Site Selection magazine is reporting that their subcribers have reported a umber of expansion and new locations over the past several months. A full list of these projects can be found at http://www.siteselection.com/impact/link_impact.cfm?c=[ID]&a=189
Daniel Bloom & Associates, Inc is offering its 21st annual review class for the 2011 Certified Relocation Professional exam on May 15-17 in Las Vegas at the Caesar's Palace. Attended by nearly 1000 professionals since its inception, this three day review covers the highlights of the 2011 ERC Source Materials. Participants receive a 794 question pre-test, a set of overheads, admission to the seminar ad a second 125 question exam on the last day of the seminar. More information ca be found at http://www.dbaicosulting.com/pages/CRPReview.php.> Early registration fee is valid until March 31, 2011.
Warren Buffet when asked about the way things work is quoted as telling the following parable. "Let's say that it was 24 hours before you were born, and a genie appeared and said, 'What I'm going to do is let you set the rules of the society into which you will be born. You can set the economic rules and the social rules, and whatever rules you set will apply during your lifetime and your children's lifetimes.' And you'll say, 'Well, that's nice, but what's the catch?' And the genie says, 'Here's the catch. You don't know if you're going to be born rich or poor, white or black, male or female, able-bodied or infirm, intelligent or retarded.' I look at this scenario and wonder whether the politicians really get the idea. Do our members of management really get the idea.
Management and members of certain political leanings have forgotten this idea. We as organizations are dependent on the contributions of our human capital. They become engaged with our organizations when they feel that we are providing the atmosphere where they can function and thrive. You as an organization need human capital that want to come to work everyday. This means you need them to have the skills, the talents, the knowledge that is demanded by the global marketplace. This means in order for us to be competitive we need an educated populous. We need a populous that can look at a problem and critically think it through to solution.
What we do not need to be doing in these times is to cut spending to education, health care, the arts and other programs that enhance the well being of our human capital. Management and politicians ought to be required to walk in the shoes of their human talent and see what they really face in the current economic times. See what it is like to be confronted with circumstances which make them less then optimum talent.
Management has to consider that their previous habits have brought on some dire scenarios for our survival and they should not demand of our officials that we know we have been wrong but don't hold us responsible so make sure that environmental regulations clean up our mistakes.
We are in tough financial times but the rush to cut expenses both in society and in our organizations have to be tempered with what is right for the welfare of our human capital. We need to look at what our superstructure needs to meet their needs. Money is tight so you cut mass transit under the guise that no one will use it. You cut outlets to teach critical thinking like NPR. You cut out access to quality health care for the poor because you dislike the philosophy of the delivery vehicle.
In the log run what you end up with is human talent that is unengaged,are non contributors to society, our organizations and the world.
Warren Buffet when asked about the way things work is quoted as telling the following parable. "Let's say that it was 24 hours before you were born, and a genie appeared and said, 'What I'm going to do is let you set the rules of the society into which you will be born. You can set the economic rules and the social rules, and whatever rules you set will apply during your lifetime and your children's lifetimes.' And you'll say, 'Well, that's nice, but what's the catch?' And the genie says, 'Here's the catch. You don't know if you're going to be born rich or poor, white or black, male or female, able-bodied or infirm, intelligent or retarded.' I look at this scenario and wonder whether the politicians really get the idea. Do our members of management really get the idea.
Management and members of certain political leanings have forgotten this idea. We as organizations are dependent on the contributions of our human capital. They become engaged with our organizations when they feel that we are providing the atmosphere where they can function and thrive. You as an organization need human capital that want to come to work everyday. This means you need them to have the skills, the talents, the knowledge that is demanded by the global marketplace. This means in order for us to be competitive we need an educated populous. We need a populous that can look at a problem and critically think it through to solution.
What we do not need to be doing in these times is to cut spending to education, health care, the arts and other programs that enhance the well being of our human capital. Management and politicians ought to be required to walk in the shoes of their human talent and see what they really face in the current economic times. See what it is like to be confronted with circumstances which make them less then optimum talent.
Management has to consider that their previous habits have brought on some dire scenarios for our survival and they should not demand of our officials that we know we have been wrong but don't hold us responsible so make sure that environmental regulations clean up our mistakes.
