Tag Archives: Associates

Recruitment: How To Hire Star Performers (Free Webinar)

hiringBased on the success of my initial two webinars last month, Rick Dacri is offering a third complimentary webinar on Hiring Star Performers Every Time. It is scheduled for Tuesday, October 22 at Noon, EDT and you can register by clicking Hiring Stars.

Among the topics covered in this webinar:

  • Understanding what it takes to make a great hire
  • Developing a positive recruitment brand
  • 7 musts needed to improve your overall recruitment program
  • Hiring solid candidates every time
  • Interviewing so you know what you’re getting
  • Getting a “yes” with every job offer
  • Getting meaningful references

To enroll, click Hiring Stars

 Here’s some feedback from previous webinar attendees:

  • It was excellent, clear, easy to understand and follow, applicable in many areas and overall very interesting. Thank you
  • EXCELLENT as Rick Dacri always is!
  • This was incredibly informative and I would love to attend more!
  • The program is great because it triggers you to look into areas of the organization that need improvement.
  • Thank you, Rick. Well paced and informative.
  • Nice work Rick! Enjoyed the presentations.
  • Great information to have for managing a business. You are a great resource for questions.
  • Overall, a good basic refresher. Well organized.
  • Great tips and information.
  • As always, a wonderful Rick Dacri presentation – just the right amount of information and appropriate stories to illustrate the point.
  • For an hours time the information covered was very valuable.
  • The content of both seminars was incredibly helpful. Found the content on hiring right, training managers to interview well and addressing problematic performance important and useful.
  • It is good to have a better understanding of the HR side of the business and how to avoid potential problems

The most important responsibility of any manager is to recruit top-notch talent. The success of your organization is dependent upon it. Yet, even in an economy with high unemployment, it remains difficult to find qualified candidates who can make an immediate contribution to your organization.

This webinar will provide you with the information and advice on how to develop a comprehensive recruitment brand and program to ensure that you have a steady stream of great hires—every time.

Again, this webinar is free. However, you must preregister. And you should feel free to notify your professional colleagues and encourage them to enroll. Once again, to enroll click Hiring Stars.

I hope you’ll register now.

P.S. Still have questions? Just send me an email or give Rick Dacri a call (my direct line: 207-967-0837), and I’ll be happy to address and questions or concerns you may have.

To listen to the previous webinar on Legal Pitfalls, click Webinar.

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Filed under Management, Recruitment

Handbooks: Time to Update

Image 2(This post was written by Rick Dacri on September 16, 2013)

Changes in the laws, along with legal and regulatory changes, make it important that you take a comprehensive look at your employee handbooks and policy manuals. It may be time to make revisions or add new policies.

While there is not a fixed time to review your handbook, an annual audit is a good standard unless you have recently changed internal company procedures, benefits, pay or working conditions or there have been compliance changes that will impact your workforce and business.

While not an exhaustive look, I wanted to outline some of the key issues I have found when I have reviewed some of my client’s handbooks and policy manuals:

  1. Policies  do not reflect actual practices.
  2. Social media polices either do not exist or do not reflect the mandates handed down by the NLRB. It must be noted, even if you are not unionized, you must comply with the NLRB.
  3. Employee handbook receipts are too broad. Again, these recent NLRB findings now necessitate revising the receipt to simply state, “I acknowledge receipt of the handbook” and nothing more.
  4. Benefit changes are not reflected in the handbook and handbooks and benefit plan documents are not consistent.
  5. Sexual harassment policies do not make clear that employees will not be retaliated against for raising claims of harassment or discrimination.
  6. FMLA polices do not reflect the amendments providing leaves for qualified exigency or for serious illnesses or injury of a covered service member.
  7. Policies are in place prohibiting employees from discussing wages, hours, benefits, working conditions and treatment by supervisors. None of these acts can be prohibited.
  8. Changes in many state laws around concealed weapons should be noted in your handbook and may now require modifications to existing polices on weapons in the workplace and workplace violence polices.
  9. Changes in state laws on the use of medical marijuana may requires changes in you drugs in the workplace policy.
  10. Break time for nursing mothers and appropriate areas for lactating should be included in your handbook.

