Kelley Rexroad's blog

Deadline this week---Feb 1 for OSHA 300A posting

2012-01-30T15:25:00.000-05:00

February 1 is the date when employers covered by the Injury and Illness Recordkeeping Rules of OSHA need to post the official summary of all injurires and illnesses occurring in the prior year. This is fondly (:-)) known as the OSHA Form 300A. The summary must be posted in the place where other notices for employees are posted. The summary must remain posted through April 30, 2012.

But--before the form can be posted but after it is completed, a company executive must certify that he or she has examined the OSHA 300 Log and "...believes....that the process by which the information was recorded, ...and...that the annual summary is correct and complete."

The executive is assuming responsibility and accountability for the accuracy of the process and the information. This is generally not the person who keeps the day to day records.

OSHA can cite an a employer if the OSHA Form 300A is not posted as required.

Are you a covered employer? Here are some excerpts from the web site. The link follows the info:

Every employer - regardless of size or industry - must orally report any incident that involves the death of a worker and/or the hospitalization of three or more workers. You must call your local OSHA office or 1-800-321-OSHA within eight hours. You don't have to report most highway or commercial carrier accidents, but you must report fatal heart attacks that occur at work.
If you have 10 or fewer workers, you normally do not need to keep injury and illness records. Remember to include temporary employees under your direct supervision in that count. And if you're in one of the exempt low-hazard industries, you don't have to keep records unless OSHA or BLS asks you to participate in their annual surveys.

This is a presentation script on OSHA recordkeeping from OSHA. Enjoy :-)

( http://www.osha.gov/recordkeeping/ppt2/ppt2script.html)

Face Time is Better than Face Book!

2011-12-27T13:51:00.001-05:00

We live in interesting times --when social media is an oxymoron. This hit me hard the other day when I finally had a long overdue breakfast with a dear colleague. I respect this business coach so much--but hadn't found/made/taken the time to reach out to her. I mean--not for months! Oh, I was busy doing something else: looking for solutions, finding clients, fulfilling client needs, back office stuff, well, you know how it goes....and then add in the usual holiday frenzy. I wasn't going to let the year go by without seeing her again. A client meeting postponed the original date...we rescheduled again.

We had a great conversation over breakfast around family and business and clients and market and organizations and the economy and goals. No agenda--just getting together.

As I drove off after breakfast, I realized that I really enjoyed the face time.

I love catching up with old friends on Facebook, making new connections on linked in and tweaking an article that I know would be useful.

But the sitting down and breaking bread was almost gone from my things I do. How did that happen? When did I lose the something that was so important to me?

I think about calculating my age while a child and reading Orwell's 1984 and then doing the same as an adult for the year 2000. Today Christmas items are displayed with Halloween in the stores. Valentines are already popping up and we aren't even in 2012. Time is rushed as the "best of" lists come out with 3 or 4 weeks left in the year. What if the "best of" hasn't happened? Don't the days and weeks at the end of year count as much as the others? Aren't they 24-7 as well?

Face time got a bad name for itself when bosses insisted that people spend time in the office just to be there--whether they were accomplishing anything or not. That was an era ago. Today, we are virtual, on flextime and technology has helped (?) make us accessible.

Nothing replaces the slowing down and making time for another-- really engaging and listening to another person.

I got a great gift this year--and it came unexpectedly. Face Time is better than Facebook. Happy New Year!

Florida Minimum Wage goes up Jan 1, 2012! New Poster!

2011-11-19T12:20:00.000-05:00

Florida's new Department of Economic Opportunity has announced that the minimum wage is going up by 36 cents to $7.67 per hour effective January 1, 2012. Here's the link to the posters on the site:
http://www.floridajobs.org/business-growth-and-partnerships/for-employers/display-posters-and-required-notices

How do you coach yourself or your partner?

2011-10-07T13:03:00.001-04:00

Hmmm: the motivation of ourselves. How do we keep that spark alive inside and how do we help those around us? That’s a tough question—but we seem to be able to “help” our partner better than ourselves at times. Isn’t it interesting how so often we can find the flaws in others? They aren’t to our standard. Now, if we only held ourselves to that standard. How many times have we been late with a delivery of a service or a product or even an appointment yet we will make sure another person with tardiness is aware that we know he/she is late. Why is that? Does recognizing the obvious make us feel better? Is it really that important to step on those we are around the most?

Let’s focus on you first. You get up and you have this feeling—it is going to be a rotten day. The humidity is bad so your hair has a mind of its own. There is little gas in the car and you have little cash and now you realize that you put that new magnetic name tag right next to your credit cards. Quite a start to a day. My Granny said: “Sit down. Have a cup of coffee and start the day over.” That Kentucky wisdom really is good. The moment you have now is itself. It can affect or not affect the next moment—and how it affects it is up to you. For instance-do you decide to stop for the stoplight or just slow and go? If it is the latter—how do you feel when you get that ticket?

The great author and inspirationalist Og Mandino claimed that “we make our own weather.” What is yours? Do you have that black cloud over your head? Do your sharp words strike like lightning? Or do you shine? Do heads turn when you come into the room because the energy and “sunshine” is there—all around you? So just like Tampa weather which can change between intersections and at a moment’s notice-change yours. Have a ”that was then-this is now” talk with yourself. THE MOST IMPORTANT THING YOU CAN DO IS DECIDE. Make the choice to change your weather. If you are stuck in the mud, think of the sun and dry out. You may want to take a walk, work out, call someone who loves to hear from you or have that cup of coffee; but decide. You are the only one who can make you act like a victim. Take the first step by deciding!

Now onto your partner-what do you do when their spark is out; when they are feeling down or just not motivated to get something done. This is a fast paced world full of impersonal voicemail trees, animated characters on emails so we don’t even need to write to express ourselves and to do lists that go on and on. We have lost some of the human touch in all of this and that may be true in this case. This is a wonderful time to help your partner. Schedule a planning session, review your business plan-remember the passion you had around starting it. Remind your partner of the successes you have had together and what they bring. Great partnerships complement and compliment each other. The two of you are greater than two—you create more being together than apart. In business, we can be sorting out the tasks, the meetings, the duties and the appointments of the day. It can be lonely. If your partner is in the office all day, because you are so good with people and networking-remind him/her that you can drum up that business because he/she is getting the back office of books, invoices, packaging and web site all done. Take a picnic lunch in and enjoy each other. Isn’t that the reason for this work arrangement?

Being is business is great; having a partner is wonderful. When you are in business with your partner in life-it is truly the opportunity to have it all. You can have the best of both worlds by bringing the best of you and bring out the best in your partners.

Good luck and let me know if I can help spark your pilot light again!

He was simply: “Click. Boom. Amazing!”

2011-10-06T10:53:00.000-04:00

Today, in honor of man who made products through a culture he built-his words say it best. His philosophy and his products changed my career and my life. RIP Steve Jobs

“Design is not just what it looks like and feels like. Design is how it works.”

“Sometimes when you innovate, you make mistakes. It is best to admit them quickly, and get on with improving your other innovations.”

“Being the richest man in the cemetery doesn’t matter to me … Going to bed at night saying we’ve done something wonderful… that’s what matters to me.”

“We’ve gone through the operating system and looked at everything and asked how can we simplify this and make it more powerful at the same time.”

“Be a yardstick of quality. Some people aren’t used to an environment where excellence is expected.”

“I want to put a ding in the universe.”

“I was worth over $1,000,000 when I was 23, and over $10,000,000 when I was 24, and over $100,000,000 when I was 25, and it wasn’t that important because I never did it for the money.”

“The only problem with Microsoft is they just have no taste. They have absolutely no taste. And I don’t mean that in a small way, I mean that in a big way, in the sense that they don’t think of original ideas, and they don’t bring much culture into their products.”

“My job is to not be easy on people. My job is to make them better.”

“We made the buttons on the screen look so good you’ll want to lick them.”

“You can’t just ask customers what they want and then try to give that to them. By the time you get it built, they’ll want something new.”

"You've got to find what you love."

“A lot of companies have chosen to downsize, and maybe that was the right thing for them. We chose a different path. Our belief was that if we kept putting great products in front of customers, they would continue to open their wallets.”

“Innovation distinguishes between a leader and a follower.”

Labor Dept. Expands Enforcement Of Wage Violations

2011-09-21T15:02:00.001-04:00

Hi all: Just wanted to share this news release from The AP. I will comment later this week-but didn't want to delay in getting this out to you all.

Labor Dept. Expands Enforcement Of Wage Violations

by THE ASSOCIATED PRESS

WASHINGTON September 19, 2011, 04:18 pm ET

WASHINGTON (AP) — The Labor Department is signing agreements to share information with nearly a dozen states and the Internal Revenue Service as it gets more aggressive in its program to crack down on businesses that cheat workers out of their wages.

The information will help Labor officials target businesses that improperly label workers as independent contractors or as non-employees to deprive workers of minimum wage and overtime pay. Misclassifying workers also lets companies avoid paying workers compensation, unemployment insurance and federal taxes.

Patricia Smith, the Labor Department's top lawyer, said sharing information between state and federal agencies could subject businesses to multiple fines.

"There's more of an incentive to be in compliance because the cost of what we consider to be illegal activity has increased," Smith said in an interview.

In the past, Smith said, a company might pay a single fine to a state agency for not making proper unemployment insurance payments. Under the new agreements, a state can share the information with the Labor Department, which also can seek fines and penalties for federal wage violations.

The violation also would be reported to the IRS, which can go after the company for unpaid taxes, Smith said.

States that have agreed to work with the Labor Department so far include Connecticut, Hawaii, Maryland, Massachusetts, Minnesota, Missouri, Montana, Utah and Washington. Labor officials from New York and Illinois plan to sign up in the near future.

Labor Secretary Hilda Solis has made increased enforcement of federal wage-and-hour laws a top priority since she took office in 2009. The department has focused on industries where so-called "wage theft" is considered a problem, including the hotel, restaurant, janitorial, health care and day care industries.

