November, 2008

Happy Thanksgiving Greetings ....

It is that time of the year when we give thanks and show appreciation. It is also the beginning of the holiday season!

With the downturn of the economy, things might be a little more difficult this holiday season for you, your business and/or your employees. This month's articles will help you get some control over the season ... even if things are bad.

My main articles are about how to plan your holiday party this year and "why" you should NOT cancel it! Scroll down to find these articles. Another challenge is "how to keep your employees motivated in this economy" with or without the holidays! I have four thoughts, right here, on this one:

1. Make sure your top performers and high performing leaders know that you value them. Provide recognition and let them know that you believe in their potential. Never assume that they know.
    
   
2. 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.
    
   
3. Recognize their work. If your company is too large for formal recognition, make certain that each person in management has a process for giving their high performers recognition. Employees appreciate their work being noticed and specifically how it adds value.
    
   
4. Make certain that every employee knows his/her impact on the business. You will find by doing this, your top people will have the alignment they need in order to run the business smoothly. Ensure that every employee understands the company's vision, purpose, direction, and goals. Every employee needs to be personally connected in order to feel motivated through good times and bad.

exerpted from an article by Jennifer Selby Long, Executive Coach.

And now, my monthly quiz. An interesting one to follow my tips for keeping your employees motivated. See how you do!

The Situation After a staff reduction, Sylvia is worried about meeting an important deadline for a major client. So, Sylvia wants to schedule some employees to work 16-hour shifts (instead of their usual 8-hour) for the next three days. Is this legal? Yes, if Sylvia pays the appropriate state and federal overtime. Sylvia may not require FLSA "non-exempt" employees to work the schedule, but may require salaried "exempt" employees to do so. Sylvia may not require FLSA "non-exempt" employees to work the schedule, but may require salaried "exempt" employees to do so. The answer is found at the end of this communication.

Let's now go to our main articles with some thoughts for holiday parties during this uncertain economy!

Amid the layoffs and belt-tightening, the December holidays still can be a time for your organization to show its appreciation to employees.

Businesses may skimp a little on the holiday parties this year, but caterers say not many are canceling them. And HR consultants advise them not to.

"Cutting the Christmas party sort of makes people scared about their jobs," notes Larry Weaver, an entertainer who specializes in corporate events. "It sends the message that things aren't going well at work, and it gives them one more thing to worry about."

Your organization doesn't have to cancel holiday festivities because of the weak economy. Here are five ways to add some holiday sparkle during financially dark times:

1. Pare down the party. Last year, 70% of businesses hosted a holiday party, and a quarter of them spent less than $5,000 to do it. When times are hard, employees might find a simple gathering more appropriate than a glitzy affair. A little less might be better for employee morale than none at all.
    
   
2. Don't forget Friday. Christmas falls on a Thursday this year, so you'll score a lot of points with employees if you add Dec. 26 to your paid-holiday calendar..
    
   
3. Go easy on gifts. Encourage or mandate a no-gift policy so employees who can't afford to buy for colleagues, bosses and clients won't feel obligated to. Likewise, forbid or limit the gifts that some employees might usually accept from vendors or clients..
    
   
4. Bring back the bird. More than 60% of organizations no longer hand out holiday bonus checks, opting instead to reward employees year-round for exceptional performances. That could be one reason why the long-time tradition of giving holiday turkeys to employees is seeing a comeback. About 6% of employers practiced the nearly extinct tradition last year, compared with just 2% in 2005.
   
   Tip: Give a grocery store gift card or one from a general retailer such as Target or Sears so staff can choose exactly the merchandise they need..
    
   
5. Chip in for charity. Organize a charity food or gift drive and encourage employees to participate. When money is tight, one of the first cuts people and businesses make is in charitable giving.
   
   Last year, 58% of all employers were involved in charitable holiday activities such as toy drives, according to the Bureau of National Affairs. That was down from 72% in 2004.

Copyright © 2008 NIBM. All rights reserved.

Even the most subdued of parties, if they include alcohol, can come back to bite the hosting company. Here are some tips to protect yourself!

Holiday Parties: 12 Tips for Making Sure Liability Doesn't Hang Over Your Head

Every year around this time, the Ghost of Christmas Parties Past comes clanking down the hallway, dragging in its wake a chain of dread for employers and employees alike drunken exploits, gag gifts gone wrong, ill-advised sexual overtures and the ever-present threat of bad dancing.

Here are 12 tips to ensure that what's supposed to be the best of times doesn't turn into the worst of times.

1. Make sure invitations stress that attendance is voluntary. Avoid conducting business, such as awards ceremonies, during the party.
    
   
2. Keep the festivities culturally inclusive. Avoid religious references and symbols and try to choose a time that does not conflict with employees' religious observances.
    
   
3. Invite families. People tend to behave more responsibly in a family setting.
    
   
4. Folllow up with a reminder to all employees that your company's alcohol and drug abuse, sexual harassment and professional-conduct policies apply during the party. Word the reminder positively, noting that responsible behavior will ensure that all employees can fully enjoy the party, but also state that violations will result in discipline, just as they do during working hours.
    
   
5. Issue a "gag" order. Lawsuits are frequently spawned by offensive gifts, games and pranks. Include in your professional-conduct notice a reminder that off-color jokes and games are strictly off-limits.
    
   
6. Consider an alcohol-free party. Nobody says you can't offer punch, fancy coffee bars or smoothies instead of cocktails.
    
   
7. If you do serve alcohol, consider serving beer and wine instead of liquor. Daytime parties also tend to discourage excessive drinking. Issue tickets rather than holding an open bar, which is an invitation to overindulge. Close the bar at least one hour before the end of the party, and take precautions to ensure that no underage employees have access to alcohol.
   
   
8. Hedge your bets: If you serve alcohol, provide transportation. Don't just offer to call a cab. Hire taxis or private drivers and have them waiting to give rides.
   
   
9. Serve food, and plenty of it. Emphasize eating over drinking.
   
   
10. Ask supervisors and managers to help ensure that employees behave professionally. Designate one manager as the person to approach during the party if problems arise.
    
    
11. Treat complaints arising out of the party just as you would any other workplace complaints.
    
    
12. Plan activities to ensure that guests have something to do besides drink and chat andheaven forbiddance.

Final note: The U.S. Department of Labor offers more tips for safe workplace celebrations.

Copyright © 2008 NIBM. All rights reserved.

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Answers To This Month's Quiz:
1.Yes, if Sylvia pays the appropriate state and federal overtime.

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President and Principal Consultant: Margaret Jacoby, PHR

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 Professional in Human Resources (PHR) 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)