Help employees quit smoking, participate in the Great American Smokeout

November is Lung Cancer Awareness Month and Thursday, November 20, marks the 33rd Great American Smokeout, a day created to inspire and encourage smokers to quit for one day.

Almost 45% of the 45.3 million American smokers have attempted to quit smoking for at least one day in the past year, according to the American Cancer Society. For more than 30 years, the Great American Smokeout has proven to be a great opportunity to motivate smokers to make a long-term to quit for good.

Each year, only about 5% of smokers who quit succeed long-term and stress about the economy is having a clear and immediate effect on smokers, according to a recent survey sponsored by the American Legacy Foundation.

The survey found that smokers’ increased stress is causing smokers to delay a quit attempt, increase the number of cigarettes they are smoking, or switch to a cheaper brand instead of quitting. Additionally, former smokers reported that they are starting to smoke again because of financial stress.

Among the survey findings:

• 77% of smokers report increased stress levels due to the current state of the economy, two-thirds of those smokers say this stress has had an effect on their smoking.
• One in four smokers stressed about the economy say this stress has caused them to smoke more cigarettes per day, higher among women (31%) than men (17%).
• A greater percentage of middle-income ($35-74.9k) stressed smokers have delayed their quit attempts because of stress over the economy (20%) than those with household incomes of under $35k (14%).

“The best time to quit smoking is now,” according to the American Cancer Society. Use the upcoming Great American Smokeout to start a smoking cessation program, revisit your workplace smoking policy and encourage employees who smoke to set November 20 as their quit date.

The American Cancer Society has put together a Smokeout page as part of their Great American Health Challenge full of materials to help publicize smoking cessation in your workplace, press releases, local resources and guides to help employees quit smoking.

Help employees quit smoking, participate in the Great American Smokeout

Workplace health: November is Flu Awareness Month

Influenza (commonly known as the flu) is a contagious respiratory illness that can cause mild to severe symptoms, and at times can lead to death, according to the Centers for Disease Control and Prevention (CDC). Tens of thousands of Americans die every year from flu complications.

The best way to prevent the flu is by receiving a flu vaccination each fall. The Center has designated November as Flu Awareness Month to encourage all Americans to get the flu shot.

Every year in the United States, on average 5% to 20% of the population gets the flu; more than 200,000 people are hospitalized from flu complications, and; about 36,000 people die from flu. Some people, such as older people, young children, and people with certain health conditions, are at high risk for serious flu complications.

Ways to keep your workplace safe and employees healthy during flu season:

Host a flu clinic. Provide flu shots on company grounds as part of your employee wellness program. For information about hosting a flu clinic visit the American Lung Association’s Online Flu Clinic Locator.

Educate employees on the benefits of the flu shot. Distribute information that encourages employees to get the flu vaccination and debunk myths that you can get the flu from a flu shot (the vaccine does not contain live viruses). Hang posters around the office on the importance of prevention and the dangers of the flu.

Review sick leave/absence policies. Ensure your policy does not punish employees for being sick, because employees who feel they will be disciplined will be more inclined to come to work no matter how ill they may be.

Encourage employees to take preventative measures. Inform employees on the most effective ways they can work to stay healthy in the office. The most important prevention activity - washing hands with soap and water often. Make sure bathrooms are stocked with soap and paper towels and go one step further by providing hand sanitizers and tissues in common rooms.

If the flu makes its way into the office, proceed with caution. Minimize employees’ exposure to the flu by limiting face-to-face meetings, consider telecommuting and hold off on typical business greetings like handshakes for a period of time.


For more information on the 2008-2009 flu season visit the CDC website.

Workplace health: November is Flu Awareness Month

Statistics show workplace injury and illness down

The rate of workplace injuries and illness in private industry in 2007 declined for the sixth consecutive year, according to the U.S. Department of Labor’s Bureau of Labor Statistics (BLS). Nonfatal workplace injuries and illness in the private industry have declined 4.5 percent over the past year.