Last month, the agency began targeting large U.S. homebuilders to see if they failed to pay workers the minimum wage or overtime.

"The urgency of addressing this issue has become more pronounced because we're seeing these illegal business practices used by more and more industries, like restaurants," said Nancy Leppink, head of the department's Wage and Hour Division.

Earlier this year, for example, the department recovered over $219,000 in back wages for 44 Boston-area restaurant workers who were misclassified as independent contractors by two restaurants. The restaurants had failed to pay them overtime and also weren't paying their payroll taxes.

Scott DeFife, a vice president for policy and government affairs at the National Restaurant Association, said his group works closely with members to navigate the "increasingly complex" federal and state rules governing wage and hour issues.

"We support 100 percent compliance with the law," he said.

Leppink said employers who do follow the law are finding it difficult to compete against those businesses that are misclassifying their workers.

In 2010, the Labor Department collected nearly $4 million in back wages on behalf of about 6,500 employees who had been misclassified, a 400 percent increase over the amount collected in 2008. The department has hired about 300 additional investigators to probe wage theft complaints.

Leppink said getting more referrals from states would help the agency increase enforcement efforts. IRS officials said they could take case referrals from the Labor Department, but would not refer individual cases to any agency.

COBRA subsidies for jobless expires

2011-08-31T21:49:00.000-04:00

Today, one of the stimulus package items comes to an end. COBRA is the program set up under federal law that allows people who lose their jobs to keep the employer-provided insurance, typically for 18 months, if they pay for the premium plus a small percentage for administrative fees-generally around two percent.

In February 2009, Congress approved a 65 percent subsidy for COBRA premiums to help those who had been laid off starting in September 2008.

Congress extended the COBRA subsidy three times to cover workers who lost their jobs through May 2010. The subsidy lasted for up to 15 months.

Here are two good sources of info:

DOL fact sheet :

http://www.dol.gov/ebsa/newsroom/fsCOBRApremiumreduction.html

and a good article by benefits pro

http://www.benefitspro.com/2011/08/30/6-faqs-about-end-of-cobra-subsidy

Employers told me, in the past year, that workers would not take job offers because the health care premium they would be would be higher than the subsidized amount.

It will interesting to see what happens now.

New Poster again! The NLRB in 11x17 and on your intranet!

2011-08-26T11:04:00.000-04:00

The National Labor Relations Board has issued a final rule requiring most private-sector employers to notify employees of their rights under the National Labor Relations Act by posting a notice. The rule was placed of the Federal Register on August 25. It is scheduled to be posted in the Federal Register on August 30 and will take effect 75 days later.

The posting requirement, which takes effect on November 14, 2011 is intended to inform employees - both unionized and non-unionized - of their NLRA rights and is patterned after other required postings.

The rule will not apply to non-NLRA employers, including employers of railroad, airline, and agricultural workers. Federal contractors will also be required to post this NLRB notice as well as others.

Employers must post an 11-by-17 inch poster in the workplace and requires covered employers to post the notice on an internet or intranet site, if HR rules and policies are genrerally posted there. However, employers will not be required to distribute the posting by emails.

The poster will be on the NLRB website for download and available at no charge in hard copy form at NLRB regional offices. Posters will available by November 1, 2011.

Don't follow the posting requirements? You may have earned an unfair labor practice.

Employers failing to post the notice may get a break as the NLRB recognizes that employers may be unaware of the new rule. In those cases, the Board may not seek penalties as long as the employer posts the notice right away.

Here is the link to the info: http://nlrb.gov/news/board-issues-final-rule-require-posting-nlra-rights

A fact sheet published bythe NLRB is here: http://nlrb.gov/news-media/fact-sheets/final-rule-notification-employee-rights

Pinellas Board of Education: don't search yet-do the work!

2011-08-24T08:29:00.000-04:00

Julie Janssen 2008-2011; Clayton Wilcox 2004-2008 and Howard Hinesley 1990-2004. All were School Superintendents of Pinellas County. Much has gone wrong with the latest firing, unfortunately, it is a fine example of not hiring with a list of technical talents as well as a list of competencies.

People get hired for technical reasons and fired for their inability to build formidable relationships in the "right" places in the organization. Sometimes the relationships have been there but we self sabotage; our heart isn't in it -so we do, or don't do things that irritate the issues further. Termination becomes the word of the day.

What does a successful candidate look like for Pinellas County? What will the person do? How do they go about doing it? How does the Board wish to learn about things happening? What do the other stakeholder want? Has anyone asked the parents? I don't know.

It is a waste of time to go on a search right now. For what? People with a similar title? I know many people with the title of Mom--some good and some bad.

I encourage the Board of Education to take the time to really sort through the needs and the wants. I pray there is someone who can have the managerial courage to guide them through the process. (and if not, I could help them :-)) This should take some time. It makes the search more surgical, better defined and more successful.

Valuable money will be lost if a thorough review is not done. Please Pinellas Board of Education-define the customer (parents? Board? children?), the duties and the skills, knowledge and abilities to do the jobs, and finally what are those "soft skills" that people need for this job-because when those "soft skills" aren't there, the landing is hard for everyone.

Post strike relations: Was trust lost? If so, can it be restored? My story.

2011-08-20T16:38:00.001-04:00

News is coming out today that union workers plan to end their walkout against Verizon Communications. There has been screaming and yelling and throwing bad names and bus pickets in front of executive's houses. Hateful sayings have been hurled.

Bad memories come up whenever I hear of strikes. You see, in my sophomore year of high school our teachers went on strike. I remember going home and asking, "What's a scab," for it was being screamed at me by math and science teachers who just days before were on a respected pedestal. The Honor Students, ( yep I was one) were teaching the younger students. New York State Regents exams didn't care about a strike. Those exams go on state wide so one community can not reschedule.

I remember, like it was yesterday, a teacher throwing a tomato at our school bus window as we went to the other school. "Who are those people?," I remember thinking.

The strike came to an end.

It seemed so strange to sit in the classroom and look at the teacher in the front of the room. I was sick to my stomach. I was always taught to respect people in authority and elders; but I was truly troubled. it was hard to concentrate.

That experience left a gouge on my heart. I never regained the respect I once held for the teachers who were so rude to me and my fellow students.They didn't even acknowledge it. This was my education-it could not be put on hold. The education I got during that time has stuck with me.

So as these union employees go back to work-I wonder what issues will be in the workplace by people who drove into work and through the picket lines, feelings by the people whose children were pulled indoors as bus loads of people emptied onto their quiet neighborhood street to picket.

Be a shareholder, vote out those members of management you don't want.

How will cross departments meetings flow? Was trust lost between the two "sides?" Where was the customers' voice in all of this? If lost, can trust be restored? As we know, trust, once broken, never returns to the same level .

It's a sad situation. Respect and communication without agendas except for the customers' should be simple. Even designers will tell you that a simple working design is the hardest.

Where does the time go? Hurricanes and more.

2011-08-19T16:23:00.001-04:00

I haven't posted in a while-been busy but didn't realize so much time passed. This is something that I change with this blog post today. I had a great time today speaking on "Making your own weather" for Real Estate Lives. An amazing group of volunteers helping people in their industry find their next great job. My hats are off to this business focused; very applicabale serving organization. If you don't know about them--well check it out--you will be amazed and you should know of the awesome people who are ready to be hired! I was very impressed! Here's the link for :www.realestatelives.org. Every HR person needs to connect with this group.

Making our own weather was based upon the Scroll from Og Mandino--one of my favorites-being Master of My Emotions. What weather do people see when you are coming? Is it sunshine or is it thunder clouds? Do you thrive on the chaos of a hurricane or are you calming winds? And who do you hang around with? Are your associates helpful or hurtful? If you are stressed is it from the weather of your friends? Make a choice!

We have a dawn happening around the earth at any time--so I encourage you --that if you have a having a bad day--have a new dawn---and let the sunshine in.

Tonight there will be no sunshine but a big moon in the sky over the beautiful Vinoy and I am pleased to be a finalist for the Tampa Bay Business Woman of the Year, sponsored by the Tampa Bay Business Journal. There were more than 400 nominations and I am one of 52 finalists. It feels good to be chosen by the panel of judges. I like the independence but I also like seeing my name with women who contribute to the business community of Tampa. So here are the finalists--Ladies thank you for raising me up! See you at the Vinoy tonight!

Business Services

Eileen Auen, PMSI

April Diemer, Creative Recycling Systems

Lisa Faller, FKQ Advertising & Marketing

Karen S. Gillman, Intelligent Office of Tampa Bay

Misha Hart, A La Carte Event Pavilion

Kimberly Lamb, Colliers International

Angela Massaro-Fain, Grapevine Communications International Inc.

Diane Nelson, Pinellas County Tax Collector

Education

Linda W. Devine, University of Tampa

Dr. Sunita Lodwig, University of South Florida Sarasota-Manatee

Tara Payor, University of South Florida

Eileen Rodriguez, USF Small Business Development Center

Paula Tarver, Advance My Baby Inc.

Entrepreneur

Rose Averill, St. Francis Sleep Allergy and Lung Institute

Stefanie Berry, Showorks Inc.

Lee-En Chung, Ivy Ventures Inc.

Maryann Ferenc, Mise en Place Inc.

Joy Gendusa, PostcardMania

Barbara McCarthy and Susan McCarthy, Sun Country Cleaners

Lynda McDermott, EquiPro International Ltd.

Hope Peterson, New Hope Auto & Truck Service

Kelley Rexroad, krexconsulting

Penny Rogo Bailes, MamaRazzi Foto

Sheri Taber, The Peak Performance Group

Financial Services

Cheryl G. Brown, GTE Federal Credit Union

Sandra W. Callahan, TECO Energy Inc.

Jeannie Holliday, Independent Financial Services

Penny Hulbert, Links Financial LLC

Sydney M. Niewierski, Wells Fargo Advisors

Media

Angela L. Ardolino, Tampa Bay Parenting Magazine

Maryann Balbo, St. Petersburg Times

Michelle Bauer, Common Language

Julie Heidelberg, Heidelberg PR

Stacey Spencer, Teen Tyme Productions Inc.

