safety and Health Administration does have something to say about these alternative modes of transportation.  For example, OSHA has made the opinion that “Where operations necessitate regular travel between levels a safe means of access must be provided. You should be aware that OSHA does not view fire poles as an approved means of access from one floor level to another.”  While I am sure that this extends to other modes of transport, such as slides, I am researching to find any specific regulations that would cover it.  The one that would clearly seem to come into play is OSHA’s General Duty Clause, which states, “Each employer shall furnish to each of his employees employment and a place of employment which are free from recognized hazards that are causing or are likely to cause death or serious physical harm to his employees.”  So in other words, keep it safe.  Post warning signs around the fun mode of transportation to help minimize your liability.

How Far Can You Go?

So long as you keep it safe and legal, the sky’s the limit when it comes to finding ways to engage your employees in adding fun modes of transportation.  The folks over in the Scribd offices set up an indoor zipline.  What are you doing reading this?  Go do something fun!

And remember all of you Human Resources professionals:  Be Human... Be a Resource...  Be a Resource for Humans.

Useful Links:

http://electric-works.net/about

http://www.dailymail.co.uk/news/article-1156292/Pictured-Britains-indoor-office-helter-skelter-sees-staff-slide-floors-just-seven-seconds.html

http://officesnapshots.com/2012/09/06/inspiration-offices-with-slides/

http://www.businessinsider.com/googles-office-slides-2012-5?op=1

http://www.osha.gov/pls/oshaweb/owadisp.show_document?p_table=INTERPRETATIONS&p_id=20688

http://news.bbc.co.uk/2/hi/7290322.stm

http://www.fastcodesign.com/1662241/wheeeeeee-slides-made-for-adults-in-dire-need-of-fun-video

http://blog.earlh.com/index.php/2009/07/building-a-zip-line-at-scribd/

http://blog.earlh.com/index.php/2009/08/matt-riley-rides-the-zip-line-at-scribd/

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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.

Casual Friday: HR Crossword Puzzle

Welcome to another next installment of "Casual Friday," my lighter look at something in Human Resources, Management, or Business.  I know this post is going up a day late, but it took a little longer to put this one together.  Today, I have a Human Resources crossword puzzle for you.  

Casual Friday: HR Crossword Puzzle

Crossword puzzles can be a fun and useful way of building your HR vocabulary. Use the descriptions as a clue to the word in the corresponding blank spaces. Please enjoy completing the crossword puzzle below.


Click on puzzle to view full image.  
Scroll down below the disclaimer for the solution.

Across: 1. One to two pages is an ideal length for this job history document. 4. One of the statuses or classes protected under Title VII. 5. A diminutive name given by opponents of the PPACA. 7. Something that is set by giving employees clear goals and objectives. 9. For fear of the flu, hospital workers were recently terminated for failure to have this done. 12. This kind of animal may help a disabled individual overcome a handicap.

Down: 2. Under the PPACA, the Medical Loss Ratio governs the how premiums are used under this. 3. A technological tool that may assist when giving presentations. 6. An organization targeted at educating and promoting Human Resources professionals. 8. This kind of interview determines initial suitability and often takes place over a phone. 10. Prejudicial treatment of different groups or classes of people. 11. During the interview process, an HR rep might call one to confirm applicant information. 13. The Equal Pay Act protects against pay gaps due to this status. 14. These kinds of surveys help guide management decisions about pay ranges. 15. This is Bona Fide and allows for legal discrimination based on essential job functions.

And remember all of you Human Resources professionals:  Be Human... Be a Resource...  Be a Resource for Humans.

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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.
















Crossword Solution:  Click to expand

Dance-Offs In The Office

Hang on to your dancing shoes as we welcome to another next installment of "Casual Friday," my lighter look at something in Human Resources, Management, or Business. Today I want to discuss the toe-tapping phenomenon of Dance-Offs.  Please take a moment at the end of my post to comment on any of your own experiences with Dance-Offs in the office. 

