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In This Issue |
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January 2010 | Volume 1 | Issue 1 |
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A Message From the President: Anne Donovan |
Heading in to 2010, many businesses are eager to shed the challenges they faced this past year in surviving one of the worst recessions in decades. No doubt most businesses were forced to evaluate their expenses and reduce costs to
reflect lower revenue levels – for many, this included making painful decisions about eliminating valuable employees from their teams.
After going through such a difficult year, we all learned a bit about ourselves and how we handle challenges we face. Now that the economy is showing signs of recovery, it may be time to make some adjustments going forward:
Make sure your employees know they matter. If leadership reduced headcount to get through the rough patch last year, trust levels may be down. Take some time to let your employees know they are important to your business.
Gain momentum in your industry. In the book "Good to Great" by Jim Collins, he explains that turning the flywheel in the right direction so many times will allow it to continuously turn by itself. A business is no different. If
steps are taken in the right direction continuously, your business will thrive. Now may be a great time to revisit and adjust your business strategies.
Future Proof Your Business. There is a saying "always prepare for bad times and you will only know the good times". This essentially means making wise decisions now, knowing fully what the consequences could be later; in good times
or bad. What have we learned this past year that has forced necessary changes that will better sustain our business over the long haul?
As business leaders reflect back on lessons learned this past year, we turn our eyes to what it will take to not only survive but thrive in the future. For Xenium, 2009 was a year of assisting our clients with difficult decisions and
challenging employee communications. Our sights are now set on helping our clients sustain and grow their most valuable asset, their people.
Source
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Xenium Training Workshops |
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Tackling Inappropriate Behaviors In The Workplace |
One of the downsides to every company's greatest resources – their human capital – is inappropriate employee behavior that can often occur. How can employers minimize inappropriate behavior in the workplace and diminish liability? We
live in a time where some behaviors are main stream. We casually refer to gossip as "water cooler talk" or laugh at off-color jokes without a second thought. This behavior can destroy employee morale and poison the work environment.
Employers should strive to provide an atmosphere in which all employees can perform without the threat of harassment, physical or emotional harm.
How? Consider each of these four easy steps when addressing issues of inappropriate behavior in the workplace:
Step 1: Identify Inappropriate Behavior
Inappropriate behavior should not be subjective or questionable. Clearly identify any behaviors that you feel are inappropriate for your office and give clear guidelines in your employee handbook on consequences for the behavior, up to
and including termination.
Common inappropriate behaviors include, but are not limited to:
1. Inappropriate Dress – This includes anything outside of the dress code stated in your employee handbook. You should be very specific when discussing expectations for dress including skirt lengths, types of shoes and even types of
clothes allowed or prohibited during "casual dress" days.
2. Workplace Aggression – The repeated mistreatment of one or more employees with a malicious mix of humiliation, intimidation and sabotage of performance. Often times a bully will use rumors, innuendo and public discrediting to create an
unproductive, potentially hostile work environment and may gather others to participate. According to the Workplace Bullying Institute, 37% of American workers have been bullied at work.
3. Disruptive Behavior – This broad category can include yelling, tantrums, bullying, displaying the need for excessive control, disregard of duty and insubordination.
4. Gossip – Rumors of an intimate nature that have no bearing or relevance to company goals...
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Returning Oregon Injured Workers to Work and the EAIP Program |
Returning an Oregon injured worker to work after a work related injury can significantly decrease the cost of the claim and the overall rise of insurance rates. If the employee has work restrictions and the employer can modify their job
to fit those restrictions, then bringing them back to work will benefit the employee and the employer. The employee is able to stay productive while healing from the injury and the employer has the ability to stay caught up on the work at
hand, or get ahead on extra projects.
If the employee does not come back to work, paying time loss while they are not working significantly raises the cost of a claim, which, in turn, can affect insurance premium rates. If the employee is unable to modify restrictions based
on their injury, or the doctor is not allowing them to work, then time loss is the only option. However, there are many ways to modify positions to bring employees back to work, or let them work in another, light-load/low-risk, area of
the business.
The Employer-at-Injury Program (EAIP) was created to encourage employers to assist their injured employees to return to transitional work within their restrictions prior to claim closure. The program offers financial incentives to
employers with the opportunity to modify and create productive work for injured workers. The program is funded by the Workers' Benefit Fund. Using the program does not affect premium or claim costs; it is voluntarily activated by the
employer and the insurer responsible for the claim ultimately administers the program...
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Read Full Article >
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Issues in HR |
At Xenium, we make sure our clients and friends are up-to-date on the most relevant topics in human resource, payroll, and benefits related issues.
The COBRA Subsidy Extended
Business Groups File Lawsuit Seeking to Block SB 519, Known as the "Employer Gag" Law
Get Ready for Your New Year's Resolutions!
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OSHA Reminder for Xenium Clients |
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This is a friendly reminder that the OSHA 300 Log Summary for 2009 needs to be posted February 1 through April 30, 2010. If you have any questions, or need help completing the form, or need a copy of the form- please contact Heidi Yocum
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HeidiY@EProPortland.com, or 503-612-1592. |
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