Nonprofit

Elizabeth Frazier, Tampa Bay Lightning Foundation

Nancy Giles, PARC

Cindy Rose, All Children’s Hospital & Health System

Alisa Savoretti, My Hope Chest

Technology

Brenda Dohring Hicks, Dohring Group/RealWired!

Patricia Dominguez, Triage Partners LLC

Kimberly During, K. Tek International Corp./ K. Tek Systems Inc.

Laura Ellis, IBM

Jane Mason, eMason Inc.

Young

Lissette Marisol Baker, Vaco

Renia Carsillo C2B Professional and Life Development, LLC/ BNI West Central Florida

Erin Cigich, Clickbooth LLC

Marie Carson Hebbler, The Bank of Tampa

Haley Maple, Forizs-Dogali PA

Phara E. McLachlan, Animus Solutions Inc.

Jennifer Shimek, Doctors Adminstrative Solutions

Natalie Sidor, Raymond James

Lacey H.C. Willard, CB Richard Ellis

IRS issues updated mileage rates

2011-06-23T15:02:00.000-04:00

The Internal Revenue Service today issued the 2011 optional standard mileage rates used to calculate the deductible costs of operating an automobile for business, charitable, medical or moving purposes.
Beginning on Jan. 1, 2011, the standard mileage rates for the use of a car (also vans, pickups or panel trucks) will be:

51 cents per mile for business miles driven
19 cents per mile driven for medical or moving purposes
14 cents per mile driven in service of charitable organizations

More info:

http://www.irs.gov/newsroom/article/0,,id=232017,00.html

Supreme Court of the US says no class action for Wal-Mart

2011-06-20T13:21:00.000-04:00

The Supreme Court of the United States ruled today that female employees who charged that Wal-Mart discriminated against them because of their gender will not be able to file a class action suit.

As many as 1.6 million women could have been part of what may have been the country's largest sex discrimination case. Billions of dollars were at stake. The high court has ruled that the plaintiffs must pursue their appeals individually.

This reverses the 9th US Circuit Court of Appeals ruling made last year.

The SCOTUS ruling was unanimous that there can be no class-action claim, however, it was divided that future suit by workers can be blocked.

Writing for the majority, Justice Scalia said that for a case to qualify as class action, there needs to be commonalities linking "literally millions of employment decisions at once." In this Wal-Mart case, that connection, Scalia wrote "is entirely absent."

Wal-Mart's written policies bar gender bias.

The dissenting opinion was written by Justice Ginsburg who said that the cases of all of the company's female employees were linked. "Wal-Mart's delegation of discretion over pay and promotions is a policy uniform throughout all stores," she said.

Union targeted Target: Workers say No

2011-06-20T12:36:00.000-04:00

Friday's vote at the Valley Stream, NY Target resulted in a vote against union affiliation 137-85. This has been closely watched by retailers. Target employs thousands of people in their 1,755 stores; none have union-represented employees. As expected Unfair Labor Practices have been filed on both sides about the other according to the National Labor Relations Board. United Food and Commercial Workers Union Local 1500 wanted to represent the workers at the store, just east of Manhattan.

Three times a charm?

2011-06-14T08:30:00.011-04:00

ODESSA, FL, June 13, 2011 — Entrepreneur and HR expert Kelley Rexroad, SPHR, has been nominated once again for Tampa Bay Business Woman of the Year, an annual award sponsored by the Tampa Bay Business Journal.

“In 2007 I was a finalist for Business Services category and last year, a finalist for Entrepreneur category-who knows what will happen this year. It may sound trite but I am honored to be nominated. The nomination application itself is a good exercise for reflection as to what you have accomplished in your professional life but also in service to your community,” said Rexroad.

Kelley Rexroad is founder of krexconsulting where her experience in communications and HR helps businesses succeed. She has been featured as a speaker and a writer in numerous media including CBS, ABC, St Pete Times, The Tampa Tribune and NY Times. She's been called an expert by Fox News' Neal Cavuto. Her original inspirational quotations have been selected out of thousands to highlight calendars. Her tailored HR strategies and coaching programs' effectiveness are why her clients continue to work with her year after year.

Isn't this special? An app from the Dept of Labor-for your employees.

2011-06-13T15:11:00.000-04:00

The Department of Labor has issued a press relase about its new app for smartphones. Workers have always been able to keep their own hours--just now it will be tied into the Department of Labor!

Here's the notice right from the DOL and the handy link: http://www.dol.gov/whd/Hightlights/archived.htm#May9_2011
"May 9, 2011

The U.S. Department of Labor today announced the launch of its first application for smartphones, a timesheet to help employees independently track the hours they work and determine the wages they are owed. Available in English and Spanish, users conveniently can track regular work hours, break time and any overtime hours for one or more employers. This new technology is significant because, instead of relying on their employers’ records, workers now can keep their own records. This information could prove invaluable during a Wage and Hour Division investigation when an employer has failed to maintain accurate employment records.

The free app is currently compatible with the iPhone and iPod Touch. The Labor Department will explore updates that could enable similar versions for other smartphone platforms, such as Android and BlackBerry, and other pay features not currently provided for, such as tips, commissions, bonuses, deductions, holiday pay, pay for weekends, shift differentials and pay for regular days of rest.

For workers without a smartphone, the Wage and Hour Division has a printable work hours calendar in English and Spanish to track rate of pay, work start and stop times, and arrival and departure times. The calendar also includes easy-to-understand information about workers’ rights and how to file a wage violation complaint."

The Anthony Trial: What is your jury duty policy?

2011-05-25T15:57:00.001-04:00

The media is all over Central Florida covering the Casey Anthony trial. The jury for this Central Florida trial was pulled from Pinellas County, here in the Tampa Bay area. The group, once selected had just a weekend to pull their lives together before being sequestered in the Orlando area for the next "several weeks." The Judge did ask potential jurors if such a timeframe could be a "potential financial hardship." He excused many who said yes.

How would you handle your employee being gone for potential months? Would you be supportive?

Here are some things to consider for your Jury Duty Policy.

1. State your support of employees fulfilling their civic duty. This is just good common sense for any employer.

2. Write letters requesting postponement if you have business needs that are important such as a trip or deadline that requires that particular employee. I wrote several of these over the years (for different employees) and all were well received. My employers supported this community request so we did not write letters so employees could get out of jury duty.

3. Require documentation. Employees should give their employer as soon as received a copy of the summons notice.

4. Decide if this will this be paid or unpaid time? Does the employee receive only the jury pay or the jury pay and your pay or does your pay supplement what your employee receives from the Court.

5. Will your benefits continue? For how long? Insurance? Vacation?

My experience has been that up to five days of jury duty covers most of the circumstances. I have had an employee who was called three times in one year (all less than 5 days) and one who was called to serve for 6 weeks.

6. Employees should be required to keep their supervisor informed of their status in jury duty.

7. Time spent on jury duty is generally counted as regular working time and not counted for overtime purposes. For instance if the employee spent Monday on Jury Duty and worked 40 hours Tuesday through Friday--then he/she would receive 40 hours of regular pay (for the State of Florida) and then pay for whatever your jury duty policy says.

8. Check with your state laws. NY, I believe has a law that requires an employer with more than 10 employees to pay at least the same amount as the jury duty amount (such as $40) for the first three days. If jury duty lasts longer than three days then NY state starts paying the $40/day. California --well you know check the law for the time if you have employees in California.

9. Will all of your employees (seasonal?, temporary?, part time?) be eligible for jury duty leave?

10. Do you want to set the expectation that employees are to work during normal work hours whenever the court is not in session or when their prescence in court is not required? This puts the employee on notice that if they only spend a couple hours in the morning of a regular work day that they should expect to return to work. You may have in your policy something like this: "Upon completing jury duty, the employee shall report to work at the beginning of the next scheduled work period. If jury duty does not require the full work period, the employee shall report to work upon completing jury duty for that day, with travel time consideration."

Federal jurors are paid $40 for the day. The pay goes to $50/day after serving 10 days on a trial. Federal employees are paid their regular salary in lieu of the the daily payment. Employers can not fire, intimidate or coerce employees due to their federal jury service.

There is no State Law in Florida that requires employers to pay employee- jurors while they are serving on jury duty. However, there may be some County ordinances. ( I think Broward has one.)

Florida law requires jurors in capital cases be sequestered during deliberations. But nothing mandates that a jury be sequestered during the entire trial. That is up to the judge. And in Anthony's case, Orange-Osceola Chief Judge Belvin Perry has decided the jurors will be sequestered. The flow of information in years past could be stopped by removing tvs, radios and newspapers. Today's flow of information is greater in volume and variety of tools. So don't think that a sequestered juror could be working on his/her laptop every night!

In Florida, jurors are entitled to $15 per day payment from the State if the employer does not pay, juror is not employed, is self employed or retired. If selected for a trial that is longer than 3 days, the juror will be paid $30 per day for the 4th day and for each day thereafter, regardless of the employer’s compensation policy. Do you need help putting a policy together? Pull some answers together for these questions and I will be happy to put the policy together for you! Hope this helps you. Just remember to write the policy to be fair for all; be sure your expectations are known. Precedents may have been set that you don't even know are in place. Help your supervisors! Have a policy. Policies provide guidance.

Time for new posters! FLA Minimum wage increases!

2011-05-04T13:15:00.000-04:00

Florida's minimum wage will increase by six cents an hour to $7.31 on June 1 after a Leon County judge ruled that the State's agency was miscalculating the rate.

This is all based on the constitutional amendment passed by voters in November of 2004 that set a minimum wage that would increase with inflation.

The lawsuit, filed on behalf of four individual workers and three groups representing employees claimed the agengy violated the state constitution by keeping the minimum wage at the federal rate of $7.25.

The Agency for Workforce Innovation posted the information on their site. http://www.floridajobs.org/minimumwage/index.htm. (This is the same site to get the new poster without a charge.)

