It will be a festive and fun day for many as we keep an eye out for leprechauns. But if we aren’t careful, our Pot O’ Gold, may suffer by not following some simple tips for Saint Patrick’s Day when it comes to work.
1. No Green Beer
Simply put: alcohol and work do not mix. So save the green beer and Jameson for your personal time after hours! A green tinted non-alcoholic punch or drink would be a great way to celebrate with your co-workers!
Be mindful of what you are representing when picking out your attire. It is always imperative that your attire stays within the realms of your company’s dress code. That being said, why not sport a green top, tie, or socks?
3. No Pinching Zone
Legend has it that if you don’t wear green on St. Paddy’s Day then you get pinched. This is one thing that we need to leave in the school yard. No green pinch is worth a sexual harassment claim!
4. Irish Flu
The day after St. Paddy’s Day has long been a day of high absenteeism. As an employee, do you have a PTO day you can schedule? As a boss, are you prepared for scheduling problems?
With those for things in mind, be ready to sport your shamrocks, eat your corned beef and cabbage, and have a festive day!
Employers should be careful how they deal with absenteeism by exempt employees.
Don’t dock an exempt employee’s paycheck for missing less than one full day of work because it could destroy their exemption and entitle them to time-and-a-half for all overtime they have worked in the past or work in the future. However, the FLSA does allow for partial day absences to be paid through an employee’s accrual bank of PTO, Vacation, or Sick hours. The only exception for docking a salary exempt employees pay for a partial day absence is if the absence is covered by the FMLA, and the employee has exhausted their accrual bank hours.
Full Day deductions of pay from a salary exempt employee are allowed only under the following circumstances:
- During the initial or final week of employment the employees pay may be reduced to reflect the actual hours worked.
- Full-day absences for personal reasons.
- Full day absences for disciplinary suspension for safety violations.
- Full day absences in which an employee has exhausted their entitled Paid Leave plan balances.
- FMLA Absences.
Two other attendance issues protected by law are employees called to jury duty and employees who request time off for religious reasons. State and federal laws generally require employers to give workers leave when called to serve on a jury. And employers may have to bend their attendance rules to accommodate a worker’s religious practices or beliefs.
A key to curbing abuse is to have an absenteeism policy that clearly sets forth which absences are allowed, and what behavior will subject the employee to discipline.
3 Months, or 90 Days, is the typical length of time for a new employee to integrate into a new organization. Below are some tips and guidelines to help your new employees make that integration successful.
Before Their First Day…
- They’ve been hired, but haven’t started yet; start their working relationship off on a positive note by sending a Welcome Letter, or leaving a welcome note on their work station to find on their first day.
- Make sure the employee has their entire new hire packet to be filled out and turned in on the first day of employment. Pay special attention to the I-9 and provide the list of acceptable I-9 documents. Bonus points if you are using HR Strategies electronic on-boarding, they can access it online!
- Be sure to set up their office/workstation so that they are ready to go the first day they arrive. Make sure any technology is set for them; this includes computer access and phones; but it also includes all online accounts having access, user IDs, etc.
Their First Day….
- Make sure the receptionist or your office manager knows they will be starting, and who will be assisting the new employee.
- Give the employee a tour of the workplace. Be sure to include not only where they can find other employees who will be vital to their job, but also restrooms, breakrooms, supplies, and other essentials.
- Provide the new employee not only with a handbook, but also a telephone directory for the company and a user guide for the phone system.
- Everyone likes gifts, and this is the perfect time to welcome your new hire with some office “swag”. Having some new items with the company logo will help the employee feel a part of the organization, and it’s a marketing bonus for our company when they show their swag to others outside of the organization!
- No one likes to be alone on their first day, arrange to have their supervisor take them to lunch. You may want to even have a few other employees from their department join the lunch. Maybe even plan a lunch at the office/work area and order pizza for the employees so they can better get to know the new hire.
- They should now be familiar with their department, and their co-workers within their department. Two weeks into their employment is a great time to make sure that they are meeting employees from other departments.
- Have them begin to set goals with their manager, and when those goals should be reached.
After Week Two…
- Supervisors should be sure to check in with the employee to see how they are progressing.
- The new employee and their supervisor should have a conversation regarding any concerns the employee is having, and for the supervisor to get a feel of how the employee is beginning to transition into their role. Any concerns that the employee has, should be addressed and a plan of resolution put in place following this meeting.
- Ask the employee for their input on the new hire process and how you may improve it.
- Discuss with the employee their performance progress. Address questions, give feedback on overall performance and your observations of their work. Address any concerns as coaching is given and set expectations of future performance review process and adjust behaviors as needed.
- Now is the time to start getting the employee involved in short term projects.
Month and a Half….
- Be sure to check with the employee and their supervisor on any outstanding concerns the employee may have regarding their employment/work.
- Assess the employees understanding of their role.
- At 3 months into employment the employee should be fully engaged in the company and their role.
- Now is the time to do a first review; give additional feedback on their performance, address any concerns, and set strategic goals for them.
- Make sure that you ask if there is any reason why they would want to leave the company’s employment.
For questions regarding On-Boarding, New Hires, or any other part of the Employee Life Cycle contact HR Strategies at 770-339-0000 or http://www.hr-strategies.com.
The month of November is often thought of as the month to Give Thanks. As an employer, are you remembering to thank your employees and recognizing their achievements? Showing your employees appreciation for all they do can help boost productivity and morale, and that is always good for business! Here are just a few ways to Give Thanks to your employees this Thanksgiving season…
Treat your employee(s) to lunch
Hand written thank you notes for a personal touch
Awards: maybe a traveling trophy, a nice clock, any type of award that the employee can display in their office space.
Notice In Employee’s File: If an employer wishes to recognize an employee in this way, he should add the note, but also tell the employee he is doing so, so the employee knows he is appreciated.
Kudos Column: If your workplace has a newsletter, add a column where employees are recognized for outstanding efforts and achievements
Simple spoken words of Thanks can go a long way.
Implement an employee of the week program
Vacation – yes even a few hours of extra paid vacation time is a big reward for most employees
Ice Cream Sundae Party at the office
Night out at the ballpark for a team of employees
Give the employee a membership or subscription to a journal that relates to their work
Today we thank all those who have served in the military to protect our freedom.
There are man y initiatives, both government and private, to encourage the hiring of recently returned veterans. These programs help families of soldiers who are working through the transition process between serving the country overseas to day to day civilian life. Many companies are launching campaigns to assist vets.