Nurses Set to Strike in Northern California Over Patient Care and Benefits

Not only do we have auto workers striking but now we also have about 5,500 nurses to strike in Northern California on October 10th and 11th - this according to BusinessWeek.

Check this out...

A nurses union has authorized a two-day strike at up to 16 Northern California hospitals to protest patient care practices and proposed changes to health care and retirement benefits.

The California Nurses Association said Friday that hospitals were being notified that as many as 5,500 nurses are planning to strike on Oct. 10 and Oct. 11, according to spokesman Charles Idelson.

Here is the press release from the CNA (California Nurses Association) website and below is a quote that sums up their number one concern and motivation for this strike.

"We are deeply concerned about the quality of care and the availability of patient services in communities that have long supported Sutter hospitals,” said Jan Rodolfo, an RN at Summit and chair of the CNA/NNOC Sutter wide Facility Bargaining Council. “Inadequate staffing is a persistent problem at Sutter facilities. No one understands what staffing we need to provide safe patient care better than bedside nurses.”

Here are their three main concerns:
1. Patient care: RN to patient ratio

2. RN healthcare benefits: Premiums, deductibles, co-payments, prescription drugs, etc...

3. Retirement Security: Increase value of retirement plan

These concerns seem pretty reasonable - especially when it comes to patient care and the potential liability and risk that can come from a wrongful death suit.

Regarding benefits, anytime you try to reduce benefits and increase costs you know that employees will in no way want to have anything to do with that - especially when it's your attempt to do both at the same time.

Lastly, a couple of facilities want to require RN's to participate in a wellness program. Non-participation will result in an increase in health care costs.

Michigan State Government Shuts Down - 35,000 Workers Sit at Home

Check out this quote from this article I just ran across in BusinessWeek...

Two-thirds of Michigan's state government workers were told Friday not to report to work Monday as negotiations continued on a budget plan that could avert a partial state government shutdown.

Messages went to about 35,000 state workers, telling them they were being placed on a temporary layoff beginning at 12:01 a.m. Monday and not to go to work unless otherwise notified.

Sounds pretty extreme doesn't it?

The article tells us that about 18,000 government workers will actually stay on the job on Monday - 12,000 of them being prison employees. What they won't have on Monday will be food safety inspections or liquor deliveries. There also won't be anyone selling lottery tickets, issuing driver's licenses, or working on state roads. By the way, about three casino's will stay open since the state gets about 1 million daily from casinos - the money goes toward public schools and public safety.

Here's more from the article...

Members of the Granholm administration met with both House parties on Friday afternoon, raising hopes that a proposal was close to fill a $1.75 billion shortfall in the fiscal year that starts Monday.

Negotiations center on raising the state's personal income tax rate, now at 3.9 percent, to as high as 4.6 percent. Another key issue is extending the sales tax to some new services.

The Legislature adjourned late Friday and was scheduled to reconvene Saturday. There was hope among some at the Capitol that an agreement was within reach.

It sounds like there is definitely light at the end of the tunnel so we'll have to see if any more progress is made in these negotiations today.

Just never sounds good when you hear that 35,000 workers could be sitting at home on Monday.

Promoted the Lee Iacocca Way - Keep Making Goals and Achieve Them All...

I ran across the quote below from a Napoleon Hill "thought for the day" I received today...

Take a quick read now...

DON’T ASK YOUR EMPLOYER WHY YOU ARE NOT PROMOTED. ASK THE PERSON WHO REALLY KNOWS BEST-YOURSELF

There is only one person who is in charge of your career progression, and that person is you. Lee Iacocca is said to have written his entire career plan on the back of a business card. On it were the promotions he expected to earn and the dates he expected to receive them-until he was named CEO of the company. Successful people know that they must create their own opportunities and be ready for them when they arrive. Some organizations have clearly defined career paths while others are more informal in their approach, but if you study the senior people in the company, you can quickly identify the kind of education and experience you need to advance. If you are with the right company, one that excites and enthuses you, identify the career moves you’d like to make and get to work making yourself qualified for the job you want.

