Best Practice Exchange

2011-05-04T14:00:00.001-04:00

Finding the wildlife at a Summer Camp for Social Media and HR Rock Stars http://ping.fm/4ZLSG

2011-03-30T13:36:00.001-04:00

new post: Mastering social search and monitoring for your brand
http://ping.fm/4L0Ur #PRSCamp #hrevolution #dthr

2010-11-24T06:03:00.001-05:00

Social Media Strategy Checkup for employers http://bit.ly/eZyZCc #hr #shrm #prbpc #efca #unions #in

2010-09-05T14:20:00.001-04:00

Aperitifs and digestifs: After the dessert bar http://ping.fm/iCyPo

2010-07-25T13:38:00.001-04:00

I am so sick and tired of social media! Are you? http://ping.fm/axJbt

Social Media Revolution 2 (Refresh)

2010-06-06T18:23:00.000-04:00

2010-04-18T09:28:00.001-04:00

Business Travel: Planes, Trains and Eyjafjallajokull http://bit.ly/aDAJzE #hr #shrm #tru #fb #in

2010-04-08T06:16:00.001-04:00

Would you like a free ticket to #TRUUSA? Here is how you can win one! http://bit.ly/cBeJH9 #hr #shrm #TRU #greatHR

Paths to HR Greatness: reBlog from humancapitalleague.com: Why Al Gore Shouldn’t Be This Year’s SHRM Annual Keynote Speaker

2010-01-24T21:13:00.000-05:00

Paths to HR Greatness: reBlog from humancapitalleague.com: Why Al Gore Shouldn’t Be This Year’s SHRM Annual Keynote Speaker

2010-01-09T09:57:00.001-05:00

Florida is a frozen wasteland - deal with it! http://ping.fm/vFZ7e

2010-01-02T09:06:00.001-05:00

Brash, brilliant, Ballsy! Cougard and Boy Toys! http://ping.fm/i0LE1

2009-12-31T10:18:00.001-05:00

Jimmy Buffett and HR http://ping.fm/0U3sh

See London on Two Wheels: Brompton, the British Bike that can!

2009-10-27T18:49:00.006-04:00

Traveling to Europe Soon?

The end of the year and the holiday season are fast approaching.

While the weather may be slightly less favorable than the spring, now is a great time to find travel deals from the United States to Europe and the United Kingdom. Save big money now by shopping ahead and you may get to see Big and the other sites of London in the next few months.

Just imagine, landing in Heathrow or Gatwick, and then taking the train into the heat of London.

When you arrive, you step off the train in London during rush hour and you will see a swarm of besuited businesspeople mounting odd little fold-up bicycles. This is probably the Brompton folding bicycle, manufactured in London and used there daily for transportation around the bustling city.

Undiscovered Business Entrepreneurs

Why the Bromptom bike will remain the best of British, made in the heart of London.

While the average person may not have considered it, a folding bicycle is an impressive feat of engineering. It needs to be easily collapsible yet maintain alignment to offer a comfortable and speedy ride – it’s a daunting task for any entrepreneur. Such was the conundrum that Andrew Ritchie wrestled with in the mid-70s. Ritchie, trained as an engineer, but working as a landscape gardener, was intrigued by the idea of designing a bike so small “it could fit in your pocket”. He began working on his own prototypes and by 1976 had formed a company, Brompton, named after the Brompton Oratory church opposite his home. Despite the bicycle’s ingenuity and Ritchie’s enthusiasm, bike manufacturers showed little interest, forcing him to go into production for himself. He had no problems selling his bikes, but between Ritchie and his single employee, he couldn’t build more than 300 a year from his little workshop in London. Now the company has a turnover of £10million and is growing about 25% a year. About 70% of the bikes are sold abroad, particularly to the Netherlands, Germany, the USA and Japan. Amazingly, manufacturing still takes place in London.

Nearly half a million journeys are made by bicycle in London each day, and the number of cyclists has nearly doubled since 2000. The existing factory has the capacity for Brompton to double its output, and with another 15 years on its lease, there is no reason to doubt that Brompton will remain the best of British, made in the heart of London.

Learn more about the Brompton in this video!

2009-10-25T11:04:00.001-04:00

How do you evangelize social media to non-believers? Tell us and get published credit!
http://ping.fm/lVouZ

2009-10-08T06:58:00.001-04:00

Tampa Workplace Examiner: new article http://ping.fm/SV5pq

2009-10-04T13:08:00.001-04:00

Check out the new post: new post: Social media: Be a Guru, not a Swami! http://bit.ly/XLbGF

2009-10-03T12:55:00.001-04:00

Important thought from #izeafest Things I am learning at #izeafest http://bit.ly/XLbGF

17 things that labor unions would like for Labor Day

2009-09-07T09:16:00.001-04:00

17 things that labor unions would like for Labor Day

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2009-08-31T20:06:00.000-04:00

2009-08-30T19:06:00.000-04:00

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2009-08-01T15:53:00.001-04:00

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Could this happen at your company?

2009-07-12T16:53:00.001-04:00

Could this happen at your company?

Posted using ShareThis

HRevolution Blogger Experience '09 - HRevolution '09

2009-07-06T05:53:00.001-04:00

If you haven't seen this yet, you should check it out. Unconferences are unique experiences!

HRevolution Blogger Experience '09 - HRevolution '09

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2009-07-05T12:47:00.000-04:00

New Orleans T-shirt

2009-07-04T17:22:00.001-04:00

Image by New York Public Library via Flickr

You can find many crazy things on Bourbon Street in New Orleans.

Top 10 Reasons Why Recruiters Need Their Own LinkedIn Group (and ours surpassed 10,000 members) | Arbita Consulting and Education Services (ACES)

2009-06-19T15:45:00.000-04:00

Top 10 Reasons Why Recruiters Need Their Own LinkedIn Group (and ours surpassed 10,000 members) Arbita Consulting and Education Services (ACES)

Upgrade your mind for free

2009-06-16T22:48:00.001-04:00

Upgrade your mind for free

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Summer at SeaWorld : Best Deal of the Day

2009-06-16T16:11:00.003-04:00

Image by Ekey84 via Flickr

Buy one park, get another free!

The price of gasoline is going up again. School is out and the kids are already getting restless. What are you going to do to keep them entertained?

If you live in central Florida like I do, you can take advantage of an incredible offer and only spend a little on gas while doing so.

SeaWorld in Orlando is running an AMAZING offer right now: Buy a ticket to SeaWorld and you get ticket to Aquatica or Busch Gardens for absolutely FREE!!!

If you have never visited SeaWorld, then this should be all the reason you need to head there as soon as possible!

But wait, there are even more reasons.

SeaWorld is an awesome way to spend a day of staycation that is less than a couple of hours away from most of Central Florida.

Once you mention the idea of SeaWorld to your kids, they are going to be clamoring to go. They won't want to wait to ride on the newest roller coaster in Florida - the mighty Manta!

You will spin, glide, skim and fly like a giant ray when you ride Manta, the only flying roller coaster of its kind in the world. Only at SeaWorld in Orlando.

Take advantage now of this fantastic opportunity now. None of the other big Orlando parks are offering anything like this deal. It just can't be beat!

Leadership Carnival for June is up

2009-06-08T10:25:00.001-04:00

HR Observations: Leadership Carnival for June 7th

Hey, the Carnival of Leadership is up! I'm not in it, but it has already been recommended by the HR Bartender and Mike Haberman, and that's good enough for me!

Dan McCarthy over at the blog Great Leadership has posted this month's issue of the Leadership Carnival. This is a great collection of blog posts dealing with leadership
issues. They cover talent managment, defending against unions by having a happy
workforce, leadership development, inspiration and more.

Tiger Stadium could come down today; accusations fly as structure is slated for demolition - Detroit News and Information - Crain's Detroit Business

2009-06-05T13:53:00.000-04:00

Tiger Stadium could come down today; accusations fly as structure is slated for demolition - Detroit News and Information - Crain's Detroit Business

With all the shiznitt going on in my home state, they can't find anything more urgent to deal with this?

And why wouldn't they want to develop the area and create jobs?

Just askin'!

As preservationists scrambled Friday to halt the impending demolition of
Tiger Stadium, a Detroit Economic Growth Corp. official said work could begin as
early as Friday night.

“If all of the paperwork is correct, I will let them start, if they want
to, this evening,” said Waymon Guillebeaux, executive vice president, project
management and contract monitoring at the DEGC.

At noon Friday, members of the Old Tiger Stadium Conservancy were
attempting to arrange a meeting with Detroit Mayor Dave Bing to urge his
intervention. Since Detroit’s Economic Development Corp. voted Tuesday to finish
demolishing the 97-year-old stadium — work began last fall but was stopped to
give the conservancy more time to complete a redevelopment plan — emotions have
run high in Detroit, and accusations have flown.

Preservationists say the DEGC has ignored queries from a Detroit
businessman who had expressed interest in siting his business at a redeveloped
Tiger Stadium, and from U.S. Sen. Carl Levin, who has earmarked $3.8 million in
federal funds for a stadium redevelopment project.

Conservancy member Rick Ruffner, president of Detroit-based Avanti Press
Inc., said he sent a letter to Jackson in 2007, expressing his interest in
moving his Congress Street business to a Tiger Stadium development. He estimated
that he’d occupy about 100,000 square feet of office space and employ 85 at the
site. The DEGC never responded, said Ruffner, who joined the conservancy about a
year ago.
Rossbach said such a request should have been directed to the
conservancy.“So he came in with a proposal, essentially at the same time they
were making the decision to hand off or grant the conservancy some interest in
this process?” Rossbach said. “That was very well publicized… it was pretty
obvious who to contact… Ernie Harwell was out there with a microphone. This
wasn’t a big secret. Mr. Ruffner or anyone else have all found the conservancy
very easily. … At this point to be complaining about something that happened two
years ago is like, where were you two years ago? If you were worried? Why is he
complaining now?”

Ruffner said called Rossbach’s response a cop-out. “Development questions
are directed back to the city,” he said. “They could have gotten back to me and
told me to take it to the conservancy.”

Price Chopper Names White to HR Post

2009-06-01T12:00:00.000-04:00

Price Chopper Names White to HR Post

Proce Chopper, part of Golub Foods hires Talent Acquisition Manager.

Price Chopper here on Friday said it has hired Paul White as director of talent acquisition, overseeing the daily operation of the recruiting department for the 119-store chain.