Dance-Offs In The Office

Typically spontaneous, Dance-Offs may happen in your office space.  If they do, you had better be ready to act.  From an effective management point-of-view, it would be best to stop these as soon as possible.  Remind everyone involved that they are on the clock and kindly ask them to return to their desks.  This is where it should end.  However, in the event that you are unable or unwilling to stop the madness, here are a few general rules you may want to consider:

1)  The first rule of Office Dance-Off, is you do not talk about Office Dance-Off.

2)  The second rule is you do not talk about Office Dance... Oh, who are we kidding.  The only reason to have a Dance-Off is so you can brag that you beat the guy in the cubicle down the hall.  Everyone is going to hear about this.

3)  Seriously though, who picked out this music?  An 80’s wedding singer?

Okay, this list is not going as well as I had expected.  Allow me to start over.  Here are a few general rules you may want to consider:

1)  Move it.  As there may be some people in the office on a call with a client or working on a deadline, you may want to move the Dance-Off to an area such as the Cafeteria or Break Room.

2)  Time it.  Try to limit the Dance-Off to no more than 30 minutes.  This should be an adequate amount of time to allow the participants to recharge their batteries with a mid-day diversion.

3)  Hands Off!  Whatever form of dancing is going on, it is highly recommended that you encourage participants to keep their hands to themselves.  The last thing that you need is a Sexual Harassment lawsuit.

4)  Fairness.  Anyone that wants to dance should be given the opportunity - do not discriminate.  Also, consider allowing every participant to have an opportunity to select some of the music.

5)  Groove it.  All for one, and one for all.  If you want to generate some office camaraderie, get out on the Cafeteria floor and show them how you used to get down on the Middle School dance floor back in 1992.

I will admit that I have never seen an actual Office Dance-Off in any of my workplaces, but conceivably it could happen under the right circumstances.  Perhaps you have seen a few.  Perhaps you have won a few.  I would love to hear about your experiences in the comments section below.  I would like to leave you now with this amusing dance I found on YouTube by Ricky Gervais from the UK’s “The Office”

And remember all of you Human Resources professionals:  Be Human... Be a Resource...  Be a Resource for Humans.

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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.

Pets in the Office

Will your office allow pets to roam?

Welcome to another next installment of "Casual Friday," my lighter look at something in Human Resources, Management, or Business. Do you love the idea of fur on your keyboard?  Have you heard barks coming from your neighbor’s cubicle?  If so, you may have pets at your workplace.  Let the fur fly?  Please take a moment at the end of my post to comment on any of your own experiences with animals in the office.  

Pets in the Office

Allowing pets in the office can be a great non-monetary benefit that you could offer your employees as part of a Total Rewards package.  It can also help foster creativity and encourage worker socialization.  So, what is your company’s policy about having animals at work?  How will you handle an employee that brings their cute Tabby into work?  Will your policy be any different for the employee that brings in a Doberman, a Bunny, or even a Boa Constrictor?  These are a few things to consider.  Should your company ban pets outright?  There are a number of things that should be weighed when developing a pet policy for an office workplace.

Service Animals

For any number of reasons, some individuals require the assistance of an animal to overcome a handicap or medical situation.  These working animals are considered “Service Animals” and not pets.  Under the Americans with Disabilities Act (ADA), “Service animals are defined as dogs that are individually trained to do work or perform tasks for people with disabilities.”  Interestingly enough, the ADA also says “In addition to the provisions about service dogs, the Department’s revised ADA regulations have a new, separate provision about miniature horses that have been individually trained to do work or perform tasks for people with disabilities.”  Under the ADA, unless the service animal creates undue hardship in the workplace, reasonable accommodation should be made to allow for the worker using a service animal.

Pet Policy

Having lovable creatures at work can lower stress and possibly lead to higher productivity.  However, some workers might not appreciate pets in the office or they may be allergic.  If your company decides to allow, or even encourage, people bringing their pets to work, what should your policy look like?  Here are a few ideas to include:

Pet size - Consider limiting the pet based on weight or height.  This will help ensure that none of your workers bring in a giant bear.

Pet type - Consider limiting the pets to a specific type such as cats or dogs.  This will help to avoid rodent situations should a worker want to bring in an army of pet gerbils.  The last thing that an employer wants to deal with is rodents loose in the office.

Pet Zones - Consider creating pet-free zones so those that do not appreciate the animals have a place to retreat to.  This should include areas where there might be food, such as the cafeteria.