So, what do you think?

Does this describe the way you have taken charge of your career? Have you been able to create opportunities and achieve them? Or, have you been to at least take advantage of the opportunities that have come your way?

If not, what are you waiting for?

If you haven't started yet here is what you've got to do first (this is from the quote above)...If you are with the right company, one that excites and enthuses you, identify the career moves you’d like to make and get to work making yourself qualified for the job you want.

It all starts with being with the right company - one in which you have a passion for and one in which you can make this all happen...

Now, go and do it!

The Latest HR Blog Power Rankings are out!

All - the latest HR Blog Power Rankings for the week of 9/24/07 is out! Looks like I'm holding steady at #14 and need to do some more work to climb closer to the top.

Thanks to Kris over at HR Capitalist for keeping us HR Bloggers engaged and connected...

Enjoy!

Ping Pong in the Breakroom = Testosterone Overload

Anyone up for a "friendly" ping pong match in the break room?

What? Do you think you're Google?

Actually, this took place at the local Target in Appleton, WI...

It all started out as an innocent ping pong match in the local Target break room for the usually mild mannered Tim Bergkamp. But somehow, as each point was won, he transformed (like Bruce Banner into The Incredible Hulk) into a "smack talking", fist pumping, thug with nicknames like "King Pong", "The Human Wall" and "The Harlem Pongtrotter".

Check out this quote from the article..."I don't know what the deal is," said Marty Zielke, a coworker of Bergkamp's at an Appleton-area Target, "but ever since we got that ping-pong table in the break room, Tim's been acting like he's Macho Man Randy Savage or something."

So, for you HR Pro's out there with charged with keeping your culture light and fun, what do you think about this story?

I think it's pretty funny and sums up pretty well a culture that most companies would love to have - just as long as the testosterone is kept in check.

For those of you that need to work on a forehand smash check out this clip and Enjoy!

BlackBerry User = Lower IQ = Bad For My Career?

What?!

I thought that by having and using my BlackBerry I would become more productive, more innovative and especially smarter...never dumber.

I ran across this article in BusinessWeek by Sylvia Ann Hewlett titled, "Is Your Blackberry Lowering Your IQ?"

Check out this quote from the article...Researchers at Kings' College London University have found that, across the board, communication overload causes a professional's IQ to drop 10 percentage points. It damages a worker's performance by reducing mental sharpness. The drop in IQ is more significant among men than women.

So, what's your take on these numbers?

For those of you out there that are a BlackBerry user like myself would you agree that your IQ is dropping because you are overloaded by the amount of time you communicate on your BlackBerry?

Hmmm...I don't think that I'm convinced just yet...

Here's another quote that made me think a little more about the concept...IT consultant Linda Stone has shown how "continuous partial attention" can be seriously dysfunctional. When a professional is bombarded by multiple information streams it becomes hard to sustain focus. Innovation and creativity suffer—as does the quality of decision making. How good can your feedback be when your words of wisdom are sandwiched between intense backhand drills?

After that quote I can start to see where Linda Stone is coming from but if I had to choose between having a BlackBerry and not having a Blackberry I would choose having one every time. I'll definitely use my BlackBerry for sending and receiving e-mails when needed but one of the biggest ways I use it is to just keep up to date of what's going on in the office when I'm not physically there.

So, for you BlackBerry users out there, let me hear what you have to say...

"Workplace Sins" That Will Kill Your Career

Have you ever seen the original list of the "seven deadly sins" associated with your career?

I hadn't so I just had to post about this article I ran across in CNN by Rachel Zupek titled, "Seven deadly workplace sins".

For those of you unfamiliar with the list here they are: pride, envy, anger, greed, sloth, gluttony, and lust.