Review your handbook to ensure that it and all your polices address state and federal laws, regulatory changes and court findings as well as your internal company procedures and guidelines. Bring in outside expertise to ensure that you are in compliance. Once completed, make the appropriate changes, train your supervisors around the changes and brief your employees. Do this annually.

If you need help reviewing your polices and handbook or if you need to develop a handbook, I can help you. Call me or click Dacri & Associates.

If this post was helpful, you may want to also read these posts:

  1. Surveillance Cameras: Can I Watch My Employees?
  2. Maine Allows Concealed Weapons in Employees Vehicles
  3. Medical Marijuana Law

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Filed under Compliance

6 New CEO Challenges Require Immediate Action

 

imagesPost Written by Rick Dacri, July 8, 2013

CEOs consistently tell me that the challenges of the business fill their plate and the ongoing people issues just make it worse. The last few weeks the Courts and government agencies have simply overwhelmed them. Let’s take a look at what has happened:

  1. DOMA: The Supreme Courts overturning the Defense of Marriage Act now extends to same sex couples, who were married and reside in the 12 states and the District of Columbia that recognize same sex marriage, all the federal benefits offered to heterosexual couples. That means employers must now make the changes to policies, benefits, and payroll taxes to comply with the changes. While this brings a consistency to the compliance between state and federal law, it leaves the question of what happens in the other 38 states.
  2. Independent Contractors: Both the federal and state government agencies (IRS and Labor) have both redefined their definition of an Independent Contractor and begin strict enforcement of the new standards forcing employers to change how they manage their workforce and quickly bring their company into compliance or face huge fines. For many companies, this will be s tremendous burden.
  3. Interns: Two high profile class-action lawsuits against NBC Universal and Fox Searchlight point to the perils of not paying summer interns. In both cases, the Court determined these companies violated the Fair Labor Standards Act for not paying their “workers” forcing employers nationally to rethink how they employ and compensate interns. These rulings will hurt valuable college internship programs.
  4. Affordable Care Act: The Obama administration gave small employers a welcome reprieve by extending the compliance deadline to 2014 for implementing the mandate for employers with 50 or more employees to provide insurance coverage. While on the surface this is good news, it brings further confusion to an already difficult implementation schedule.
  5. Immigration: As Congress wrestles with immigration reform, CEOs suffer with the inability to recruit badly needed skilled and unskilled foreign workers. With a growing skills gap and an aging workforce, foreign workers could fill the void. Without Congressional relief, CEOs must operate without essential workers.
  6. New Definition of Supervisor: The Supreme Court has clarified its definition of a “supervisor” and in doing so, provided employers with a bit of clarity in defending itself against claims of harassment. While this is a helpful decision, it still requires policy changes and education of managers to ensure compliance.

Running a business is always a challenge. The Courts and government made it a whole lot more complicated. Regardless, CEOs must begin to address the changes, make the adjustments to their policies and practices, and quickly get into full compliance, while continuing to lead their business.

If you want to know how I can help you with this, click Dacri & Associates.

If this has been valuable, you may also want to subscribe to our free electronic newsletter. Just Click The Dacri Report.

Other posts you may want to read:

  1. DOMA Overturned Means Changes for Business
  2. Independent Contractors in Labor’s Cross Hairs
  3. Interns: Employers Obligation to Pay or Not?
  4. Affordable Care Act: What Employers Need To Know
  5. Immigration: Tear Down Those Walls
  6. Harassment Claims: Courts New Definition of Supervisor

 

 

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Filed under Compliance, Management, Uncategorized

ObamaCare Good For Business

imagesPosted By Rick Dacri, June 12, 2013

Many of the pundits are warning that companies will be laying off workers or reducing work hours to skirt the regulations that require them to provide health insurance under the Affordable Care Act. One company has said “nonsense” and is actually allowing part-time employees to increase their hours so that they can become eligible for the insurance, thus increasing the number of employees who will be receiving health insurance at their company. The Cumberland Gulf Group (Cumberland Farms Convenience Stores) believes that by taking care of their employees, they will see improvements in employee engagement, retention and customer service, all resulting in increased sales and profits. Rather than focusing on short-term savings by eliminating health insurance, they’re betting on their employees and the long-term health of their company by adding employees to the insurance rolls.