We are in tough financial times but the rush to cut expenses both in society and in our organizations have to be tempered with what is right for the welfare of our human capital. We need to look at what our superstructure needs to meet their needs. Money is tight so you cut mass transit under the guise that no one will use it. You cut outlets to teach critical thinking like NPR. You cut out access to quality health care for the poor because you dislike the philosophy of the delivery vehicle.
In the log run what you end up with is human talent that is unengaged,are non contributors to society, our organizations and the world.
Before I left this morning to conduct a breakout session at the North Central Florida SHRM chapter's expo, I saw a news piece on the television in which a young girl was sent home from school because she violated a school dress code requirement that forbid the wearing of hats, hoods etc. to school. The weather outside was in the twenties and she wore a jacket with a hood to shield her from the cold.
So let me turn the scenario around and ask you whether this could apply to your organization. Whether they are current or not every one of our organizations have a set of rules and procedures to govern the behavior of our employees in the workplace. We are not questioning the importance of their presence. We are asking whether we are so ingrained in their implementation that we fail to use common sense in the way we apply them to the workplace. Are we so set in our ways that we present the appearance that we have a zero tolerance for digressions from the procedures even when the employee has a valid basis for the actions they took?
While as an HR professional I am not in favor of a wide open range of options, I am also aware that only under certain circumstances does the way an employee dresses have any direct impact on whether they are able to complete the bona-fide duties of their position. I would suggest that we as human capital managers need to begin to consider whether our rules and regulations so set in stone that we can't allow for some common sense flexibility in the workplace.Our first responsibility to our organizations should be to create an atmosphere that recognizes the worth of each of our human capital assets. This sense of worth may not be indicated by the way they dress in the workplace.
From the Jackson Lewis Law Firm:
| Date: | 2.8.2011 |
An employer did not interfere with its employee’s rights under the Family and Medical Leave Act by firing her for violating repeatedly the company call-in policy, a federal appeals court in St. Louis has ruled in an unpublished decision. Thompson v. CenturyTel of Central Arkansas LLC, No. 09-3602 (Dec. 3, 2010). The Court also ruled that the FMLA did not require an employer to provide its employee with written notice of its call-in policy each time she request leave.
February 7, 2011
Contact:
Office of Public Affairs
202-273-1991
publicinfo@nlrb.gov
www.nlrb.gov
Settlement reached in case involving discharge for Facebook comments
A settlement has been reached in a case involving the discharge of a Connecticut ambulance service
employee for posting negative comments about a supervisor on her Facebook page.
The NLRB’s Hartford regional office issued a complaint against American Medical Response of
Connecticut, Inc., on October 27, 2010, alleging that the discharge violated federal labor law
because the employee was engaged in protected activity when she posted the comments about her
supervisor, and responded to further comments from her co-workers. Under the National Labor
Relations Act, employees may discuss the terms and conditions of their employment with coworkers
and others.
The NLRB complaint also alleged that the company maintained overly-broad rules in its employee
handbook regarding blogging, Internet posting, and communications between employees, and that it
had illegally denied union representation to the employee during an investigatory interview shortly
before the employee posted the negative comments on her Facebook page.
Under the terms of the settlement approved today by Hartford Regional Director Jonathan
Kreisberg, the company agreed to revise its overly-broad rules to ensure that they do not improperly
restrict employees from discussing their wages, hours and working conditions with co-workers and
others while not at work, and that they would not discipline or discharge employees for engaging in
such discussions.
The company also promised that employee requests for union representation will not be denied in
the future and that employees will not be threatened with discipline for requesting union
representation. The allegations involving the employee’s discharge were resolved through a
separate, private agreement between the employee and the company.
The National Labor Relations Board is an independent federal agency vested with the authority to
safeguard employees’ rights to organize and to determine whether to have a union as their collective
bargaining representative, and to prevent and remedy unfair labor practices committed by private
sector employers and unions.
###
News Release
National Labor Relations Board
Office of the General Counsel
For some time we have been seeking the addition of an immigration attorney to our DBAI Partners who followed a similar business model and could advise our clients on issues in this arena.
Today we had a productive discussion with Jon Velie the Managing Partner of the Velie Law Firm out of Oklahoma City, OK and have added the firm to our partner table. The firm will provide a free initial consultation to any organization who has a question regarding the hiring of immigration status talent that you might be considering bringing into your talnet pool.
