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RED FLAGS AN EMPLOYEE MAY BE QUITTING

Posted on October 20, 2014 by Trinity HR

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Retaining your best & brightest employees is a key to your organization’s success. That’s why it’s important to recognize the signs that an employee may be on her/his way out the door.

Here are several red flags that deserve your attention & your seeking to look into the reasons.  In some cases, there may be a non-red flag reason—for example, a personal issue that’s going on, so don’t jump to conclusions.

1. Sloppy work habits

A good employee stops producing top-quality work on a timely basis.

2. Isolation

An employee is away from her/his desk or work area so as to be able to talk privately.

3. Out-of-character complaining

An otherwise & previously cheerful, positive employee begins to complain about things (especially insignificant things).

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An employee appears to be distancing herself/himself from co-workers.

5. Major life changes

An employee experiences a significant life event (e.g., birth of a child, loss of a loved one or divorce).

 If your organization needs help with employee retention, Trinity’s Team of Consultants can provide assistance expertly and economically. If you’ve already lost a key employee, we can provide search services to find a great replacement.

Posted in Talent Acquisition, Executive Search, Employment & Employee Retention

NEW TYPE OF EEOC DISCRIMINATION LAWSUIT

Posted on October 13, 2014 by Trinity HR

lawsuitFor the first time ever, the Equal Employment Opportunity Commission (EEOC) has filed a sexual discrimination lawsuit against a private employer over transgender discrimination. The agency claims two employers each illegally fired a worker who was undergoing a gender change.

  • In both cases, the workers were transitioning from male to female gender and began wearing female clothing to work.

The EEOC has stated that the private-sector lawsuits are part of its ongoingSurf the Internet Extensively A rule of buying in bulkOnce commander levitra continue reading for source you have chosen the quantity and flavors of the jelly you want, you will proceed to get the overall delivery. efforts to implement the Strategic Enforcement Plan it adopted in 2012.  The Plan lists as a top enforcement priority “coverage of lesbian, gay, bisexual and transgender individuals under Title V
II’s sex discrimination provisions, as they may apply.”

If your organization needs help with regulatory compliance, Trinity’s Team of Consultants can provide assistance expertly and economically.

Posted in HR Legal & Compliance

NEW LAW RELATED TO BREASTFEEDING AT WORK

Posted on October 6, 2014 by Trinity HR

Mother and BabyOn September 3, 2014, Philadelphia Mayor Michael Nutter signed a bill (Bill No. 130922) requiring employers to provide reasonable accommodation to employees who seek to breastfeed. The legislation took effect immediately upon being signed.

The legislation;

  • defines “reasonable accommodation” to include providing unpaid break time or permitting an employee to use her break or meal time, or both, to express breast milk.
  • mandates that the employer must provide a safe, sanitary space that isIt https://unica-web.com/documents/50years/unica50years006.pdf buy cialis doesn’t work for every man with sexual dysfunctions. not a bathroom where the employee may express breast milk.
  • Requires employers to inform employees of their right to breastfeed during breaks and are provided a sanitary private space to do so.

For more information, you can go to:

If your organization needs help in ensuring regulatory compliance, Trinity’s Team of Consultants can provide assistance expertly and economically.

Posted in HR Legal & Compliance

WHAT EMPLOYEES SAY MAKES THEM LESS PRODUCTIVE &/OR LEAVE

Posted on September 29, 2014 by Trinity HR

A recent survey of American workers asked them to identify the issues at work that have annoyed them so much they became less productive (sometimes referred to as “quitting but staying”) and/or caused them to quit. Here’s what employees said were the biggest culprits:

82% – Their manager doesn’t know as much about the industry or the work to be done as they do.

82% – They’re recognized for their work as often as they deserve.

This is only one reason navigate here cialis price so many men are buying this medication. 30px;”>79% – Their co-workers are promoted faster than they are.