He reports to Paul Rollins, vice president of talent management. Before joining Price Chopper, White worked at Office Depot and Cingular Wireless and had been a recruiting consultant

Execution is STILL the major challenge for business leaders

2009-05-28T15:47:00.001-04:00

RESULTS.com - 29May09: Execution is STILL the major challenge for business leaders

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Tampa Workplace Examiner: Be wary of employment scams

2009-05-28T06:50:00.001-04:00

Tampa Workplace Examiner: Be wary of employment scams

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Texting on the Company Tech -- Jott -- AIM Chat -- Twitter

2009-05-27T14:43:00.000-04:00

Texting on the Company Tech -- Jott -- AIM Chat -- Twitter

What is your current company policy on text messaging on company phones?

As texting becomes more popular so do compliance issues regarding what can and cannot be sent via text by people in business. Is there liability for text messages sent using company computers, smart phones, and PDAs?

More people text than make phone calls these days and it’s easy to see why since texting is easy, fast, and discrete. According to Nielsen Media, 77 percent of wireless subscribers use texting technology. In business, texting is valuable for collaboration, confirming deliveries, and sending quick information to customers via Twitter and text reminders. But as with any new technology, users need to be reminded of texting’s do’s and don’ts.

Companies on Twitter for Jobseekers to follow part 2 | ResumeBear Blog

2009-05-27T12:45:00.000-04:00

Companies on Twitter for Jobseekers to follow part 2 ResumeBear Blog

ImmigrationWorks USA - National Summit

2009-05-26T09:49:00.000-04:00

Info for employers hiring immigrant workers

ImmigrationWorks USA - National Summit:

"STORMING THE HILL
Join the business grassroots campaign for immigration reform

WHEN June 15, 2009, 8:30 a.m. to 4:30 p.m.

WHERE Marriott Washington, 1221 22nd Street, NW

WHO SHOULD ATTEND
Employers for immigration reform
Business owners who rely on immigrant workers
Trade association executives who represent them
Citizens who believe immigrants are good for America

Mounting evidence suggests that the administration and Congress will make a push to pass immigration reform in 2009, despite the recession. But even with large Democratic majorities in Congress, there can be no hope of enacting new law without Republicans and centrist Democrats. And there can be no hope of mobilizing these lawmakers without vocal support from employers who hire immigrants.

Business owners from across America are gathering in Washington to launch a national advocacy campaign. We’ll discuss our must-haves – what do employers need in a bill? We’ll coordinate strategy – grasstops tactics in the states and a national grassroots mobilization, using the new media to build an army of engaged, informed employers ready to make their views known to Congress.

It’s time to launch a national campaign – business owners standing up for what we need in an immigration bill.

Come to Washington to plan. Come to Washington to build. Come to Washington to make your voice heard with like-minded others from across America.

If you are INTERESTED IN ATTENDING, please email sreagan@ImmigrationWorksUSA.org.

We encourage you to STAY OVER in Washington and meet with your representatives on June 16."

Tampa Workplace Examiner: Don't be career stereotyped!

2009-05-26T08:02:00.001-04:00

Tampa Workplace Examiner: Don't be career stereotyped!

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Human Race Horses: Tampa Workplace Examiner: Aggregate your employment references

2009-05-24T11:23:00.001-04:00

Image via Wikipedia

Human Race Horses: Tampa Workplace Examiner: Aggregate your employment references

This is a link to an article I published in the Tampa Examiner on Reference Bot which allegedly was developed for under $10!

Ripping off Josh Marshall

2009-05-18T09:54:00.005-04:00

Today is Plagiarize from Josh Marshall Monday as conceivd by William Wolfrum. (not to mention inspired by Maureen Dowd!)

So, here goes. Blatant Plagiarism from Josh Marshall!

I'm going to start this weekend by meditating on this photo of Dick Cheney zipping around on a segway.

Then I'm going to write something about the World's Largest Democracy. I will tolerate no excuses about Benjamin Netanyahu's visit to the White House. His visit certainly can't be any worse than going for a ride along on Dick Cheney's torture tour. Good luck with that.

Like I always say, Onward Christian Soldiers!

And finally, don't miss my sneak peak of Cheney's big speech on torture at the American Enterprise Institute. This is a Must Read!

Don't wait. Don't stop! Pass go, collect your $200 and read it! Go on, off you go!

Raley's offering buyouts to 3,000 workers - Latest News - sacbee.com

2009-05-15T16:41:00.001-04:00

Image by bowbrick via Flickr

Raley's offering buyouts to 3,000 workers

"Raley's offering buyouts to 3,000 workers"

California economy takes a toll on local retailers.

Raley's has offered buyouts to 3,000 union
employees, or one-fifth of the grocer's workforce, the company said
today.

Nicole Townsend, a spokeswoman for the West Sacramento supermarket
chain, said the buyouts were an attempt to create vacant slots for workers who
were laid off after the December holidays in the company's traditional seasonal
cutbacks.

Townsend said the buyouts were offered to store clerks with 15 or more
years of experience.
Industry consultants said Raley's is trying to reduce
costs during a time of economic weakness. "They're doing it because sales are
soft," said Art Patch, a
consultant and former Save Mart executive.

what the f*ck is social media?

2009-05-13T11:03:00.002-04:00

Image by AFP/Getty Images via Daylife

What The F**K is Social Media?

Slideshare: What the F*ck is Social Media?

2009-05-13T06:55:00.006-04:00

Image via Wikipedia

I liked this slide show presentation on Social Media. You might like it too!

What The F**K is Social Media?

View more presentations from Marta Kagan.

Canadians Call for Boycott of Dutch

2009-05-12T08:59:00.003-04:00

Image via Wikipedia

Hopefully the strife will not result in an international incident between Canada and the Netherlands!

CLC launches boycott of Old Dutch snacks

National campaign follows lockout of 170 UFCW Canada workers in Calgary.

Ottawa (12 May 2009) The Canadian Labour Congress (CLC) is asking all members to boycott products of Old Dutch Snack Foods Ltd., as a result of the company's lockout of 170 workers in Calgary. The employees are members of the United Food and Commercial Workers (UFCW Canada).

CLC president Ken Georgetti has sent a letter to all CLC affiliated unions and labour federations explaining that the boycott is meant to persuade the company to negotiate "a fair and equitable collective agreement."

NUPGE

The National Union of Public and General Employees (NUPGE) is one of Canada's largest labour organizations with over 340,000 members. Our mission is to improve the lives of working families and to build a stronger Canada by ensuring our common wealth is used for the common good. NUPGE

More information:
Letter from CLC on boycott of Old Dutch Snack Foods Ltd. products

New Educational Opportunities for Unemployed Workers

2009-05-11T08:57:00.002-04:00

Image via Wikipedia

Check out Opportunity.gov a new web site to help unemployed Americans gain better access to federal and state training programs and financial aid for job retraining!

Information from the site:

Americans with more education and training have more secure jobs and higher earnings. With jobs hard to find, it may be a good time to consider going back to school.

The President recently announced that unemployed workers receiving unemployment benefits may qualify for a special hand in paying for education and training. And aid can be significant: In particular, the Federal Pell Grant program can provide up to $5,350 for educational costs at community colleges, colleges and universities, and many trade and technical schools. This is only one example of several federal student aid programs available to assist unemployed workers.

Applying for financial aid and finding education and training are not difficult.

Travel can be bad for your health

2009-05-09T08:41:00.003-04:00

Image via Wikipedia

Something to be aware of.

I found out the hard way while traveling to and from Peru.

deep vein thrombosis (DVT)

A blood clot (thrombus) in the deep venous system of the leg is not dangerous in itself. The situation becomes life-threatening when a piece of the blood clot breaks off (embolus, pleural=emboli), travels downstream through the heart into the pulmonary circulation system, and becomes lodged in the lung. Diagnosis and treatment of a deep venous thrombosis (DVT) is meant to prevent pulmonary embolism.

Clots in the superficial veins do not pose a danger of causing pulmonary emboli because the perforator vein valves act as a sieve to prevent clots from entering the deep venous system. They are usually not at risk of causing pulmonary embolism.

What are the causes of deep vein thrombosis?

Blood is meant to flow; if it becomes stagnant there is a potential for it to clot. The blood in veins is constantly forming microscopic clots that are routinely broken down by the body. If the balance of clot formation and resolution is altered, significant clotting can occur. A thrombus can form if one, or a combination of the following situations is present:

Immobility

Prolonged travel and sitting, such as long airplane flights ("economy class syndrome"), car, or train travel
Hospitalization
Surgery
Trauma to the lower leg with or without surgery or casting
Pregnancy, including 6-8 weeks post partum

Is Your Career Search A Full-Time Job?

2009-05-05T12:50:00.005-04:00

Image by Fifi LePew via Flickr

It should be!

Here's a guest post on the trials and tribulations of searching for a job written for Best Practice Exchange by the delightful Meghan M. Biro, Founder and Principal at TalentCulture.

Her message: Persistence Pays Off

Are you making your career search a real full-time job?

Today's uncertain economic climate is difficult for all, but it is undoubtedly more complex and challenging for career seekers. Candidates are more concerned than ever with finding the "right fit" and are more motivated to spend time making informed decisions on the next role - an area in which an experienced career coach can be of help.

Before you turn to a coach, accept that a career search is your new full-time role. Often times career seekers call my office frustrated with their search. A person might say, "I have an impeccable resume, useful industry connections, and a track record of hard work. That?s how I got to this place in my career. I am sending out several resumes each week, yet I feel like I am getting nowhere fast in my search."

It takes more than just "smarts" or "the right contacts" to get to the next level in your career - it takes the effort and passion you'd bring to any other role.

Often times I find that people are not putting in the consistent time and process each week needed to research, network, connect and submit resumes. It is no longer enough to passively respond to job boards like Monster and CareerBuilder.

New media has opened up avenues of opportunity for career seekers to actively research relevant industry contacts, company profile information and feedback. This groundwork can make the difference between success in a career search and frustration.

Most people, when asked, confess to spending about 15-20 hours/week on career search activity. A full-time search can become boring and repetitive. It's easy to lose focus after hearing rejection, or worse - no feedback at all. But it's critically important to focus the same amount of time and energy on your search as you would a full-time job - at least 40 hours a week.

Create a weekly routine and try to stick with it. If you need support - and we all do at some point - set up a system where a friend, advisor, or mentor acts as your career manager.

Know that every few weeks you will be accountable for a certain number of resume submittals, hours of research, and in-person or online time connecting with relevant people in your industry. Schedule weekly meetings a few months ahead of time and hold yourself to a weekly schedule.

And don't lose heart!

The average career search takes at least a few months - sometimes up to 12 months or more - depending on your industry niche and career level. Remind yourself that the keys to a successful career search are still persistence and regular follow-up, with a foundation built on crafting a compelling, authentic online career portfolio/brand.

Remember it may still be a numbers and persistence game to find your next opportunity.

