HR Forum

No excuses! Employees can't dodge a well-defined employee attendance policy

No matter how compelling the reason (and employees come up with loads of them), missing work without permission is unacceptable.

In a recent appealed court case, Matter of Rivers v. Commissioner of Labor, the ruling stands that an employee’s unapproved absence was properly deemed misconduct and as such, made the employee ineligible for unemployment benefits.

The employee, an automotive technician, requested time off to spend time with his son returning from Iraq. He was approved for one day. But when he decided to extend his family visit two additional days without approval, he opened an unintended door. When he returned, he was fired for misconduct and as a result, couldn’t file for unemployment.

If we were to step out of the “employer’s advocate” arena for a moment, we might feel an emotional pull regarding the employee wanting to reconnect with his son. But rules are rules. Most employers have a clear employee attendance policy that outlines the request/approval process … and specifies that a “no show” is grounds for disciplinary action or termination. That’s your first line of defense. Your second line, regarding using “misconduct” as a basis for denying unemployment benefits, is showing that the employee deliberately and willfully engaged in activity that showed a complete disregard for your workplace standards and policies.

This employee overstepped his bounds on both counts … and suffered the consequences.

Private-sector jobs took a robust turn in February

It’s up. It’s down. It’s up again. Tracking the U.S. employment climate can be a little bit like following a Hollywood celebrity’s career. But for today, the news is good.

Private-sector employment jumped 217,000 in February – with medium businesses adding 104,000 jobs; small businesses, 100,000 jobs; and large businesses, 13,000 jobs.

The speed of gains is accelerating, too. From December 2010 through February 2011, the average gain was more than 200,000 – compared with an average gain of just over 60,000 during the previous six months.

"Looking at the ADP numbers over the last five or six months, the trend is clearly toward stronger private sector employment and we should see that trend going forward," said Steve Blitz, senior economist for ITG Investment Research in New York.

The comments are in … is an NLRA posting on union rights forthcoming?

Today's post comes from G.Neil’s HR News Weekly:

As we indicated in an earlier post, the Office of Management and Budget (OMB) was accepting comments through Feb. 22, 2011, on a proposed rule by the National Labor Relations Board (NLRB). The rule would require all private employers to post a notice informing employees of their National Labor Relations Act (NLRA) rights.

Of the more than 4,000 comments received by the OMB a week before the deadline, many of them questioned whether the NLRB has the authority to issue this rule since the NLRA contains no provisions regarding a mandatory posting. A good portion of comments also questioned the actual content of the poster, particularly the fact that it doesn’t address the negative aspects of joining a union.

In related news, a House subcommittee recently held a hearing to examine the direction of the NLRB, including certain decisions and initiatives that may have overstepped the agency’s boundaries. In addition to criticisms against the role that organized labor has played in recent years, a prevailing theme at the hearing was the appropriateness of the proposed NLRA posting. Many of the unfavorable comments echoed those received by the OMB during the 60-day comment period.

After the hearing, NLRB Chairman Wilma Liebman stated:

“The most significant ‘emerging trend’ at the NLRB is that the agency is coming back to life after a long period of dormancy. … We are actively seeking input from practitioners and from the public, by inviting briefs for important cases that are under review, and by using the process of federal rulemaking to seek comments on one potential change intended to inform American employees of their statutory workplace rights.”

Now that the comment period is over, the NLRB has 90 days to review the public comments and issue a final rule. Stay tuned for continued updates on the proposed rule and whether a mandatory Federal poster is released as a result (most likely by this summer).

Newly issued Employment Authorization Card now acceptable with Form I-9

The United States Citizenship and Immigration Services (USCIS) is now issuing employment and travel authorization on a single card for certain applicants filing an Application to Register Permanent Residence or Adjust Status, Form I-485.

While it looks similar to the current Employment Authorization Document (EAD), the credit card-sized Employment Authorization Card includes new text that serves as both an employment authorization and Advance Parole document. The combination card is also more secure and durable than the paper Advance Parole document.

Employers may accept the new card as a “List A" document to prove the identity and work eligibility of a newly hired employee when completing the Form I-9.