74% – Their benefits are sub-par

If your organization needs help in creating an environment that makes it a better place to work (& thus prevents loss of productivity & loss of good employees), Trinity’s Team of Consultants can provide assistance expertly and economically.

 

Posted in Employee & Labor Relations

WHAT QUALITIES DO GREAT LEADERS HAVE?

Posted on September 22, 2014 by Trinity HR

Here are some of the qualities identified in a Forbes Magazine article on leadership:

1. Honest
2. Have a positive attitude
3. Confident
4. Intuitive
5. Good communicator
6. Inspirational

Are great leaders born with these qualities?

There are some individuals who are born with qualities which lend themselves to these individuals becoming a good or even great leader. However, even for these lucky few, these qualities need to be developed in order for their leadership to reach its full potential.

  • In sports, some individuals are born with exceptional athletic ability. Athletes who come to mind are Michael Jordan and LeBron James.
  • However, both of these great basketball players are said to have spent hours practicing all aspects of their games and thus developing their natural ability.

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An initial key step in developing leadership is having insight into one’s natural behavioral style. This is because that style greatly determines:

  • The way in which one leads
  • How that leadership is viewed by others – especially individuals who are different than the individual who is leading
  • The effectiveness of the leader

Team Trinity can provide an assessment of your behavioral style of you and the style of each of your leaders through a tried and true methodology.

Posted in Strategy, Management & Leadership

ARE YOU READY FOR A U.S. DEPARTMENT OF LABOR AUDIT?

Posted on September 15, 2014 by Trinity HR

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The Wage and Hour Division of the U.S. Department of Labor filed 8,126 lawsuits in the 12-month period ending March 31, 2014 for violations of the Fair Labor Standards Act (FLSA). This represented a 5% increase over 2013.
arrow-bulletThe FLSA applies to all employers regardless of their number of employees.

Typically these lawsuits were due to employers:

  • Wrongfully classifying employees as exempt (meaning not required to be paid)
  • Failing to pay overtime to non-exempt (meaning entitled to overtime) employees at time & ½ for all hours worked in excess of forty hours in a week

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  • Making back wage payments going back 2 years
  • Liquated damages equal to the amount of back

If a willful violation, an employer is subject to:

  1. 3 years of double back payments to employees
  2. Criminal prosecution with a $10,000 per employee penalty for the 1st offense and imprisonment for the 2nd offense
  3. Punitive damages

If your organization needs help in ensuring you are in compliance with the Fair Labor Standards Act or other employment regulatory requirements, Trinity’s Team of Consultants can conduct an audit expertly and economically.

Posted in HR Legal & Compliance

IS YOUR ORGANIZATION’S PAY ON TARGET?

Posted on September 8, 2014 by Trinity HR

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Do you know the answer? Are you confident that your answer is correct?

  • The only way this very important question can be answered with a high degree of accuracy is if your organization periodically conducts a thorough market compensation analysis.

Here’s what a thorough compensation analysis by Trinity does:
1. Compares your organization’s positions to comparable positions in other organizations that are:

    • In your industry
    • Of similar size (as measured by revenue and/or number of employees)
    • In the geographical area in which you would recruit for a position—be that locally, regionally or nationally

2. Does not merely look at a position’s title, but considers its:

    • Duties and responsibilities
    • Education and experience requirements

3. Takes into account the incumbent’s:

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    • Qualifications in comparison to the position’s requirements
    • Performance
    • Other relevant factors

4. Analyzes not just annual salary plus also:

    • Incentive compensation
    • Commissions, if applicable
    • Other forms of compensation

5. Provides position-by-position, person-by-person compensation recommendations based on the analysis

Trinity utilizes an up-to-date, reliable data base of market compensation to expertly and economically perform a customized market analysis for your organization.

Posted in Compensation & Performance Management

CHANGE MANAGEMENT: PART 4 – SIX PRINCIPLES OF CHANGE

Posted on September 1, 2014 by Trinity HR

8-4-2014At some point every organization realizes that it needs to make changes. In some cases, the change is necessary to continue to be successful. In other instances, it is necessary in order to survive.