And take heart: you are the CEO/entrepreneur of your own career destination. Use your time wisely, diversify your approach and re-strategize. Good luck, stay positive and make it happen starting today!

Meghan M. Biro, Principal
TalentCulture, LLC
One Mifflin Place
119 Mount Auburn Street
Suite 400, Harvard Square
Cambridge, MA 02138
O: 617.576.5772 F: 617.812.4664
http://www.talentculture.com

http://www.linkedin.com/in/meghanmbiro

2009-05-02T08:09:00.000-04:00

Image of Michael VanDervort

Dear Blogger Spam Robot,

I am a not a spam web site.

I am written and controlled by a real person.

His name is Michael VanDervort, and he lives in Tampa Florida.

He is going to the gym and will be seeing the first showing of Wolverine at the AMC Theatre on Anderson Road in Tampa at 10 AM this morning.

Please don't lock me down again just because he went on vacation to Peru and published some filler content! It really isn't my fault that he left town.

That is all.

Sincerely,

Best Practice Exchange blog

TriNet Offering HR Service to Small Business Community

2009-05-01T10:29:00.002-04:00

TriNet Launches New Human Resources Services to Help Small Businesses Navigate Turbulent Economy

New Product Offerings Help Small Businesses Maximize Their Human Capital Investment, Save Money and Thrive in a Down Economy

SAN LEANDRO, Calif.--(BUSINESS WIRE)--

Small businesses across the nation are faced with a rapidly changing economic landscape and they are searching for solutions to help them navigate the storm. While large corporations are being bailed out, small companies are left with little economic assistance or best-practice guidance.

To help small businesses make informed decisions in complex circumstances, TriNet, a leading provider of human resources outsourcing and consulting services to small businesses, today released the most advanced, paperless HR platform in the company’s history. TriNet’s Spring 2009 release delivers six new human resources solutions and sets a new bar for the HR outsourcing industry.

“Volatile economic times provide opportunities for entrepreneurs to gain market share at the expense of weaker, less nimble competition,” said Burton Goldfield, President and CEO of TriNet. “The right human resources strategy can help small businesses maximize their investment in human capital, save money, and thrive.”

Specifically designed to help small business leaders focus on their core business objectives while maximizing the productivity of their limited resources, the new product offerings include:

Performance Management provides executives with a powerful web-based application that enables companies to clarify and communicate business objectives and align employee activity to those goals. The program employs a professional services team to guide the design and development of a solution that matches each organization’s unique objectives. It is specifically designed for small businesses and lets executives track company performance on their most critical objectives so they can make informed decisions, better understand their workforce capabilities, and assign employees tasks and objectives where they will excel.

Embracing Leadership is a highly interactive two-day workshop led by TriNet’s experienced human capital consultants designed to improve the day-to-day leadership skills of top employees. The solution helps improve performance by creating a culture of intelligent leadership to keep employees focused and motivated to do their best work. Features include online surveys, analysis, curriculum based on the market-leading “situational leadership model,” and case-based active workshops.

Flexible Spending Account (FSA) Debit Card delivers a benefit traditionally offered by big corporations to small businesses. The debit card increases the utility of employee benefits by enabling employees to use pre-tax FSA funds as easily as a credit card purchase. Tax benefits of FSA accounts can put more than $1,000 a year back into an employee’s pocket.

Paperless I-9 is an employee eligibility verification system that moves an often inefficient, error-prone process online to save time. It also provides the ability to onboard employees more quickly and mitigates compliance risks.

Talk 2HR provides small businesses with a case management system that enables them to resolve workplace issues and receive HR guidance. For more complex issues, TriNet customers can use Talk2HR to track hourly progress on their cases and see how quickly TriNet performs on all requests over time. The online application offers an unparalleled level of transparency and accountability in regards to TriNet’s ability to deliver customer service.

Multiple Benefits Funding Strategies give small businesses the ability to structure their benefits programs so that groups of employees receive different benefit plans and levels of financial contribution. With this tool companies can use benefits as a strategic part of total compensation by providing tiered benefits programs to reward top employees, and by adapting regional plans to account for differences in cost of living.

“Small businesses want uniquely tailored human resource solutions that will directly impact their top line revenue or bottom line profitability,” continued Goldfield. “TriNet’s Spring 2009 release is the first in a series of product launches for 2009 that will provide small businesses with tools to maintain focus, maximize employee talent, and help to streamline internal operations while containing costs.”

For more information on TriNet’s Spring 2009 release of products and services, visit www.trinet.com or call 888-874-6388.

About TriNet Group, Inc.

Founded in 1988 in the San Francisco Bay Area, TriNet provides strategic, cost-effective payroll, benefits, and HR outsourcing services to companies throughout the United States and Canada. TriNet specializes in helping small and medium-sized businesses reach their corporate goals and become destinations for top talent, enabling them to compete successfully with larger, more established organizations. TriNet’s comprehensive offerings include HR administration, online employee benefits administration and support, employer risk management, payroll processing, tax compliance, workers compensation, group health and welfare products, and strategic human capital consulting services. For more information about TriNet, visit http://www.trinet.com.
Contacts

TriNet
Greg Howard
greg.howard@trinet.com
or
Fleishman-Hillard
Brooke Burgess, 916-492-5321
brooke.burgess@fleishman.com

13 Year Old Willing to Travel

2009-05-01T06:30:00.003-04:00

Image via Wikipedia

Somebody should hire this Florida kid. He is a go-getter, and he is open to travel!

Trekking to Machu Picchu

2009-04-27T07:59:00.000-04:00

Image by kool_skatkat via Flickr

Day 5 - we will be viewing the glorious history that is Machu Picchu!

Aguas Calientes - Hot Spings of Peru

2009-04-25T07:56:00.000-04:00

Image via Wikipedia

Day 4 of this fabulous vacation.

We will be taking the train from Cusco to Aguas Calientes.

Cusco - Gateway to Machu PIcchu

2009-04-24T07:53:00.000-04:00

Image via Wikipedia

Day 3 of our vacation.

Kyle and I will be high in the Andes, acclimating to the thin air of Cusco in Peru! I will be eating ceviche!

South America

2009-04-23T07:51:00.000-04:00

Image by adam79 via Flickr

It is day 2 of my vacation.

We will be touring the sites of Lima in Peru!

Guest Blogs in Store

2009-04-22T08:10:00.004-04:00

Image via Wikipedia

Guest Blogger Lineup

Over on HumanRaceHorses we have a great lineup of guest blog posts while on vacation, including a major announcement from SHRM on Friday in a post written by China Gorman!

Here is the lineup:

Thursday April 23 - GL Hoffman, author of Dig Your Job, takes an outsider's look at HR and recruiting

Friday April 24 - SHRM COO China Gorman shares a big announcement about an exciting development at SHRM that is related to social media and the national conference in New Orleans. (I'm really excited about this!) (I'll be at the conference too!)

Saturday April 25 - Jennifer Platzker Snyder helps business prep for EFCA (h/t to Eric Meyer for getting this post sent to me!)

Sunday April 26 - Karla Porter shares her personal experience with a career change during the current turbulent economy

Monday April 27 - Eric B. Meyer does his own riff on EFCA and labor throwing in the towel

Tuesday April 28 - Jason Blais of Recruiting Front Lines closes out our guest lineup with a thought provoking post that contrasts the good and bad of social media.

Thanks to all of them for helping out with content while I go eat ceviche, drink cervezas and pisco sours, and climb Machu Picchu! or maybe I should say "gracias, amigos!"

It's Wednesday. This must be Atlanta...no it's Lima!

2009-04-22T07:49:00.002-04:00

Image via Wikipedia

Day 1 of vacation. I wil be in Tampa, then Atlanta, and then Lima Peru!

Do Employers Test for Drug Use in Amsterdam? (video humor)

2009-04-20T21:04:00.003-04:00

Image by Kuzeytac via Flickr

Why bother to drug test?

Magic Mushroom Musings -- "Once, I was fired. Now I am water."

In my idle moments, I sometimes wonder if they do pre-employment drug screening tests in Amsterdam. I mean, what would be the point?

This public service announcement from College Humor may partially answer the question. (Not really, but the video is funny)

Take a look at "Legalize Shrooms"

How to Utilize Social Media in Human Resources

2009-04-17T04:50:00.002-04:00

Image via Wikipedia

Human Resources and Social Media

"I don't have the time"....

"I'll get on there when the time is right is right"...

I attend a lot of HR conferences as a part of my consulting and blogging business. I go to stay in touch with industry trends and to meet people for networking. In the past year I have been to:

2008 HR Florida state conference
Kennedy Recruiting Forum in Orlando
Employers of Excellence Conference, presented by HR.com
On the Cutting Edge, presented by Suncoast Human Resources Association

and during the balance of the year, I will be (or hope to be) attending

2009 SHRM National conference in New Orleans (June)
Social Recruiting conference in California (June, at the GooglePlex)
2009 HR Florida State conference in Orlando (August)

One of the regrettably noticeable trends I encounter over and over again at HR conferences is the lack of ~~concern~~ participation by Human Resources people in increasing their knowledge and understanding of social media and its implications for our profession.

I believe it is imperative that HR people start to become leaders in this area. We will be called upon to develop policies. There are tremendous opportunities to leverage low cost recruiting and talent management solutions. This is a great opportunity to get a seat at the table as an early adopter, which translates into things like Subject Matter Expert and "leader" down the road.

One of the over used phrases in social media is "evangelizing your message".

HR and the use of Social Media is something I have been evangelizing recently on my personal blog: Human Race Horses. We need to get out there and be a part of the social media trend, folks.

How do you do this? Here are a variety of sources that I have created or shared that will help you get started in social media. I am encouraging people to think about utilizing a tool called twitter as the starting point if you need one place to begin. I chose twitter because ii is simple, powerful, and can be used as much or as little as you wish without any advanced learning required.

It is also fun and an incredibly under-utilized platform for research and communication.

I hope you enjoy these links. I encourage you to read through them all. You will find it ~~valuable~~ useful.

Job search and "Cisco Fatty" : Why it is important to think before you tweet
On the cutting edge of Human Resources or maybe not
Incentives on using twitter for HR professionals
Twitter Training Week!
Twenty really important HR professionals to get to know on Twitter
Twenty more HR peeps from twitter you really shouldn't live without!
Twitter as a research tool for HR - you don't know what you are missing!
Thirteen twitter research tips for HR from other fields
Tweetdeck is the key to maximizing twitter as a research tool
Social Media Research for Human Resources made simple

I hope you found this information useful. I would be happy to chat with anyone who needs help getting started.

