May, 2009

Hello to all ...

Summer is just around the corner and I think you'll agree that given all the changes the economy has thrown our way, some long lazy summer evenings are in order!

This month's tips focus on the value of having quality employees! If you've recently had to let some of your staff go, you might want to make sure that you keep your remaining good employees. If you are hiring, know how and why to look beyond the resumés that you receive. There is a lot of embellishment going on in resumés. Don't be fooled!

This month's quiz will also keep you on your toes. Your employess may be having their own financial difficulties and you may be receiving "orders" to garnish their wages. Do you know all the details of this exercise? Take our quiz!

Let's begin with a great positive article, parts of which were written by Jennifer Selby Long, Executive Coach and Diane Gubin, Tech Exec Partners:

"Keeping Good People In Bad Times" 5 Ways to Motivate and Retain Employees in a Down Economy With all the pink slips and changes in the economy, employee retention is more important than ever. After all, if you've already trimmed payroll, then the people who remain on your team are mission critical to your business. Key employees today are those in position to maintain the flow of your firm. Here are some tips on retaining your team: Make sure your top performers and high performing leaders know that you value them. Create and maintain a culture of communication and trust. Share information through regular staff meetings, employee newsletters, and blogs. Walk the halls and see how you can support your team. Provide recognition and let them know that you believe in their potential. Never assume that they know.   Treat everyone with respect and nip harassment of all types. People at all levels who feel devalued or disrespected disengage and leave the company.   Ensure a good mix of stretch assignments, formal development (training, coaching, etc.), and exposure to key decision-makers across the business. High performers and high potential employees give a lot and they ask a lot in return. They appreciate an employer who invests time and money in their growth and they leave those who don't.   Recognize their work and appreciate extra efforts. No company is too small for formal recognition. Make certain that each person in supervision has a process for giving their high performers recognition. Employees appreciate their work being noticed and specifically how it adds value. Everyone is working hard. A simple "thank you" or "job well done" goes a long way. The simple act of remembering an employee's birthday or employment anniversary with a personalized card is appreciated more than we know. Maya Angelou has said, "People will forget what you said, they will forget what you did, but they will never forget how you made them feel." MJMS has access to a very simple and cost-effective method to recognize and appreciate your employees with cards for every occasion. I'm happy to tell you more about it. It seems that the simple and timeless gesture of sending a card to someone can do wonders for increasing morale. Again, contact me or check it out here.

And here is our monthly quiz

Many employees today are facing serious personal financial issues. You may be receiving orders for wage garnishments that you never received before. Do you know how to calculate "disposable earnings" in the procedure for handling these important wage deductions? Take our quiz to find out. Under federal law, the maximum amount of a garnishment depends on the employee's disposable earnings. Which of the following is subtracted from gross earnings when calculating disposable earnings for garnishment purposes?

A. Rent or mortgage payments

B. Union dues

C. Voluntary health insurance

D. Charitable contributions

E. None of the above is subtracted from gross earnings when calculating disposable earnings for garnishment purposes.

 
Answers are found at the end of the main article.

Now let's learn about what is going on with today's resumés

One-in-five employers said they are receiving more resumés this year than last year for every open position. Many of the hiring managers (43 percent) said that they spend a minute or less looking at résumés.

It seems that fudging the truth about our past work lives has been a very popular thing to do these days. With so many adulterations to the facts it's become harder to spot the truths amid so many lies. Rosemary Haefner, senior career advisor for CareerBuilder.com reports that her company conducted a survey among hiring managers. She said, "There's a line between bending the truth and outright deception."

Among the various questions that were posed to the hiring managers, there was one to identify the most outrageous fibs.
Here they are:

1. Candidate claimed to be a member of the Kennedy family.

 

2. Applicant invented a school that did not exist.

 

3. Job seeker submitted a résumé with someone else's photo inserted into the document.

 

4. Candidate claimed to be a member of Mensa.

 

5. Applicant claimed to have worked for the hiring manager before, but never had.

 

6. Job seeker claimed to be the CEO of a company when he was an hourly employee.

 

7. Candidate listed military experience dating back to before he was born.

 

8. Job seeker included samples of work, which were actually those of the interviewer.

 

9. Applicant claimed to be Hispanic when he was 100 percent Caucasian.

 

10. Candidate claimed to have been a professional baseball player.

Careerbuilder went on to identify, by industry, the most prolific fibbers.
They are:

• Hospitality (most at 60% lying on résumé)
• Transportation / Utilities (59%)
• Information Technology (57%)
• Government (fewest at 45%)

More interesting still are the types of lies told upon the résumé.
They are:

• 38% of those surveyed indicated they had embellished their job responsibilities.
• 18% admitted to lying about their skill set.
• 12% had been dishonest about their start & end dates of employment.
• 10% confessed to lying about an academic degree.
• 7% said they had lied about the companies they had worked for.
• 5% disclosed that they had been untruthful about their job title.