The Cumberland Gulf Group has made employee satisfaction a corporate priority and knows that expanding benefit coverage to more of their employees is one way to achieve this. They realize that customer satisfaction requires happy, engaged employees.

Cumberland is taking the big picture approach. It’s a smart move; it’s strategic; and it makes good business sense. Employees are not going to stick around a company that neither invests in them nor provides them affordable health insurance.

What do you think of Cumberland’s decision?  Comment below.

 Other posts you might want to read:

If you want to know more about Dacri & Associates and how we can help you, click here: Dacri & Associates

 

 

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Filed under Compliance, Leadership

Workers’ Comp, FMLA & the Critical Avoidance of “Stacking”

Posted by Rick Dacri on June 11, 2013

Eligible employees who get injured at work and lose time (lost time injury) should be placed on FMLA, thus avoiding “stacking.”

Let me explain. To begin, when an employee gets injured at work, they become eligible for workers’ compensation. Secondly, if the employee loses work time, as a rule of thumb three days or more, this would be considered a “serious health condition” and the employee should be placed on a Family and Medical Leave (remember, to be eligible for FMLA, the company must employ 50 or more employees and the employee must have one or more years of service and worked 1250 hours in the previous 12 months).

Now, what is stacking? Stacking refers to the piling on one type of leave on top of another. In this case, if the employee goes out on workers’ comp with a lost time injury, by designating that time as a FMLA leave, the employee, at some future time, could not refuse a return to work with a light duty job offer by declaring the FMLA leave, at that point.

When the employer declares the leave at the onset, you take better control of the workers’ comp case, begin to exhaust the 12 weeks of FMLA leave eligibility, and avoid stacking, which if not done could result in a longer period of lost time that could include a refusal of light duty by the employee.

Remember, the employer has the right to declare the FMLA leave. Exercise it.

Questions? Give me a call. Comments? I welcome them. Just put them in the section below.

If you want to know more about how I can help you, click Dacri & Associates.

Other articles you might want to read:

  1. Control Your Workers’ Compensation Costs
  2. Light Duty Work: Must I Provide for Non-Work Related Injuries
  3. FMLA: DOL Issues New Rules Effective March 8

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Filed under Compliance

Recruitment: Getting a “Yes” to Every Job Offer

Getting a “Yes” To Every Job Offer

10 Foolproof Steps

By Rick Dacri, Dacri & Associates, LLC

 This article was originally published in Mainebiz, October 1, 2012

Finding the perfect candidate to fill the critical position in your company is never easy. Search, interviewing, and reference checking can be draining to you and your organization. And once you find the “right” one, you’d like to believe your job is over, but it is not. Getting the candidate to say “yes” is the most important part of the entire recruitment process. Without a “yes” everything else you have done is simply practice.

After you have completed the interviews and references, ask yourself: Can he do the job? Will she be accepted? Will he fit? Is she interested? What is the likelihood that he will stay? Will outside factors interfere with her performance? Are there any red flags? Am I excited about him? Is my staff? Is she the one?

If you are convinced that the candidate has the right stuff and will add value to your organization, then it is time to prepare the job offer. Don’t underestimate this step. Too often, we assume the candidate will automatically say yes. Unfortunately, this is not the case. Unless they are unemployed, there is often a pull to stay in the current job then to accept your position—a “buyer’s remorse.” And, they may be interviewing elsewhere where a “better” offer may already be on the table.

 To begin, let’s look at some of the reasons candidates accept new positions. Continue reading

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Filed under Recruitment