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IS EMPLOYEE PAID TIME OFF MANDATED?

Posted on April 20, 2015 by Trinity HR

time-offThe answer is YES if you are a Philadelphia employer with 10 or more employees, based on legislation signed by Mayor Michael Nutter. Effective May 13, 2015, Philadelphia will require employers to provide paid sick leave to their employees.

  • Other state and local governments have already put into effect legislation that requires certain minimum amounts of paid time by employers for their employees.

The answer is also YES if you’re a Microsoft vendor. Last month, Microsoft announced that it will require all of its vendors with employees or more to provide a total of 15 days of paid sick time and vacation time annually to their employees.

  • Microsoft’s employees currently receive 15 to 25 paid vacation days annually (depending on their length of service) plus 10 days of paid sick time a year

The answer will be YES for US employers if the Obama administration has its way. It’s pushing for mandating paid sick leave through the Healthy Families Act, which was introduced to Congress in February.

  • The bill would give workers 7 days of paid sick leave per year.
  • Although many employers provide paid sick days, the administration cites that 43 million American workers do NOT receive any paid sick time.
  • According to the President, America is the only advanced economy in the world that does not require paid sick leave.

TRINITY’S PERSPECTIVE

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  1. Most employers (even those small businesses) recognize the value of providing some form of reasonable paid time off for their employees, and already do so.
  2. The issue of the amount and type of paid time off should be between an employer and its employees (or in the case of unionized employees, their collective bargaining agent)—not the government.

RECOMMENDED EMPLOYER ACTION

  1. Write to your Congressmen urging them not to support passage of the Healthy Families Act.
  2. Ensure that any professional associations or Chambers of Commerce are working against passage of the bill.
  3. Let you state & local legislators know that paid time off should be between an employer and its employees.

You Have Challenges…Trinity Has Solutions.

Posted in Benefits Management

COMPETITIVE ADVANTAGE: ORGANIZATIONAL HEALTH, PART 3

Posted on April 13, 2015 by Trinity HR

competitive-advantage

As stated in Part 2, Trinity believes the ultimate competitive advantage came come from your people as a result of ORGANIZATIONAL HEALTH.

  • For your people to be a competitive advantage requires their being part of an organizational work environment that is healthy.
  • The foundation for ORGANIZATIONAL HEALTH is EMPLOYEE TRUST.

As with many things, trust starts at the top of the organization. This means the senior leadership members within an organization need to trust the CEO/Owner & trust each other completely.

The failure to create a culture of trust sets off a chain reaction of negative consequences. These include:

  1. Inability to engage in completely candid, unfiltered dialogue & debate on issues & ideas.
    • They’d rather “pull their punches” or worse yet remain silent than to make themselves potentially vulnerable to conflict by expressing a dissenting viewpoint.
    • This can lead to “better” ideas, approaches or solutions not being considered.
  2. Lack of total commitment to decisions made & actions planned.
    • Without having fully expressed their opinion, team members’ commitment may be high, but rarely will it total commitment—“no matter what it takes, I’m in.”
    • This often results in senior leaders focusing on the agenda of their individual areas of responsibility instead of those of the organization as a whole.
  3. Avoidance of peer-to-peer accountability
    • When a team member is not sold out to the objective or action plan, she/he is much less likely to hold a colleague accountable to do what that colleague committed to by when they committed to & in the way committed to.
    • Instead, the burden of accountability falls solely on the shoulders of the CEO/Owner—with the positive impact & power of peer accountability being lost.

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  4. Absence of a high level of teamwork
    • Without a high level of teamwork, organizational performance will be less than optimal.
    • Just like a sports team, a business team cannot perform at its best when it’s not maximizing teamwork.

RECOMMENDED EMPLOYER ACTION
Ask yourself the following questions:

  1. Do I know the true extent to which our senior leadership team trusts each other?
  2. Are any of the signs of a lack of trust present within your team?
  3. What am I going to do about it?

HOW TRINITY CAN HELP
Trinity can:

  • Administer a team survey
  • Analyze the results
  • Assist you in improving organizational health & its accompanying positive benefits

For more information, e mail Trinity at info@TrinityHR.net or visit our website at www.TrinityHR.net.