Over the past six years workplace injuries and illnesses have declined 21 percent. The shrinking statistic shows how effective targeted enforcement along with prevention methods, such as compliance assistance, have worked together to promote a culture focused on workplace safety, according to Secretary of Labor Elaine L. Chao in a press release.

"Today's injury and illness results demonstrate that OSHA's balanced approach to workplace safety encompassing education, training, information sharing, inspection, regulation and aggressive enforcement is achieving significant reductions in workplace injury and illness throughout the country.

This report shows that employees are now safer in the workplace than ever before. This success validates our efforts, and we are redoubling this commitment to make workplaces even safer," said Assistant Secretary of Labor for Occupational Safety and Health Edwin G. Foulke Jr.

Key findings of the 2007 Survey of Occupational Injuries and Illness:

• The total recordable case injury and illness incidence rate was highest among mid-size establishments (those employing between 50 and 249 workers) and lowest among small establishments (those employing fewer than 11 workers).
• General medical and surgical hospitals (NAICS 6221) reported more injuries and illnesses than any other industry in 2007—more than 253,500 cases.
• The total recordable case injury and illness incidence rates declined among 5 of the 19 private industry sectors—Agriculture, forestry, fishing & hunting; Mining; Construction; Manufacturing; and Health care and social assistance—in 2007 and remained statistically unchanged in the remaining 14 industry sectors.
• Incidence rates and numbers of cases for injuries and illnesses combined declined significantly in 2007 for several case types: total recordable cases; cases with days away from work, job transfer or restriction; cases with days away from work; and cases with job transfer or restriction.

Read the full study at bls.gov.

Statistics show workplace injury and illness down

Drug-Free Work Week: Top 5 ways to participate

The third annual Drug-Free Work Week kicked off this week (October 20-26, 2008), to educate employers, employees, and the general public about the importance of being drug-free as a part of improving workplace safety and health.

Workplaces across the country are affected daily by drug use. Over two-thirds of alcohol and drug abusers in the U.S. were employed either full or part time in 2007, according to the National Survey on Drug Use and Health: National Findings.

The Department of Labor created a list of activities employers can do during Drug-Free Work Week to promote a safer, healthier workplace through substance abuse prevention and intervention.

Here are our picks for the top 5 ways to get involved in Drug-Free Work Week:

Implement a Drug-Free Workplace Program if you don’t already have one. The DOL’s Working Partners Web site provides free tools and information to help you get started.

Promote your existing Drug-Free Workplace Program. Distribute your company policy to employees with an attached message promoting a healthy and safe workplace. Also include information where employees can ask questions, either privately or at an open discussion.

Train supervisors and educate workers. Train supervisors on the company’s policy regarding alcohol and drug use, how to identify potential problems and how to offer employees assistance. Hold training sessions for employees with guest speakers on how drugs affect workplace safety and health.

Allow employees to volunteer in community drug-prevention efforts. Show your organization’s dedication to a drug-free workplace by granting employees time off to volunteer in drug-prevention activities in the community.

Hold a special event promoting safety and health. Organize a social event in the office, complete with healthy snacks and sweets, that reinforces the importance of staying healthy and drug free.


Whether you celebrate Drug-Free Work Week this week or at a time more suitable to your business’ schedule, the important thing to remember is to encourage and educate employees how to stay drug-free, safe and healthy.

Visit the DOL’s Working Partners for more Drug-Free Work Week activities and more ways to promote a drug-free workplace.

How is your organization celebrating Drug-Free Work Week?

Drug-Free Work Week: Top 5 ways to participate

Improve teams, invest in talent with corporate training in a recession

Businesses are coping with the economic downturn in a number of ways from slashing budgets to downsizing. It is more important than ever to get the best return on investment in every aspect of your business.

Industry experts like George Colony, CEO of Forrester Research, advise companies to deal with the economic recession by investing in existing talent.

At a recent dinner Colony hosted for top CIOs, discussion on politics and the economy led to a list of recession strategies companies can use to successfully ride out an economic slowdown.