Proposed bill takes aim at 20-year minimum wage for tipped workers

For the past 20 years, the minimum wage for tipped employees has remained at $2.13 per hour.

Congresswoman Donna Edwards of Maryland hopes to change that. She recently introduced a bill (H.R. 631) that would increase the minimum wage for employees who live off tips to $3.75 an hour, eventually reaching $5.50 an hour. The bill is currently under review by the House Committee on Education.

A recent report, “Behind the Kitchen Door: Inequality & Opportunity in Washington, D.C.’s Thriving Restaurant Industry,” revealed that restaurant workers made, on average, $22,218 in 2009. In addition, nearly 90 percent of the workers reported that their employers did not offer health insurance.

Is your cube-mate super laid back ... or dead?

What a dead-end job.
There was stiff competition for the position.
She must have been dying for a promotion.

The puns are running amok over the story of a Los Angeles County employee who lay dead and slumped over in her office cubicle for an entire day before anyone noticed. Last seen alive at 9 a.m. the previous Friday morning, the 51-year-old auditor was found by a security guard doing his rounds on a Saturday afternoon. The woman most likely died from a stroke or heart attack.

Your first inclination may be to snicker, but the honest truth? This is absolutely horrible PR for the business, the woman's manager and the woman's coworkers. Instead of chuckling, HR managers and corporate leaders should be looking at this incident as a wake-up call.

What type of manager is so disconnected with his or her staff that an employee could pass away undetected? Even mediocre managers touch base with their employees daily, if just to say "Hi" or "Have a great weekend" on a Friday afternoon. And happy coworkers - team players - would certainly notice a neighbor in distress.

Focus is a great thing in the workplace, but not to the point of being clueless. We don't have to be best friends with everyone we share office space with, but social niceties go a long way. Take enough interest in the people around you that you'd recognize if they were in trouble ... certainly if they were unconscious! There is an opportunity for every HR professional in America to use this unfortunate event as a point of discussion regarding the level of interaction between managers and employees.

It's too easy to make light of this story, but the reality is this: Someone died while on the job and it took nearly 24 hours for anyone to notice. Could this ever happen in your workplace?

People say - and do - the craziest things in job interviews

HR professionals and hiring managers know that interviews can be stressful for even the most competent and composed applicants. After all, they’ve been on the other side of the desk before. Yet, there are certain scenarios that defy reasonable explanation and leave them scratching their heads in disbelief.

To prove our point, we’ve compiled a “Top 10” list of job interviews that went sour … and why:

1) “I had a candidate open his briefcase, pull out a package of cheese crackers and a juice box, and munch away on his midday snack while I was asking him questions. He said he’d had no time to eat because he was interviewing all day!”

2) “How about the guy who forgot dark socks to wear with his suit so he colored in his ankles with a black, felt-tip marker?”

3) “I’ve had numerous interviews where the person’s cell phone goes off and rather than apologize and quickly turn off the phone, the person checks the number. So rude.”

4) “When I asked this particular candidate (a 20-something with about five years of work experience) why she was looking to change jobs, she answered, ‘Well, I’ve been sitting around twiddling my thumbs for the last few months.’”

5) “My most unique experience was the candidate who told me he was abducted by an alien who told him to apply for the job – and to report what he learned back to his alien leaders.”

6) “I wished I had never offered this particular woman a cup of coffee because when she set the cup down on my desk, she immediately knocked it over and spilled the piping hot liquid all over my papers and files.”

7) “I’ve seen some interesting clothing choices through the years, but the best ever was the man who showed up in a powder-blue leisure suit, straw hat and flip-flops. And no, he wasn’t applying for a creative position or auditioning for a part in a play!”

8) “Granted, this particular candidate told me he wasn’t feeling well before the interview, but, about 15 minutes into it, he got this strange look on his face, jumped up out of his chair, and promptly threw up all over my office floor.”

9) “After the initial interview with an applicant, I explained the final step in the hiring process would be drug testing. She then responded, ‘Oh, what type of drugs do you want me to test?’”

