Making your workplace a Drug Free Workplace
Drug Free Workplace Act
Small Businesses are the newest draftees in the U.S. Government's War Against Drugs, as new legislation regarding drugs in the workplace has recently become federal law. Sponsored by Rep. Robert Portman (R-Ohio), the Drug-Free Workplace Act is intended to make drug-free workplaces a reality. While up to 98% of Fortune 200 companies have drug-free workplace policies, only 3% of smaller businesses do. The goal of Portman's legislation is to close this gap.
Portman's theory is that small businesses recognize the need for drug-free workplace programs, but they lack the resources to implement them. Estimates are that increased workers' compensation premiums, the cost of replacing stolen inventory, and lost productivity (all recognized hazards of worksite drug abuse) result in the loss of $200 billion annually. Portman hopes to reduce those losses.
Just as the government provides assistance in writing business plans and providing loans for small businesses, it is in a logical position to offer assistance to small businesses that want to institute drug-free policies.
We can put you in touch with agencies that are prepared to help you as a result of this legislation, and we are able to offer additional assistance to you in your efforts to make your workplace a "drug-free workplace zone."
Protecting your profits and your employees against difficulties caused when one of your workers deals with a substance abuse problem is a hefty responsibility. It is one of many concerns we are prepared to help you deal with.
Contact a representative in our Human Resources Department for more information about what advantages we can offer your company in the war against drugs.
AmCheck offers nationwide HR Solutions to build Drug free workplaces. Get a quote.
AmCheck provides employers nationwide with a comprehensive single source for Payroll Services, Human Resources Management, Benefit Procurement and Administration Services along with Worker’s Compensation Insurance and Services.
Thursday, March 27, 2008
Manager's Training
Manager's Training
Employee Training and Development: Poor performance has many causes
"Did you hire the wrong person, or did you ruin him after you hired him?" That is a question you must consider before terminating an employee because of poor performance. Poor performers are sometimes simply lazy. More often, however, they have been improperly trained. Before you resort to termination, try one or more of the following suggestions related to employee training and development:
Give employees accurate job descriptions
Have you been clear about what you expect? Consider the possibility that your employee isn't doing what you want him to because he doesn't understand what his responsibilities are. Have a single individual responsible for all employee training and development (so no one can slip through the cracks), and be sure assigned tasks are “relevant,” not simply busy work.
Have reasonably demanding expectations
Expectations work two ways. You need to be certain that you don't expect too much; but on the other hand, you shouldn't resort to giving easier assignments if an employee can't handle the tougher ones. Don't reward slothfulness. Be willing to consider the fact that your employee’s way of doing things is better than your way. Prioritize assignments so employees know which ones need to be finished first.
Communicate when there is a problem
If you say nothing, your employee has every right to assume she is doing fine. Give positive feedback. When there is a problem, be certain you attack the "root of the problem" not the individual.
Expect a report of results
A common expression is "employees do what is inspected, not what is expected." Eliminate “hovering” by expecting employees to report to you after a task is completed.
AmCheck offers nationwide Employee Training & Development Services. Get a quote.
Employee Training and Development: Poor performance has many causes
"Did you hire the wrong person, or did you ruin him after you hired him?" That is a question you must consider before terminating an employee because of poor performance. Poor performers are sometimes simply lazy. More often, however, they have been improperly trained. Before you resort to termination, try one or more of the following suggestions related to employee training and development:
Give employees accurate job descriptions
Have you been clear about what you expect? Consider the possibility that your employee isn't doing what you want him to because he doesn't understand what his responsibilities are. Have a single individual responsible for all employee training and development (so no one can slip through the cracks), and be sure assigned tasks are “relevant,” not simply busy work.
Have reasonably demanding expectations
Expectations work two ways. You need to be certain that you don't expect too much; but on the other hand, you shouldn't resort to giving easier assignments if an employee can't handle the tougher ones. Don't reward slothfulness. Be willing to consider the fact that your employee’s way of doing things is better than your way. Prioritize assignments so employees know which ones need to be finished first.
Communicate when there is a problem
If you say nothing, your employee has every right to assume she is doing fine. Give positive feedback. When there is a problem, be certain you attack the "root of the problem" not the individual.
Expect a report of results
A common expression is "employees do what is inspected, not what is expected." Eliminate “hovering” by expecting employees to report to you after a task is completed.
AmCheck offers nationwide Employee Training & Development Services. Get a quote.
Never Hire Another Dud!
Never Hire Another Dud!
Employee Assessment Services: Use skills assessments testing to help the “weed out” process
Jose manages the IT department in a large firm that has been hit hard by the slow economy. The firm was forced to do some significant downsizing, so the company’s workforce was cut back to “subsistence levels.” Recent improvements in the economy have finally given the company some breathing room, so Jose is looking to fill two key positions—one for a programmer, and one for the call center.