HCC Insurance Holdings Names new HR VP

2009-04-16T16:30:00.003-04:00

Image via Wikipedia

"We are very pleased that Susan Howie has returned to HCC to lead our Human Resources Department. She brings a unique and valuable knowledge of the company to this assignment," HCC Chief Executive Officer Frank J. Bramanti said.

Headquartered in Houston, Texas, HCC Insurance Holdings, Inc. (HCC) is a leading international specialty insurance group with offices across the United States and in Bermuda, Ireland, Spain and the United Kingdom. HCC has assets of $8.3 billion, shareholders' equity of $2.6 billion and is rated AA (Very Strong) by Standard & Poor's and AA (Very Strong) by Fitch Ratings. In addition, HCC's major domestic insurance companies are rated A+ (Superior) by A.M. Best Company.

For more information, visit our website at http://www.hcc.com/.

Darden Restaurants Announces Upcoming HR Changes

2009-04-15T11:51:00.005-04:00

Orlando Chain Announces Staff Changes

Darden Restaurants today announced that Dan Lyons, Senior Vice President of Human Resources, has elected to retire from the company effective December 31, 2009. He will be succeeded by Daisy Ng on June 1, 2009, and remain in a transition support role for the balance of the calendar year.

"Dan has played an instrumental role in establishing a strong Human Resources function at Darden," said Clarence Otis, Darden's Chairman and CEO. "Under his leadership, Darden has strengthened its talent management capabilities, leadership development efforts, compensation programs, and HR systems and leadership ranks, creating the people foundation necessary for our company to successfully grow by more than 500 restaurants, 65,000 employees and $3.5 billion in sales during his tenure. And he did it all while helping Darden foster a culture that values diversity, caring and respect. We thank Dan for 17 years of valuable service and wish him well in his retirement.

"And thanks to Dan, we didn't have to look far to find his capable replacement," Otis continued. "It's a tribute to his legacy of developing leadership bench strength that we have someone of Daisy Ng's caliber to step up and lead the HR organization. She brings tremendous new skills and will help us fully capture the long-term growth opportunity available to Darden."

In her new role, Ng will report directly to Otis and become a member of Darden's Executive Team. She joined the company in October 2005 as Senior Vice President of Talent Management and has led a multi-year strategy to design systems and tools that better enable Darden to identify and develop outstanding leaders and drive stronger employee engagement.

Ng brings more than 25 years of experience to her new role, having held various senior executive positions in a number of highly regarded global companies in Asia Pacific, Canada and the United States. Her experience has included roles across a variety of HR functions, including strategic planning; organization design and effectiveness; training and development; talent management; international and domestic relocations; staffing and planning; compensation and benefits; and HR information systems. Immediately prior to joining Darden, she served as Vice President, Workforce Development of Hewlett Packard.

Ng holds a bachelor's and a master's degree in business administration from the Chinese University of Hong Kong. She is recognized as a Certified Human Resources Professional (CHRP) by the Human Resources Professionals Association of Ontario, Canada, and served as a member of the Association of Training and Development (ASTD) Board of Directors from 2006 to 2008.
Lyons first joined the company in 1993 as Olive Garden's Senior Vice President of Personnel before spending the past 12 years in his current role.

About Darden Restaurants

Darden Restaurants, Inc., (NYSE: DRI) , the world's largest full-service restaurant company, owns and operates more than 1,700 restaurants that generate $7 billion in annual sales. Headquartered in Orlando, and employing 180,000 people, Darden is recognized for a culture that rewards caring for and responding to people. Our restaurant brands - Red Lobster, Olive Garden, LongHorn Steakhouse, The Capital Grille, Bahama Breeze and Seasons 52 - reflect the rich diversity of those who dine with us. Our brands are built on deep insights into what our guests want. For more information, please visit http://www.darden.com/.

Website: http://www.trafficresults.com/click-rabbit.php?acctid=nHUjKrGzVwM=&docid=FL9903515042009-1&redirect=1&url=http://www.darden.com/

Giant Food Announces New HR Leader

2009-04-13T20:41:00.001-04:00

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Giant Food Announces Appointments to Leadership Team

As Executive Vice President of Human Resources, Paula Labian will play a key role in positioning Giant Food for the future. She has exceptional experience as a leader in Human Resources for a number of organizations. For the past six years, she served as Chief Human Resources Officer (CHRO) and Global Vice President of Human Resources for Whole Foods Market, Inc. based in Austin, TX. In that role, Paula led a global team of HR professionals to support programs for more than 280 stores and 54,000 associates.

Prior to that, Ms. Labian held leadership roles at Blue Cross Blue Shield of Florida, Harris Specialty Chemicals, and Marine Transportation Services, Inc. She holds a dual MA in Business Management and Human Resources Development from Webster University in St. Louis, MO, and a BA from the University of North Carolina at Chapel Hill.

A Search Slice from FriendFeed - Society of Human Resources Management

2009-04-11T21:32:00.004-04:00

Image via Wikipedia

Sit down and have an Easter weekend slice of SHRM from Friendfeed!

And check out the awesome bloggers panel that was just announced on twitter by China Gorman @SHRMcoo

@TheLance

@lruettimann

@kris_dunn

@jessica_lee

Who are these people and why you should care!

Laurie Ruettimann - Twitter

“@HR_Minion @CincyRecruiter @mvndrvrt Thanks for the props on #shrm. I think it should be fun and will expose HR to social media.”

37 minutes ago - Comment - Like - More

Laurie Ruettimann - Twitter

“RT @SHRMcoo: Guess who's speaking at SHRM NOLA? @lruettiman, @kris_dunn, @thelance, @Jessica_Lee!”

1 hour ago - Comment - Like - More

Laurie Ruettimann - Twitter

“]RT @SHRMcoo: Guess who's speaking at SHRM NOLA? @lruettimann, @kris_dunn, @thelance, @Jessica_Lee!”

1 hour ago - Comment - Like - More

Best Practices Exchange: Twitter

“RT @SHRMcoo: Just added! Panel discussion at SHRM NOLA: "HR Bloggers: who are these people and why should I care?" moderated by @SHRMcoo.”

1 hour ago - Comment - Like - More

Best Practices Exchange: Twitter

“RT @sharlyn_lauby: RT @SHRMcoo: Guess who's speaking at SHRM NOLA? @lruettiman, @kris_dunn, @thelance, @Jessica_Lee!”

1 hour ago - Comment - Like - More

You - Twitter

“RT @SHRMcoo: Just added! Panel discussion at SHRM NOLA: "HR Bloggers: who are these people and why should I care?" moderated by @SHRMcoo.”

1 hour ago - Comment - More

You - Twitter

“RT @sharlyn_lauby: RT @SHRMcoo: Guess who's speaking at SHRM NOLA? @lruettiman, @kris_dunn, @thelance, @Jessica_Lee!”

1 hour ago - Comment - More

Michael Long - Twitter

“Is there a hashtag active for the #SHRM conference in New Orleans? Perhaps... #hrnola or #shrm09 - Any ideas #HR people?”

2 hours ago - Comment - Like - More

Michael Long - Twitter

“RT @SHRMcoo: Guess who's speaking at SHRM NOLA? @lruettiman, @kris_dunn, @thelance, @Jessica_Lee!”

3 hours ago - Comment - Like - More

Tracy Tran - Twitter

“RT @SHRMcoo: Guess who's speaking at SHRM NOLA? @lruettiman, @kris_dunn, @thelance, @Jessica_Lee! A cavalcade of stars!!!”

3 hours ago - Comment - Like - More

Tracy Tran - Facebook

“RT @SHRMcoo: Guess who's speaking at SHRM NOLA? @lruettiman, @kris_dunn, @thelance, @Jessica_Lee! A cavalcade of stars!!!”

3 hours ago - Comment - Like - More

Michael Long - Twitter

“A must HR #followfriday - COO of SHRM China Miner Gorman (@shrmcoo).. involved with #HR and interested in learning! Love it!”

yesterday at 3:16 pm - Comment - Like - More

Patrick - Twitter

“@lruettimann Thanks for the tip on SHRM's site. I need to give HRM Today another shot as well. I really haven't scratched below the surface.”

yesterday at 2:28 pm - Comment - Like - More

Best Practices Exchange: Twitter

“@frannyo DANCING? ummmm...only after several Hurricanes! #SHRM #NOLA”

yesterday at 10:25 am - Comment - Like - More

You - Twitter

“@frannyo DANCING? ummmm...only after several Hurricanes! #SHRM #NOLA”

yesterday at 10:25 am - Comment - More

Tracy Tran - Facebook

“RT @SHRMcoo: RT @JennyDeVaughn: RT @Reggie20 Renew your SHRM National membership for free, if you are unemployed http://twurl.nl/i5situ.”

Thursday at 11:53 pm - Comment - Like - More

Tracy Tran - Twitter

“RT @SHRMcoo: RT @JennyDeVaughn: RT @Reggie20 Renew your SHRM National membership for free, if you are unemployed http://twurl.nl/i5situ”

Thursday at 9:45 pm - Comment - Like - More

You - Twitter

“@theredrecruiter @sharlyn_lauby awesome for the tweetup in New Orleans #SHRM”

Thursday at 8:38 pm - Comment - More

Best Practices Exchange: Twitter

“@theredrecruiter @sharlyn_lauby awesome for the tweetup in New Orleans #SHRM”

Thursday at 8:38 pm - Comment - Like - More

wowelster - All socialmedian feed

Mvndrvrt submitted: @theredrecruiter @sharlyn_lauby awesome for the tweetup in New Orleans #SHRM

Thursday at 8:45 pm - socialmedian.com - Comment - Like - More

Laurie Ruettimann - Twitter

“@theredrecruiter You're going to SHRM? No way!”

Thursday at 7:56 pm - Comment - Like - More

Michael Long - Twitter

“Sounds like I will be at the #SHRM conference in June! And, yes... I will still be wearing red shoes! Will you?”

Thursday at 7:45 pm - Comment - Like - More

Laurie Ruettimann - Twitter

“@NDKid I am biased for @hrm_today but @shrm will be launching a social network at some point in June. Stay tuned!”

Thursday at 7:41 pm - Comment - Like - More

Michael Long - Twitter

“Just had a great conversation with @shrmcoo - Blog post on SHRM and Social Media to come! #HR #SHRM #socialmedia”

Thursday at 4:59 pm - Comment - Like - More

Regina - Twitter

“Renew Shrm for free if u're unemployed...http://sapphire. shrm.org/ www/members/ transitioning/ application. asp”

Thursday at 4:14 pm - Comment - Like - More

Regina

“Renew Shrm for free if u're unemployed...http://sapphire. shrm.org/ www/members/ transitioning/ application. asp”

Thursday at 4:14 pm - via Ping.fm - Comment - Like - More

PhotosWorld: Search Results

SHRM (1).jpg

Thursday at 5:55 am - picasaweb.google.com - Comment - Like - More

Ryan Estis - Twitter

“@MarianneKulka what does the programming calendar look like for our new SHRM affiliate :) ??”