Tipped workers like servers and bartenders will see an increase in their minium wage from $4.23 to $4.29 per hour.

The poster requirement is in addition to the federal requirement to post oa notice of the federal minimum wage.

Are your contractors really independent?

2011-03-28T12:26:00.000-04:00

Is your business a little busier than last year? There are reports all around that business is growing. Yet, some businesses are skittish about hiring.

In these times, a business may decide to hire an independent contractor – aka a freelancer/1099er – rather than an employee. This can be effective but can also be a landmine of issues if not done properly.

It is important.

As part of a national research project on employment taxes, the IRS is auditing 6,000 randomly selected companies ranging from large to small firms and even non-profits. The goal of the program, which is scheduled to last from 2010 to 2012, is to create a scoring system for employment taxes.

The audits are focusing on failure to file; fringe benefit issues; executive compensation, including stock options; and employees misclassified as independent contractors. The IRS has noted that there is no defined time period of years that will be covered during the audit.

The federal government estimates it will raise billions of dollars through tighter enforcement.

There are clear guidelines for what determines independent contractor status. These are right from the IRS web site:

Common law rules

In determining whether the person providing service is an employee or an independent contractor, all information that provides evidence of the degree of control and independence must be considered.

Facts that provide evidence of the degree of control and independence fall into three categories:

•Behavioral: Does the company control or have the right to control what the worker does and how the worker does his or her job?

•Financial: Are the business aspects of the worker's job controlled by the payer? These include things like how the worker is paid, whether expenses are reimbursed and who provides tools or supplies.

•Type of Relationship: Are there written contracts or employee type benefits, such as pension plan, insurance or vacation pay? Will the relationship continue and is the work performed a key aspect of the business?

So what happens?

If you have misclassified an employee as an independent contractor you need to be aware of the implications. You may find yourself responsible for employment taxes and penalties, as well for various benefits for which the misclassified employee may be eligible. These include vacation, sick pay, retirement plans, worker's compensation, health insurance and unemployment.

What can you do to protect yourself?

Employers can conduct their own audit to determine if independent contractors are properly classified. Also, there are experts who can help you to ensure that classifications are consistent with applicable law. A self audit should, at a minimum, include the following steps:

•Identify all independent contractors.

•Review written agreements to determine how the contractor relationship is structured.

•Review in detail the documentation related to how the contractor is paid.

•Consider the type of services performed by the contractor and whether employees perform similar services.

•Determine how the contractor performs the services, e.g., on company premises; with company provided necessary equipment; does the company direct when, where, and how the services are performed.

•Consider how long the contractor has performed services for the company and whether the contractor was engaged for a specific project or is performing services.

Employers should develop a formal procedure for the lawful hiring of independent contractors, establish guidelines for hiring contractors, and develop a written independent contractor agreement.

Many companies utilize 1099 contractors to supplement traditional W-2 employee workforces. If done correctly, this can be a useful method for controlling labor costs and engaging needed expertise.

Companies, however, either negligently or intentionally violate the law by misclassifying workers as contractors instead of employees. Be sure your independent contractors are truly independent.

Women supporting women?

2011-03-23T13:30:00.001-04:00

When I am skeptical of something, I watch for the trend to see if it is real. I read something recently that caught my eye. The article talked about how executive women still don't help executive women-and with the tone of the article --I felt the writer was saying "like they should." I have never been a believer in support without knowledge. And I don't think support should be assumed. I didn't think much more about the article until last night. (so I can't remember which of the 20 magazines I get it was in!)

This discussion came up when Oprah Winfrey supported Obama and not Clinton for the presidency. The same seems true for the City of Tampa. The current Mayor Pam Iorio did not support Rose Ferlita but rather the male running-Bob Buckhorn, who won last night.

I think it is a step in the right way when people can support who they want to support and not the assumed:"You are like me, so I will support you." attitude.

I think there is a shortage of support all around. Sharing the insight into a profession someone wishes to pursue needs to be a common trait. Unfortuantely, in the age of networking-and rolodex derbys of card collecting --the establishment of true relationships is getting lost.

Maybe that is why I like Chambers of Commerce; you get to know the community and the people in it. I feel comfortable referring people from the Chambers to which I belong. We have common ground.

I was a Girl Scout-a First Class one-so I know the work that goes into that. When I know a woman has been a First Class Scout too-I know somehting about her--more than we share the same gender box. But I know that when I see an Eagle Scout too.

Are we past the time when assumptions will be made about who we support? Are all women suppose to support all women no matter their knowledge of them? Or have we evoled to the point of recognizing that good people are in both sexes and that we can, as indiviudals make up our mind as to who to align ourselves with.

I am going to watch this trend or non-trend. I would love your thoughts.

A little news:

2011-03-22T17:40:00.000-04:00

Local HR Expert named to Board of Human Capital Media Group

ODESSA, FL, MARCH 22, 2011 — Entrepreneur and HR expert Kelley Rexroad, SPHR, has been appointed to the Board of the Human Capital Media Advisory Group. This is the exclusive advisory board for Talent Management and Diversity Executive magazines. HCM Advisory Group produces relevant, actionable business intelligence for human capital leaders.

This recognized thought leader will be sharing her insight on strategic HR issues impacting business and the workforce today. “It is quite an honor to be appointed to such a role. I look forward to participating in the research being collected on key industry trends and issues, said Rexroad. She added, “Today’s organizations are impacted by the people issues as in no other time in history. “

Attention Business Owners!

2011-03-18T18:06:00.000-04:00

I get asked about this article, so here it is for your reference!

Your Business is not a Hobby!

New Web site look and easy access to Blog!

2011-03-17T15:35:00.004-04:00

Several people have commented on the new web site. I was just trying to freshen it up and make it easier for you to get to things. The Blog is built into the Tabs and to go back to the website you just click on my face :-)

I also built into the tabs-one for the assessment. It is free and scientific.

The photograph is an original -mine! It is dawn breaking over our lake here in Odessa Florida. It represents that freshness we get when dawn comes. We each have a new day to choose what it will be like. We can work on ourselves and our business-every day. Each decision and good choice gives us a chance at greater success.

Thanks for your support! And Happy St Patrick's Day!

SPRING AHEAD FALL BACK!! PAY RIGHT

2011-03-09T10:09:00.000-05:00

SPRING AHEAD FALL BACK!! PAY RIGHT--THIS WEEKEND! Nonexempt employees working the graveyard shift when Daylight Savings Time begins this weekend work 1 hour less because the clocks are set ahead 1 hour. So, pay 7 hours on the day that DST begins. Remember: Collective Bargaining Agreements may apply!

New I-9 Manual for Employers

2011-03-07T15:22:00.001-05:00

U.S. Citizenship and Immigration Services (USCIS) released an updated version of its I-9 Handbook for Employers at the beginning of the year. The new edition provides several critical revisions to the prior version of the Handbook (also known as Form M-274). Employers can view and download the updated version at the website-which is linked!

http://www.uscis.gov/files/form/m-274.pdf

WOW! $1,047,110 settlement-

2010-10-07T10:15:00.000-04:00

Dept of Homeland Security--ICE against Abercrombie & Fitch.Why? Solely for improper completion of I-9 forms. Call if you need help--813-920-9030

Great crowd in Z hills!

2010-09-16T15:18:00.000-04:00

Wow! What a great crowd in Zephyrhills today.I shared 5 "finding your next great job" tips and the #1 thing I see all applicants doing wrong! Can't wait to share it in New Port Richey on 10/20/2010!

The Top 10 HR Issues Facing Business Owners Today

2010-06-24T12:59:00.000-04:00

TEC Talk - August 2010 - Eventbrite

2010-06-17T16:45:00.000-04:00

The Lawyers Win! This is going down in history and may create litigation for years. The case is New Process Steel v. NLRB, 08-145. This Supreme court case may change nearly 600 employee relations decisions.

NLRB | Research | Decisions | Board Decisions

Happy Flag Day.....

2010-06-14T22:52:00.000-04:00

Happy Flag Day:
I pledge Allegiance to the Flag
of the United States of America
and to the Republic for which it stands,
one nation under God, indivisible,
with Liberty and Justice for all.

Completing my interview with ABC news!

2010-06-08T14:37:00.000-04:00

Just signed in Floirda

2010-05-19T11:18:00.000-04:00

Agency for Workforce Innovation - Press Releases - Governor Crist Signs Important Unemployment Compe

Just heard....

2010-05-18T14:57:00.001-04:00

Heard today on a Wage and Hour Webinar presented by ADP and Lawyer Josh Kirkpatrick: 4 year statute of limitations on the California meal period regulation! If the employee misses the meal period, then the company owes the employee an hour of pay! Lots of initiatives underway by the Dept of Labor....stay tuned for more!

Read all about it!

2010-05-18T14:57:00.000-04:00

Cool. krexconsulting was intereviewed and included in the New York Times about.com!

Successful Small Business Strategies During the Recession

American Idol Lesson

2010-05-12T21:35:00.000-04:00

I don't watch American Idol--but tonight I saw the guy from St Pete so I stopped the remote. Chris Daughtry (prevvious winner I understand) had a great lesson learned for all of us: Stay Hungry! DON'T TAKE FANS ( i.e customers) FOR GRANTED! Don't compromise, stay true to what is true to you!

2010-05-12T14:09:00.000-04:00

Congratulations to Leigh Moody! Nice way to find a new job!here's a great lesson: Follow your passion-doors open!

Ex-Bay News 9 anchor Leigh Moody now social media expert at SPCA Tampa Bay

2010-04-28T23:59:00.000-04:00

The new NLRB members have been sworn in. Do you know their backgrounds? Do you understand how they will fairly represent unions and employers? If you don't know their backgrounds, read this press release with details from the National Labor Relations Board. Business Owners what do you think? Employees what do you think?

R-2730; 3/27/10; White House announces recess appointments of two attorneys to fill Board vacancies

Did you know that Health Care Reform included an FLSA Amendment Requiring Break Time for Nursing Mothers to Express Milk?