If Jose thought he was busy before, the response to his ad (over 250 resumes total) has him completely overwhelmed. Jose knows he can’t afford to make a poor hiring decision right now, and he doesn’t have time to comb through all of those resumes for employee assessment looking for candidates that are truly the best qualified.
“The flood of applications submitted by job seekers is actually causing problems for those organizations that are not properly equipped to deal with increased levels of job seeker activity,” according to Charles Handler, PhD. “This has created a situation in which many companies are squandering their chance to catch the best fish in the talent pool because they are not properly equipped for employee hiring assessment and to identify the most-qualified applicants.”
Fortunately, Skills Assessments testing have made the “weeding out” process much simpler for managers like Jose. Our company can now offer “skills assessment” testing for a variety of job positions. Your applicants will spend a few minutes taking a test that will provide you with a comprehensive report that will clarify each applicant’s proficiency in specific skills. Reports document proficiency by skill type, task type, question level and the time it took the applicant to answer each question.
Jose could reasonably cut his applicant pool down to 15 people or less for each position, then invest a few hours in careful interviewing, and find the individual best suited for each new job. He’ll save lots of time, and he’ll sleep easier knowing he’s making an informed hiring decision.
We can put this same technology to work for you. Please call today for more information.
AmCheck offers nationwide Employee Assessment Services. Get a quote.
Employee Assessment Services: Use skills assessments testing to help the “weed out” process
Jose manages the IT department in a large firm that has been hit hard by the slow economy. The firm was forced to do some significant downsizing, so the company’s workforce was cut back to “subsistence levels.” Recent improvements in the economy have finally given the company some breathing room, so Jose is looking to fill two key positions—one for a programmer, and one for the call center.
If Jose thought he was busy before, the response to his ad (over 250 resumes total) has him completely overwhelmed. Jose knows he can’t afford to make a poor hiring decision right now, and he doesn’t have time to comb through all of those resumes for employee assessment looking for candidates that are truly the best qualified.
“The flood of applications submitted by job seekers is actually causing problems for those organizations that are not properly equipped to deal with increased levels of job seeker activity,” according to Charles Handler, PhD. “This has created a situation in which many companies are squandering their chance to catch the best fish in the talent pool because they are not properly equipped for employee hiring assessment and to identify the most-qualified applicants.”
Fortunately, Skills Assessments testing have made the “weeding out” process much simpler for managers like Jose. Our company can now offer “skills assessment” testing for a variety of job positions. Your applicants will spend a few minutes taking a test that will provide you with a comprehensive report that will clarify each applicant’s proficiency in specific skills. Reports document proficiency by skill type, task type, question level and the time it took the applicant to answer each question.
Jose could reasonably cut his applicant pool down to 15 people or less for each position, then invest a few hours in careful interviewing, and find the individual best suited for each new job. He’ll save lots of time, and he’ll sleep easier knowing he’s making an informed hiring decision.
We can put this same technology to work for you. Please call today for more information.
AmCheck offers nationwide Employee Assessment Services. Get a quote.
Pay Attention: Improving Listening Skills
Pay Attention: Improving Listening Skills
Listening skill requires conscientious practice
You’ve probably heard the old one-liner: “He was too poor to pay attention!”
Maybe he was poor because he didn’t pay attention! Does the following conversation sound like a meeting you’ve attended?
“Just a reminder: the luncheon seminar for department managers will start at 11:30 on Tuesday the 23rd. We’re holding it at the east side Hilton this year. Any questions?”
“Is the 23rd a Thursday?”
“Are supervisors invited?”
“Is it a breakfast, like last year?”
“Is that the downtown Hilton, or the one on the east side?”
You only have to attend a few meetings anywhere to realize that listening is a lost art. However, in the workplace, attentiveness is expected from all employees. Listening well is not a natural trait, but a skill that anyone can master.
Here are a few pointers on having effective listening skills and becoming a skilled listener:
AmCheck’s HR expertise can reduce your People development & workforce training cost while improving your processes and efficiency. Request a free HR solutions and service quote and start saving today.
Listening skill requires conscientious practice
You’ve probably heard the old one-liner: “He was too poor to pay attention!”
Maybe he was poor because he didn’t pay attention! Does the following conversation sound like a meeting you’ve attended?
“Just a reminder: the luncheon seminar for department managers will start at 11:30 on Tuesday the 23rd. We’re holding it at the east side Hilton this year. Any questions?”
“Is the 23rd a Thursday?”
“Are supervisors invited?”
“Is it a breakfast, like last year?”
“Is that the downtown Hilton, or the one on the east side?”
You only have to attend a few meetings anywhere to realize that listening is a lost art. However, in the workplace, attentiveness is expected from all employees. Listening well is not a natural trait, but a skill that anyone can master.
Here are a few pointers on having effective listening skills and becoming a skilled listener:
- Focus on the speaker. If you’re thinking about something else, you’re not listening.