Wednesday at 10:51 pm - Comment - Like - More

jobshouts - Twitter

“RT @theredrecruiter: "Do you Pass the Social Media Recruitment Test" http://bit.ly/2B8H1B (What does #HR #SHRM think about this?)”

Wednesday at 3:32 pm - Comment - Like - More

Michael Long - Twitter

“"Do you Pass the Social Media Recruitment Test" http://bit.ly/2B8H1B (What does #HR #SHRM think about this?)”

Wednesday at 3:19 pm - Comment - Like - More

Human Race Horses: Someone Had To Be The Winner

2009-04-11T21:04:00.001-04:00

Image by tomsaint11 via Flickr

Human Race Horses: Someone Had To Be The Winner of our Twitter contest!

Talent Management : Crazy NFL Style

2009-04-02T15:47:00.004-04:00

Image by Getty Images via Daylife

Talent Management in the NFL

One of the greatest talent management circuses is coming up soon: The NFL Draft. Many teams spend hundreds of hours assessing the talent of one individual for the privilege of making that young person an instant millionaire.

They use tools like the Wonderlic, physical agility tests, health physicals, drug tests, and even try to get inside the head of the talent by having them meet with a shrink.

How well does that work for an NFL quarterback? About the same as for a garage mechanic, only as much as the talents wants it to.

From Shutdown Corner on Yahoo:

There are a number of reasons an NFL team wouldn't draft a certain quarterback. Maybe they'd be concerned about his arm strength, or footwork, or accuracy, or football IQ. There are literally dozens of flaws a signal caller might have. The San Francisco 49ers have found a new one.
Reports say that Mike Singletary and the Niners won't draft Georgia quarterback Matthew Stafford because he was reluctant to talk to a team psychologist about his parent's divorce. Said Singletary:
"If you're going to look at drafting a guy in the first round, and you're going to pay him millions of dollars, and asking him about a divorce about his parents, if that's going to be an issue, uhhh, then you know what, maybe he doesn't belong here."
Let me get this straight: A 21-year old doesn't want to talk to some stranger about his parent's divorce? Inconceivable! Such a reaction surely portends NFL mediocrity!
Honestly, that's an utterly bizarre quote from Singletary. The 49ers have to do their due diligence in researching the backgrounds of draft picks, but what does not wanting to talk about a traumatic childhood event have to do with leading a football team?
The concern about psychology is especially strange coming from Singletary, who attempted to motivate his team last year by dropping his pants before giving a half-time speech. I'm pretty sure he got that idea from Freud.

The coach dropping his pants is the part I love. When he did this, Mike Singletary was the interim coach of the 49ers. Ownership was so impressed with his overall interim performance that they rewarded him by naming him the permanent head coach and giving him a long term contract.

Who do they think needs to have their head examined again?

Career vs. Calling: A Rocky Road for Some

2009-03-29T20:15:00.004-04:00

Image via Wikipedia

Spirituality, Your Job and the Recession

My wife Kyle is an entrepreneur at heart. She is currently hard at work getting her new start-up web site off the ground. It is a web site for people interested in Metaphysics and New Age spirituality. It is called My World Spirit.

It features a number of different sections including an on-line magazine, a large directory of New Age service providers, and a marketplace for New Age stuff.

I am helping out from the social networking and buiding community end in two ways: operating a Ning based social networking forum under My World Spirit, a group for New Age business providers on LinkedIn who might want to network, and also by helping slowly work her way onto twitter. (@MyWorldSpirit)

I sent her this article from CNN the other day and she reprinted in her magazine. It is a good read.

It is also relevant to a lot of people right now.

This article is reprinted from CNN.com, where it was published March 16, 2009. It is not our policy to reprint work by others verbatim, but this was exceptional.

Editor's note: Peter Bregman is chief executive of Bregman Partners, Inc., a global management consulting firm, and the author of "Point B: A Short Guide to Leading a Big Change". He writes a weekly column, How We Work, for HarvardBusiness.org.

A friend of mine, a senior leader in a pharmaceutical company, spends all her spare time doing yoga, taking classes in comparative religions, reading about spirituality, speaking with others about their beliefs. Just talking about it energizes her.

Which is not how she feels about her day job.

"Why don't you leave your job and do something with this full time?" I asked her.

"I've thought about it. But I could never make the kind of money I make now."

She might be right. But the question isn't whether she could make as much money. Even if she stays in her job she's unlikely to do that in this economy.

The question is far broader and more interesting. What would her life look like -- in every dimension she values -- if she decided to pursue her passion full time?

She needs to consider the contribution she'd make. The relationships she'd foster. The fun she'd have. The feelings she'd carry with her throughout the day. Her engagement in her work. In short, what her life would mean.

Visit My World Spirit

Avant Garde Powerpoint : Pecha Kucha

2009-03-29T10:28:00.007-04:00

Image by Getty Images via Daylife

Plan on going to a Pecha Kucha night near you sometime soon. We would all be doing the world a service!

What is a Pecha Kucha night? Powerpoint with poetry, and booze!

The first presentations were such a hit that they began hosting monthly pecha-kucha events, boozy affairs at which Tokyo architects and designers showcased their streamlined offerings to crowds of hundreds. Now there are pecha-nights in 80 cities, from Amsterdam and Atlanta to San Francisco and Shanghai.

Why? Dytham believes that the rules have a liberating effect. "Suddenly," he says, "there's no preciousness in people's presentations." Just poetry.

Sounds like a lot more more than my normal meeting schedule!

Pre-employment Testing in the Public Sector

2009-03-27T06:43:00.001-04:00

Image by brockvicky via Flickr

CPS Human Resource Services Renovates Public Sector Pre-Employment Testing

Developed to Help Government Agencies Save Money and Time

CPS Human Resource Services (CPS) today launched a new concept into the public sector hiring process – modular based testing. CPS has developed individual test components, or modules, around a variety of abilities that are common across several job categories.

A modular test is created by selecting three or more test modules as opposed to a human resources analyst sorting through 100 or more individual relevant questions, or items. Each 20-question module tests a certain job related competency such as communication or analytical skills.

Dr. Howard Fortson, CPS test rental manager, uses a meter reader position as an example. “A meter reader needs certain skills, understanding written information and reading meter dials to name a few, in order to perform the job. But say a city agency uses its readers to hand out water conservation pamphlets as well. Now you’ve added an interpersonal relations component to the job function. With modular testing you can easily account for the change and build a test that takes that into account.” CPS consultants will help agencies assemble modules into a customized examination.

Shelley Langan, CPS talent acquisition manager, adds, “Using a modular test can help save agencies money and time, yet still grants flexibility to tailor a test to any job relevant requirements.”

“Great care has been taken in creating these modules to ensure only the highest functioning items measuring the competency are included,” said Dr. Fortson. “The end result is a superior measurement of relevant abilities required for a particular position.”

Taking a written pre-employment test before hire is standard operating procedure for many positions within the public sector. In general there are three types of tests available with a cost range from low to high. Stock tests, or standardized tests for a specific job, are less costly but do not allow an agency much flexibility. Custom tests because they are created specifically for a position within an agency are the most expensive to create. Modular tests fall in between these choices. Using the modular approach, an agency can assess only the most important ompetencies for that position and avoid having to sort through hundreds of test questions to create appropriate test content.

About CPS Human Resource Services

CPS is a self-supporting public agency providing a full range of human resource services to the public and nonprofit sectors. We have unique expertise in delivering HR management and consulting services, employment testing, assessment services, and applicant tracking software to government agencies throughout North America. We assist organizations across the talent management continuum in recruiting, selecting, and developing employees. www.cps.ca.gov

New I-9 Form Required in 2009 (Required effective April 3rd)

2009-03-24T14:54:00.003-04:00

Image via Wikipedia

New Information on I-9 Forms 2/2/2009

An informational copy of the revised Form I-9 for use on or after April 3, 2009 is available HERE.

New I-9 Form Required in 2009 can be found below!

Thanks for visiting to get the forms attached here.

Please stay and look at the other useful HR content including listings of the 2007 and 2008 Top 100 companies to work for.

Boring, but basic HR information contained here!

U.S. Citizenship and Immigration Services (USCIS) announced today that it has submitted to the Federal Register an interim final rule that will streamline the Employment Eligibility Verification (Form I-9) process.

Employers must use the revised Form I-9 for all new hires and to reverify any employee with expiring employment authorization beginning 45 days after publication in the Federal Register.

The interim final rule is available at www.uscis.gov and was submitted to the Federal Register on Dec. 11, 2008.

The Handbook for Employers, Instructions for Completing the Form I-9 (M-274) will be updated to reflect these changes and will be available on the USCIS website in the near future.

The current version of the Form I-9 (dated 06/05/2007) will no longer be valid as of 45 days after publication in the Federal Register. The interim final rule and an informational copy of the revised Form I-9 will be available for public comment at www.regulations.gov for 45 days after publication in the Federal Register.

Get Your New I-9 Forms Here

2009-03-24T14:43:00.004-04:00

New Form I-9 available at this link

This link will take you to my site for obtaining new US government I-9 forms. You can find our original post on this topic here if you would like more information and details.

Originally scheduled to take effect in February, the USCIS delayed implementation for revised form I-9 for 60 days, and the revised Form I-9 will now go into effect on April 3, 2009.

While employers must continue using the current Form I-9 until April 3rd (unless USCIS delays implementation again), they should plan to the new form exclsuively effective on April 3rd.

Companies will be required to use the revised form for all new hires and to re-verify any employee with expiring employment authorization as of April 3, 2009.

Walmart Pays Bonuses to Employees

2009-03-20T10:31:00.007-04:00

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Walmart Shares its Success with Employees

I am glad to see that what some people called the Evil Bentonville Empire is doing the right thing.

Wal-Mart Stores here will give out about $2 billion in bonuses and other awards to hourly employees, the company said Thursday.

The figure includes $933.6 million in payroll bonuses, $788.8 million in profit-sharing and 401(k) contributions, and “hundreds of millions of dollars” worth of merchandise discounts and contributions to employee stock-purchasing plans, according to a company memo from Mike Duke, Wal-Mart's new chief executive officer. The contributions are up from $1.8 billion a year ago, and reflect the strong performance the company enjoyed in 2008.

"I believe the key to our success was how associates in every area of our company came together around our shared purpose," Duke wrote in the memo which Wal-Mart shared with Supermarket News.