2010-04-28T12:22:00.000-04:00

Did you know that Health Care Reform included an FLSA Amendment Requiring Break Time
for Nursing Mothers to Express Milk? The Patient Protection and Affordable Care Act, (3/23/10)-Sec 4207- amends FLSA to require employers to provide time for nursing mothers to express breast milk. “Reasonable Break Time for Nursing Mothers,” provides that, for up to 1 year following a child’s birth, employees get a “reasonable break time”(unpaid and unlimited) each time she needs to express milk. Employers are required to provide a location,not a bathroom, shielded from view and free from intrusion where the employee can express milk. Applies to all employers covered by the FLSA. Only employers with less than 50 employees MAY BE exempt, if the requirements impose an “undue hardship” of significant expense or difficulty in relation to the size, financial resources, nature or structure of the business.

HIRE is Public Law.

2010-04-27T13:43:00.001-04:00

Hiring Incentives to Restore Employment Act - Amends the Internal Revenue Code to: (1) exempt employers,, from social security and railroad retirement taxes in 2010 (except for the first calendar quarter of such year) for new employees who are hired after February 3, 2010, and before January 1, 2011, and who certify that they have not worked more than 40 hours during the last 60 days; and allows an increase in the general business tax credit for the retention of such employees for at least one year at specified wage levels. Prohibits any carryback of unused business tax credit amounts. See link for more.

Search Results - THOMAS (Library of Congress)

My Advice is Featured ......

2010-03-18T10:11:00.000-04:00

in The Woman’s Advantage Calendar and on Entrepreneur Magazine’s Homepage for Women

I’m excited that my advice was selected for The 2010 Woman’s Advantage Calendar www.WomansAdvantage.biz/calendar. My quote is featured on today’s calendar page and also on Entrepreneur Magazine’s homepage for women. Check out the top right corner of this page http://www.womenentrepreneur.com to read my quote.

Good News!

2010-03-02T14:36:00.000-05:00

Good News for Florida's businesses! House Votes to Delay Unemployment Tax
In a quick start to the opening day of session, the House voted 117-0 to delay a massive unemployment tax hike for Florida businesses. The measure would delay for two years increases that would increase the average minimum rate from $8.40 per employee to $100.30. The Senate is expected to pass it, too.

Tuesday's Afternoon Pulse - from Florida Trend, Florida's Source For Business News

The top 10 HR issues for small business

2010-02-25T13:39:00.001-05:00

The top 10 HR issues facing small business. Free Teleseminar through the Central Pasco Chamber of Commerce. ( you know the speaker! :-)) sign up at the link to get the call in info. amazing practical information on what is coming and what to do!

http://myaccount.maestroconference.com/conference/register/P8F8DT5TJ1J48947

Wage and Hour News

2010-02-02T12:25:00.000-05:00

Staples settlement. Staples has agreed to pay $42Million to resolve allegations and end years of litigation on whether their assistant store managers were misclassified and due overtime pay for hours worked in excess of 40 hours per week.In 2007 Staples announced a settlement of $38Million from California Wage and Hour Class Action lawsuits over the same type of claim.

Locks Law Firm Announces Nationwide Settlement of Staples Wage and Hour Cases - MarketWatch

Prepare and Perform and Pressure

2010-01-19T23:26:00.000-05:00

The OuterBanks are a favorite of mine ever since my folks took me there in the mid 60's. And I am a huge Richard Gere fan. This video is amazing. Well worth the nearly 10 minutes. Have a cup of coffee and watch this. These are unique jobs; doing unique things under the eye of lots of people. This is where schooling doesn't teach you everything; where confidence in what you do is key; where teamwork isn't a game; where you do what you do with the ground being washed away as you do it-literally! And that preparation is key--even if the job is only 22 minutes long. Now what are you doing to prepare, perform under pressure and communicate everything to your team mates.

http://www.islandfreepress.org/2010Archives/01.18.2010-SerendipityArrivesAtItsNewHome.html

FLA and unemployment

2010-01-18T14:34:00.000-05:00

FLA biz owners do you know that your unemployment compensation tax could increase 1000% (from $8.40ee to $100.30/ee)? The change was effective Jan 2 and triggered when taxable payrolls decreased. So the 11.2% FLA unemployment rate in October triggered the increase which you will pay all or a portion by April 30. Florida has been borrowing money from the federal government to pay out benefits since its trust fund ran out for the first time ever in August. The state borrows roughly $300 million per month and has an outstanding advance balance of about $1 billion as of January, according to the Florida Chamber. Did you know?

So I guess I have more to say than twitter, facebook or linked in would allow--

2010-01-12T17:18:00.003-05:00

As I watch all of this with Coach Leavitt at USF--I think this: The President Judy Genshaft looked sad in her announcement; the swift investigation and action was a good thing; does Leavitt protesteth too much?; was it the reported physical thing or the reported interference with the investigation; was there conduct that was a symptom of 'the most powerful man in the house" statement?; how much is that a civil suit could come if acknowledged and even apology is made; why was the media portrayal of the coach so different from what was in the reports of the investigative report (like Tiger Woods?); would an apology make a difference--would a physical contact of the reported nature be "okay' under passion? what does it say about the brand of a University who picks up the Coach-do they tolerate such actions (if true)? do they encourage it? Is this a case of the softening of our culture? As you can see I have questions. This situation easily transfers to corporate life. But why would Leavitt want to be with an organization who has moved on? Sort of like Hillary Clinton was in West Virginia and the primary. The Party didn't want her anymore-they made their choice for candidate, yet she wouldn't give up or give in. How much is pride; how much is due to our litigious society; how much is for more of the outstanding contract dollars; how much is a stimulus bill for all the lawyers and how much is in search of the truth? What do you think? Will you share your thoughts?

DOL news

2010-01-11T10:30:00.000-05:00

Updated information posted by Dept of Labor on COBRA: fact sheet, FAQs, poster, flyer for employees, flyer for employers. Updated for the extension of the ARRA premium reduction in the Dept of Defense Appropriations Act, 2010.

COBRA Continuation Coverage Assistance Under The American Recovery And Reinvestment Act Of 2009

Happy Holidays!

2010-01-05T15:43:00.000-05:00

So, here's something that may have been in the hoiday card mail. 1000 new workplace audits! Need help? Call 813-920-9030.

ICE Assistant Secretary John Morton announces 1,000 new workplace audits to hold employers accountab

2010

2009-12-31T19:11:00.000-05:00

So a blue moon and a new decade. May 2010 find each of you with the people you love and love to work with, with a job that challenges and stretches you and the health and wealth that comes from being your best at being you!

Yes, it does happen to Tampa companies!

2009-12-30T10:17:00.000-05:00

And the EEOC announces it with a press release and photo of the EEOC trial lawyers...

Outback Steakhouse To Pay $19 Million For Sex Bias Against Women In 'Glass Ceiling' Suit By EEOC

The U.S. Equal Employment Opportunity Commission (EEOC) today
announced that Outback Steakhouse has agreed to pay $19 million and
furnish significant remedial relief to settle a major class lawsuit
alleging sex discrimination against thousands of women at hundreds of
its corporately-owned restaurants nationwide.

According to the EEOC, Outback discriminated against its female
employees with respect to the terms and conditions of employment, and
denied women equal opportunities for advancement. The EEOC alleged in
the lawsuit that female employees hit a glass ceiling at Outback and
could not get promoted to the higher-level profit-sharing management
positions in the restaurants. Moreover, the EEOC also alleged that
women were denied favorable job assignments, particularly kitchen
management experience, which was required for employees to be
considered for the top management job in the restaurants.

Outback Steakhouse To Pay $19 Million For Sex Bias Against Women In ‘Glass Ceiling’ Suit By EEOC

Update for this week on COBRA

2009-12-23T19:57:00.000-05:00

On Monday, President Obama signed legislation extending the eligibility period for the Consolidated Omnibus Budget Reconciliation Act (COBRA) premium reduction through Feb. 28, 2010 — an additional two months — and the maximum period for receiving the subsidy for an additional six months.

Implications? Sometimes the reduced rate with the government (tax funded) subsidy is less than the amount if employed-so why take the position when unemployment checks have been extended too?

Don't let the stress get to you!

2009-12-22T11:07:00.000-05:00

YIKES!

2009-12-17T11:16:00.000-05:00

Did you know: possiblly 5 new leave bills for employers to manage next year? YIKES! Who will be available to work and what will the administration of these plans cost? Guess I think that good companies respect their talent and don't need this type of system. The companies I know do what is right.

COMING THIS SPRING:

2009-12-14T21:13:00.000-05:00

U.S. Supreme Court to Hear Arguments on the Privacy of Text Messages by employees using employer provided pagers.

The U.S. Supreme Court announced today that it would hear arguments in a case involving sexually explicit text messages sent by employees using their employer-provided pagers. The issue for the court is whether the employer violated its employees' privacy rights by reading the messages. The Court is expected to hear arguments in the case next spring.

Are they really 1099ers?

2009-12-14T13:22:00.000-05:00

Are your independent contractors truly independent? or are they employees? Wondering? let's chat! call now: 813-920-9030

http://www.tampabay.com/news/business/contractors-cry-foul-over-benefit-excluding-system/1058288

IRS Mileage Rate Lowered for 2010

2009-12-10T14:22:00.000-05:00

The Internal Revenue Service has issued the standard-mileage-reimbursement rate for 2010. The standard-mile rate for business miles driven will be 50 cents per mile in 2010, down from 55 cents per mile in 2009 and from 58.5 cents in the second half of 2008.

Starting January 1, 2010, the standard mileage rates for the use of a car (also vans, pickups or panel trucks) will be: 50 cents per mile for business miles driven; 16.5 cents per mile driven for medical or moving purposes; 14 cents per mile driven in service of charitable organizations .

Time is running out!