- Involve your body. Sit up straight. Look at the speaker. Nod your agreement. Jot notes.
- Make appropriate and occasional comments, but don’t dominate the give-and-take of a meeting or conversation. If you’re thinking about your next response, you’re not listening. And remember, your comment is only worth the same two cents that your colleagues’ comments are worth.
- Manage your time well. You can’t listen if you’re worried about something else. If all of the responsibilities of the day are scheduled and accounted for, you can focus on each item in turn without having your mind wander to the next crisis.
AmCheck’s HR expertise can reduce your People development & workforce training cost while improving your processes and efficiency. Request a free HR solutions and service quote and start saving today.
Employee Recruiting Wars
Employee Recruiting Wars
Tips for winning the loyalties of employees
Companies who are winning the employee recruiting wars have a couple of simple tactics for winning the loyalties of the best employees. First, they understand that helping employees be better people ultimately gives the company itself an edge against the competition. Second, they recognize that every employee’s contribution counts.
Employee Skill Development
The best firms “don’t get ahead with clever recruiting tactics, unusual perks or a big budget. Instead, they commit to giving employees both the tools to succeed and steady recognition throughout their careers,” according to What’s Working in Human Resources Newsletter. We offer employee skill development training courses on a variety of subjects. Allowing your lower-level employees to attend these and other job-related seminars sends the message that everyone has a future, not just the "top brass."
Recognizing Employee Contributions
Businesses who are successful at recruiting and maintaining a superb workforce say that part of the secret is being sure that every employee’s contribution to the company is valued. Keep in mind also, that the most highly valued “reward” is not a T-shirt or a pizza party. Employees value praise or recognition from a supervisor above and beyond any other form of job reward, including bonuses. People like to be thanked for their hard work. They like knowing someone noticed.
As your reputation develops, your word-of mouth recruiting should bring you some top-notch employees. Meanwhile, count on us to help give your company an edge in providing the benefits and training that attract the best employees, and keep them on board.
AmCheck offers nationwide Employee Recruiting & Employee Skill Development Training Services. Get a quote.
Tips for winning the loyalties of employees
Companies who are winning the employee recruiting wars have a couple of simple tactics for winning the loyalties of the best employees. First, they understand that helping employees be better people ultimately gives the company itself an edge against the competition. Second, they recognize that every employee’s contribution counts.
Employee Skill Development
The best firms “don’t get ahead with clever recruiting tactics, unusual perks or a big budget. Instead, they commit to giving employees both the tools to succeed and steady recognition throughout their careers,” according to What’s Working in Human Resources Newsletter. We offer employee skill development training courses on a variety of subjects. Allowing your lower-level employees to attend these and other job-related seminars sends the message that everyone has a future, not just the "top brass."
Recognizing Employee Contributions
Businesses who are successful at recruiting and maintaining a superb workforce say that part of the secret is being sure that every employee’s contribution to the company is valued. Keep in mind also, that the most highly valued “reward” is not a T-shirt or a pizza party. Employees value praise or recognition from a supervisor above and beyond any other form of job reward, including bonuses. People like to be thanked for their hard work. They like knowing someone noticed.
As your reputation develops, your word-of mouth recruiting should bring you some top-notch employees. Meanwhile, count on us to help give your company an edge in providing the benefits and training that attract the best employees, and keep them on board.
AmCheck offers nationwide Employee Recruiting & Employee Skill Development Training Services. Get a quote.
Tuesday, March 18, 2008
Soothing Stress
Soothing Stress
Workplace Stress Management Training: Stress relievers that might help you
Suppose you lost your car keys this week. That might be bad enough, but suppose you were also in the middle of a nasty divorce situation, you had a daughter who was habitually sloughing school, and you were faced with losing your best customer because deliveries were constantly behind schedule. To overcome this one needs workplace stress management training.
All of us cope with stress periodically, but scientists are warning us that chronic stress has some devastating health effects. One of the most common is depression. While the medical evidence suggests that depression is an imbalance in the brain’s biochemistry (meaning that depression is “as biologically grounded as diabetes” or cancer), scientists have yet to come up with a method of treatment that is always effective. In the meantime, lowering the level of stress hormones in our bodies seems to be one of the best methods for preventing and treating the disease.
Here are some suggestions for stress-relievers that might help you:
Stress Test:
Ask yourself these questions:
-Redford Williams, Duke University
AmCheck offers nationwide Employee/Workplace Stress Management Training Services. Get a quote.
Workplace Stress Management Training: Stress relievers that might help you
Suppose you lost your car keys this week. That might be bad enough, but suppose you were also in the middle of a nasty divorce situation, you had a daughter who was habitually sloughing school, and you were faced with losing your best customer because deliveries were constantly behind schedule. To overcome this one needs workplace stress management training.