Curiously, some of the more popular lies are the most easy to check. There are many pre-employment background screening companies out there. Most specialize in one facet or another of background screening. For example, there are a number that focus almost exclusively upon a candidates Credit Report and throw in a modest search of public records. Others focus, to near exclusion, upon the criminal histories of the candidates. A smaller number focus upon the employment and education histories. Fewer still are those firms that look at the prospective candidate from many perspectives and, consequently, do a better job of identifying an undesirable candidate.

When looking to hire a candidate, make sure to do your homework before extending an offer. If you are not using a background screening process, it's time to re-think that. When looking for a background screening partner, look even more closely and make sure you get all that you need to make that critical decision.

Does your current background screening provider:

1. Examine (subject to applicable law) candidate's credit reports
   for those in positions of responsibility.
2. Do rigorous searches through public records for criminal history
   (both online and in-courthouse searches).
3. Examine (subject to applicable law) candidate's driving record.
4. Verify the candidate's employment history.
5. Verify the candidate's education history.
6. Validate the candidate's professional certifications, memberships,
   and other professional credentials.

Source: CareerBuilder

With so many people out of work, you have a bigger job than ever in sorting through the stacks of resumes you receive. Yet, you have a bigger resonsibility to your company to be sure you are screening applicants carefully and thoroughly. Take that responsibility seriously and find a good partner to help with the process.

 

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Answers to our Quiz:
Correct Answer: E  None of the above is subtracted from gross earnings when calculating disposable earnings for garnishment purposes.

Explanation: Under federal law, the maximum amount of a garnishment depends on the employee's disposable earnings; that is, the person's net income after legally required deductions have been made: federal, state, or local taxes, Social Security, and Medicare. Such things as union dues, voluntary health insurance, or charitable contributions are not subtracted from gross earnings when calculating disposable earnings.

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ABOUT MJMS, INC.

President and Principal Consultant: Margaret Jacoby, SPHR

Margaret Jacoby has more than 25 years of Human Resources and professional management experience in a variety of industries. She has designed human resources infrastructure and implemented systems to ensure compliance with state and federal employment laws. She has directed high quality human resources functions for small and emerging businesses, and served as an external consultant to a wide range of diverse organizations, including non-profits.
 
Her work has included: 

• Conducting H.R. Needs Assessments
• Drafting employee handbooks and policy manuals
• Conducting job analysis and developing position descriptions
• Conducting on-site compliance audits
• Counseling management on progressive discipline
  
• Drafting and review of employee disciplinary actions
• Providing mediation in employee/employee conflict
  
• Training employees/supervisors/managers in the implementation of human resources systems and policies such as Sexual Harassment
• Conducting workshops for business owners on H.R. compliance issues.

 
Ms. Jacoby has earned the nationally-recognized certification of Senior Professional in Human Resources (SPHR) from the HR Certification Institute, Society for Human Resource Management (SHRM).
 
Ms. Jacoby's professional affiliations include:

• Professionals in Human Resources Association (PIHRA)
• Society for Human Resource Management (SHRM)
• National Association of Women Business Owners (NAWBO), Los Angeles and Phoenix
• California Chamber of Commerce


• Arizona Small Business Association (ASBA)
• Long Beach Community Business Network (LBCBN)
• Institute for Management Consultants (IMC)

The information contained in this newsletter is provided as general information and is not a substitute for legal or professional advice. The information is provided by MJ Management Solutions, Inc. and while we endeavor to keep the information up-to-date and correct, we make no representations or warranties of any kind, express or implied, about the completeness, accuracy, reliability, suitability or availability with respect to the newsletter or the information, products, services, or related graphics contained on the website for any purpose. Any reliance you place on such information is therefore strictly at your own risk.