10) “Before the interview even started, I had a candidate ask me to see where he’d be seated when he got the job. He said he needed to check out the space to make sure he’d have enough privacy!”

Uphold your role in the interview process

On the flip side, you don’t want to be the reason the job interview was a flop. When you’re responsible for interviewing applicants, take the time to define the job and its requirements, schedule interviews only after you’ve reviewed the resume and/or application (and can give the candidate your full attention), and steer clear of illegal interview questions concerning an applicant’s age, race, sex, disability, religion, national origin, pregnancy and any other protected classification.

And if a candidate tells you he’s fighting a bad case of the stomach flu, you may want to reschedule the interview!

With a detailed workplace policy, checking personal email usage is fair game

In an ideal world, your employees would use the Internet, e-mail, company-supplied cell phones and other electronic equipment for legitimate business only. No online shopping while on the job; no browsing nonwork-related websites for hours at a time; no e-mailing coworkers the latest joke or company gossip; and no texting friends and family on a company cell phone or pager. But we know better. For all the conveniences electronic equipment provides in the modern workplace, it also opens the door to abuse, which is why most employers monitor electronic equipment for inappropriate or excessive personal use.

But how deep can you dig? In most situations, that depends on your electronic communications policy – and the specifics of said policy. As a recent court decision revealed, precise wording matters. In Holmes v. Petrovich Development Co., LLC, an employee sued her employee for discrimination and retaliation. While developing its defense, the employer identified emails the employee sent to her attorney from her work computer using her personal, password-protected email account. Although the employee argued that the emails were off-limits due to attorney-client privilege, details in the employee handbook proved otherwise.

There, in black and white, were the following guidelines: (1) company computers are to be used only for company business; (2) employees are prohibited from accessing personal email on company computers; (3) the company will monitor its computers for compliance with the policy and thus might "inspect all files and messages . . . at any time"; and (4) employees using company computers to create or maintain personal information or messages "have no right of privacy with respect to that information or message."

Due to the explicit and prohibitive workplace policy (which the employee received and reviewed), the court ruled that the emails were not privileged and that the employer was entitled to use them in the case.

Lesson learned: Your employee handbook should include a well-drafted electronic communications policy that informs employees that there will be no expectation of privacy for personal business conducted on company equipment – and that your company may review e-mails, voicemails, web search history and other activity for any legitimate business purpose. The policy should also advise employees that use or misuse of company equipment violates company policy and is subject to disciplinary action. That way, your company is shielded from liability for reasonably reviewing employee communications.

New bill would require employers to grant time off to veterans on Veterans Day

The U.S. House of Representatives recently introduced a bill that would give veterans November 11 off for the Veterans Day holiday. If signed into the law, the bill would apply to employers with 50 or more employees, and employers could choose whether to offer the day off paid or unpaid. Also, employees seeking the time off would have to provide at least 30 days’ notice.

The proposed legislation is modeled after a law that already exists in Iowa. Supporters of the bill say veterans have earned the right to a day off that recognizes their service. Opponents, however, fear that the legislation would create a division between employees and put undue financial restraint on employers.

Check back here for updates on the status of the bill – and if it will require a mandatory posting in the workplace.

Reminder: OSHA Form 300A posting deadline right around the corner!

Just so the date doesn’t get away from you … OSHA Form 300A, Summary of Work-Related Injuries and Illnesses, must be displayed from February 1, 2011, through April 30, 2011. The form summarizes the number of on-the-job injuries and illnesses for the calendar year, as logged on the OSHA Form 300.

It should be posted in a conspicuous place by February 1 and remain on view through April 30 – in a location where it can’t be altered, defaced or covered by other posted material.

A few things to keep in mind:

=> Even if there weren’t any recordable injuries or illnesses in 2010, you must post the form with zeros on the “TOTAL” line.

=> Copies should be made available to any employee who might not see the summary (a remote employee who works from home, for example).

=> You’ll need certain employment information, such as the annual average number of employees and total hours worked in the calendar year, to determine incidence rates.

=> You should post separate summaries for each work site.

=> Your business is exempt if you employ fewer than 10 workers (and had no fatalities).

