Employee Free Choice Act info

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

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!

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

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

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!

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?

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.