As you read and think about each one of these from lists above and below you can probably think back at different times in your career when you have seen colleagues in your company make any one or a combination of these mistakes. Unfortunately, they end up paying the price for these mistakes - yes, there will be consequences. Hopefully you've watched them and been able to learn from their mistakes. As you reflect on these you might even see something that you are currently doing that needs to be changed so that you don't end up paying the price and suffering the consequences.

Here's the article's take on these workplace sins...

1. Pride
Despite any help they received along the way, time and again, people take full credit for their accomplishments in the office, thinking that personal success will fast-track their career.

The sin: "What often goes unrecognized is that people around, and especially below, the serially solo-successful resent the ego-centricity, and may actually begin to actively undermine that person's efforts in the future."
The salvation: "A dose of acknowledgment of and appreciation for one's peers and subordinates, so they may share in some of the glory, can go a long way to foster one's long-term success."

2. Envy
It's OK to acknowledge another's achievements, but lamenting "what should have been yours" can be destructive and adversely impact your own ability to focus on current job tasks, McKee says.

The sin: "Allowing yourself to be overly envious of others in the workplace can sabotage your self-esteem, which is one vital characteristic every successful business person shares."
The salvation: "Rather than being envious, let the accomplishments of others become motivational fuel for your fire in working toward your own successes."

3. Anger
Anger doesn't benefit anyone in the workplace -- it only damages your reputation, credibility and professionalism.

The sin: "Those prone to angry outbursts rarely get promoted; they are seen as being poor leaders who cannot inspire or motivate others."
The salvation: "It's fine to feel passionately about your job or a project at hand and to disagree with others, but learn how to channel those emotions into actions that will work to your benefit in the eyes of others -- especially your superiors -- rather than against it."

4. Greed
An employee's selfish desire for "more, sooner" is what motivates many workers. While these folks may do well in the moment, they won't be prepared to take things to the next level, McKee warns.

The sin: "Taking this notion to the extreme can and will be self-defeating as core values become misguided and life becomes unbalanced in the process."
The salvation: "The road to success requires a long-term approach in all aspects of one's job duties. Those laser-focused on quick, short-term gains may do well in the moment, but will be ill-prepared to take things to the next level."

5. Sloth
Indolence gets you nowhere in life -- especially in corporate America. Laziness in the workplace will have you sitting idle, watching others surpass you in success and authority.

The sin: "Simply put, complacency and laziness have no place whatsoever in the workplace -- especially for those with high aspirations. Expecting one's past achievements and successes to carry them forward in their long-term career is imprudent."
The salvation: "Treat every work day and every project as if your job, and your future at large, depends on it. It very well may."

6. Gluttony
Too much focus on only one facet of life, like work, is a recipe for overall failure. Make sure you're ready -- professionally and personally -- to take on new and bigger challenges, for which expectations are also bigger, McKee says.

The sin: "Many individuals move up the corporate ladder so fast that they actually end up failing as a consequence. More isn't always better -- especially if you're not ready for the challenge at hand."
The salvation: "Achieving career success also includes maintaining a life balance, and a misplaced professional desire can create a backlash both at home as well as amid peers for your perceived obsessiveness."

7. Lust
The old "grass is always greener" adage applies to the workplace as well. Spending your time focused on others' work achievements rather than working to further your own is a sure-fire career killer," McKee contends.

The sin: "Spending an inordinate amount of time fixated on what you don't have rather than what you do will foster a bad attitude and negative overall demeanor."
The salvation: "One's overall 'presence' in the office plays a big part in who gets promoted and who doesn't. No matter how ambitious, it's prudent to be 'present' and make the most out of your current position at this moment in time."

So, what's your take on these?

I thought this was a great list with some great comparisons of "sins" vs "salvations" that should give each of us some reasons why the extreme of any of these can really destroy our career.

Offer Rejection: It's not you, it's me...

I was reading a recent post by Kris over at The HR Capitalist titled, When Your Job Offer Process Takes On a "Stalker" Quality.... In the article Kris gives us some great factors (and links to some of his previous posts) that will impact whether or not a candidate decides to accept your opportunity and come work for you and your company.