All of us cope with stress periodically, but scientists are warning us that chronic stress has some devastating health effects. One of the most common is depression. While the medical evidence suggests that depression is an imbalance in the brain’s biochemistry (meaning that depression is “as biologically grounded as diabetes” or cancer), scientists have yet to come up with a method of treatment that is always effective. In the meantime, lowering the level of stress hormones in our bodies seems to be one of the best methods for preventing and treating the disease.
Here are some suggestions for stress-relievers that might help you:
- Try yoga or massage.
- Stop and do nothing—give yourself thirty minutes to simply sit and think.
- In his recent book, Why Zebras Don’t Get Ulcers, Stanford neuroendocrinologist Robert Sapolsky suggests that a zebra’s don’t get ulcers because they don’t sit on the sofa and fret when hyenas come close. Try taking a brisk walk or jog to ease tension.
- Talk it over with someone. Even writing your concerns down in a journal or notebook may help.
- Give yourself permission to take an hour a day to do something you really enjoy. It might be something relaxing like taking a hot bath, but it may simply mean sitting down to organize that desk drawer that’s driving you crazy.
Stress Test:
Ask yourself these questions:
- Is this really important to me?
- Would a reasonable person be this upset?
- Is there anything I can do to fix the situation?
- Would it be worth it to fix the situation?
-Redford Williams, Duke University
AmCheck offers nationwide Employee/Workplace Stress Management Training Services. Get a quote.
That was Then
That was Then
Temporary Staffing Services: Is your vision of the temp staffing service industry still “Old School”?
The Old Days
Temporary Staffing Services: Is your vision of the temp staffing service industry still “Old School”?
The Old Days
- Temps were used primarily as replacements for sick and vacationing clerical workers
- Temps were warm bodies you bought for a short amount of time
- The temporary workforce numbered about 800,000
- Temps were the folks who couldn’t get work anywhere else
- Companies now use temps in more highly-skilled positions and in more strategic ways, such as handling work overload or for strategic projects as complicated as company mergers
- A recent study by the National Association of Temporary and Staffing Services (NATSS) indicates 56% of temporary assignments last more than 11 weeks (11% last longer than a year)
- Today, the temporary workforce is made up of more than 2.4 million workers-2% of the national workforce!
- Temps have become a great way to find full-time employees. More than one-third of all temporary accounting assignments turn into full-time positions
The Sarbanes-Oxley Act of 2002
The Sarbanes-Oxley Act of 2002
What is the impact?
Two years after President George W. Bush signed the Sarbanes-Oxley Act 2002 into law, Accounting professionals are still attempting to assess the impact. Experts agree that the new regulations have succeeded in increasing management’s knowledge about the accounting process and internal-control structures. It is also clear, however, that the new legislation has increased expenses—particularly audit fees.
There’s a troll under the bridge
One of the unintentional impacts of Sarbanes-Oxley Act 2002 has been the curious effect on smaller companies on both sides of the “public domain bridge.” Figures indicate that independent audit costs have increased between 15% and 40% for smaller companies. Costs of directors’ and officers’ insurance have also soared. Increases have topped 400% by some estimates. These prohibitive expenses are keeping smaller companies from going public, and on the other side of the equation, have forced many small and microcap companies back into the private domain. It’s as if there’s a troll under the bridge keeping all but the larger, more established firms out of the public markets.
Benefits of Sarbanes-Oxley Act Compliance for Private Companies
While Sarbanes-Oxley has increased regulations and exchange requirements for public companies, private companies will be affected indirectly as well. Savvy, proactive managers have realized that voluntary compliance with the regulations could prove to be highly beneficial for privately-held companies who hope for significant growth, who expect to go public in the future, or who anticipate being acquired. Experts anticipate that investors will be willing to pay a premium to invest in or buy companies with sound financial practices. For this reason, many smaller private companies have already begun to comply with Sarbanes-Oxley Act 2002 because they expect that the future benefits will outweigh current administrative costs.
AmCheck offers nationwide Sarbanes Oxley Legislation Compliance Services. Get a quote.
What is the impact?
Two years after President George W. Bush signed the Sarbanes-Oxley Act 2002 into law, Accounting professionals are still attempting to assess the impact. Experts agree that the new regulations have succeeded in increasing management’s knowledge about the accounting process and internal-control structures. It is also clear, however, that the new legislation has increased expenses—particularly audit fees.
There’s a troll under the bridge
One of the unintentional impacts of Sarbanes-Oxley Act 2002 has been the curious effect on smaller companies on both sides of the “public domain bridge.” Figures indicate that independent audit costs have increased between 15% and 40% for smaller companies. Costs of directors’ and officers’ insurance have also soared. Increases have topped 400% by some estimates. These prohibitive expenses are keeping smaller companies from going public, and on the other side of the equation, have forced many small and microcap companies back into the private domain. It’s as if there’s a troll under the bridge keeping all but the larger, more established firms out of the public markets.