According to the Wall Street Journal, “The financial incentives for hourly workers include $933.6 million in bonuses that the retailer is handing out Thursday. There is another $788.8 million in profit sharing and 401(k) contributions, and hundreds of millions of dollars in merchandise discounts and contributions to the employees' stock purchase plan.”The bonus averages $933.60 for each qualified hourly employee.

The timing of the bonus announcement comes a little over a week after both houses of Congress introduced the Employee Free Choice Act, legislation that would make it easier for employees to unionize, something that Wal-Mart has long opposed and is lobbying hard against.

Wal-Mart said the bonuses announced yesterday are simply part of an annual program. "We have been rewarding our associates for their hard work with financial incentives like these for years," said a spokeswoman, Daphne Moore.

See sources and additional information here and here and here

Starbucks Missing the Point on Their Business Challenges

2009-03-19T06:09:00.003-04:00

Image via Wikipedia

Starbucks Isn't Looking In the Right Place for Answers

CEO Howard Schultz told shareholders at the annual stockholders meeting that the company will not only survive, but thrive by changing their message and their image.

“Starbucks Coffee Co. will not only survive but we will succeed during this environment. I promise you that."

According to Business Week , Starbucks CEO Schultz plans to dispel the myth that all Starbucks coffee drinks cost $4. This "perception" (which my wallet tells me is true!) has helped competitors like McDonald's Corp. break into the espresso beverage market.

I stopped going to Starbucks for morning coffee months ago when I moved -- to an area where I have a Starbucks with crappy service and high prices on one corner, and a Dunkin' Donuts where they remember my name AND get my order out quickly for half the price.

This sort of makes the buying decision a no brainer.

‘We've allowed other people to define us,’ he said.”“We've become the poster child for excess. ... We are going to dispel this myth about a $4 cup of coffee,” Schultz said, noting that the company is working overtime to be sensitive to consumers’ evolving priorities: “We're being incredibly smart. We're doing everything we can to be sensitive to the needs of our customers. We can no longer sit back and ignore the pressure that our customers are under."

As a reformed Starbucks loyalist, I would suggest to Mr. Schultz, that the chain can no longer afford to sit back and ignore the competitive pressures they themselves are under.

Follow me on twitter: mvndrvrt

2009-03-18T13:01:00.002-04:00

Labor Department Opinion Letter on Time Off and Salary Basis
U.S. Department of LaborEmployment Standards AdministrationWage and Hour Division Washington, D.C. 20210
FLSA2009-14
January 15, 2009
Dear Name*:
This is in response to your request for an opinion regarding whether your client's proposed staffing adjustment policy affects its employees' exempt status under section 13(a)(1) of the Fair Labor Standards Act (FLSA). 1

1 Unless otherwise noted, any statutes, regulations, opinion letters, or other interpretive material cited in this letter can be found at www.wagehour.dol.gov.
Your client proposes occasionally reducing the hours worked by exempt employees due to short-term business needs (e.g., low patient census). In such cases, the employer offers “voluntary time off” (VTO), where employees may, at their option, use paid annual, personal, or vacation leave, but continue to accrue employment benefits. The employer approves VTO on a first-come, first-served basis. If there are insufficient volunteers for VTO, the employer requires “mandatory time off” (MTO) under a seniority-based rotational method. Exempt employees required to take MTO may use accrued paid leave or take unpaid MTO. If the employee elects not to use accrued paid leave or does not have sufficient accrued paid leave to cover the VTO or MTO, the employer deducts the amount equal to the VTO or MTO from the employee's salary, if it is shorter than one workweek. For unpaid VTO or MTO lasting an entire workweek, the employer does not pay the salary for that pay period. Salaried exempt employees may take VTO or be assigned MTO in one-day increments.
Section 13(a)(1) of the FLSA exempts from minimum wage and overtime pay “any employee employed in a bona fide executive, administrative, or professional capacity” as defined in 29 C.F.R. Part 541. An employee qualifies for exemption if the duties and salary tests are met. You ask that we assume the employees meet the duties test. We also assume the employees in question receive at least $455 per week. See 29 C.F.R. § 541.600. Under 29 C.F.R. § 541.602(a),
[a]n employee will be considered to be paid on a “salary basis” . . . if the employee regularly receives each pay period . . . a predetermined amount constituting all or part of the employee's compensation, which amount is not subject to reduction because of variations in the quality or quantity of the work performed. . . . An employee is not paid on a salary basis if deductions from the employee's predetermined compensation are made for absences occasioned by the employer or by the operating requirements of the business. If the employee is ready, willing and able to work, deductions may not be made for time when work is not available.
It is our opinion that salary deductions due to a reduction of hours worked for short-term business needs do not comply with § 541.602(a) because they result from “the operating requirements of the business.” 29 C.F.R. § 541.602(a). Thus, “[i]f the employee is ready, willing and able to work, deductions may not be made for time when work is not available.” Id . Deductions from the fixed salary based on short-term business needs are different from a reduction in salary corresponding to a reduction in hours in the normal scheduled work week, which is permissible if it is a bona fide reduction not designed to circumvent the salary basis requirement, and does not bring the salary below the applicable minimum salary. See Field Operations Handbook §22b00; Wage and Hour Opinion Letter FLSA2004-5 (June 25, 2004) (“[R]ecurrent changes in the normal scheduled workweek … more likely would appear to be designed to circumvent the salary basis requirement.”). 2 Unlike a salary reduction that reflects a reduction in the normal scheduled work week and is not designed to circumvent the salary basis requirement, deductions from salary due to day-to-day or week-to-week determinations of the operating requirements of the business are precisely the circumstances the salary basis requirement is intended to preclude. Therefore, in this instance, salary deductions due to MTO lasting less than a workweek violate the salary basis requirement and may cause the loss of exempt status. 3 The employer is not, however, required to pay the salary for MTO of a full workweek. See 29 C.F.R. §541.602(a) (“Exempt employees need not be paid for any workweek in which they perform no work.”).

2 You ask generally whether, in cases where an exempt employee loses exempt status because of a payment of a salary of less than $455 a week, the resumption of the payment of not less than $455 per week in the succeeding weeks result in resumption of exempt status. Generally, “if an employer changes the duties or reduces the wages so that an employee is not exempt during a given period, the loss of status would be effective only after the change.” Wage and Hour Opinion Letter, 1998 WL 852696 (Feb. 23, 1998). “It is possible to change the position back to an exempt status if the employee subsequently receives [the required minimum] salary … However, the exemption may be lost if the changes in status occur so frequently that one can conclude that the employee is not really paid [the required minimum salary].” Id.
3 For employees on MTO, the “employer[], without affecting [the] employees' exempt status, may take deductions from accrued leave accounts” provided employees receive their guaranteed salary. 69 Fed. Reg. 22,122, 22,178 (Apr. 23, 2004).
Section 541.602(b)(1) states that “[d]eductions from pay may be made when an exempt employee is absent from work for one or more full days for personal reasons.” Salary deductions, therefore, may be made when exempt employees voluntarily take time off for personal reasons, other than sickness or disability, for one or more full days. For instance, an exempt employee paid $500 per week on a salary basis may take VTO for personal reasons for four days in a workweek and receive one fifth of the salary. The employee's decision to take VTO, however, must be completely voluntary and not “occasioned by the employer or by the operating requirements of the business.” 29 C.F.R. §541.602(a)
This opinion is based exclusively on the facts and circumstances described in your request and is given based on your representation, express or implied, that you have provided a full and fair description of all the facts and circumstances that would be pertinent to our consideration of the question presented. Existence of any other factual or historical background not contained in your letter might require a conclusion different from the one expressed herein. You have represented that this opinion is not sought by a party to pending private litigation concerning the issues addressed herein. You have also represented that this opinion is not sought in connection with an investigation or litigation between a client or firm and the Wage and Hour Division or the Department of Labor.
We trust that this letter is responsive to your inquiry.
Sincerely,
Alexander J. PassantinoActing Administrator

More Michigan Layoffs for UAW at BCBS

2009-03-16T15:39:00.005-04:00

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Rough news continues for my hometown of Detroit as Blue Cross Blue Shield of Michigan announces the elimination of one thousand union jobs. The employees are being offered buyouts negotiated by their union, the UAW. This comes from a report in Crain's Detroit Business.

Blue Cross Blue Shield Association of Michigan today offered a voluntary severance package to its bargaining unit employees represented by the United Auto Workers.

It is unclear how many union workers will apply for the severance packages, which amount to 2 weeks pay for every year of service, said Helen Stojic, Blue Cross’ director of corporate affairs. The maximum payout is one year’s salary, she said.

“The first preference will be given to those who are retirement eligible,” Stojic said. “Management will look at operational needs when making decisions.”

In January, Blue Cross announced it planned to reduce its workforce by 1,000 workers, or about 12 percent of total employees statewide. The cutbacks are to help erase projected deficits in its individual market health insurance products.

Some 475 non-union employees applied for severance packages and have been accepted, Stojic said. The non-union employees, who are leaving now through June, will receive 1.5 weeks pay for every year of service, she said.

“Employees are stepping forward to achieve the difficult cuts (to help avoid) massive and involuntary layoffs,” Stojic said.

Blue Cross has not projected cost savings through the workforce reductions or other cost-saving programs, including freezing or cutting salaries of top executives, she said. Advertising, marketing and lobbying also are slated for cuts.

Human Resources This Week in the New York Times

2009-03-11T03:21:00.003-04:00

Human Resources related news found in the New York Times including:

Ford Motor Company and UAW wage negotiations
A hiring bind at US Banks w/ foreign nationals
Job searching for older workers
Job recruiters looking for jobs in Silicon Valley

U.A.W. Deal Cuts Hourly Rate to $55

The Ford Motor Company said Wednesday that its new agreement with the United Automobile Workers union would save at least $500 million a year and, within several years, bring its labor costs in line with what foreign competitors pay their workers in the United States.

Ford said the deal, which U.A.W. members ratified this week, immediately reduces its all-in hourly rate, including benefits, to $55.

It said the figure would continue to shrink as more workers took buyouts and when the new-vehicle market recovered, allowing increased production.

A Hiring Bind for Foreigners and Bank

What could be worse than graduating from an American business school this year with an American business school this year with an interest in banking?

Being such a graduate who is not a United States citizen.

A provision in the economic stimulus package limits the hiring of foreign workers by any company receiving government bailout money. In finance, that is nearly every big employer.
At least one financial institution, Bank of America, has rescinded job offers to foreign citizens, citing the new law, signed by President Obama last month.

Boomers in a Post-Boom Economy

TORY JOHNSON, the owner of Women for Hire, has been running job fairs in 10 of America’s largest cities for the last decade, and during that time she has never had more than 2,000 people come to the events. Last Tuesday, at a little after 3 p.m., after the last person had checked in at her latest job fair at the Sheraton Manhattan, she showed me the counter she uses to keep track of attendance: 5,103.