Cleanliness - Consider a requirement that pets be housebroken and any messes they make must be cleaned up immediately by the owner.

Space - Consider a requirement that pets remain in a crate or within the confines of the owner’s cubicle.  A leash requirement could also assist with keeping pets from entering pets from entering neighboring cubicles.

Safety and Noise - Consider a notice that employees with unruly pets may be sent home without pay.

Pets in the office can be a great non-monetary incentive to bring talent into the workplace.  It can increase happiness and cheer among the workers.  If the work environment is appropriate, employers may want to consider adopting a pet friendly policy.

And remember all of you Human Resources professionals:  Be Human... Be a Resource...  Be a Resource for Humans.

Useful Links:

http://healthland.time.com/2012/03/30/how-bring-your-dog-to-work-days-could-lower-stress/

http://www.hrhero.com/hl/articles/2008/03/21/pets-in-the-office/

http://www.ada.gov/qasrvc.htm

http://www.ada.gov/service_animals_2010.htm

http://askjan.org/media/servanim.html

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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.

Fruit in the Office

Welcome to my next installment of "Casual Friday," my lighter look at something in Human Resources, Management, or Business.  Today I want to talk about an experience I had some time back with fruit in the office.  Please take a moment at the end of my post to comment on any of your experiences with fruit in your own workplaces.

Fruit in the Office

Several years back, when I was working in Center City Philadelphia, the company had just been merged with a new parent out of Australia.  That company took great pride in the health of its employees, and it offered free fruit as a way to encourage healthy eating habits.  This at first seemed a little strange.  Every morning, a local vendor brought in several pounds of apples, pears, oranges, and bananas and deposited it to each floor in the building.  I was very cautious at first, but eventually I enjoyed a few of the apples.  It was a perk; a non-monetary incentive. 

Ultimately, the fruit was a great success.  It was great!  It encouraged all of the workers to eat healthier, including me.  I think that I lost several pounds after that happened.  For the company, long term, I imagine that it reduced their workers use of insurance as people unintentionally fell into healthier eating habits.  It was really quite something to behold.  I also think that the free fruit helped the workers accept the merger, as there was a clear benefit to the employees that was immediately realized.  Looking back, the fruit was a wonderful incentive and I wish I saw other employers encouraging healthy eating like this.

What are your experiences with Fruit in the office?  What kind of eating is your workplace promoting?

And remember all of you Human Resources professionals:  Be Human... Be a Resource...  Be a Resource for Humans.

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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.

Holiday Music At Work

Welcome to a holiday installment of "Casual Friday," my humorous look at something in Human Resources, Management, or Business.  Today I want to talk about holiday music at work. Please take a moment at the end of my post to comment on any of the music in your own workplaces.

Holiday Music At Work

At this time of year, it is a common thing to hear Christmas music playing over a distant speaker in the cafeteria. You might hear some carols at an office party.  You may even encounter at your desk, notes of Mariah Carrey's "All I Want For Christmas" wafting over your neighbor's cubicle wall.  I wanted to urge all of you to consider the effect this music may be having.  For some, it may be a joyous outpouring of one’s soul.  To others that celebrate differently, it may be annoying or offensive.  There are a few guidelines I suggest for individuals and then some I would suggest for the HR and managerial groups.

Individual Guidelines

Here are 4 tips to keep your boss and your co-workers happy:

1)  Keep the volume to a reasonable level.  Some others may be on the phones with clients.

2)  Skip the explicit stuff.  Some of the smarmy holiday parodies can be quite raunchy.

3)  Minimize the religiosity at work.  Some of your neighbors may be okay with a workers hymns, but some of those in other religions may not appreciate it.

4)  Don’t sing along!  We already know you know every word to Chris Brown’s “This Christmas”

HR and Managerial Guidelines

Here are 4 tips to allow your workers to celebrate while not upsetting Human Resources:

1)  Suggest Headphones.  If you want to allow workers to fully enjoy their music without accidentally offending anybody else, headphones can sometimes be an excellent option.