Here are a couple of points I took away from his posts:

1. You move so fast that you turn into a "Stalker". One of the main reasons you do this is because you can't seem to control your excitement about the candidate that you have convinced to come interview at your company. By the time the interview is over the candidate can already tell how desperate you are for them to fill the position - because you just must have their skills and abilities present at your company. By the time they have left the interview there is no doubt in their mind that you will offer them the position. Then, you don't let them down by making them a verbal/written offer that same day! Same day offer = never a good idea.

2. You're hiring managers are "LAME". Yes, you heard me right...LAME! You know I'm right and we've all had them at companies where we've worked and had to support. As an HR Pro you've been able to sell yourself, your company, and this opportunity. But, the next big step is to bring the candidate in for a face to face interview with the hiring manager. You almost wish you didn't have to go through this step but it's inevitable and must be done. Because, after all, you can do all the selling that's humanly possible but if the manager drops the ball then the deal is off.

As HR Pro's we have all experienced at least one of the scenario's above and you'll typically see these two the most when you have found the perfect candidate that is truly an exact match for the job and opportunity you've been charged with filling. Plus, the more marketable a candidate is the more these two points will come out.

Now what? What do you think is going to be the response from the candidate that has had to endure these two scenarios described above?

Nine times out of ten you're going to get a declined offer - you aren't really shocked are you?

The candidate (or victim) will typically be professional and courteous and thank you for the offer but say that they have decided to pursue another opportunity - one more in line with their current and future career goals and expectations.

Basically they will say, it's not you...it's me.

In this spirit and theme of rejections enjoy this clip from Seinfeld of George Constanza!

Napoleon Hill - Is it a "problem" or an "opportunity"?

I haven't posted about Napoleon Hill in a couple of months but I received this "thought for the day" a few days ago and happened to open it back up today.

Why do we so rarely see jobs that aren't "officially in our job description" as someone else's responsibility or an annoyance instead of seeing them as "opportunities"?

I ask not only you this, but also myself...

Above and beyond our day to day responsibilities and duties what else do you see that needs to be done around the office, in your department, or for the company? I've seen it from time to time in almost every company where I have ever worked - and I know you have too. There is that employee (or group of employees) that is never happy or satisfied by the job they are doing or what the company does for them. Why is this? What is so wrong with enjoying what you do and being excited about what your company does?

I could go on but I'll stop for now.

Check out the quote below and truly sit back, reflect, and be willing to see these "problems" as real "opportunities".

IF IT ISN’T YOUR JOB TO DO IT, PERHAPS IT IS YOUR OPPORTUNITY.

Someone once observed that the reason we often fail to recognize opportunities is because they come disguised as problems. When a customer, a colleague, or your boss has a problem, it may create a valuable opportunity for you. It isn’t important to the person with the problem how your company is organized or whose responsibility it is to solve the problem; he or she only wants the situation resolved. The next time a customer, a colleague, or your boss asks for your assistance in something that falls outside your area of responsibility, instead of referring them to someone else, offer to help. Look at the situation from the other person’s point of view. How would you like the situation handled if the roles were reversed? Take the initiative to find the answer, solve the problem, or keep the project moving forward.

Recent College Graduate and Open To Travel?

Does this scenario describe where you are today? Maybe you've got a son or a daughter or a friend of the family who has just graduated from college and is looking to travel internationally.

I ran across this article in BusinessWeek by Candace Corner titled, "Need a career change? Five jobs that let you see the world".

Here they are...
1. Teacher. We all either have a friend or family member that's a teacher and we know that that a high salary is neither expected or usually paid for those that choose this rewarding career. In fact, if you happen to live in South Dakota you're amongst the lowest paid in the nation, making about $32K per year. For an international spin on this occupation you can earn up to $60K in South Korea and up to $80K in Switzerland - not bad!