2009-12-04T12:52:00.000-05:00

The Department of Homeland Security and Citizenship and Immigration Services (CIS) released new data regarding the current FY2010 H-1B quota. There were 58,900 filings against the fiscal year cap of 65,000. In order to qualify for the H-1B quota, an employer must file its H-1B petition before the numbers run out. CIS counts an H-1B petition against the quota when the case enters the mailroom, and not when the petition is approved. When CIS determines that the H-1Bquota may have been reached, then all petitions received on that day and the following day, will be placed in a lottery for the remaining slots. Hurry to the Post Office!

Are you confused about the law's definition of religious discrimination?

2009-11-24T08:12:00.002-05:00

Are you confused about the law's definition of religious discrimination?

A Charlotte, N.C.-based equipment rental company will pay
$64,641 to settle a religious harassment lawsuit brought by the U.S.Equal Employment Opportunity Commission (EEOC) just days before the case was scheduled for a jury trial.

The EEOC had sued Sunbelt Rentals, Inc., the nationwide commercial rental company, on behalf of a Muslim worker who was allegedly discriminated

against because of his Islamic faith at a company facility in
Gaithersburg, Md.

In its suit (EEOC v. Sunbelt Rentals, Inc., Civil Action
No. PJM 04-cv-2978) in U.S. District Court for the District of Maryland, the EEOC charged that Clinton Ingram was subjected to derogatory comments and slurs based on his religion, Islam. The comments, according to the EEOC, included suggestions that Ingram might be a terrorist because he is Muslim. The suit alleged that various other hostile incidents were also directed at Ingram because of his religion, such as subjecting him to an anti-Muslim cartoon. The lawsuit
settled just a few days before it was scheduled to go to trial.

In addition to paying over $64,000 in compensatory damages to Ingram, Sunbelt must also take other actions set forth in the consent
decree resolving the case, including providing anti- discrimination
training to its Gaithersburg staff and posting a notice about the settlement. Further, the company is enjoined from engaging in religious
harassment and must report complaints of religious harassment at itsGaithersburg facility to the EEOC for monitoring.

There are some quick q and A's for employers on this link:

http://www.eeoc.gov/eeoc/publications/backlash-employee.cfm

HIRE ME: The phone interview

2009-11-18T06:42:00.000-05:00

Your Mindset is your biggest tool for your job search! It needs to "show up" even in your phone interview.

http://www.wtsp.com/news/local/story.aspx?storyid=118046&catid=8&provider=email

WIN, WIN, WIN

2009-11-16T10:10:00.000-05:00

Frustration can come at this time of year--especially with so much to do with the Holidays, the fiscal year end for some businesses and the unspoken "I need to get everything done I haven't gotten done this year." Here's a tip to

WIN!
What Is Next?

It is a way to stay focused and in the now moment:

What Is Next is your key to WIN!! Try it!

Latest I-9

2009-11-13T23:43:00.001-05:00

Just be sure you are using the latest I-9 form. There is a pretty well written booklet as well on the gov site. The latest form has a revision 8/7/09.

http://www.uscis.gov/files/form/i-9.pdf

Secret Words We Use?

2009-11-06T14:32:00.000-05:00

I was going though some paperwork over the weekend with the tv on and got caught up in a previous season of Hell's Kitchen; one of those back to back to back. I like Gordon Ramsay though I don't care for his language. He is from the UK and the employment laws are different there. He has restaurants in the US but I wonder if we saw a slip. In the season I watched, the two finalists were a 25 year old Culinary Student and a 47 experienced executive chef. His decision for choosing Christine, the student was "potential." He said he was thinking "long term"... Hmmmmm--code for youth? What would have happened if he chose the seasoned (;-0) chef who mentored the student. The opportunity to work in a kitchen run by this business man would be an epxerience, but would he also help the discipline with an example in mentoring?

POSTER now includes GINA!

2009-11-04T15:04:00.000-05:00

The EEOC has updated its EEO poster to include the GINA requirements. This poster is available for free on the EEOC’s Web site at http://www.eeoc.gov/self_print_poster.pdf. As an alternative, you can post just the GINA requirement next to your current EEO poster, and the EEOC also has provided a supplemental poster online (again, free of charge) at http://www.eeoc.gov/gina_supplement.pdf.
So, be sure to update your workplace posters to include the GINA information before the November 21 effective date.

A lesson from my beloved Redskins...

2009-10-09T15:36:00.000-04:00

A lesson from my beloved Redskins: How not to hire someone. 1-hire the person then tell your main guy (coach) ; 2-don't define role until "he shows up" 3- Announce "Nothing Changes."

So, why hire the guy? I'll post the link.

http://www.nfl.com/news/story?campaign=Ext_email_NL_WK5_WAS&template=without-video-with-comments&confirm=true&id=09000d5d81335fa3

A little over a month away.

2009-10-07T10:10:00.000-04:00

On November 21, 2009, the Genetic Information Nondiscrimination Act (GINA) of
2008 which was signed into law on May 21, 2008, will go into effect. This Act
is intended to prevent employers from discriminating against individuals
based on genetic tests and information. It affects all private employers with 15 or more employees, certain public sector employers, employment agencies and labor organizations. I'll keep you posted with more information. Just wanted to be sure you had a heads up.

Expectations.

2009-09-30T08:14:00.001-04:00

Are you clear about them with your employees? Does your boss know what you expect from him/her? There is a saying that "Expectations are premeditated resentment." How many times a day do you think someone knows what you want? Be clear and concise. It is the little things that we don't communicate to each other that gets us in trouble with each other. If you want an employee to stay late, tell him/her early in the day and explain the reason. If you can't stay late and your boss asks you, explain the reason and offer a solution. Can you get the work done just not right after the 'regular" hours but later in the evening?
Respond to the non verbal signs you get when explaining something. You see the signs but in your rush to get your point across, you may ignore the signs. Take time now and save time later.

100 to go

2009-09-23T16:52:00.001-04:00

So, 100 days to the end of the year. You have the opportunity to change your employees' lives in the next 100 days. Let them know the challenges of your business. Ask for their ideas. Praise the actions you want publicly. If someone got the results but in a way not in line with your values-tell them. The stress of year end will be here--but the dawn of resolutions does not have to wait until Jan 1. Today, speak with a person you haven't had a discussion with--it could be a peer, a boss or an employee. Communicate eye to eye. Email is for information. Strive in the next 100 days to listen more, be grateful more and be a human being-not a human doing!

OH BOY!! A new piece to the compliance pie!

2009-09-21T14:28:00.000-04:00

Starting September 8, federal contractors and subcontractors are obligated to use E-Verify to verify that all new hires, as well as other staff, are legally employed.

E-Verify is a free Internet-based system that allows employers to confirm the legal working status of new hires in seconds. With one click, E-Verify can match your new hire's Social Security Number and other Form I-9 information.

http://www.uscis.gov/portal/site/uscis/menuitem.eb1d4c2a3e5b9ac89243c6a7543f6d1a/?vgnextoid=75bce2e261405110VgnVCM1000004718190aRCRD&vgnextchannel=75bce2e261405110VgnVCM1000004718190aRCRD

Employee Free Choice Act info

2009-09-18T11:06:00.001-04:00

The Employee Free Choice Act aka Card Check? F Do you know that this is a very BIG deal. Couple background items: today, if cards are signed and presented to companies can accept them or have those interested go to NLRB and file a petition. Then there is a period of time, determined by the NLRB for the unions and companies to communicate to the employees (under specific rules), and then here is a secret election conducted by the NLRB. If the "yes" votes win, there is a requirement to shave good faith bargaining. Just 2 of the items that would change with the EFCA: 1) no secret ballot. If cards are collected-you have a union. No communication period, no opportunity for employees to sign a card, learn more and then secretly vote without duress. Another big issue is the mandatory binding arbitration. The EFCA says the federal government step in and determines the contract. Feds determine the deal for biz and employees. No voting on the contract.

http://www.gpoaccess.gov/bills/index.html

Info for Small Business HR 3047

2009-09-17T11:30:00.001-04:00

So, here's a bit of info for the smaller businesses in the crowd. Watch HR 3047 and let your Senators and Representatives know what you think. This bill expands Family Medical Leave--thus the name The Balancing Act of 2009. Here's what's in it: currently FMLA covers employers with 50 + ees, who work 1,250 hr per yr--would expand to those employers with 15+ who work 1,050 ee per yr; The 12 weeks would be paid leave funded by the FML Insurance Fund jointly subsidized by the employers and employees (0.2% of earnings). Mandatory requirements include: 7 days of paid sick leave; extends protection to victims of domestic violence; broader category of family members to include domestic partners and same sex spouses and a new definitions for creating protected leave for "parental involvement" and "family wellness," I'll post a link to the bill.

http://www.gpoaccess.gov/bills/index.html

An episode to learn progressive discipline!

2009-09-13T13:12:00.000-04:00

So since this seems to be learning weekend from The Deadliest Catch; let's look at progressive discipline. There are 4 things to be sure to include whenever you discipline someone: what was wrong when; what is the expectation; what is the time period to fix it and what happens if you don't. In this clip I linked, Captain Andy covers those items. Also, he delivers the message to everyone at the same time. This didn't take 6 times; time outs or tons of forms. Yes, there are a couple things unique to this work environment, but you get the picture. Well done, Captain Andy!

http://www.youtube.com/watch?v=WoYYdK72qm0

Even Captains have HR issues

2009-09-12T18:32:00.001-04:00

HR issues are in every business; even crab boats. Letting someone go is a tough thing but the Time Bandit's Captain Johnathan Hillstrand did it right. In one of the episodes on last year's The Deadliest Catch, Capt Johnathan had one person too many and the decision was to let long time friend Russ go. Capt J made the decision with his brother Capt Andy; informed Russ and then called a competitor to help place Russ somewhere else. Capt Johnathan also felt bad about the decision. When someone feels good about letting anyone go--that person is in the wrong position. Russ landed the job.

http://www.youtube.com/watch?v=f2FYqaS-WJ0

Leadership tips

2009-09-09T16:49:00.002-04:00

Learning leadership is one thing--applying it is another.

http://www.businessbrief.com/apple-ceo-steve-jobs-12-rules-of-success/

quick note of 2 big items!