=> The form must be filled out and certified by a company executive as correct and complete.

In a weak economy, discrimination charges strengthen

Not good. Not good at all. According to a wsj.com article, workers filed a record number of discrimination charges against employers last year. And once again, the strained economy is to blame.

The number of charges filed with the Equal Employment Opportunity Commission (EEOC) climbed to nearly 100,000 – a 7% increase from the year prior and a 21% jump from 2007.

Joe Trauger, vice president of human-resources policy for the National Association of Manufacturers, a business trade group, explains:

"When times are good, people are happy and when they're not, they aren't. Anytime we go into a recession or the economy gets a little shaky the numbers seem to spike a bit.”

The fact that the EEOC has ramped up its budget and staffing may be contributing to the increase, as well. With more resources to work with, the agency is working harder to educate employees about their workplace rights while also making their services more user-friendly and accessible.

Apparently workers are getting the message. They’re quicker to recognize discriminating behavior and take legal action when they feel they’ve been wronged.

The message, then, for employers is to ensure a harassment-free workplace supported through clear workplace policies, strict adherence to anti-discriminatory labor laws, and ongoing employee and manager training.

New year, new tax forms - Get your updated 2011 W-4s now

It had a bit of a bumpy start in the new year, but the updated Form W-4 is now available.

Here’s what happened: The form released by the Internal Revenue Service (IRS) on January 3 (and published again on January 6) included an incorrect OMB number (located at the top right corner of the form). Soon after our own legal research department detected the error, the IRS released a corrected version of the form on January 7.

As you know, a Form W-4 must be completed by new employees when they begin a job to claim withholding allowances on income tax returns. A new Form W-4 is also required when a current employee’s tax status changes, such as with the birth of a child or a change in marital status.

You can get your updated Form W-4s here. We offer a variety of formats (paper, downloadable, state-specific, multi-pack sets, with imprint) and support materials (tip sheets, an informative W-4 Poster) to meet your business needs and help your employees avoid costly tax mistakes.

Enforcement kicks into high gear - Don't leave your compliance efforts idling!

After shoring up their resources last year, the Equal Employment Opportunity Commission (EEOC) and Immigration and Customs Enforcement (ICE) are flexing their enforcement muscles ... and planning to pack a punch in 2011.

Increased staffing and a sharper focus on enforcement will mean more audits, more investigations into complaints and more inspections in the months ahead.

The EEOC, for example, received a record-high of 99,922 discrimination charges in 2010. Yet because of the EEOC’s expanded resources, the number of pending charges dropped by 14 percent. And that’s not all: Greater claim-processing procedures resulted in the EEOC collecting an all-time high of $404 million from employers last year.

ICE is making its presence known, as well. Last year, the agency conducted more than 2, 200 employer audits, which led to 180 criminal charges. And immigration enforcement continues to be a priority for the Obama administration, with ongoing goals to conduct on-site inspections (particularly businesses that employ workers with H-1B visas) and expose illegal hiring practices.

In light of these recent statistics, it’s never been more important to prevent harassment and discrimination in the workplace (via clear policies, legally sound actions and attitudes, and regular training) and to keep scrupulous I-9 records on all employees. Otherwise, you could find your company on the receiving end of a discrimination lawsuit or I-9 audit.

If proposed NLRB rule is finalized, mandatory federal poster will follow

The National Labor Relations Board (NLRB) published a proposed rule last month that would require all private employers to post a notice informing employees of their National Labor Relations Act (NLRA) rights. According to the NLRB, the purpose of the proposed rule is “to increase knowledge of the NLRA among employees, to better enable the exercise of rights under the statute, and to promote statutory compliance by employers and unions.”

Comments on the proposed rule will be accepted through February 22, 2011; then the Office of Management and Budget has 90 days to review the comments and issue a final rule.

Check back here for updates on the proposed rule and to learn if a mandatory federal poster is released as a result (most likely by this summer).

Will they stay ... or will they go?