Benefits of Sarbanes-Oxley Act Compliance for Private Companies
While Sarbanes-Oxley has increased regulations and exchange requirements for public companies, private companies will be affected indirectly as well. Savvy, proactive managers have realized that voluntary compliance with the regulations could prove to be highly beneficial for privately-held companies who hope for significant growth, who expect to go public in the future, or who anticipate being acquired. Experts anticipate that investors will be willing to pay a premium to invest in or buy companies with sound financial practices. For this reason, many smaller private companies have already begun to comply with Sarbanes-Oxley Act 2002 because they expect that the future benefits will outweigh current administrative costs.
Sources:
- Mark Cecil. “Sarbanes-Oxley Propels More Small Companies to Go Private.” Securities Data Publishing Mergers and Acquisitions Report. www.usbx.com/experience/docs/MAReport-SarbanesMay03.pdf
- Journal of Accountancy. “Accounting Experts Assess the Impact of Sarbanes-Oxley.” www.bowne.com/newsletters.asp?storyID=880&src=BFPfeature
- Amy Seidel. “Sarbanes-Oxley Compliance: Impact on Private Companies.” Faegre and Benson. www.faegre.com/articles/article_1235.aspx
- Mark Cecil. “Sarbanes-Oxley Propels More Small Companies to Go Private.” Securities Data Publishing Mergers and Acquisitions Report. www.usbx.com/experience/docs/MAReport-SarbanesMay03.pdf
- Journal of Accountancy. “Accounting Experts Assess the Impact of Sarbanes-Oxley.” www.bowne.com/newsletters.asp?storyID=880&src=BFPfeature
- Amy Seidel. “Sarbanes-Oxley Compliance: Impact on Private Companies.” Faegre and Benson. www.faegre.com/articles/article_1235.aspx
AmCheck offers nationwide Sarbanes Oxley Legislation Compliance Services. Get a quote.
The Employee / Worksite Dress Code
The Employee / Worksite Dress Code
Employee/workplace Dress code : What to do when professionalism and personality collide?
Trends change in the workplace, and when the “status quo,” or what consumers have come to expect collides with practicality or legality, employers are left juggling some confusing questions about how to achieve professionalism while accommodating the tastes of their employees and complying with laws.
According to Diane E. Stanton, a managing partner in an employment and benefits law firm, employers may mandate an employee dress code policy as long as the rule is “reasonable and administered consistently.” But the standards can be confusing, particularly since employers are expected, in some cases, to apply the same workplace dress code across the board, while in other cases, gender, religion, or disabilities may play a factor.
The courts have concluded for the present that employers may enforce “reasonable appearance rules even if they prohibit the expression of cultural or ethnic values if the rules are job-related and are applied consistently.” In order to promote professionalism, then, an employer may mandate that all employees dress conservatively, or require male employees to wear their hair short and forbid them from wearing earrings.
On the other hand, an employer may not require an employee to wear a sexually provocative uniform, as this constitutes sex discrimination. In addition, it would be unlawful for an employer to require professional women to dress and behave in a “feminine” way, according to Stanton. The laws about religious garb in the workplace can be equally as confusing.
We can help you sort out some of the sticky issues presented by employee dress code policy, and help you draft a policy to include in your employee handbook. Consult our Human Resources Department.
AmCheck offers nationwide Employee Dress Code Workplace Policy. Get a quote.
Employee/workplace Dress code : What to do when professionalism and personality collide?
Trends change in the workplace, and when the “status quo,” or what consumers have come to expect collides with practicality or legality, employers are left juggling some confusing questions about how to achieve professionalism while accommodating the tastes of their employees and complying with laws.
According to Diane E. Stanton, a managing partner in an employment and benefits law firm, employers may mandate an employee dress code policy as long as the rule is “reasonable and administered consistently.” But the standards can be confusing, particularly since employers are expected, in some cases, to apply the same workplace dress code across the board, while in other cases, gender, religion, or disabilities may play a factor.
The courts have concluded for the present that employers may enforce “reasonable appearance rules even if they prohibit the expression of cultural or ethnic values if the rules are job-related and are applied consistently.” In order to promote professionalism, then, an employer may mandate that all employees dress conservatively, or require male employees to wear their hair short and forbid them from wearing earrings.
On the other hand, an employer may not require an employee to wear a sexually provocative uniform, as this constitutes sex discrimination. In addition, it would be unlawful for an employer to require professional women to dress and behave in a “feminine” way, according to Stanton. The laws about religious garb in the workplace can be equally as confusing.
We can help you sort out some of the sticky issues presented by employee dress code policy, and help you draft a policy to include in your employee handbook. Consult our Human Resources Department.
AmCheck offers nationwide Employee Dress Code Workplace Policy. Get a quote.
Wednesday, March 12, 2008
Why Leave Hiring to Chance?
Why Leave Hiring to Chance?