Look for Jon's posts on our Posterous blog.
Copart Inc. will move its headquarters out of Fairfield and shift its head offices to Grand Junction, Texas, the company said Thursday, a departure that jolts California's already wobbly economy. The company, one of theSan Francisco Bay Area's largest public companies, employs an estimated 334 workers at its Fairfield facility. Copart will exit the current headquarters as soon as late 2012.
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| MILWAUKEE, Feb. 4, 2011 -- Manpower Inc., (NYSE: MAN) world leader in innovative workforce solutions, has warned that continuing high levels of unemployment are coupled with large numbers of unfilled job vacancies as the January U.S. jobs report, released today by the Bureau of Labor Statistics, showed the economy created 36,000 jobs last month and the unemployment rate fell by 0.4 of a percentage point to nine percent.
Manpower announced at the World Economic Forum Annual meeting last week that the world has entered a new age, where employers will be awakened to the power of humans as the future drivers of economic growth as access to talent replaces access to capital as the key economic differentiator. Aging workforces, the collaborative power of rapidly-evolving technologies, the need for companies to do more with less, and the problem of the skills young people are being equipped with not matching the skills businesses need are converging, making talent attraction and retention critical in order for organizations to gain a competitive edge. "As the economy begins to click into second gear, employers are hiring but they are doing so with extreme caution. They will only hire individuals who have the exact specificity of skills they are looking for," said Jeffrey A. Joerres, Manpower Inc. Chairman and CEO. "The economy will gather strength as 2011 progresses and businesses will need to work with their people to unleash their full spectrum of skills and engage them on a human level to retain their best employees in an era when competition for talents becomes ever greater." Temporary employment was little changed in January, with a fall of 11,000 in the number of people taken on for temporary assignments during the month. This suggests employers still have a degree of uncertainty about the sustainability of the recovery and are opting to grow their flexible workforce rather than risk full-time hires at this stage. Manpower's quarterly Employment Outlook Survey for the first three months of 2011 shows that American employers report the most optimistic hiring intentions in more than two years. SOURCE Manpower Inc. | ||
The Jackson Lewis law firm in a posting on the Employment Law Information network reported that
| Date: | 2.3.2011 |
An employee’s seven-week trip to the Philippines with her husband, who suffered from multiple ailments, was not protected leave under the Family and Medical Leave Act, the federal appeals court in Boston has ruled. Tayag v. Lahey Clinic Hosp., Inc., No. 10-1169 (1st Cir. Jan. 27, 2011). The FMLA entitles employees to 12 workweeks of unpaid leave annually “to care for the spouse … of the employee, if such spouse … has a serious health condition.” During their trip, the employee and her husband visited family and friends, went to Mass and met with Catholic church officials. This, the Court determined, did not comprise medical care for the employee’s husband within the meaning of the FMLA. The Court determined the employer did not violate the FMLA by terminating the employee for taking unapproved leave and affirmed summary judgment for the employer.
I was returning from a client's location this afternoon and turned on the local NPR affiliate for the latest news.They are currently conducting a three part series entitled "Post Mortem." In today' segment they discussed the fact that there are 1600 individuals within this country who carry the title of CORNER. In many of them the only qualification to make the decisions about whether someones passing must be reviewed by an autopsy, is that they be of a certain age and that they are free of any felony convictions.
After listening to the segment I began to consider, how the same scenario could be taking place within our organizations. How often do we leave human capital utilization decisions to those who do not understand the implications of their decisions on the human capital outputs. When management tries to make unsubstantiated decisions on what they think is right but without the human resource professional input, the organization will suffer in the long run. The result can lead to miss hires, failures in choosing the right individual to carry the organization into the future. Further the decisions of the organization may not take into the equation the legal issues that are required by the business you are in.
Human resources needs to be forceful about letting the management of our organizations know that we are a critical part of the decision process when considering change to our organizations. We are the ones who via our training, understand the demands on the organization talent and regulatory wise. We are the ones who understand the principles of succession planning so that we can ensure that the future of the organization is present within the talent pool of our business. Human resources department and it's professionals have the knowledge to keep us out of legal morass that is present in many organizations.
While management rightly has a major role in the decisions about the organization, they cannot be made as a silo and rule out the valuable contribution their human resource professionals make to the decision process.