Lose 10 pounds … cut back on caffeine … learn a new language … get a new job. With the lifting of the recession and the ringing in of the new year, many employees are taking a long, hard look at their careers and planning their exit strategy. And a big reason for their departure may surprise you: lack of trust.

According to Deloitte LLP’s fourth annual Ethics & Workplace Survey, one-third of the nation’s employees will renew their job search as the economy revives. Approximately 48 percent of the respondents cite a loss of trust in their employers as a motivator for seeking a new job. At the same time, 46 percent blame a lack of transparent communication from their company’s leadership as a reason for looking elsewhere.

What’s going on here? And more important, what can management do to regain employee trust and pull back the curtain on the major decisions affecting the workplace?

While you can’t eliminate the economic uncertainties that linger even in the new year, you can invest in the mental well-being of your employees. Here are some steps in the right direction:

1. Create a clear sense of purpose. When budgets get cut and staffs downsized, employees often wonder when a pink slip is coming their way. Managers can allay fears by meeting with employees after a layoff or restructuring to revisit corporate and departmental goals. Remaining employees must understand they are critical to the ongoing success and profitability of your company. Meet regularly to share revised goals and expectations. Clearly define roles and responsibilities. And most of all, let employees know that “we’re all in this together.” Getting through challenging times is easier when everyone is working toward a common objective.

2. Get employees involved in what’s next. Once employees understand they are important to the ongoing viability of your company, encourage them to uncover and share ways to improve efficiency – to find a better way. If employees believe their ideas will be heard and implemented, they are more likely to go above and beyond. Attaching rewards to great ideas and sharing them corporate wide also cultivates an environment of value and security.

3. Dole out “thank yous” and compliments. When raises aren’t possible in tough economic times, it is imperative that leaders and managers increase their efforts to bestow positive praise on a regular basis. Heartfelt words of recognition and encouragement have a way of immediately lifting spirits. Look for ways to call out a job well done, whether it’s submitting an error-free report, staying on task with a high-profile project or working well with others on a team initiative. For most employees, being valued and praised for their hard work is just as important as a paycheck.

Previous posts:
Through thick and thin, it’s the people who matter most

Why it’s just as important to dole out the praise as it is the pay

The clock is ticking to process the new payroll tax cut for employees

Happy New Year, HR Forum readers! I hope you weathered every HR storm in 2010 with wisdom and finesse - and that 2011 brings you and your business continued growth and success. Check back here often for insight and guidance with the biggest challenges the new year throws our way. It's bound to be an interesting 12 months, with many twists and turns in the worlds of labor law, people management and HR. Together, we can tackle the toughest issues and map out the smartest solutions.

Now for the first topic this year ... taxes!

Thanks to the Tax Relief, Unemployment Insurance Reauthorization, and Job Creation Act of 2010, millions of employees will see a bump in their take-home pay this year. That’s because the recently passed Act provides a tax cut that reduces the Social Security (FICA) tax withholding rate from 6.2% to 4.2% of wages paid. For an employee earning up to the $106,800 taxable earnings cap, this 2% reduction amounts to a tax savings of $2,136.

While this is good news for employees, the change is putting employers in a bit of a bind to quickly implement the changes. The IRS is instructing employers to process the new withholding “as soon as possible in 2011 but not later than Jan 31, 2011.” If you accidentally process the payroll tax withholding at the higher 6.2% rate, you must reimburse employees the difference by March 31, 2011.

In addition to the reduced Social Security withholding, the IRS released new income-tax withholding tables for 2011. (The new law maintains the income-tax rates from recent years.)

Because employers and payroll companies must handle the withholding changes, employees won’t be required to take any additional action, such as filling out a new Form W-4

Please note: As soon as it is released by the federal government (usually in January of the new year), we will update the Form W-4 required by every employee to claim (or makes changes to) their tax withholdings.

Are you doing enough to prevent breaches of protected health information?

HIPAA violations can have serious legal consequences.

Case in point: A federal grand jury has indicted a former employee at the University of Pittsburgh Medical Center for allegedly stealing patient data. The defendant disclosed to other people the names, birth dates and Social Security numbers of patients – information later used to file false tax returns. The law carries of maximum sentence of 80 years in prison, a fine of more than $4.7 million, or both.