Posted in Organizational & People Development

COMPETITIVE ADVANTAGE PART 2

Posted on April 6, 2015 by Trinity HR

competitive-advantage

As stated in Part 1, competitive advantage is derived typically from excelling at more than one of the following business aspects:

  • Customer Service
  • Financial Management
  • Marketing
  • Strategy, along with its execution
  • Technology

At Trinity, we believe the ultimate competitive advantage came come from your people. For your people to be a competitive advantage requires their being part of an organizational work environment that is healthy. The foundation for ORGANIZATIONAL HEALTH is EMPLOYEE TRUST.

Employee trust is achieved when your employees believe “employees are our most important asset” is more than a slogan or a plague on the wall. It is achieved only when employees truly belief (based on your actions on an ongoing basis) that your organization does & will:

  • Say what it means & mean what it says
  • Care about them as people, not just as producers of products or services
  • Treat them right (translated as fairly & with respect)
    • Which requires supervisors & managers to have good people management skills
  • Listen to them
  • Provide for their training & development
  • Recognize & reward them according to their contributions to success
    • Which starts with providing competitive pay & benefits

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In business, we measure so many things, yet one area that is often neglected or not measured accurately is a measurement of employees.

RECOMMENDED EMPLOYER ACTION
Ask yourself the following questions:

  1. When is the last time you measured how employees feel about your organization?
  2. How did you measure it?
  3. What did you learn?
  4. What actions have you taken based on what you learned?
  5. Is it time to do a better re-measurement?

HOW TRINITY CAN HELP
Trinity’s Team has the experience and expertise to:

  • Custom design, administer & analyze an employee survey or conduct focus groups
    • Trinity’s OrgPulse SnapshotTM provides you with a quick, insightful view of  how employees feel about your organization
  • Provide conclusions & specific action recommendation
  • Help you through the process of making changes to achieve greater ORGANIZATIONAL HEALTH.

For more information, e mail Trinity at info@TrinityHR.net or visit our website at www.TrinityHR.net.

Posted in Organizational & People Development

COMPETITIVE ADVANTAGE PART 1

Posted on March 30, 2015 by Trinity HR

competitive-advantage

Business experts have long pointed out that success involves a competitive advantage.  Historically, the most commonly identified aspects of business that lead to a competitive advantage have included being better than your competitors at:

  • Customer Service
  • Finance
  • Marketing
  • Strategy
  • Technology

There is general agreement that being better at several of these can provide a significant competitive advantage.  It is almost universally agreed that being better at all five of them can put you in an elite status in terms of success.

Measured in terms of “most admired” or “most profitable” companies, the list of exceptionally successful companies (alphabetically) includes:

  • Amazon
  • Apple
  • BP
  • Berkshire Hathaway
  • Boeing
  • Coca-cola
  • FedEx
  • Ford Motor Company
  • GE
  • General Motors
  • Google

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  • Johnson & Johnson
  • Microsoft
  • Nordstrom
  • Samsung
  • Southwest Airlines
  • Starbucks
  • Wal-Mart
  • Walt Disney
  • Whole Foods Market

In looking at this list, one is struck by the diversity of industries represented, such as:

  • Aerospace Manufacturing
  • Airline travel
  • Electronics
  • Entertainment
  • Food & Beverage
  • Motor Vehicle Manufacturing
  • Oil & Gas
  • Retail (both high & low ends)
  • Technology

Regardless of your industry, your company needs to have a competitive advantage.

  • More information and insights will be contained in upcoming parts of this series.

You have HR challenges…Trinity has solutions

Posted in Organizational & People Development

SUPPLEMENTAL HEALTHCARE BENEFITS FOR EXECUTIVES

Posted on March 23, 2015 by Trinity HR

exec-benefits

The health plan regulations of the Affordable Care Act caused many companies offering special medical reimbursement products to discontinue offering their programs. Those programs fell victim to new health plan provisions.

  • However, as an exception, a Supplemental Health Insurance Plan (”SHIP”) for executives remains available in the post-reform environment.

A “SHIP”:

  • Provides supplemental coverage for any medical, Rx, dental or vision care services for up to $100,000 annually
  • Results in executives virtually having to pay $0 for healthcare expenses, including:

check-mark co-payments
check-markco-insurance
check-markout-of-pocket expenses for care not covered by the basic healthcare plan

A “SHIP”:

  • Demonstrates to your executives (and their families) the special value you place on their contributions to the success of the company
  • Helps you attract and retain top talent in senior level positions
  • Represents one of the most appreciated benefits for executives

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arrow-bulletIn a survey of executives, a “SHIP” was valued more highly than their company-provided vehicle—which is typically thought of as the top executive perk

RECOMMENDED EMPLOYER ACTION

  • Look at what special benefits or perks your executives receive
  • Consider the positive impact of their having a supplemental health insurance plan
  • Learn more by emailing Trinityat info@TrinityHR.net

TRINITY CAN HELP YOU

  • Understand how a “SHIP” works & its cost
  • Evaluate if it’s a fit for your company
  • Implement the right plan
  • Communicate the plan to executives

 

Posted in Benefits Management

WHY USE ASSESSMENTS TO MAKE PEOPLE DECISIONS?