Employee assessment tools - What to do when professionalism and personality collide
Are you good or are you lucky? Would you take $10,000.00 of your company’s money to the casino and let it ride on one bet? How many times might you be able to do this before the odds put you into a losing situation? Are you gambling with the company’s money by filling open positions without first testing applicants?
It is clearer than ever before that running a successful and profitable business hinges on hiring the right people. Selecting the best candidate is a major responsibility. It is also a great opportunity! It’s an opportunity to build a highly productive team, ensuring growth and tremendous success. In the New York Times best seller, “GOOD TO GREAT”, Jim Collins, a renowned business research author, makes it clear. “You must start by getting the right people on the bus.”
Consider this…
The cost of recruiting, screening, hiring, training and then losing an employee is unquestionably high. Ultimately, managers today will be evaluated on their contributions and performance. To achieve the efficiency and productivity expected, managers must learn to “improve the chances” of hiring the right person the first time. Like a roll of the dice, a hiring decision can be unpredictable.
Most managers don’t take advantage of technology that exists to “get better odds” in making selection decisions. Employee assessment tools can help “hedge the bet”. Whether the position is in accounting, a call center, an industrial environment or healthcare, technology is available to assess a wide variety of skills.
This technology allows managers to measure candidate skills with greater certainty. It’s convenient. Candidates can test from a computer with an Internet connection at any time. Instant results are available, providing comprehensive reports that include proficiency rated by skill type, task type and category.
Take care to ensure that testing is validated. The Equal Employment Opportunity Commission (EEOC) requires that screening tests are applied with impartiality to protect applicants from discriminatory employment procedures.
AmCheck offers nationwide Employee Assessment Tools & Services. Get a quote.
Employee assessment tools - What to do when professionalism and personality collide
Are you good or are you lucky? Would you take $10,000.00 of your company’s money to the casino and let it ride on one bet? How many times might you be able to do this before the odds put you into a losing situation? Are you gambling with the company’s money by filling open positions without first testing applicants?
It is clearer than ever before that running a successful and profitable business hinges on hiring the right people. Selecting the best candidate is a major responsibility. It is also a great opportunity! It’s an opportunity to build a highly productive team, ensuring growth and tremendous success. In the New York Times best seller, “GOOD TO GREAT”, Jim Collins, a renowned business research author, makes it clear. “You must start by getting the right people on the bus.”
Consider this…
The cost of recruiting, screening, hiring, training and then losing an employee is unquestionably high. Ultimately, managers today will be evaluated on their contributions and performance. To achieve the efficiency and productivity expected, managers must learn to “improve the chances” of hiring the right person the first time. Like a roll of the dice, a hiring decision can be unpredictable.
Most managers don’t take advantage of technology that exists to “get better odds” in making selection decisions. Employee assessment tools can help “hedge the bet”. Whether the position is in accounting, a call center, an industrial environment or healthcare, technology is available to assess a wide variety of skills.
This technology allows managers to measure candidate skills with greater certainty. It’s convenient. Candidates can test from a computer with an Internet connection at any time. Instant results are available, providing comprehensive reports that include proficiency rated by skill type, task type and category.
Take care to ensure that testing is validated. The Equal Employment Opportunity Commission (EEOC) requires that screening tests are applied with impartiality to protect applicants from discriminatory employment procedures.
- Is the skill being tested vital for job performance?
- Does the skill or trait measured influence successful performance of the job?
- Is the question content related to performance of a particular job or duty?
- What types of assessment tools are needed?
- What about future flexibility? (Change is inevitable)
- How much does it cost to implement?
- How much time does it add to the process?
- Can it be outsourced effectively?
- With hiring tools like this available to you, why leave anything to chance?
AmCheck offers nationwide Employee Assessment Tools & Services. Get a quote.
How to Host a Safe Holiday Celebration
How to Host a Safe Holiday Celebration
Employee Holiday Gift: Safe Holiday Celebration
"Tis the season to be jolly…". The holiday season is fast approaching, signaling the start of employer celebrations across the country. The end of the year is an opportune time to show appreciation to hard-working employees whose dedication has helped you succeed.
A holiday party can be a great way for employees to unwind and have a little fun; however, such festivities can also spell liability for employers if they are not handled carefully.
At their worst, events gone sour can result in considerable employer cost in the form of negligence claims, lawsuits, lost employee man-hours, and a tarnished company reputation in the workplace and the community.
Finding a balance between fun and safety is the key, and a little planning and caution can go a long way to keeping holiday celebrations safe and employer risks at a minimum.
One of the biggest potential problems that businesses face when hosting holidays parties is the liability that arises when alcohol is served. Employers may be held liable if an employee consumes alcoholic beverages at a company-hosted event, then causes injury to him or herself or injures a third-party. Add to this liability the guilt and sense of responsibility you might feel if a company party directly contributed to such an accident, and it is easy to see why taking safety precautions is such a crucial step in event planning.