“Never,” she said, shaking her head. “Nothing ever like this before.” Many of the women and men (she opened the event to men for the first time) had waited over two hours on the sidewalk in 20 degree temperature for the chance to mill through a ballroom, push to the front of a line at one of the 40 employer booths, hand a rep a résumé, maybe get a minute of face time and collect a business card or two

Getting Up in Years, and Getting the Job

Q. You are over 55 and looking for a job for the first time in many years. Will potential employers be leery of hiring you because of your age?

A. Possibly.

The Career Couch continued here

In a Job Hunt, a Good Attitude Beats a Bad Economy

I would tell other job hunters that it’s important not to rely on one skill set, and that preparing for interviews is crucial. This time I was able to articulate my reasons for wanting to join this field and this particular company, and I told them how they would benefit by hiring me. So much is about having a positive attitude and trying to stand out.

Now it’s all on me. I have to pass two exams initially, and then I’ll go for training. Who knows where I will be a year from now?

In Silicon Valley, Recruiters Are Sending Out Their Own Résumés

It is hard to think of any job-hunting skills that Alexis Lovell lacks. As a recruiter for Silicon Valley technology companies, and before that, for retailers, she has advised job candidates on résumé preparation, personal presentation and interview skills for the last eight years. Networking strategies and trolling social networks and online job sites are the tools of her trade.

Yet none of those things is helping one candidate in need of a job these days: Ms. Lovell herself.

All are interesting reads - click on the links for the full stories!

Table Manners for Cats - Persistence in Training Can Pay Off!

2009-03-09T16:23:00.003-04:00

Image by Getty Images via Daylife

Here is a case where persistence in training efforts pays off!

Why would you want your cat to use silverware though? It just means more dishes to wash!

Florida Based Gevity HR to be Acquired by TriNet

2009-03-05T10:14:00.009-05:00

Gevity HR, a large PEO provider based in Bradenton, Florida will be acquired by TriNet of San Leandro, California. I've had personal dealings with Gevity when I was consulting with small business in the Tampa area. They are a good company with good people and provided excellent services.

I hope this deal works well for all parties involved!

Solidifies Position as a Leading Provider of HR Services for Small Businesses

SAN LEANDRO, Calif. & BRADENTON, Fla.--(BUSINESS WIRE)--TriNet, a provider of human resources (HR) outsourcing services for small companies, today announced the signing of a definitive agreement to acquire Gevity HR, Inc. (NASDAQ:GVHR), an HR outsourcing company based in Bradenton, Florida, for $4.00 per share in an all cash transaction valued at approximately $98 million. The Boards of Directors of TriNet and Gevity unanimously approved the agreement.

With this transaction, TriNet will become one of the leading HR outsourcing companies serving small businesses in the United States, with more than 8,000 customers employing more than 130,000 people nationwide. The acquisition advances TriNet’s plans to be a nationwide HR provider with the reach, technology, and industry expertise to serve customers everywhere. The new company will be a preeminent HR outsourcing leader in California and Florida with strong competitive positions in Texas, New York, New Jersey, New England and Colorado.
The acquisition is subject to approval by Gevity stockholders and customary regulatory approval. After receipt of the requisite approvals, the acquisition is expected to be completed in the second quarter.

“For too long, small businesses have been forced to settle for a ‘one size fits all’ approach to HR outsourcing. Our experience tells us that the needs of a retail franchise are dramatically different than those of a software startup,” said Burton M. Goldfield, President & CEO of TriNet. “With this combination, TriNet will set a new standard by delivering industry-specific services and solutions to small businesses nationwide.”

The newly combined operation will capitalize on deep industry expertise to bring customers a broader product portfolio, expanded risk management capabilities, and expanded benefits and workers compensation packages. All customers will gain the benefits of TriNet’s world-class technology platform with a significantly enhanced level of automation.

The acquisition will be handled by an experienced integration team using best practices, ensuring a seamless transition process. Customers will undergo no changes to their current service delivery.

“TriNet was a natural choice for Gevity because of its deep commitment to its employees and customers,” said Michael Lavington, Gevity’s Chairman of the Board & CEO. “Gevity’s values and culture are closely aligned with those of TriNet and we look forward to combining the talents of both teams to build a great company.”

TriNet’s majority investor is General Atlantic, a global growth equity firm with $13 billion under management. David Hodgson, managing director of General Atlantic and a board member of TriNet, said “General Atlantic enthusiastically supports TriNet and Gevity as they team up to bring continued innovation to their small business customers. Our capital can have no higher purpose in these challenging times than to provide a solid platform for the entrepreneurial businesses that fuel our economy.”

TriNet has maintained rapid growth achieving 74% cumulative revenue growth over the last three years. The company has also completed several acquisitions, including LMC Resources, Inc. in Denver (2008), John Parry & Alexander (2007) and the Outsource Group (2006) both based in Walnut Creek, California, and the E3 Group in Dallas (2003).

Jefferies & Company, Inc. served as exclusive financial advisor to General Atlantic and TriNet Group, Inc. for this transaction.

About TriNet Group, Inc.

Founded in 1988 in the San Francisco Bay Area, TriNet provides strategic, cost-effective payroll, benefits, and HR outsourcing services to companies throughout the United States and Canada. TriNet specializes in helping small businesses reach their corporate goals and become destinations for top talent, enabling them to compete successfully with larger, more established organizations. TriNet’s comprehensive offerings include HR administration, online employee benefits administration and support, employer risk management, payroll processing, tax compliance, workers compensation, group health and welfare products, and strategic human capital consulting services. For more information about TriNet, visit http://www.trinet.com/.

About Gevity

As a leading provider of HR solutions, Gevity helps small businesses nationwide maximize performance through its world-class HR expertise and services—including payroll, benefits, administrative processing, risk management, policies and procedures, new hire support, performance management, and employee development, and retention. For more information, visit http://www.gevity.com/.

About General Atlantic

General Atlantic is a leading global growth equity firm providing capital and strategic support for growth companies. GA combines a collaborative global approach, sector specific expertise, long-term investment horizon and a deep understanding of growth drivers to partner with great management and build exceptional businesses worldwide. Founded in 1980, GA manages approximately $13 billion in capital and has more than 75 investment professionals based in Greenwich, New York, Palo Alto, London, Düsseldorf, Hong Kong, Beijing, Mumbai and São Paulo. For further information and a listing of GA's public and private portfolio companies see http://www.generalatlantic.com/.

Contacts

Fleishman-Hillard Inc.Brooke Burgess, 916-717-3919 brooke.burgess@fleishman.com
orTriNetGreg Howard, 510-543-7665 Director of Communications greg.howard@trinet.com

Free Series of Educational HR Technology Webinars

2009-02-27T12:12:00.004-05:00

HRchitect Announces Free “Brainery of HR Technology” Series of Educational Webinars

HRchitect, the leader in HR systems strategic consulting and the premier Human Capital Management (HCM) and Talent Management systems consulting firm, released its schedule of educational webinars for the remainder of the first half of 2009.

Frisco, TX (PRWEB) February 27, 2009 -- HRchitect, the leader in HR systems strategic consulting and the premier Human Capital Management (HCM) and Talent Management systems consulting firm, released its schedule of educational webinars for the remainder of the first half of 2009.

HRchitect has been increasingly asked to share their expertise in HR Systems and Talent Management systems consulting through various avenues. These educational webinars are free to the community and designed to give practitioners insight into the often puzzling world of HR Technology.

We are extremely excited to be offering a series of webinars as our way of giving back to the HR community through education

“We are extremely excited to be offering a series of webinars as our way of giving back to the HR community through education,” stated Matt Lafata, Vice-President, Sales & Marketing with HRchitect. “Our Beauty Pageant series of webinars, where we invite leading vendors to participate and be voted on by attendees has not only become widely popular but it is educating HR technology buyers at the same time. The 2009 Brainery of HR Technology webinar series will surely generate the same kind of interest as we strive to offer something for everybody.”

Some of the Brainery Webinars between now and June 2009 include:

March 11 - Where Should Vurv Customers Go From Here? - Assessing the New Landscape of the Talent Acquisition Systems (TAS) Market

March 12 (in conjunction with Workscape) - Using HISTORY to Properly Scope your HR Software Implementation Project - (HRMS, Integrations, Strategic Planning, Timeline, Organizational Structure, Requirements Definition, Your Resource Availability)

March 19 - How to Avoid the Icebergs. Lessons learned from the Titanic. - Avoiding the 7 Failures that Cause Your Talent Management System to be Replaced

April 3 - Bought and Sold. Dude, where's my company? - The Impact of Mergers & Acquisitions on Your Human Capital Management Systems Strategic Plan

April 30 - Going Global with Talent Management Systems: Information Columbus Wished he Had - How to Successfully Select and Implement a Global Talent Management System.

May 13 - HR Systems Strategic Planning: The Flinstones didn't do it, the Jetsons did - Creating a 3-5 Year Talent Management Systems Strategic Plan, and Why You Should Do This Now!

May 27 - Bye, Bye HRO! - A Practical Guide to Re-insourcing HR.

June 4 - Do You Want Fries with That? Supersizing your ATS with Talent Management Systems - They're Hired; What Now? Integrating Your Applicant Tracking System with Talent Management Systems.

“HRchitect knows the HR systems and Talent Management marketplace better than anyone and we are always looking for ways to share our knowledge,” added Tiffany Appleby, HRchitect’s Director of Marketing and Corporate Communications. “As you can see from some of the titles of our Brainery webinars, we not only aim to be informative but we want attendees to have some fun at the same time. We’ve received tremendous feedback and accolades on our Beauty Pageant series of webinars which tells us that people are interested in what HRchitect has to say and are refreshed to attend webinars that have fun while focusing on education.”

The Brainery webinar series will be hosted by Matt Lafata, VP of Sales and Marketing for HRchitect and will feature various HRchitect personnel and clients.

All of the webinars in the Brainery Series are brought to the HR community free of charge. Visit http://hrchitect.com/News/Webinars for more information, the latest schedule and to register.

Visit HRchitect.com to learn about the services we provide and how we can help your organization get the most from its current HR systems as well as assist with any new HR technology related projects. Our web site will also show you where HRchitect can be found in 2009 as well as schedules of upcoming Beauty Pageants, WebMingles, and other educational events.

About HRchitect:
HRchitect is the leader in HR systems strategic consulting. As the premier Human Capital Management (HCM) and Talent Management Systems consulting firm, our services include the selection, implementation, and integration of Human Resource Information Systems (HRIS), Talent Management Suites (TMS), Performance Management, Succession Management, Compensation Management, Learning Management, Competency Management, Talent Acquisition Systems, Workforce Planning and Time & Attendance software.