Posted on March 16, 2015 by Trinity HR

assesmentsLet’s answer that question by asking another question.  Have you ever hired an employee who you thought was going to be great and then later realized the person did not have what the position needed or was not a good fit for the organization?

 

  • Frustrating (for both you and the individual) & wasn’t fun (for either of you)
  • Perhaps cost you money in terms of severance pay
  • Almost certainly caused you to lose progress and/or productivity
  • Definitely required you to re-recruit—with all that it entails in terms of time and money

Psychometric assessments are used by over 80% of the U.S. Fortune 500 companies—but don’t make the assumption that they are beneficial only for large companies.  They work for every size organization.

  • In fact, one could make the case that a selection error by a small company is much more harmful than for a large company!

Assessments can help you to increase the probability of making the right hiring decisions.  They provide insights do by measuring attributes such as:

  • Intelligence/intellectual demands of the position
  • Aptitude/ability (verbal, numeric, abstract reasoning, etc.)
  • Values/beliefs (which relates to cultural fit, which is so key!)
  • Interpersonal relationships (how well & with what style individuals work with others)

psychometric

Besides selection decisions, assessments can play an important role for current employees in areas such as:

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  • Teambuilding
  • Individual development & training

RECOMMENDED EMPLOYER ACTION

  1. Evaluate how successful your hiring decisions have been
    • Including how much pain bad decisions have caused
  1. Consider how better teamwork could improve your organization’s performance
  2. Reflect on how individual development could increase the capability of your employees

HOW TRINITY CAN HELP YOU

Trinity’s Team has the experience and expertise to conduct a wide range of assessment tools and provide you with insightful results, along with follow-up steps.

Posted in Organizational & People Development

THE BUSINESS CASE FOR ALIGNMENT

Posted on March 9, 2015 by Trinity HR

alignment

If your company is like many other small and mid-sized businesses, your employees
represent your organization’s:

  • Largest (or 2nd largest) line item expense and
  • Your most valuable asset

This means your company’s productivity and profitability depend on having your
employees perform to their fullest potential.

  • This is even more critical for small and mid-sized companies since most cannot compete with large ones in terms of financial resources, technology and infrastructure.

HOW CAN THIS BE ACCOMPLISHED? ALIGNMENT! (GETTING YOUR DUCKS IN A ROW)

ducks-in-a-row

Or are they not even in the same pond?

  • Studies show a very significant increase in both employee and business performance when an organization effectively:

arrow-bullet Ties individual employee goals to the company’s overall strategy
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arrow-bulletConnects its performance management and rewards to goal achievement

  • Yet amazingly studies show that:

arrow-bullet Only a small percentage of employees understand their company’s goals and how they impact those goals
arrow-bulletMany organizations do not strongly connect performance management and rewards with achievement of goals

RECOMMENDED EMPLOYER ACTION

  1. Make sure your team leaders fully understand the company goals
  2. Have all team goals roll up to company goals
  3. Help individual employees understand how their roles (and individual goals if applicable) directly impact team and company goals
  4. Design your performance management system and reward plans so as to reinforce these connections

HOW TRINITY CAN HELP
Trinity’s Team has the experience and expertise to help your organization improve the alignment of its goals, performance management system and reward plans.

  • Example: design of a gain sharing or other incentive compensation plan

For more information, e mail Trinity at info@TrinityHR.net or visit our website at www.TrinityHR.net.

Posted in Compensation & Performance Management

WHAT’S ON YOUR EMPLOYEES’ MINDS?

Posted on March 2, 2015 by Trinity HR

minds

Do you sometimes wish you could read your employees’ minds–specifically, what matters most to them in working for your organization?

A survey of employees asked them to describe what characteristics they would like to have in their employer—not what characteristics their employer actually demonstrates. Here is a top ten list of those desirable employer characteristics:

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RANK CHARACTERISTIC
1 Employee Recognition
2 Respect
3 Loyalty
4 Home-Work Balance
5 Teamwork
6 Open Communications
7 Fairness
8 Honesty
9 Accountability
10 Trustworthy

Of course, employees are looking for you to provide them with good pay and benefits, as well as with opportunities for professional growth. But note that these words did not make the top ten list (good pay & benefits was #15 & professional growth was #14).