In another case, a former researcher at the UCLA School of Medicine has been sentenced to four months in federal prison for HIPAA violations. Upon learning that he was being dismissed from his job, the UCLA employee accessed the medical records of his superior and coworkers, as well as more than 320 patient records (many of them celebrities) during the following four weeks. Charges were filed in 2009 and the defendant pleaded guilty in early 2010 to four misdemeanor counts of illegally reading private and confidential medical records.

Not only do these cases demonstrate the long reach of HIPAA enforcement, but also the importance of bumping up security and other safeguards to prevent these types of medical data breaches.

What is a breach?

A breach occurs when 1) there has been “unauthorized” access, use or disclosure of “unsecured” PHI that violates the HIPAA Privacy Rule, and 2) the disclosure “compromises the security or privacy” of the PHI, which means that it “poses a significant risk of financial, reputational or other harm to the individual.”

What is “unsecured” PHI?

The rules define “unsecured” PHI as any information that has not been rendered unusable, unreadable or indecipherable to unauthorized individuals through the application of a technology such as encryption and destruction.

Encryption - Proper encryption should use an algorithmic process to transform data into a form that is meaningless without a confidential process or key (which also must be protected).

Destruction - Hard copy PHI, such as paper or film, needs to be thoroughly shredded or destroyed so that it cannot be read or reconstructed.

How do I protect my business?

To steer clear of HIPAA violations and breaches, you should:

Establish breach notification procedures and update policies - Develop guidelines for determining when a breach has occurred, who will prepare individual notifications, and when a breach will trigger a requirement for notice to the media or immediate notice to HHS. Amend your HIPAA privacy and security policies, too, to cover the security breach notification rules.

Maintain a breach incident log - Set up a system to log security breaches affecting fewer than 500 individuals, which you must file with HHS within 60 days after the end of the year.

Revise business associate agreements - Discuss with your business associates (and put in writing) when they should notify you of a breach by their organization, what information should be reported, and which party will issue the required notifications.

Train employees on proper procedures - Employees should understand when they have encountered a breach and how to report it. A successful training program will provide formal instruction on HIPAA-related policies and procedures, as well as build awareness through workplace postings and other employee materials.

Employee safety during winter's "big chill"

When the winds are howling, the snow drifting and the temperatures plummeting, your employees have more to worry about than “Jack Frost nipping at their nose.”

If forecasts hold true, this could continue to be an especially rough winter season for much of the country. Now is the time to step up your cold-weather safety training to ensure your employees work safely outdoors and are prepared for any winter-related emergencies.

For your employees at the greatest risk …

If your business involves construction, commercial fishing, maritime or agriculture, much of your workforce is directly exposed to the dangers of extreme cold. Meet your obligation under OSHA to provide a safe working environment by educating outdoor employees on cold-weather risks and guiding them on proper winter wear.

The two biggest health threats for your outdoor employees are frostbite and hypothermia. Alert them to the early signs of cold stress, and what they should do if they (or a coworker) show symptoms of either condition.

Frostbite occurs when body tissues freeze, most often affecting the fingers, toes, nose, cheeks and ears. It can permanently damage tissue and cause loss of movement in the areas affected. Early symptoms include numbness, tingling or stinging, aching, and bluish or pale skin.

Recommended first aid: Move the victim to a warm room or shelter; discourage the victim from walking on frostbitten feet or rubbing the frostbitten area, which can cause damage; and immerse the affected area in warm water.

Hypothermia occurs when body temperatures drop to dangerously low levels due to exposure to cold (as well as other factors, such as high winds, exhaustion and wet clothes.) Early symptoms include shivering, fatigue, loss of coordination and disorientation. In later stages, hypothermia can lead to bluish skin, dilated pupils, slowed pulse and even unconsciousness and death, if left untreated.

Recommended first aid: Move the victim to a warm room or shelter; remove wet clothing; warm the chest, neck, head and groin with an electric blanket, if possible; provide warm beverages; and keep the victim dry and wrapped in a warm blanket.