In a recap of the dinner on Colony’s blog, some of the best practices for a recession include:

• Outsourcing is not a silver bullet. Use the recession to build internal skills.
• Use a slowdown to improve the team -- look to bring in great people who have been laid off elsewhere.
• Cut training and development last. That resource is critical to success in the post-recession period.

Instead of limiting the development of your team by cutting training programs, learn how to stretch your training dollar in a free webinar from Training Time - Squeezing the Most Out of Your Training Budget: Corporate Training in a Recession.

Training and development should remain a priority during tough times because:

• Trained workers perform more efficiently with less errors and delays
• Training boosts employee loyalty by encouraging career development
• Employees taking on extra work quickly learn how to get up to speed with the right training
• Training improves employee morale and confidence
• Your best asset in business is a well-trained employee

Experienced training professionals will share tips and ideas to find better, more cost-effective training opportunities including the pros and cons of in-house versus outside training, the benefits of group versus individualized training, virtual training and tapping into expert talent within your company.

Good training doesn’t have to be expensive. Join us on Wednesday, October 15, 2008, at 1 p.m. EST for the free webinar - Squeezing the Most Out of Your Training Budget: Corporate Training in a Recession. Space is limited, reserve your seat now.

Improve teams, invest in talent with corporate training in a recession

Agencies step up outdoor workplace inspections in rising temperatures

For outdoor workers, high temperatures can pose life-threatening risks. In the past weeks, extreme heat in California has prompted officials to increase state-wide heat illness prevention inspections.

Cal/OSHA investigators have named Fresno, Stanislaus, San Joaquin, Napa, Sonoma, Yolo and Santa Clara as the first targeted counties. Officials then plan to increase outdoor workplace investigations in Kings, Tulare and Kern counties.

“California is the first state in the nation to have regulations to protect outdoor workers from exposure to heat. We have done an extraordinary job in raising awareness of what heat illness is and in ensuring that outdoor employers are trained to detect and respond to heat illness,” said John Duncan, Director of the Department of Industrial Relations.

This year Cal/OSHA has conducted almost 1,300 heat illness inspections across all outdoor industries, surpassing the 1,018 total number of inspections last year. Officials have issued almost 350 citations for heat illness prevention and expect more.

OSHA requires all employers to provide a safe environment for employees. Unsafe workplaces put employees in danger and employers at risk of hefty OSHA fines for workplace safety violations.

To protect workers from the dangers of extreme temperatures, employers should:

• Develop a written employee safety policy and outline procedures if workers fall victim to heat-related illness. Enforce policies to ensure the safety of every worker.


• Implement employee safety training. Train supervisors and workers on how to prevent heat illness, how to recognize heat illness symptoms and what to do if they or a coworker exhibits symptoms of heat-related illness.


• Post safety posters reminding employees of the dangers of extreme temperatures. Workplace safety posters and notifications promote awareness of heat-related dangers and help employers comply with mandatory Cal/OSHA standards.


• Provide workers with ample amounts of water and shaded areas for rest when working outdoors. Encourage workers to stay hydrated and take frequent, short breaks to stay safe in the heat.

Employers can find more information at the Cal/OSHA website, OSHA website or at your local OSHA office. For extreme heat exposure kits and more employee safety training solutions, visit GNeil.com.

Agencies step up outdoor workplace inspections in rising temperatures

Online tool helps employers reintegrate veterans

The U.S. Department of Labor recently announced the launch of a new online resource to help employers accommodate veterans with traumatic brain injury (TBI) and post-traumatic stress disorder (PTSD) in the workplace.


The new America’s Heroes at Work website provides employers with information about TBI and PTSD, along with tools and advice on how to reintegrate afflicted veterans, particularly service members returning from Iraq and Afghanistan.

“This America's Heroes at Work initiative focuses on the employment challenges of returning service members who are living with traumatic brain injury and post-traumatic stress disorder,” said Secretary of Labor Elaine L. Chao.

“One of the best ways we can help these courageous men and women and honor their sacrifice is to help them return to full, productive lives through work. Employment can also play a role in their recovery.”