2. Chef. For this occupation I believe the opportunity to travel is going to be the selling point here since you really don't earn a whole lot more in the overseas vs the states. In the states a head chef can earn a median income from around $40K to $43K per year. Overseas you'll earn from $38K to almost $48K per year.

3. Massage Therapist. I'll have to admit that I am the least familiar with this occupation since I have honestly never had a massage by a "real massage therapist". Here's a plug for the only massage therapist I know, Eileen Sauer. Here is her website and her LinkedIn profile can be found here - she's also the most passionate java trainer I have ever been around and an unbelievable pianist. In the US you'll probably earn a median income of about $30K. For those of you that love being in a cruise ship you can earn between $34K and $46K.

4. Nanny. Since I've got 4 kids of my own I know that I know that I could never afford one of these - especially if I had to pay per child. In the US you'll earn a median income of about $30K but in France you'll only earn about $320 / month - the opportunity here is of course to see another part of the world. If you love France go for it!

5. Caterer. The article says that a catering manager can earn about $36K as the median income. Obviously, the better reputation you have and the more business you have the more money you make. Plus, if you happen to be employed by a celebrity or anyone with plenty of money to spend I would imagine that you can earn much more than the $36K.

So, now what?

Which location do you choose if you want to travel? Do you stay in the states and move from the east to the west or from the south to the north? Or, do you take the big step and go to another country?

My vote is another country.

Enjoy and take advantage of whichever location you choose.

The Latest HR Blog Power Rankings are out!

All - the latest HR Blog Power Rankings for the week of 9/10/07 is out!

Thanks to Kris over at HR Capitalist for keeping us HR Bloggers engaged and connected...

Enjoy!

Workaholic - It's not a laughing matter anymore...

If you're like me you've heard this issue joked about in basically every company where you have ever worked. It's workaholic. Most of us would never admit to being one and we probably wouldn't even own up to being described this way.

What's your take on this issue and trend?

This is my first post of more to come in a series addressing the topic and subject of work/life balance. We all know how important it is to balance work and life...but why is it?

Here is how Wikipedia defines a workaholic - a workaholic is a person who is addicted to work. This phrase does not always imply that the person actually enjoys their work, but rather simply feels compelled to do it. There is no generally accepted medical definition of such a condition, although some forms of stress, obsessive-compulsive personality disorder and obsessive-compulsive disorder can be work-related. Although the term "workaholic" usually has a negative connotation, it is sometimes used by people wishing to express their devotion to one's career in positive terms. The "work" in question is usually associated with a paying job, but it may also refer to independent pursuits such as sports, music, art, or blogging.

Next, I decided to go to the place where I could knew I could find this issue addressed, defined and solved, Workaholics Anonymous.

Here is how they define what it's all about - Workaholics Anonymous is a fellowship of individuals who share their experience, strength, and hope with each other that they may solve their common problems and help others to recover from workaholism.

Since I was quite unfamiliar with this program and issue I was surprised to see all the great resources that were included there.

Here are a few of the resources I found...
- How do I know if I am a workaholic?
- Characteristics of a workaholic
- The Twelve Steps
- FAQ's

Take a look at the above links and dig through the information provided. There are some great tools included that can really help you determine whether or not you might be a workaholic.

If you determine that you really might be one, how's your performance in your current position and what type of feedback do you receive from your manager? Do your current habits really help your performance or are you just guilty of bad time management or doing work just to stay busy?

How about your career? Are you where you thought you would be and is your current position contributing or hindering your progress?

If you really aren't sure then explore the links above and be on the lookout for more information to come from me on this very topic.

Luciano Pavarotti: October 12, 1935 – September 6, 2007

We've all heard the news by now - that Luciano Pavarotti passed away on Wednesday, September 6, 2007.

Wow...what an amazing tenor!

Sure, I was familiar with him but I had to do some research on-line to really learn about his career as a tenor, which started in April of 1961.