To reduce your company’s liability during holiday party planning, consider alternatives to the traditional evening holiday party where alcohol is served. For example:
As such, family and friends of employees may be equally deserving of a year-end celebration. In addition, such family-friendly events foster a positive atmosphere that recognizes the impact your business environment has on the surrounding community, promotes strong family ties, minimizes the likelihood and occurrences of distasteful behavior, and allows co-workers and their families to get to know each other.
If your company does choose to host an event where alcohol is served, it is still possible to minimize company liability and reduce the risk to partygoers. Consider the following "Safe Celebration" tips:
For more information on Employee Holiday Planning and employee holiday gifts or other Payroll, Benefits or Human Resource contact AmCheck at 1-888-AMCHECK.
AmCheck offers nationwide Employee Holiday Gift & Holiday Celebration Planning. Get a quote.
Employee Holiday Gift: Safe Holiday Celebration
"Tis the season to be jolly…". The holiday season is fast approaching, signaling the start of employer celebrations across the country. The end of the year is an opportune time to show appreciation to hard-working employees whose dedication has helped you succeed.
A holiday party can be a great way for employees to unwind and have a little fun; however, such festivities can also spell liability for employers if they are not handled carefully.
At their worst, events gone sour can result in considerable employer cost in the form of negligence claims, lawsuits, lost employee man-hours, and a tarnished company reputation in the workplace and the community.
Finding a balance between fun and safety is the key, and a little planning and caution can go a long way to keeping holiday celebrations safe and employer risks at a minimum.
One of the biggest potential problems that businesses face when hosting holidays parties is the liability that arises when alcohol is served. Employers may be held liable if an employee consumes alcoholic beverages at a company-hosted event, then causes injury to him or herself or injures a third-party. Add to this liability the guilt and sense of responsibility you might feel if a company party directly contributed to such an accident, and it is easy to see why taking safety precautions is such a crucial step in event planning.
To reduce your company’s liability during holiday party planning, consider alternatives to the traditional evening holiday party where alcohol is served. For example:
- Host a company picnic or field trip
- Close the office early and sponsor a company luncheon or potluck
- Start up a “Secret Santa” or gift exchange tradition
- Rent a game room or movie theater to treat employees to an afternoon of amusement
- Invite employees to an amusement park, carnival, or festival at the company’s expense
As such, family and friends of employees may be equally deserving of a year-end celebration. In addition, such family-friendly events foster a positive atmosphere that recognizes the impact your business environment has on the surrounding community, promotes strong family ties, minimizes the likelihood and occurrences of distasteful behavior, and allows co-workers and their families to get to know each other.
If your company does choose to host an event where alcohol is served, it is still possible to minimize company liability and reduce the risk to partygoers. Consider the following "Safe Celebration" tips:
- Provide plenty of non-alcoholic alternatives for partygoers
- Limit the length of time the bar is open and number of alcoholic drinks served to each party attendee
- Provide transportation (taxis, buses) or pre-arranged designated drivers for all partygoers
- Monitor party-goers’ behavior to ensure that no one is putting themselves in harm’s way and identify those individuals whose alcohol consumption has exceeded an appropriate tolerance level
- Hold the party in an establishment with a liquor license, such as a restaurant or bar
- Hire a professional bartender to serve all drinks, both alcoholic and non-alcoholic
- Look into obtaining liability insurance to cover the event
For more information on Employee Holiday Planning and employee holiday gifts or other Payroll, Benefits or Human Resource contact AmCheck at 1-888-AMCHECK.
AmCheck offers nationwide Employee Holiday Gift & Holiday Celebration Planning. Get a quote.
Computer Forensics
Computer Forensics: Unique computer use policy
A new trend in the American workplace: Computer Forensics
The investigator waited until midnight, when the plant was empty, and thousands of computers had “slipped into screen-saver slumber.” Furtively, he sat in front of a colleague’s personal computer. In half an hour, the detective made an exact copy of the colleague’s hard drive. Then, using a program called Encase, he uncovered hundreds of pornographic images, which eventually cost the coworker his job.
Workplace computers are company property, so employers may inspect their contents. Only in Connecticut must employers inform workers of computer monitoring. According to the American Management Association, 45 percent of our nation’s large companies use “computer forensics” to electronically monitor workers’ computers.
The number of employees involved in Internet-related crimes or violations of company computer use policy is rising. Dow Chemical fired or disciplined 200 employees for trading dirty jokes and photos by e-mail. Then Xerox fired 40 workers, and the New York Times terminated 23 employees for similar violations.
Recently a small firm in Utah noticed that its servers were full. An employee remarked that several workers were regularly downloading music albums from Napster. The albums ended up on the servers, taking up megabytes of valuable space. An innocent (or intentional?) act had disrupted this company’s day-to-day operations.