2009-03-03T16:23:00.003-05:00

There are lots of changes to COBRA from the IRS. I am reading through things now but wanted to give you some information. Here's a Q & A page for you!

http://www.irs.gov/newsroom/article/0,,id=204708,00.html

The second thing is this:

March 11 will be a FREE special teleseminar on Finding Your Next Great Job!
sign up at www.batteredbriefcase.com! Phone details will be sent to you!

What market value does: A recession for Albert Haynesworth?

2009-02-27T10:25:00.007-05:00

I am a huge fan of the Washington Redskins--have been for a while.

One morning I woke up to ESPN's Mike and Mike in the morning comment, about the Washington Redskins-- it was the shooting with Sean Taylor. So, my ears really woke up quickly this morning when I heard the Redskins mentioned again.

Redskins' Vinny Cerrato was saying that the team needed the strong player and the market demanded a contract worth up to $115 million. What value are you bringing to the world? What would make your employer say you are worth the market-and in fact, set it as a new standard. How do you get a record breaking salary in a recession or as one reporter said last night-a depression?

It was Haynesworth's reputation. One of the Mike's said: with this move Dan Synder has changed the face of the NFL. WOW! That was an amazing comment. One person changes it for all. Dan Sndyer believed in the request from the team for such a player.

Vinny shared the process for signing DeAngelo Hall. Vinny said (I've condensed) "his teammates loved him, the coaches loved him, he performed for the half year he was with us, he is a grad of Virginia Tech, his family comes to the games, and he has been a lifetime Redskins fan."

Wow--Enthusiasm for the job. Now, there are plenty of people saying that it is too hard. That it is too hard out there.

I think there is plenty of room for people confident in their talent, confident in their ability to transfer their skills and enthusiastic for the job!

If you are unemployed--ask youself what you are doing to show your interest and show how you can solve your interviewer's problem?

If you are underemployed--what can you do to get out of that? Would your employer want to put a negative person into a higher level position? To do what-have a negative affect on more people?

Think about it? What can you do to get a record breaking salary in a recession?

Ready for the next great job? Be sure to sign up! There will be a pilot program kicking off shortly. Special FREE introductory teleseminar WEDNESDAY--March 11th at 8:30 am.

sign up here: http://www.dearbatteredbriefcase.com/
and receive the free report and phone in details.

What are we teaching our society?

2008-12-05T12:24:00.004-05:00

The signs seem to be everywhere. But the signs are sending mixed messages. The TV cries for recognition of a recession and the next story tells how to make your own cappuccino at home so you don't pay $4 for it at a coffee place. Is that really how we toughen it out?

Scores aren't kept in T Ball, since we don't want losers. Red pencils aren't used for correction since it would hurt the feeling of the students. But doesn't hurt help us understand joy? Doesn't the pain make us appreciate the sweetness of success? Would we have a mountain if we didn't have valleys? Would we appreciate clear sunny days if we didn't have cloudy gray rainy ones?

So, we are we teaching capitalism by bail outs? Why did we quit teaching civics? If the CEOs and staffs aren't being held accountable by the shareholders then who is the government to do so? I am so surprised to think that I have lived in the world where my folks and their parents talked about the tough times: eating vegetables they grew but didn't like; changing jobs to find work; moving to find work; frying spam and the baloney sandwiches I remember all too well.

We set up 401(k) plans to have people make their own choices about retirement--and then we encourage companies to have automatic enrollment so employees don't have to decide; then we encourage companies to set up "life strategy funds' so employees don't have to make decisions about what funds to use.

I say we because the government is us. If we don't like what is happening in DC we need to be involved.

So, now secret ballots for employee elections are being "discussed." It is expected that signed cards will be the necessary vehicle to organize a union--nothing more--no election--no secret election. No more will individual choice-just you and the ballot-be the environment. What was a private decision will be public.

I've been through these unionizing campaigns. The line is walked carefully on both sides since there is passion involved in winning. But in the end--it is up to the employees. It is up to each individual to make a decision whether to unionize or not. It is up to the employee to weigh the information from the union and the information from the company and then determine what he/she feels will be best for his/her.

These may seem like strange topics to combine: cars, bailouts and the lack of secret ballot.

They all are steering the direction of this country away from personal responsibility and accountability and into "whatever."

This is America. This is where you can come and become "American." What other country allows that? This is something you can't get anywhere else. This is where you work hard, make mistakes, learn from them and get up and go on. It is an ideology at work.

Let's go back and read what our founding fathers wrote. The were divinely guided to create this experiment called the United States of America.

Let's return to the strength of the individual to choose what they want for themselves. Let trust to help each other. I have learned in several communities in several states and each time whenever a need was known-it was solved by the community. it was helping the Children's Home; fostering dogs, building a barn.

Why would we want to eliminate the joy we have of giving to our own community? If all is decided for us, by those who think they know what is best, then why do we exist? Where is the need of the individual mind?

The bailouts are absurd. The automobile business model never changed to adapt for the changing world. The workforce addiction of mediocrity was created by the unions and enabled by the firms.

The surplus governments enjoyed in the bustling economy we had was spent not saved. Where was the planning?

The people being asked to bailout industry after industry will be supporting people who never suffered the pain they have. The taxpayers without medical or retirement plans due to cost will be paying for programs for civic employees or employees in lost industries.

Where does it stop? What do we allow just because we don't speak up?

9=4 and a story of trust in leadership and each other

2008-09-30T10:02:00.004-04:00

So last night Joe Maddon said 9=4 (see previous post). Now home field advantage is key; now is the time for the fans to be there and understand the mission the team has had. I wonder how many companies feel they have a "home field" advantage.

One time when a layoff seemed the only way out, the head of manufacturing and I got together. Our company was better then a layoff. Our people were better than that. Thank God for the right people at the right time. We looked at keeping the folks until the booked business came in , which was an anticipated 6 months later. We compared that with the cost of severance and COBRA and administration and the survivor's guilt and the "next shoe" syndrome. I truly don't believe you can save yourself to success. We studied to see how much would we have spent on the "layoff" and what the expended and projected costs were. We knew we could make 6 months but then our business case weakened if the work did not come in. We bet on our folks.

That wonderful CEO believed in our business case. He spoke to all the employees in a town meeting and confirmed their thoughts-we were running out of manufacturing work until October--six months away. Eyes welled up with water, foots tapped and heads were hanging lower. Some lips were terse on some and the silence was SO LOUD!

But the next was a surprise to those with their heads down. "With your help, we won't have a layoff. We won't have a layoff but I need your help to do things we need done. Things that may not be in your job description. For this summer, we will pull back the landscapers and painters. I need you to do those things. I need help in the technical library; so if you will learn something new in that arena-I need you. Help us spruce up this place and your pay will continue and your benefits will continue and as the manufacturing needs pick up-you will be back to your other positions. Of course, who knows you may learn a new career (BTW- in the technical library position that happened.)

The applause and the tears and the smiles and unexpected hugs were SO WARM. It was real. Weeks later, I was grocery shopping and one of the wives of our employees hugged me in the aisle. The stress level was lower in their family. Leadership in a company affects a family and a community and the attitude of school age children.

So, the business went about its business and in 4 months, the work was in the factory. It came in early because something unexpected happened. Leadership lead and communicated the vision in simple terms. But there was still a surprise.

See, the marketing folks and all the others who could bring in the business saw the factory employees working outside their jobs everyday. The reminders were real-over coffee, in the parking lot, with paint cans and as the trash cans were emptied. The sense of urgency was there so it happened. It was not a layoff and a week later it was business as usual.

It was the whole company. It was an innovative leadership team not settling, a CEO who believed in the staff and a workforce who trusted the leader. It was all of us working together towards an end we trusted.

So, as I attend the ALDS and have my hotdog with mustard and ketchup-despite the words of "Dirty Harry, " I will study the leadership and the emotions of the leaders. And I will believe in the simple vision 9=4.

9=8

2008-09-29T16:42:00.003-04:00

I will be fortunate to attend the Tampa Bay Rays postseason games. How did this team go from worst to first? In a year when the new stadium proposed by the owners was not being supported? In an area that at times can not decide if they want to be big league or spring training? With a manager in his third year?

Much has to do with the Manager, Joe Maddon. This red-wine drinker in the beer and hot dog world has motivated this team. He has tapped each player's potential, and filled in holes when stars have needed to step back. He has veterans and he has rookies. He is the fourth manager for this team which some MLB owners did not even want in the league.

As I watch this statistically-burdened sport this week, I will be pondering the thoughts of that man in the dugout wearing the Buddy Holly eye glasses. What did he see in this team and how did he communicate it? How did he unleash the power of the team which is greater than the single players? How did he stay strong after losing seasons? What did he do in his mind for this year? Or was this an plan executed over the years?

You may find that pilosophical thinking a waste of a ticket during a ball game. I think you can learn from successes-your own and others'. From worse to first is a success. It's my work and my love.

There are mission and vision and value statements made up for corporations by consultants every day. (That is another topic for another post.)

This team has 9=8 given to them by the son of the 74 year old Pennsylvania woman who stills works at the Third Base Dugout Restaurant. 9=8 is the mantra from an economics major who played football and baseball.

He thought it through making sure the numbers were big and on the back of shirts so others would see it clearly. It was a reminder you couldn't miss. It was a big mission explained in the simplest of terms FOR those who needed to hear it and believe it. It wasn't for the fans; it was for the team.

The idea is nine players playing nine innings together can become one of the eight teams in the playoffs.

It is how this grandfather got a team to focus on the future and not the history. It is a fine example of how you can learn from anyone.

I know I will have a hot dog and a beer that night; but I think I need to raise a glass of red wine to a man who knows how to lead.

Your thoughts?

What can you learn from about Nancy Pelosi's surprise?

