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This month's
topic:
Effective
Performance Management of Your Employees
Regularly monitoring, evaluating and communicating employee performance
is a crucial step for improving employee productivity.
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“Encourage”
but Do Not “Seek” Job Applicants
When preparing job opportunity ads,
phrases like "seeking stay-at-home mothers" have been
deemed a specific preference for a particular group and, in this
case, a group protected under Title VII. Seeking applicants on a
protected basis can violate laws enforced by the EEOC. On the other
hand, it is considered appropriate for employers to use the term
encourage in phrases such as stay-at-home mothers are encouraged to
apply.
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$28.11
In December 2007, the employer costs
for employee compensation for civilian workers averaged $28.11 per
hour worked. Wages and salaries (averaging $19.62) represented 69.8
percent of these costs, and benefits (averaging $8.49) represented the
remaining 30.2 percent. (Source: U.S. Department of Labors
Bureau of Labor Statistics)
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"Management is efficiency in climbing the ladder of success;
leadership determines whether the ladder is leaning against the right
wall."
-Stephen R. Covey
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June 14
Flag Day
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June 15
Father’s Day
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June 19
Juneteenth
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June 21
Summer Begins
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Transcend Technologies
9401 E. Stockton Blvd Ste. 240
Elk Grove, CA 95624
Additional
Contacts
Phone: 916 421 4000 Fax: 916 714 3971
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The Five Steps
of Effective Employee Coaching
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New employee orientation and
job-specific training serve important purposes. Coaching,
however, is a critical key that is set aside unfortunately once too
often. A business owner may think that spending the time to
coach is too difficult, but it is his or her leadership that helps
create a great team of inspired, productive, and loyal
employees.
Employee coaching involves the managers and employees meeting
regularly to discuss and explore each employee's career goals and
development. There are five basic steps in facilitating
employees to become high-performers in your team.
- Discuss the employee’s expectations
of the job.
Whenever a new employee is hired or an employee’s job
functions change over time, always address any questions or
confusion the individual may have about the job. To help confirm
or clarify the employee’s perspective of the job
expectations, review together a copy of the job description,
department’s goals, and company’s goals.
- Understand the employee’s
expectations of the manager.
While different employees have different communication styles,
learn about what each employee expects from you as a manager and
come to a reasonable working agreement.
- Learn about the employee’s
expectations for professional growth.
Some employees work for just the paycheck, and some have
specific professional development interests and ambitions.
Recognizing and gathering relevant resources to help support and
build a plan for each individual’s interests help
strengthen employee loyalty.
- Give feedback about the employee’s
performance.
Consistent and constructive feedback becomes effective when
focused on raising awareness and on improving performance
results.
- Get feedback about your performance.
You are a manager as well as a member of a team. How well
you respond to feedback from your teammates will make a
significant influence on your team’s synergy and success.
Each employee should come out of
every formal and informal coaching meeting with a strong picture of
both the specific performance goals to achieve and how his or her
contributions impact the department and the company as a whole.
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Question &
Answer with the HR Pros: I-9 Not on Time?
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Question: If a newly-hired employee cannot provide
the required I-9 supporting documentation on the first day of work,
what should an employer do?
Answer: Within three (3) business days from
the date of hire, an employer may terminate an employee who cannot
deliver the required supporting documentationor at least, a receipt
for the replacement documentation if they were lost, destroyed, or
stolen. If an employee presented a valid receipt for replacement
documentation, the employee has up to 90 days from the date of hire
to provide the actual supporting documentation. Of course, be sure to
consistently and uniformly apply these practices to all employees.
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A PTO versus
Traditional Time-Off Program
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Paid time-off (PTO) programs
combine the traditionally separate vacation, sick, and personal
time-off banks into one single bank for employees to take
“paid time-off.” While employees may generally use PTO
at their discretion, the requested time-off should still be approved
by management.
Under the traditional
system, employers often had to deal with employees pretending to
call in sick. Under a PTO system, however, employers simply
acknowledge the general work-life issues of their employees by simplifying
the time-off approval process.
Difficulties
for PTO
- Administrative challenges to convert from
a traditional system need to be addressed.
- Employees may view the entire PTO time
for solely vacation purposes and come to work when they are
actually sick.
- PTO usage relating to FMLA qualifying
events (i.e. during pre-approved time-off for vacation, an
employee unexpectedly was admitted to a hospital for a number
of days due to a serious health condition) may not be realized
until way after the fact.
Benefits
for PTO
- Employers keep track of only one-type of
time-off category instead of multiple categories.
- Employees manage their own sick and
vacation time-off usage.
- Employers gain control over unscheduled
absences to reduce false claims of sick time-off which was
actually used for leisure time-off purposes.
- Employees generally value the flexibility
that PTO provides.
Also, make sure relevant
employee handbook policies are in place. For example, require
employees to provide advance notice for a PTO request. Review and
update related policies before the adoption of a PTO program. Also,
be sure to get comments and ideas from the employees to help
determine how to structure a PTO program that will be of value and
use to them and your business.
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Tool of the Month: HR Letters
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Writing a professional
letter can be a daunting task, especially when critical time
constraints exist regarding a sensitive HR issue. To make the
process easier, you can review, download, and customize a variety
of sample HR letter templates prepared by HR professionals.
To learn more about the HR Letters, simply log into your online HR
Support Center, and look under the “Essentials”
section.
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