HRchitect has participated in the successful evaluation and implementation of HR technology systems for leading high-tech, high-growth leaders such as Perot Systems, WebMD, and Symantec; manufacturing companies such as 3M, Texas Instruments, and Raytheon; retail leaders including Best Buy, Domino’s Pizza, PepsiAmericas, J.C. Penney, and Target; healthcare/bio-tech organizations such as Alcon Labs, The Mayo Clinic, and Tenet Healthcare; financial organizations including: Barclay’s Global Investors, Countrywide Financial, and VISA; energy leaders such as Baker Hughes, ConocoPhillips, and Lyondell Chemical; transportation leaders such as APL, FedEx, and Southwest Airlines; telecommunication leaders AT&T, Sprint, and Verizon; as well as leading hospitality companies such as Hyatt, Marriott, and Starwood.

Based in Dallas with consultants nationwide, HRchitect has completed over 600 successful client engagements over the past twelve years. HRchitect’s client list consists of companies of all sizes from all industries and includes more than 1 in 5 companies on the Fortune 100 list.

To find out how HRchitect’s HR software expertise can benefit your company, visit our website at www.HRchitect.com or call 214-619-0888.

This press release was distributed through eMediawire by Human Resources Marketer (HR Marketer: www.HRmarketer.com) on behalf of the company listed above.

THE 405 CLUB: New York's Official Unemployment Benefit Collection Club. - TIME OUT NEW YORK, SAVE MONEY.The Fastest Growing Club in NYC.

2009-02-26T12:51:00.001-05:00

Image by bridgepix via Flickr

Some Chuckles

THE 405 CLUB: New York's Official Unemployment Benefit Collection Club. - TIME OUT NEW YORK, SAVE MONEY.The Fastest Growing Club in NYC.

Finally, some good news for those in the ranks of the unemployed! Well, maybe not the kind of good news that you are truly hoping for, but at the very least, something that may bring a smile to your face.

Check it out!

Topical HR News Bytes

2009-02-26T09:26:00.004-05:00

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Some topical stories from the last couple of days of general interest to HR peeps.

Fight Over Union Organizing Legislation Heats Up a Bit

Unions have been pushing for a controversial bill that would make it easier to organize workers, and now Republican lawmakers are attempting to thwart that effort with a bill of their own.

See more here

Labor law reform key to economic recovery

Thirty-nine prominent economists, including two Nobel laureates, have signed onto an EPI-sponsored statement in favor of the Employee Free Choice Act. Citing growing income inequality and workers' need for more bargaining power to counter national and global trends, they said the labor law reform is essential for rebuilding a solid middle class.

See more here

Financial Firm Claims it Had No Position on Employee Free Choice -- While Lobbying On It

Reuters picked up TPMDC's story from yesterday on the union federation Change to Win's request to deny bailout money to Principal Financial Group.

Curiously, Principal executives told Reuters that they have "not taken a position on the Employee Free Choice Act, nor do we plan to take such a position."

See more here

Flexible Executives Launches New "HR DIRECT" Services as Economic Downturn Boosts Demand for HR Consultants

Flexible Executives (www.flexibleexecutives.com), a national leader in matching small and mid-sized businesses with senior-level executives across a variety of industries, for project-based work, launches new services platform, "HR Direct," to help small businesses manage their human resources needs during this economic downturn.

See more here

Human Resources in the New York Times

2009-02-23T13:01:00.005-05:00

HR According to the New York Times

Discussions regarding careers, employment, labor and other topics that usually interest HR nerds are omni-present in the news these days. It seems as if virtually everyone is focused on work, finding, losing, or keeping work.

Recently I was surfing the New York Times web site, and the following stories appeared over a period of a few days. Topics include

Career options for out of worker Wall Streeters

How a an employer with a negative rep can impact the personal brand of former employees, advice

Legal wrangling by Walmart

Advice on what not to do your career in adverse times

Transitioning to self-employment

You may need to sign up on the NYT site to read the full articles, but it is a good site worth trading a few moments and your email address for!

Career Options for Ex-Wall Street Workers

This week’s news that the city plans to spend $45 million to retrain jobless Wall Street executives may, understandably, have been met with less than sobs of gratitude in that demographic. After all, as the happily divorced like to say, stick a fork in a toaster once, it’s an accident. But a second time?

Read more here

Wal-Mart Settles Lawsuit on Hiring

Wal-Mart Stores said Friday it had settled for $17.5 million a class-action lawsuit in which plaintiffs claimed the retailer had discriminated against African-Americans seeking jobs as truck drivers.

Read more here

You’re Scared. But Don’t Shift Into Reverse.

IF you haven’t lost your job, you probably know someone who has. At the very least, you know someone hovering on the edge between employment and uncertainty. My in-box is filled with frantic notes, résumés and networking requests from contacts and strangers, many formerly in high-level positions.

Unfortunately, when our careers hit a road bump or when we fear turbulence ahead, we tend to act in ways that may harm us in the long run. Some of us might be swayed by job opportunities outside our expertise or below what we’re capable of — anything to keep those paychecks coming

Read more here

Smoothing the Way to Self-Employment

BEING your own boss. Hanging out your shingle. Striking out on your own. In a society that reveres rugged individualism, self-employment has always had a certain allure.

In fact, each month from 2002 through 2007, just under 300 of every 100,000 adults in the United States started a business, according to the Kauffman Index of Entrepreneurial Activity.

Read more here

And what I thought was the most intersting of these stories, how an employer with a negative image can impact the personal brand of its employees.

Can an Employer’s Past Follow Its Workers?

JOB hunting in this market is hard enough. Pity the candidate coming from Bernard L. Madoff Investment Securities, the Stanford Group or another company tainted by bad news of one sort or another.

Many recruiters and hiring managers do not hold the employee responsible for the possible sins of the employer. But others may. With unemployment at a 17-year high and the job market flooded with flawless C.V.’s, candidates in question may have to work especially hard to convince managers that they are not damaged goods.

“As a recruiter, you are automatically going to jump to conclusions because of the company they worked for,” said Shawn Desgrosellier, managing partner at Kaye/Bassman International, an executive search firm in Dallas. “Your wish is that H.R. will want to evaluate them based on their competencies, skill sets and qualifications. However, by working for an Enron or one of those types of companies we all know, it’s probably going to hurt you — to what extent, no one knows.”

Read more here

Social Networking, Metaphysically

2009-02-22T09:44:00.005-05:00

Conscious Social Networking

My wife Kyle has a new blog up on her web site. The blog is called Kyle's Blog. She is very busy running her web site My World Spirit, which features a magazine she edits, a marketplace, and a metaphysical services directory for the complete United States and Canada.

I am helping her with the community forum and social networking aspects at the My World Spirit Community Forum, where we are trying to build a Conscious Social Network.

You can follow Kyle on twitter as @MyWorldSpirit.

Best Practice Exchange

Social Media Revolution 2 (Refresh)

Paths to HR Greatness: reBlog from humancapitalleague.com: Why Al Gore Shouldn’t Be This Year’s SHRM Annual Keynote Speaker

See London on Two Wheels: Brompton, the British Bike that can!

17 things that labor unions would like for Labor Day

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Could this happen at your company?

HRevolution Blogger Experience '09 - HRevolution '09

New Orleans T-shirt

Top 10 Reasons Why Recruiters Need Their Own LinkedIn Group (and ours surpassed 10,000 members) | Arbita Consulting and Education Services (ACES)

Upgrade your mind for free

Summer at SeaWorld : Best Deal of the Day

Leadership Carnival for June is up

Tiger Stadium could come down today; accusations fly as structure is slated for demolition - Detroit News and Information - Crain's Detroit Business

Price Chopper Names White to HR Post

Execution is STILL the major challenge for business leaders

Tampa Workplace Examiner: Be wary of employment scams

Texting on the Company Tech -- Jott -- AIM Chat -- Twitter

Companies on Twitter for Jobseekers to follow part 2 | ResumeBear Blog

ImmigrationWorks USA - National Summit

Tampa Workplace Examiner: Don't be career stereotyped!

Human Race Horses: Tampa Workplace Examiner: Aggregate your employment references

Ripping off Josh Marshall

Raley's offering buyouts to 3,000 workers - Latest News - sacbee.com

what the f*ck is social media?

Slideshare: What the F*ck is Social Media?

Canadians Call for Boycott of Dutch

CLC launches boycott of Old Dutch snacks

New Educational Opportunities for Unemployed Workers

Travel can be bad for your health

deep vein thrombosis (DVT)

What are the causes of deep vein thrombosis?

Is Your Career Search A Full-Time Job?

TriNet Offering HR Service to Small Business Community

13 Year Old Willing to Travel

Trekking to Machu Picchu

Aguas Calientes - Hot Spings of Peru

Cusco - Gateway to Machu PIcchu

South America

Guest Blogs in Store

It's Wednesday. This must be Atlanta...no it's Lima!

Do Employers Test for Drug Use in Amsterdam? (video humor)

How to Utilize Social Media in Human Resources

HCC Insurance Holdings Names new HR VP

Related articles by Zemanta

Darden Restaurants Announces Upcoming HR Changes

Giant Food Announces New HR Leader

A Search Slice from FriendFeed - Society of Human Resources Management

Human Race Horses: Someone Had To Be The Winner

Talent Management : Crazy NFL Style

Career vs. Calling: A Rocky Road for Some

This article is reprinted from CNN.com, where it was published March 16, 2009. It is not our policy to reprint work by others verbatim, but this was exceptional.

Editor's note: Peter Bregman is chief executive of Bregman Partners, Inc., a global management consulting firm, and the author of "Point B: A Short Guide to Leading a Big Change". He writes a weekly column, How We Work, for HarvardBusiness.org.

Avant Garde Powerpoint : Pecha Kucha

Pre-employment Testing in the Public Sector

New I-9 Form Required in 2009 (Required effective April 3rd)

Get Your New I-9 Forms Here

Walmart Pays Bonuses to Employees

Starbucks Missing the Point on Their Business Challenges

More Michigan Layoffs for UAW at BCBS

Human Resources This Week in the New York Times

Table Manners for Cats - Persistence in Training Can Pay Off!

Florida Based Gevity HR to be Acquired by TriNet

Free Series of Educational HR Technology Webinars

HRchitect Announces Free “Brainery of HR Technology” Series of Educational Webinars

THE 405 CLUB: New York's Official Unemployment Benefit Collection Club. - TIME OUT NEW YORK, SAVE MONEY.The Fastest Growing Club in NYC.

Topical HR News Bytes

Human Resources in the New York Times

Social Networking, Metaphysically