Here are some facts that I learned about him - included are two cips at the bottom of this post...

- Pavarotti began his career as a tenor in smaller regional Italian opera houses, making his debut as Rodolfo in La bohème at the Teatro Municipale in Reggio Emilia in April 1961.

- Pavarotti made his American début with the Greater Miami Opera in February, 1965 singing in Donizetti's Lucia di Lammermoor opposite Joan Sutherland on the stage of the Miami-Dade County Auditorium in Miami.

- On December 12, 1998 he became the first (and, so far, only) opera singer to perform on Saturday Night Live, singing alongside Vanessa L. Williams. He also sang with U2, in the band's 1995 song Miss Sarajevo.

- He received Kennedy Center Honors in 2001 and holds two Guinness World Records: for receiving the most curtain calls — at 165 — and for the best selling classical album (this album is In Concert by The Three Tenors and is thus shared by fellow tenors, Plácido Domingo and José Carreras).

- In 2001, Pavarotti received the Nansen Medal from the UN High Commission for Refugees for his efforts raising money on behalf of refugees worldwide. Through benefit concerts and volunteer work, he has raised more than US$1.5 million, more than any other individual.

- Pavarotti gave his last performance in an opera at the New York Metropolitan Opera on March 13, 2004 for which he received a 12-minute standing ovation for his role as the painter Mario Cavaradossi in Giacomo Puccini's Tosca.

- On February 10, 2006 0 Pavarotti sang "Nessun Dorma" at the 2006 Winter Olympics Opening Ceremony in Turin, Italy. The final act of the opening ceremony, his performance received the longest and loudest ovation of the night from the international crowd.

Now, enjoy this clip of Luciano Pavarotti and James Brown...



Here's another of Pavarotti and Bono...

New iPod touch...does it make you want a job at Apple?

Are you an Apple and iPod fan like me?

What does seeing the new range of ipods do for you?

Are you passionate enough to want to work there?

If so, here is where you can find a job in one of their offices - this if you're looking for a job in marketing, software engineering, ipod engineering, or maybe even HR.

Maybe you're more into the face to face interactions with the customer - go here.

Here are their benefits...

Now, sit back and enjoy learning more about the new iPod touch...

Office Romance = New Job For Someone?

We've all seen it in basically every company where we have ever worked. It's office romance and almost impossible to hide - and we can usually see it coming from miles away.

I've seen two single people get together, which is usually the story you like to hear, and I've seen two people who are already married divorce and get together, which is much more unpredictable and typically involves much more talk around the "water cooler".

I was reading through CNN and ran across this article by Jocelyn Voo titled, "How to handle an office romance".

Check out these statistics..."Forty-three percent of workers in the United States say they've dated a fellow employee; of those, 34 percent reported getting hitched, according to a 2006 survey on office romance by CareerBuilder.com".

I really didn't expect the percentages to be so high so there must be more of this going on than I'm aware of - I guess it's because I work in HR.

Here are some pointers mentioned in the article and I'll elaborate on each of them.

1. Think before you speak

You two must get together, discuss, and agree when or even if you are going to tell anyone at work about your relationship. Since this is usually early in the relationship I'll call this a DFR (define the relationship) - this is what we called it when I was growing up.

2. Be professional

This is going to be especially important if either one of you report to the other. You cannot let your relationship impact or affect how you make decisions at work - especially when it comes to type of work assigned, workload, salary increases, and bonuses. Plus, if you're still trying to keep this relationship a secret, any noticeable favoritism in these areas will get people talking.

3. Know the rules

What does your company have to say about relationships with others at work - especially those between boss and subordinate? Do you both need to start reviewing the job postings to see if either one of you can transfer to another opportunity within the company? Just because there may not be a policy doesn't mean you don't need to look internally or externally for something else - it really all depends on where this relationship is going.

4. Be subtle

Please watch the pda (personal display of affection)! No one wants to see the two of you sneaking around the office to get a little "alone time" Enough said...