Though their injuries may not be visible, veterans with TBI or PTSD face challenging obstacles when returning to the workplace. Through America’s Heroes at Work, employers can find resources including job coaching and mentoring programs to create a positive, successful work environment for employees who have experienced traumatic events.

"Employment plays absolutely a major role in the rehabilitation of our servicemembers, regardless of the kind of injuries that they may have," said Charles S. Ciccolella, the Labor Department's assistant secretary for Veterans' Employment and Training Service.

Visit America’s Heroes at Work.

Online tool helps employers reintegrate veterans

Workplace deaths down, OSHA proposes new PPE rule

On-the-job deaths in 2007 dropped to a historic low, evidence that worker safety and health programs are working, according to the Bureau of Labor Statistics.

Last year there were 5,488 worker deaths, the lowest number the Bureau of Labor statistics has seen since they began tracking the statistic in 1992.

"This is continued evidence that the initiatives and programs to protect workers' safety and health, designed by and implemented in this administration, are indeed working," Labor Secretary Elaine Chao said.

The most dangerous jobs in the U.S. (fatal injuries per 100,000 workers) are:

• Fishers and related fishing workers (111.8)
• Logging workers (86.4)
• Aircraft pilots and flight engineers (66.7)
• Structural and steel workers (45.5)

In the private sector, the construction industry is the most dangerous, with 1,178 deaths in 2007, a five percent decrease from the previous year.

In related news, last week the Occupational Safety and Health Administration (OSHA) announced in the Federal Registrar that it is taking public comments on a proposed rule regarding Personal Protective Equipment (PPE) and training standards.

The Notice of Proposed Rulemaking (NPRM) clarifies that when OSHA requires an employer to provide PPE for an employee, the employer must do so for each employee subject to the requirement.

OSHA requires employers to use and train employees on PPE to reduce employee exposure to hazards. The new amendment clarifies that each unprotected or untrained employee may be considered a separate violation under OSHA penalties.

OSHA is accepting public comments on the proposed rule at the Federal eRulemaking Portal until September 18, 2008.

Workplace deaths down, OSHA proposes new PPE rule

Employee wellness best practices: Offset the rise in health care costs

Health care costs are projected to rise more than 10 percent next year, according to a survey of insurers by Aon Consulting Worldwide.

While the double-digit rise may seem large, it’s actually the smallest increase Aon has seen in the past six years, hinting that employee wellness programs may be paying off.

If you want to offset the rise in health care costs, business should spend more money on employee wellness programs, according to a Workforce Management article from earlier this year. Health care industry experts suggest that companies that have implemented wellness programs have seen lower health care costs.

“CFOs have always viewed health care as an expense, but rarely as an investment” said Jerry Ripperger, director of consumer health at the Principal Financial Group. “But improving the health of your employee base, rather than simply providing reimbursements, is an exercise in risk management with a true ROI.”

Companies that have implemented employee wellness programs have seen an average reduction of $2.45 in medical claims for every dollar spent developing the program, according to a recent Principal study. Most companies started seeing results after about 18 months and the longer a wellness program is in place, the more health care costs can be reduced, according to Ripperger.

The Wellness Council of America, an organization devoted to employee wellness programs, has developed seven employee wellness best practices. To develop and maintain a program in your workplace, follow “The Seven C’s” for success:

1. Capturing CEO Suport
2. Creating Cohesive Wellness Teams
3. Collecting Data To Drive Health Efforts
4. Carefully Crafting An Operating Plan
5. Choosing Appropriate Interventions
6. Creating A Supportive Environment
7. Carefully Evaluating Outcomes

Download a free copy of WELCOA’s Seven Benchmarks of results-oriented workplace wellness programs.

Employee wellness best practices: Offset the rise in health care costs

House passes Paycheck Fairness Act

As expected, the U.S. House of Representatives passed the Paycheck Fairness Act on July 31, 2008. The new act would help close the gap between women’s and men’s pay differences by “adding some teeth” to the Equal Pay Act of 1963.

