We are family – but you still have to do your job

If family dynamics can make something as perfect and magical as a three-hour Thanksgiving feast trying and chaotic, imagine what they can do – unchecked – to your small business. Corp! magazine’s article “How to Manage Non-Performing Uncle Joe” deals with just this issue, offering advice and understanding for family business owners who find themselves shepherds of black sheep.

I’m not sure how they knew about my Uncle Joe, but I’m hoping with regular and honest feedback, he’ll be able to pass the dinner rolls more successfully next year.


Background checks: not trendy

Ready for some shocking news? Pre-employment background checks may be trending downward. A recent study by the Society for Human Resources Management (SHRM) says that 14% of employers don’t conduct pre-employment background checks – compared with just 7% from a similar 2010 study. Maybe if Cady Heron did more background checks, everyone else would, too. It worked for army pants and flip flops.

Click here to read the article, Are Fewer Employers Using Employment Background Checks?, from TLNT.

Why do people work for you?

One of the most difficult things human resources managers encounter today is retention.  But this day-and-age, how exactly do you keep good employees at their desks and on your payroll?

HR Daily Advisor says most employees stay at a job because of their boss.  Surprisingly enough, this is not because these bosses chained or handcuffed said employees to their workstations.  But instead, because they actually like their bosses.

According to HR Daily’s article, Why Do People Work for You?  3 Reasons, employees like their bosses when those bosses:

  1. show passion for the work they’re doing
  2. are sincerely committed to success
  3. are loyal

Click here to read Why Do People Work for You?  3 Reasons.

Is ugly a protected disability?

The Equal Employment Opportunity Commission (EEOC) recently launched an investigation into Marylou’s Coffee – a chain of cafes based in Massachusetts – because, well, their employees are suspiciously good looking.

So why exactly are they under investigation, especially since no complaints have been filed? The head of the EEOC’s Boston office says they started this impromptu investigation because “it’s possible that applicants or employees might not know that they have been discriminated against.”

Click here to read more about this unprecedented EEOC investigation in an article written by our partners at Fisher & Phillips LLP.

401(k) dates – nothing to do with going out 401,000 times

Employers, you now have to disclose more to your employees than which day office birthdays will be celebrated this month. The U.S. Department of Labor recently ruled that plan sponsors must inform employees of 401(k) fees. Here, let me breakdown the timeline for you:  

  • July 1 – plan sponsors (that’s you!) should have received fee disclosure date from plan investment providers. If you don’t yet have this information, I suggest giving them a ring.
  • August 30 – plan sponsors need to disclose plan facts and investment fees to enrollees.
  • November 14 – plan sponsors must issue their first quarterly fee disclosure, which outlines the fees deducted from participant accounts in the third quarter. 

To read more about what this requirement means to you and to how best to communicate 401(k) fees to your employees, click here

Gaming the system – read this article and earn a gold star sticker

HR managers are no strangers to incentive programs.  Because, really, everybody wants a gold star. But have you ever thought of using gamification?

HRE online says gamification is using game thinking or game techniques to make a non-game situation (i.e. work) feel more exciting to those participating.

Learn more about gamification by clicking here and reading the full article from HRE online.