  • Trinity’s interpretation is that these two are so low because these are viewed as givens to many employees.

RECOMMENDED EMPLOYER ACTION

  1. Complete the following exercise with your supervisors and managers:
    • Ask them to identify what they think matters most to their employees.
    • Compare what they think is important to the employees’ list above
  2. Focus your attention on what matters most to employees—not what “the suits” think is most important
  3. Equip your supervisors and managers to be able to:
    • Create an environment in which their employees feel free to candidly talk about issues
    • Communicate with employees about company changes and matters that directly affect them
    • Cause employees to trust what is said

HOW TRINITY CAN HELP
Trinity’s Team has the experience and expertise to assist in improving the work experience of your employees—and, in turn, improve your organization’s:

  • Relationship with its most important asset—your employees
  • Ability to recruit and retain talent individuals
  • Overall performance of your organization.

For more information, e mail Trinity at info@TrinityHR.net or visit our website at www.TrinityHR.net.

Posted in Employee & Labor Relations

ARE YOU READY FOR AN AMBUSH?

Posted on February 23, 2015 by Trinity HR

union

The National Labor Relations Board (NLRB) is at it again.  After being unsuccessful in 2012, it has now issued a Notice ofProposed Rulemaking which will put into effect the so-called“quickie union election”, effective April 14, 2015.

Some have termed this the“ambush rule”.  That’s because it gives employers so little time to combat and offset the union’s clandestine pitch about what will do for employees.

  • The effect will be to improve greatly the odds of unions winning election.
  • Knowledgeable observers have no doubts that this was part of the Obama administration’s agenda in its stacking the Board with pro-union extremists.

obamaThe new provisions will dramatically reduce the time from when a union certification petition is filed with the NLRB to when employees vote.

  • The proposed rule removes certain “mandatory” time periods, so there is no “minimum date” by which to hold an election. Instead, elections will be set for the “earliest date practicable”.

arrow-bulletIt is anticipated that the current NLRB target of around 40 days will be reduced to less than 20 days.

The best approach to maintaining union-free status is by “treating employees right”–with the proper intention (that is, because treating employees well is the right thing). However, doing so does not guarantee your organization will not become a target by union organizers.

RECOMMENDED EMPLOYER ACTION
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Take proactive steps to avoid being caught off guard by union organizing. These steps include:

Take proactive steps to avoid being caught off guard by union organizing. These steps include:

  1. Training front-line supervisors and managers to recognize and deal with troublesome workplace issues and/or signs of union organizing at the earliest possible time
  2. Having an employee information and education plan in place

HOW TRINITY CAN HELP
Trinity’s Team has the experience and expertise to ensure your:

  • Employees are being “treated right”
  • Supervisors and managers are properly trained in employee relations
  • Readiness in the event of a union ambush

To learn more, e mail Trinity at info@TrinityHR.net or visit our website at www.TrinityHR.net.

Posted in Employee & Labor Relations

THE LINK BETWEEN EMPLOYEE SATISFACTION & ORGANIZATIONAL PERFORMANCE

Posted on February 16, 2015 by Trinity HR

judges

For many years, there have been debates as to whether or not employees being “satisfied” translates into greater success for an organization. Those on both sides of this debate have mostly used opinion or anecdotal information to support their particular point of view.

First, let’s define “satisfied” employees. They are employees who feel their organizations:

1. Can be trusted to mean & do what they say
2. Genuinely care about them personally, not just for what they can do for the organization
3. Provide fair treatment
4. Seek & respect their ideas & opinions
5. Recognize & reward their contributions to success
6. Offer professional growth opportunities

We should no longer rely upon subjectivity to answer this question. Multiple research studies on this linkage have concluded there is indeed a positive correlation. That correlation is seen in better performance metrics in organizations with high employee satisfaction, such as:
check-markIncreased revenue
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check-markHigher profitability
check-markGreater customer satisfaction
check-markImproved employee retention

arrow-bulletDo you know (not merely think you know) what the level of employee satisfaction is your organization? Do you measure it—like you do other key business indicators?

Let Trinity’s Team of Consultants help your organization to gain the advantages of high employee satisfaction.

Posted in Strategy, Management & Leadership