If approved, the bill would enhance remedies in cases where women and men are not paid equal wages for doing equal work.

Among other enhancements, the bill would allow women to sue for compensatory and punitive damages in Equal Pay Act cases, require the Department of Labor to strengthen training and outreach efforts that help employers eliminate pay disparities, and create a new grant program to help women develop stronger negotiation skills.

The bill now moves on to the Senate, where we’ll continue watching its progress. Check back for updates on the bill and how it may affect your business.

House passes Paycheck Fairness Act

Federal minimum wage increasing this week

This Thursday, the federal minimum wage will become $6.55 per hour. The new wage, effective July 24, 2008, is up 70 cents from the first stage of the minimum wage law, previously set at $5.85.

To stay compliant with the Department of Labor (DOL) under the Fair Labor Standards Act (FLSA), employers must display a poster explaining the minimum wage increase. The poster must be posted in highly visible areas where employees may easily read the notice.

This week’s increase is part of a three-stage federal minimum wage increase passed in July 2007. The third phase of the law, increasing the wage to $7.25 will take effect in one year on July 24, 2009.

Researching constant labor law changes and ordering individual posters is a time-consuming, never-ending task. Luckily, there are tools out there to help. G.Neil’s Poster Guard Compliance Protection makes it easy to stay in compliance with all federal and state labor law posting requirements by doing all the work for you. Learn more here.

Federal minimum wage increasing this week

New cell phone laws create business liability

As of July 1, a new law makes it illegal to drive in California while talking on a hand-held phone. If Californians still wish to talk while driving, they must use hands-free cell phone devices or risk a ticket. Drivers under the age of 18 are prohibited from using any mobile device while driving, except for emergency calls.

As Gov. Schwarzenegger said in a June press conference, the purpose of the law is “getting drivers’ hands off the cell phone and onto the steering wheel.” He added that the new law will save almost 300 lives each year in California.

Drivers using cell phones without a hands-free device face a $20 ticket for a first offense and $50 for subsequent offenses.

The new law creates additional liabilities for businesses with employees who must drive as a part of work. Employers in California may be fined if they still require employees to use their mobile phones while driving or if they are not completely clear in policies regarding cell phones and driving.

Although the it does not impose specific requirements on employers, companies with employees in California should take a few precautionary steps in response to the new law. According to those at the Ford & Harrison law firm, employers should:

• Develop and implement a clear policy prohibiting the use of any mobile device to conduct business while driving, unless using a hands-free device.
• Train everyone at the company including employees, supervisors and managers about the policy and new law.
• Employers who reimburse employees for business-related cell phone charges, or provide employees with cell phones should also provide a hands-free device or reimburse employees for the purchase of such a device.

California now joins Connecticut, the District of Columbia, Washington state, New Jersey, New York with similar laws prohibiting the use of cell phones while driving.

Visit the California Department of Motor Vehicles for a complete FAQ regarding the law and more information on how the new cell phone laws may affect you and your business.

New cell phone laws create business liability

Protect employees from dangerous summer heat

As outdoor temperatures continue to rise this summer, so does the risk of heat-related illness and death. Employees who work outdoors must deal with environmental factors that may cause serious danger including working in direct sunlight, high temperatures and humidity, physical exertion and lack of sufficient water intake.

Overexposure to heat can cause heat cramps, rashes, heat stroke and heat exhaustion. Symptoms of heat exposure include confusion, irrational behavior, loss of consciousness, dry skin and abnormally high body temperature. Simple actions like drinking cool water, reducing physical exertion, wearing appropriate clothing and taking regular rest breaks in a cool area can lessen the dangerous effects of working in hot summer temperatures.

To help combat heat-related illness and injuries, OSHA has published two fact sheets: Protecting Workers from the Effects of Heat and Working Outdoors in Warm Climates. Both fact sheets can be downloaded from the OSHA site and offer tips on how to protect employees from the dangers associated with the outdoors and summer heat.

Protect employees from dangerous summer heat

The incredible shrinking employee 401(k)

401(k)s are performing worse than they have in more than five years.