In either circumstance, there are six principles that determine, to a large extent, the degree to which the change will be successful and the amount of pain involved in achieving success.

Principle #1: Vision

  • People follow a leader whose vision is a desirable objective.
  • Very little changes without someone championing the desired change.

Principle #2: Communication

  • People follow a leader who effectively communicates her/his vision & the plan to achieve it.

Principle #3: Motivation (also known as the Principle of “WITC-FM”)

  • WITC-FM is not the name of a radio station, but it is similar to one in that, when change is taking place, people listen for What’s In This Change For Me.
  • People follow a leader who gives them compelling reasons for achieving the vision.

Principle #4: Credibility

  • People follow a leader when they believe in her/him.
  • People follow aBoil Down Fever Ginger tea gets the ability to increase the circulation of blood in your body. learn this here now cheap cialis leader when they have confidence in her/him & the leader’s vision & plan.

Principle #5: Obstacle Removal

  • People follow a leader who removes the obstacles to achieving objectives.
  • People follow a leader who makes their job easier by busting through barriers & bureaucracy on their behalf.

Principle #6: Believers & Non-Believers

  • People fall into three categories or groups when it comes to change:

arrow-bullet Group 1 readily believes in & quickly accepts the need for change.
arrow-bullet Group 2 immediately resists.
arrow-bullet Group 3 are undecided – they stand on the sidelines & wait to decide.

  • It is important to identify who is in which group because that determines your approach to those within each group.

The Trinity team can provide expert and economical assistance in helping to implement change successfully.

Posted in Organizational & People Development

INVESTING IN YOUR PEOPLE

Posted on August 25, 2014 by Trinity HR

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Your organization probably regularly invests in a number of items on a planned, budgeted basis. Examples of these items typically include:

  • New equipment
  • Updating of technology (computer systems, smart phones, etc.)
  • Improvements to facilities

But when is the last time your planned, budgeted investments included a significant investment in your people? Common comments on this topic that are heard from employees are these:

“My company says its people are its most valuable resource. If they really meant that, they’d show it by providing
us with opportunities to grow and develop.”

“I can’t remember the last time I received training.”

“When business slows down, the first thing that gets cut is training.”

While making non-employee investments are readily seen as a sound business decision, many employers consider employee training and development as a costly and unimportant expense. Such thinking fails to recognize the benefits of investing in employees an organization gets.
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So what is the Return on Investment to your organization by training and developing your employees? Here are four ways your ROI is achieved:

1. Job satisfaction, employee motivation and morale are increased, reducing employee turnover and related expenses to recruit and train replacement staff.

2. Increased skill and knowledge enables staff to be more effective and more efficient, thereby improving productivity.
arrow-bullet“Effectiveness is doing the right things; efficiency is doing things right.”
      – Peter Drucker, renowned management expert and best-selling author

3. Better supervisors and managers means better people management, and therefore fewer employee problems/issues and lower legal fees to defend accusations of wrongdoing (for example, sexual harassment, discrimination and wrongful discharge).

4. Developing your senior leadership team members enables your organization to think more strategically and act in a more unified way.

If your organization needs help in designing and delivering training and development programs at the professional, supervisory, managerial or executive level, Trinity’s Team of Consultants can do so on a wide range of topics.

Posted in Organizational & People Development

CHANGE MANAGEMENT: PART 3

Posted on August 18, 2014 by Trinity HR

8-4-2014

It is important that you fully prepare for an important fact about any major change initiative – it will be a lot like a rollercoaster ride. Below is a model that depicts what this ride looks like:

(Source: Centre for Strategic Management)
8-18-2014

If your organization needs to undergo change, Trinity’s Team of Consultants can help you plan and implement it.

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Posted in Organizational & People Development