2)  Keep it Generic.  To avoid upsetting any one religion, consider only playing non-religious, generic songs like “Winter Wonderland”

3)  Save it for the Office Party.  Avoid hostility by banning all holiday music during working hours.  This eliminates the debate and the potential for offending anyone.

4)  Take Turns.  Another option, is to allow each person in the workplace a few set hours to select the music being played in the office.  Ensure that there are no explicit or obscene lyrics in the playlist.

None of these are perfect solutions, but hopefully they step you out in the right direction.

I will be posting fewer entries over the next few weeks as I celebrate Christmas.  I hope that you all have a wonderful holiday, whatever it is you are celebrating.

And remember all of you Human Resources professionals:  Be Human... Be a Resource...  Be a Resource for Humans.

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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.

Sandals Guy

Welcome to my second installment of "Casual Friday," my humorous look at something in Human Resources, Management, or Business.  Today I want to talk about an experience I had some time back with the dreaded Non-Conformist.  Please take a moment at the end of my post to comment on any of the Non-Conformists in your own workplaces.

Sandals Guy

When I was working in Center City Philadelphia several years ago, the company I was working for had a business casual dress code.  For men this meant a button down dress shirt, Khakis or black slacks, and a nice pair of shined dress shoes.  Everyone followed this dress code except for someone in the office that was known in some circles as "Sandals Guy".   Sandals Guy would dress in business casual except for the fact that he always wore sandals.

This person worked in a different department than ours, as I had heard that management had tried to address the issue.  Unfortunately, the other department did not see a problem with it and would not correct him.  As such, we were forced to see his big bare toes every day. This man was a dedicated Non-Conformist.  He wore sandals in the summer and in the winter. He wore them in the rain. I even saw him in business suit wearing them once.

Sandals Guy was also a bit of a disruption at work.  Some people complained that if this one person can wear sandals all of the time, why can't we wear sneakers. The answer typically given was, "Because you aren't Sandals Guy".  How and why management let him get away with it is beyond me.  It's been years since I crossed his path in a cubicle filled hallway.  I do not know what ever became of him, but I bet this person is out there still rocking the world with his sandals.

And remember all of you Human Resources professionals:  Be Human... Be a Resource...  Be a Resource for Humans.

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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.

Robot Applicants

Welcome to Casual Friday, a time when we can let our hair down and discuss the humorous side of HR.  Please feel free to leave your comments about today’s topic at the bottom.

Robot Applicants

Allow me a few moments to consider the light and fantastic topic of robot applicants. While this post is intended in humor and jest, it could also be prophetic.  How will you, as a Human Resources professional, deal with the first time an Artificial Intelligence applies at your company?  Let's talk about this for a while.

Okay, so your inkjet printer has achieved sentience, has passed its Turing Test. and it has graduated to full Artificial Intelligence - what now?  It seems that at this point your inkjet printer ceases to be equipment and should now be considered a full time employee.  What are the costs associated with an artificial lifeform?  Let’s assume we will have to answer the following questions:

·         What salary do we offer the robot?  What would they consider competitive?

·         Do you have policies and procedures in place to handle Robotic Benefits versus Human Healthcare Benefits?

·         Another question that we need to consider is taxes/salary - What do you withhold for taxes?

·         How will you handle a robot retirement plan?

·         What about unions?  If the robots network and unionize, how will management handle a robot revolt?

·         Bias in the hiring process - is your HR staff trained to treat A.I. the same as O.I. (Original Intelligence)?

·         Harassment in the workplace?  Is putting a conscious, self-aware cell phone in your pocket considered a form of harassment?  Is putting a USB Stick into the wrong port considered sexual harassment?

·         If your robot catches a virus, is it okay for them to call out of work?

These are just a few of the questions you will want to consider in advance.  You want to ensure that your company has policies that are progressive enough that you can attract the best robotic talent, but conservative enough that the human workers do not try to overthrow the population.  Consider this quote from the auspicious Hulk Hogan, “Everybody's out there wrestling like a robot”.  It seems that the World Wrestling Federation has already taken the first steps to embracing new diversity in the workforce.  Is your company embracing diversity?  How will your company adjust to accept your first robot applicant - a replicant?

And remember all of you Human Resources professionals:  Be Human... Be a Resource...  Be a Resource for Humans.

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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.