In a recent Workforce article, the Mercer consulting firm reported losses in every equity category posting during the first quarter.

The median large-cap growth fund tracked by Mercer fell 11.6 percent during the first quarter. Large-cap core and large-cap value funds dropped by more than 9 percent.

The good news is that the second quarter is off to a stronger start. The S&P 500 posted a 4.9 percent gain for the month of April, ending a streak of five consecutive negative months.

Not only are employee 401(k)s shrinking, but one in four employees will withdraw funds from their retirement account early, according to a May SHRM article.

The experts advise that employees only borrow against their 401(k)s when it is their absolute last resort. HR managers should educate employees on the impact borrowing against retirement funds will have on the long-term growth of their money, and also on the penalties employees may face if loans are not paid back.

A 2008 Wall Street Journal Online with Harris Interactive Personal Finance poll found that:

• About 25% of American adults have withdrawn retirement funds early, citing the most common reason as a family member losing a job and the cost of a down payment on a home.
• Almost 33% of those who have withdrawn funds early from retirement accounts cannot pay them back
• People between 45 and 54 are more likely to be unable to payback retirement withdrawals.

Read the full SHRM article for more detailed information on the poll.

Laurie Ruettimann, former HR professional and outspoken blogger, shared a story yesterday about a company she once worked for who allowed employees to take loans against their retirement investments during a period of reconstruction. During the reconstruction, many employees lost their jobs and were forced to pay back their 401(k) loans in full within the 90 day period after termination date, or the loan would be treated like a cash withdrawal.

Ruettimann’s advice:
1. Don’t take a loan against your 401(k).
2. Don’t do it.
3. Just don’t.

The incredible shrinking employee 401(k)

Recycle your way to a ‘green’ workplace

At home you may always do your best to reduce waste by recycling, but walking through the office doors transforms you into a “triplicate-printing, paper-cup-squashing, run-our-computers-all-night-so-
the-boss-thinks-we're-working earth befouler.”

Each year, U.S. workplaces are responsible for:

10, 000 pieces of copier paper per employee
40% of carbon dioxide emissions due to heating, cooling and power
70% of the country’s total electricity usage.
1.3 billion tons of CO2 from employee commutes
$1 billion worth of electricity to keep office computers running


Other than printing less paper and working by candlelight, there’s one simple way to do your part to go ‘green’ at the office - recycle.

Here are eight easy steps to recycle your way to a ‘green’ workplace:

1. Set up a ‘green’ committee. Form a group of employees interested in environmental issues to organize recycling efforts at work.

2. Perform a waste-audit. Take inventory of the amount and types of trash your office produces including printing paper, catalogs, newspapers, soda cans, plastic water bottles and printer cartridges.

3. Contact your local recycling company or find a drop-off location. Get price estimates for dumpsters and pick-up services. If recycling can’t come to you, find a location where you can drop off recyclables.

4. Coordinate the collection effort. Place recycle bins in the proper locations around the office, including the lunchroom, printing areas and warehouses. Give employees their own small bins for scrap paper around their work areas.

5. Promote the effort. Promote the recycling program throughout the office with informational fliers and posters. Show employees where recycle bins are located around the office and what should go in each bin.

6. Plan fun events to support the effort. Set up a competition to see which department can recycle the most to encourage participation.

7. Share your goodwill efforts. Add an article to your employee or industry newsletter communicating your ‘green’ efforts. Write and distribute press releases on how your company is helping the environment.

8. Keep up the good work. Evaluate the program’s progress on a regular basis. Remind employees about their efforts and to keep recycling. Come up with more ideas on how to go ‘green’ at the office.

Recycle your way to a ‘green’ workplace

Gas prices take a bite out of employment relationships

In the past, employees could justify a long commute if the work was worth it. Now, more than just a long commute, employees are feeling the burden of the highest gas prices our country has ever seen.

It’s predicted that by 2012, American gas prices could reach $7 per gallon. At that rate, a 2008 Toyota Corolla with a 13.2 gallon gas tank would cost $92.40 to fill up (pre tax). Depending on how many times you fill up, how long your commute is, that number takes a big chunk out of most paychecks.