Keep in mind that these risks increase significantly in relation to the windchill factor. On blustery, cold days, the wind eliminates the thin layer of air that acts as an insulator between the skin and the outside air, which can cause a loss of as much as 80 percent of a person’s total body heat.

Even when conditions aren’t severe enough to cause frostbite or hypothermia, they may lead to other safety hazards for your employees. For example, a worker that loses feeling and dexterity in his hands may have difficulty handling tools, equipment and other materials, increasing the chance of an accident.

What they wear matters

The right clothing is a vital defense against the cold weather. While OSHA does not require you, in most cases, to provide cold-weather personal protective equipment (PPE) to employees at no cost to them, it’s certainly a good idea to inform them on what type of gear will safeguard them from the elements.

To prevent heat loss, employees should wear several layers of loose clothing and a durable winter coat that provides adequate insulation, sheds snow and wetness, and allows the escape of moisture from within. Thermal underwear is also recommended, along with wool socks, quilted or lined pants, waterproof, insulated footwear, wool knit caps or hat liners, and gloves or mittens.

Office feeling a little ho-hum? Wrap up the gift of employee morale

Between planning a cross-country vacation to visit Aunt Judy or navigating the nearest mega-mall for last-minute gifts, many employees find their focus dropping faster than the needles on a Fraser fir during the holiday season.

The floundering economy has many a staff crying, “Bah! Humbug!”, as well. Whether it’s due to weak, year-end sales or the company being forced to cancel the annual holiday extravaganza, employee morale may be in a slump. From G.Neil’s HR Library of interesting, insightful HR articles, I bring you some tips to boost employee morale during the holidays and keep energy levels high well into the new year:

Food. Food has a magical way of bringing employees together and putting everyone in a good mood. Throughout the year and especially during the holiday season, get employees together by holding bake sales for charity, organizing potluck luncheons or simply bringing in a bag of bagels.

Holiday cards. Business holiday cards are a simple and easy way for companies to show their appreciation for the hard work employees have put in all year long. Remember to go one step further and write a personal, hand-written message on the inside of the card for a special touch.

Compliments. Like a sweet treat, compliments have a way of immediately lifting our spirits and bringing a smile to our face. Encourage supervisors to compliment their employees regularly. It’s a free and easy way to improve employee morale not only during the holidays, but year-round.

Fun. Look for simple ways to lighten the mood at work. Hold whimsical contests, bring in pizza for lunch or make up playful celebrations, like “Favorite Team Jersey Day.” If the weather permits, buy some frisbees or footballs and take the action outside of the office. Keep your ideas simple, get everyone involved and have a good time.

Humor. Bring some laughter back into the office with a fun activity. For example, organize an office-wide event where employees hand out funny awards to coworkers and supervisors. Keep costs low by using common office supplies to create the awards. See how creative employees can get by using what they find in the supply cabinet.

The holidays offer a great opportunity to improve employee morale around the office. All it takes is a little ingenuity and some simple ideas. Don’t wait until January 2nd to get started - get going today!

DOL and ABA partner to help resolve wage-related complaints

In the first-ever collaboration between a federal agency and the private bar, the Department of Labor (DOL) and American Bar Association (ABA) will join forces to resolve employee complaints received by the Wage and Hour Division (a department that handles more than 35,000 employment-related legal complaints in a typical year).

Through an attorney-referral system, the new program will ensure more workers obtain legal assistance for complaints such as not getting paid the minimum wage, not being paid overtime, or being denied family medical leave.

As of December 13, complainants whose cases cannot be resolved by the DOL due to limited capacity will get a toll-free number connecting them to a network of state and local ABA-approved attorneys. If the DOL has already conducted an investigation, the complainant will receive the findings to share with the attorney who takes the case. The DOL also has established a special process to help complainants and representing attorneys obtain additional case details and documents.

According to DOL Secretary Hilda Solis, this collaboration “streamlines worker access to additional legal resources and builds on the Department of Labor’s continued efforts to ensure that employers comply with America’s labor laws.”

To learn more, check out the We Can Help area of the DOL’s website.

Pages

More Resources