2008-09-29T16:27:00.004-04:00

Know your votes before the vote is taken is a lesson every one involved in Human Resources and/or with Boards of Directors should know. It is being reported that votes fell away from the passage of the bill known as the "bailout." There is a lesson to be learned from this no matter your feelings about the bill or those involved.

I have seen executives give talks without bouncing it off stakeholders. Those stakeholders include those implementing programs and those who will be carrying the message forward for the executive. Could it be ego or arrogance that makes one think they don't need feedback? Assumptions can be a chilling lesson through a surprise.

Understand the issue, explain your understanding to your stakeholders; get feedback and get the votes. If you can not get the votes before, you will not get them later, especially by berating people. There are so many sayings we have seen on stickers and office decor. Saying like "the beatings will continue until the morale improves"; and "ropes are better pulled than pushed."

But shame on people who do not speak up when asked. Salaries are earned for a job and that includes the truth of your understanding and your ability to speak up to those who need to hear it. Say it respectfully, and if not taken-then you have another decision.

I would love your thoughts on this. Have you had an experience where you were surprised?

What every job seeker can learn from Sarah Palin

2008-09-12T08:03:00.002-04:00

Sarah Palin is campaigning for a new job. It may not match the job for which you seek, but it is a new job. And as many people, she is in a job while trying to land the new job. Job seekers can learn a good deal by watching her. What you can learn is not based on gender or political party. Here are just some of them:

1) Prepare. She has positioned herself in jobs and even volunteer roles to be ready for the new position and be visible for those who may be seeking someone like her. She also prepared for the interview with Charlie Gibson as well as her speech at the convention. Preparation really aids confidence.

2) Use the name. This is a great way to connect with your interviewer. Several times during the recent abcnews interview, Governor Palin started a sentence or paused mid-sentence saying "Charlie" while answering questions. This pause also gives you a chance to pull your thoughts together.

3) Understand your own values and principles. Governor Palin could answer because she remembered the "why" of the decision, not the timing or memorizing the answer. When your values or moral compass are your guiding points, you will be consistent in your answers. Your passion for what you believe in will shine through. If you are asked about teamwork in an interview, give the example requested but tell why (if you are) adamant about teamwork. If it is part of your core then your responses will reflect that; just as if it is not-you will stumble. You will stumble when you try to memorize answers

4) Don't get defensive. Values come into play here as well. If you know why you made the decision, the specifics are not the key. If you don't think the questions should be asked, explain your why. Be assertive in your answers but respectful in your tone and you will go a long ways in establishing yourself as a leader. Follow the lead of the interviewer with the questions. Make your points within the questions. This is not a time to come out with a "I want you to know this.."attitude. People get hired for skills and fired for poor communication and relationships. Be sure your interviewer is left with the positive potential you have, not that you can pass a test.

5) Watch your body language. Make eye contact, use gestures and remain open with your arms. Crossed arms do not convey such a meaning. Looking off or down does not show confidence. If you are not confident in your abilities why should anyone else be confident?

6) Ask for help. If you stressed or need help in preparation ask for it. This is not a time to have "should haves" after the interview. Pastor Rick Warren has said that the Governor called him for help with Biblical verses which would help with dealing with criticism. Get your help and support from whomever you need.

7) Ask for clarification. Don't assume that the word or term you think he/she meant is what IS meant. Better to ask for the clarification than answer what you think was the question which leads to a stronger follow-up question because you "didn't listen." It is even worse if you don't get the stronger follow up. Right or wrong--the interviewer has judged you at that point.

8) Dress comfortably. This is not the time to wear new contacts. It is not the time to find a new outfit unless you feel great in it and it looks great on you. If your dress is uncomfortable then you will show that you are uncomfortable to the interviewer.

9) Follow your gut. Governor Palin, it has been reported, ad libbed the now famous comparison between hockey moms and pit bulls. She followed her gut, took a breath and said it. If you are asking yourself the question, should I say this?; then don't. My friend Bill told me that "you can't un-ring a bell." Clearly, her gut was saying, this is a great place for one of my favorite jokes. She felt it and went with it.

10) Be in the now. Compartmentalize whatever went on before and what you have going on afterwards. This is an item the Governor exhibited very well. On the day the nation mourned, September 11, she sent her son off to Iraq with the Army, then delivered the speech to the troops and the families and then did what was probably one of the biggest interviews of her life. She had energy for all, and was in the role for each. She did not allow her emotions of the moment overwhelm her or carry forward to the next task or meeting of the day. The Governor realized that the interview was with her, but it wasn't about her. She was there to answer questions for the media and the voters. Job seekers are in interviews to solve the problem for the corporation-filling the position with the right person. Go into your interview with that service mind and you will learn more about the culture of the company and they will learn more about you.

I wrote these as I had coffee this morning. I hope it helps you. Share it with someone and share your thoughts.

Kelley Rexroad's blog

Deadline this week---Feb 1 for OSHA 300A posting

Face Time is Better than Face Book!

Florida Minimum Wage goes up Jan 1, 2012! New Poster!

How do you coach yourself or your partner?

He was simply: “Click. Boom. Amazing!”

Labor Dept. Expands Enforcement Of Wage Violations

Hi all: Just wanted to share this news release from The AP. I will comment later this week-but didn't want to delay in getting this out to you all.

Labor Dept. Expands Enforcement Of Wage Violations

COBRA subsidies for jobless expires

New Poster again! The NLRB in 11x17 and on your intranet!

Pinellas Board of Education: don't search yet-do the work!

Post strike relations: Was trust lost? If so, can it be restored? My story.

Where does the time go? Hurricanes and more.

Business Services

Education

Entrepreneur

Financial Services

Media

Nonprofit

Technology

Young

IRS issues updated mileage rates

Supreme Court of the US says no class action for Wal-Mart

Union targeted Target: Workers say No

Three times a charm?

Isn't this special? An app from the Dept of Labor-for your employees.

The Anthony Trial: What is your jury duty policy?

Time for new posters! FLA Minimum wage increases!

Are your contractors really independent?

Women supporting women?

A little news:

Attention Business Owners!

New Web site look and easy access to Blog!

SPRING AHEAD FALL BACK!! PAY RIGHT

New I-9 Manual for Employers

WOW! $1,047,110 settlement-

Dept of Homeland Security--ICE against Abercrombie & Fitch.Why? Solely for improper completion of I-9 forms. Call if you need help--813-920-9030

Great crowd in Z hills!

Wow! What a great crowd in Zephyrhills today.I shared 5 "finding your next great job" tips and the #1 thing I see all applicants doing wrong! Can't wait to share it in New Port Richey on 10/20/2010!

The Top 10 HR Issues Facing Business Owners Today

The Lawyers Win! This is going down in history and may create litigation for years. The case is New Process Steel v. NLRB, 08-145. This Supreme court case may change nearly 600 employee relations decisions.

Happy Flag Day.....

Happy Flag Day:I pledge Allegiance to the Flagof the United States of Americaand to the Republic for which it stands,one nation under God, indivisible,with Liberty and Justice for all.

Completing my interview with ABC news!

Just signed in Floirda

Just heard....

Read all about it!

Cool. krexconsulting was intereviewed and included in the New York Times about.com!

American Idol Lesson

I don't watch American Idol--but tonight I saw the guy from St Pete so I stopped the remote. Chris Daughtry (prevvious winner I understand) had a great lesson learned for all of us: Stay Hungry! DON'T TAKE FANS ( i.e customers) FOR GRANTED! Don't compromise, stay true to what is true to you!

Congratulations to Leigh Moody! Nice way to find a new job!here's a great lesson: Follow your passion-doors open!

Did you know that Health Care Reform included an FLSA Amendment Requiring Break Time for Nursing Mothers to Express Milk?

HIRE is Public Law.

My Advice is Featured ......

Good News!

The top 10 HR issues for small business

The top 10 HR issues facing small business. Free Teleseminar through the Central Pasco Chamber of Commerce. ( you know the speaker! :-)) sign up at the link to get the call in info. amazing practical information on what is coming and what to do!

Wage and Hour News

Prepare and Perform and Pressure

FLA and unemployment

So I guess I have more to say than twitter, facebook or linked in would allow--

DOL news

Updated information posted by Dept of Labor on COBRA: fact sheet, FAQs, poster, flyer for employees, flyer for employers. Updated for the extension of the ARRA premium reduction in the Dept of Defense Appropriations Act, 2010.

Happy Holidays!

2010

So a blue moon and a new decade. May 2010 find each of you with the people you love and love to work with, with a job that challenges and stretches you and the health and wealth that comes from being your best at being you!

Yes, it does happen to Tampa companies!

Update for this week on COBRA

Don't let the stress get to you!

YIKES!

Did you know: possiblly 5 new leave bills for employers to manage next year? YIKES! Who will be available to work and what will the administration of these plans cost? Guess I think that good companies respect their talent and don't need this type of system. The companies I know do what is right.

COMING THIS SPRING:

Are they really 1099ers?

Are your independent contractors truly independent? or are they employees? Wondering? let's chat! call now: 813-920-9030

IRS Mileage Rate Lowered for 2010

Time is running out!

Are you confused about the law's definition of religious discrimination?

The EEOC had sued Sunbelt Rentals, Inc., the nationwide commercial rental company, on behalf of a Muslim worker who was allegedly discriminated

http://www.eeoc.gov/eeoc/publications/backlash-employee.cfm

Happy Flag Day:
I pledge Allegiance to the Flag
of the United States of America
and to the Republic for which it stands,
one nation under God, indivisible,
with Liberty and Justice for all.

Your Mindset is your biggest tool for your job search! It needs to "show up" even in your phone interview.

http://www.wtsp.com/news/local/story.aspx?storyid=118046&catid=8&provider=email

WIN!
What Is Next?

A lesson from my beloved Redskins: How not to hire someone. 1-hire the person then tell your main guy (coach) ; 2-don't define role until "he shows up" 3- Announce "Nothing Changes."

So, why hire the guy? I'll post the link.