An article by WorldatWork editor Bob King examines how gas prices are affecting employment relationships. Employers can actually help “ease the pain at the pump” and use it as a chance to gain employee appreciation and loyalty.

“Organizations that can efficiently and effectively respond to the needs of employees in scheduling have an advantage over their competitors,” Tom McMullen U.S. Reward Practice Leader for Hay Group, said in the article.

Rose Stanley, WorldatWork practice leader suggests companies should look into ways they can help alleviate the burden of high gas prices, including:

• Transit subsidies
• Car pooling/van pooling
• Flexible scheduling
• Teleworking for part of the week

King advises companies to first try to mitigate employee gas prices with the examples above before boosting employees’ base pay. Increasing employee base pay would be a quick fix to a continuing problem. What if you increase pay this month and next month gas prices are up again?

For the full details read the WorldatWork article. Also, visit Compensation Force for more discussion on this topic and others affecting employee performance.

This issue will continue to grow as long as gas prices continue to rise. How have increasing gas prices affected your employment relationships?

Gas prices take a bite out of employment relationships

Workplace bullying: More than just a tough boss

Workplace bullying is repeated, health-harming mistreatment in the form of verbal abuse and offensive conduct or behaviors, according to the Workplace Bullying Institute. The wounds from bullying can run deep, even deeper than sexual harassment in the workplace.

Results from a 2007 Workplace Bullying Institute survey of American workers found that:

• 37% have been a victim of bullying
• 49% have experienced or witnessed bullying at work
• 32% occurs behind closed doors
• 50% and more involves targets being publicly humiliated

Another survey by Zogby International discovered that women account for 40 percent of workplace bullies. Over 70 percent of the time, women bullies will target other women.

Researchers also found that workplace bullies tend to be supervisors, but just because a boss is tough, doesn’t always make them a bully.

A tough boss will motivate an employee through constructive criticism and will challenge their teams to work harder in order to achieve goals. A bully would belittle a worker by constantly reminding them of mistakes and insult their work.

Currently there are no anti-bullying state laws protecting workers, it is left up to the businesses to combat workplace bullying before it ever begins.

One public relations firm in Chicago has strict rules prohibiting office gossip. The boss has fired three employees who failed to follow the rules of not talking behind the backs of clients or coworkers, inside or outside of the workplace.

The first step to prevent workplace bullying is to develop a policy that outlines unacceptable behavior and the consequences of bullying behavior. Every company is different and should adopt bullying policies and procedures that fit their unique culture.

Workplace bullying: More than just a tough boss

401(k) Education: Taking plays from the NFL

Three weeks after joining the NFL, young recruits are sent for training off the football field and in the classroom. Each year, over 100 NFL players participate in college-level programs on various business topics. The programs are designed to teach players how to manage their money so they can still live comfortably once their football career is over.

“It's a way for the league to help ensure financial stability for these players beyond their primes,” according to a recent Forbes article.

While employees at corporations across the US generally make a small fraction of the money a NFL player would, it’s just as important they know what to do with their money. Automatic enrollment in the company’s 401(k) plan isn’t enough anymore.

In 2007, 34 percent of large employers offered automatic 401(k) enrollment. The average employee contributed 4.5 percent of their salary to a plan, which may not be enough for a comfortable retirement.

Some of your employees may need a little extra coaching when it comes to a retirement plan. Strongly encourage your employees to contact the financial organization that handles your plan for advice. If you’re up to the challenge, hold your own workshops during to educate employees on the best way to manage their money.

Don’t just assume your employees know exactly what to do with their 401(k). Many employees would be surprised to know how much more they would retire with if they contributed a slightly higher salary percentage than leaving it at the automatic level. You signed them up for the program, now show them how to use it.

Take a lesson from the NFL playbook and educate your employees on how successfully managing their 401(k) will score a touchdown when their prime is over.

401(k) Education: Taking plays from the NFL