Smaller businesses usually can’t afford the $200-450-per-hour fees charged by computer forensics consultants. But, by publishing company computer/internet policies and corresponding consequences for violations, requiring employees to sign compliance documents, regularly checking e-mail and hard drive contents, and asking employees to report infractions, small businesses can begin to police their own computer systems. Making employees aware that forensic software and personnel are available could deter some workers from wrongdoing. Call AmCheck for assistance in developing a computer use policy at 888-AMCHECK.
AmCheck offers nationwide Computer Use Policy suitable to your business needs. Get a quote.
A new trend in the American workplace: Computer Forensics
The investigator waited until midnight, when the plant was empty, and thousands of computers had “slipped into screen-saver slumber.” Furtively, he sat in front of a colleague’s personal computer. In half an hour, the detective made an exact copy of the colleague’s hard drive. Then, using a program called Encase, he uncovered hundreds of pornographic images, which eventually cost the coworker his job.
Workplace computers are company property, so employers may inspect their contents. Only in Connecticut must employers inform workers of computer monitoring. According to the American Management Association, 45 percent of our nation’s large companies use “computer forensics” to electronically monitor workers’ computers.
The number of employees involved in Internet-related crimes or violations of company computer use policy is rising. Dow Chemical fired or disciplined 200 employees for trading dirty jokes and photos by e-mail. Then Xerox fired 40 workers, and the New York Times terminated 23 employees for similar violations.
Recently a small firm in Utah noticed that its servers were full. An employee remarked that several workers were regularly downloading music albums from Napster. The albums ended up on the servers, taking up megabytes of valuable space. An innocent (or intentional?) act had disrupted this company’s day-to-day operations.
Smaller businesses usually can’t afford the $200-450-per-hour fees charged by computer forensics consultants. But, by publishing company computer/internet policies and corresponding consequences for violations, requiring employees to sign compliance documents, regularly checking e-mail and hard drive contents, and asking employees to report infractions, small businesses can begin to police their own computer systems. Making employees aware that forensic software and personnel are available could deter some workers from wrongdoing. Call AmCheck for assistance in developing a computer use policy at 888-AMCHECK.
Source: Miller, Greg “High-Tech Snooping All in Day’s Work; Security: Some Firms Are Now Using Computer Investigators to Uncover Employee Wrongdoing” Los Angeles Times HR News Wire.
AmCheck offers nationwide Computer Use Policy suitable to your business needs. Get a quote.
Sexual Harassment Training for Company
Sexual Harassment Training for Company
Sexual Harassment Training: Mandated by new California law
One of the more significant pieces of California legislation that went into effect on January 1, 2005, was AB 1825. This law requires employers with 50 or more employees to provide two hours of sexual harassment training and education to all supervisory employees by the end of 2005. It also mandates that these employees will receive sexual harassment training and education once every two years after January 1, 2006.
It is important to note that temporary employees, independent contractors and workers outside of the state of California are not excluded in the 50-employee tally. Be sure you count every employee before you decide this legislation doesn’t apply to your company.
Scope of the training
Your company’s sexual harassment training should include “information and practical guidance” about all federal and state sexual harassment laws. The information provided should include:
Other considerations
AmCheck offers nationwide Sexual Harassment Training for Company. Get a quote.
Sexual Harassment Training: Mandated by new California law
One of the more significant pieces of California legislation that went into effect on January 1, 2005, was AB 1825. This law requires employers with 50 or more employees to provide two hours of sexual harassment training and education to all supervisory employees by the end of 2005. It also mandates that these employees will receive sexual harassment training and education once every two years after January 1, 2006.
It is important to note that temporary employees, independent contractors and workers outside of the state of California are not excluded in the 50-employee tally. Be sure you count every employee before you decide this legislation doesn’t apply to your company.
Scope of the training
Your company’s sexual harassment training should include “information and practical guidance” about all federal and state sexual harassment laws. The information provided should include:
- Prevention of harassment
- Correction of harassment
- Remedies available to victims
- Practical examples aimed at prevention of harassment, discrimination and retaliation
Other considerations
- Because the law includes language like “interactive,” most experts warn that merely turning on a training video will not bring an employer into compliance. Instead, there must be some interaction between the presenter and those who are being trained, such as a question and answer session, or some role-playing. Interactive Internet training should also be acceptable.
- Keep a record of compliance, including documentation that all supervisors (or anyone who performs supervisory functions) participated. A “roll” that includes the signatures of the participants is one option. For Internet training, require a signed receipt.
- Develop a means to monitor future compliance and ensure that new supervisors are trained within six months of hire/promotion (and every two years thereafter).
- Update all of your current policies, employee handbooks, or other procedures to be sure they refer to the training as an expectation.
- Make sure that all executives are aware of the requirement.
Source: “New California Law Mandates Anti-Harassment Prevention Training for Supervisors.” Jackson Lewis law firm. October 1, 2004. http://www.jacksonlewis.com/legalupdates/article.cfm?aid=639
AmCheck offers nationwide Sexual Harassment Training for Company. Get a quote.