5. Weigh the risks

Yes, there are risks involved with office romance. What happens if this relationship doesn't work out? Did it end well where the two of you are still "friends" or was it a nightmare ending? If the two of you still have to see each other after a bad ending the both of you will probably be miserable - especially if you work together or one for another. My take is that if it ends badly then one or both of you may need to look to another department or company for employment.

For you "The Office" fans out there check out this clip of Jim and Pam...

The Latest Carnival of HR Is Up!

All - It's here...the latest Carnival of HR is up and running - #15!

Special thanks to Rowan Manahan at Fortify Your Oasis for this edition...

Enjoy and be sure to check out #12 on his list!

What Is Your Blog Rated? Mine is PG...

Flaming Your "Former Co-worker"...Not a Good Idea!

Disclaimer: I have changed the names to protect the innocent in this scenario below. As you'll see and read below, the only innocent ones that deserve protection are "former co-worker", "manager", and "third party" - the "candidate" doesn't deserve protection but he'll get it anyway.

Here's the scenario. "Candidate" applies for a job at "Company XYZ" while still employed at "Company ABC". He soon realizes that his "former co-worker" is now the "manager" for the position he has just applied for.

Here's where it gets interesting...the best part of this is that "candidate" sent this to me via e-mail.

Check it out...

Thanks for the information below. I didn't realize that it was "former co-worker" who was handling the position. I don't normally toot my own horn. But in this case I feel it's necessary. I am 10 times the developer that "former co-worker" is and his work ethic and level of excellence isn't even on the same page as my own. I have worked very closely with him and reviewed his code. It is substandard in my opinion. He's friendly and easy to get along with. I liked working with him because of his spirit of cooperation. But in all honesty, he's very lazy. I have done twice his work here at "company ABC". I have 17 years of experience in my skills and I've been an architect is some of my roles. "Former co-worker's" skills simply do not even compare. Ask "third party".

Any thoughts? Have any stories like this one that you would like to share?

If you are curious, this is definitely a true story and no, I am no longer considering him for the position he applied for.

Penalties for Hiring Illegal Immigrant Workers?

What? Penalites for knowingly hiring illegal immigrant workers? I hope you can can you feel the sarcasm...

I ran across this article on CNN titled, "Judge puts hold on immigration penalty letters to employers"

Check out this quote from the article...

The Social Security Administration has sent out "no-match" letters for more than two decades warning employers of discrepancies in the information the government has on their workers. Employers often brushed aside the letters, and the small fines that sometimes were incurred, as a cost of doing business.

But this year, those letters are to be accompanied by notices from the Department of Homeland Security outlining strict new requirements for employers to resolve those discrepancies within 90 days or face fines or criminal prosecution if they're deemed to have knowingly hired illegal immigrants.

What's your take on this?

I'll have to admit that I really haven't been tracking this topic lately and just stumbled upon this article last week. My first question is why this has taken so long to really enforce? I would say that this has been a problem and concern for a long time so we'll have to see if this extra step by the Department of Homeland Security will start to 1. discourage employers from knowingly employing illegal immigrants and 2. discourage illegals from entering the US.

Check out this article regaring what New Jersey police are now being required to do..."New Jersey law enforcement was ordered Wednesday to notify federal immigration officials whenever someone arrested for an indictable offense or drunken driving is determined to be an illegal immigrant".

I also went to the U.S. Immigration and Customs Enforcement (ICE) website and found some great consolidated information - here.

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IBM - They Don't Track Your Vacation Balance?!

It’s every worker’s dream: take as much vacation time as you want, on short notice, and don’t worry about your boss calling you on it. Cut out early, make it a long weekend, string two weeks together — as you like. No need to call in sick on a Friday so you can disappear for a fishing trip. Just go; nobody’s keeping track.

Anybody out there want to take a guess which company has adopted the above guidelines and policy regarding vacation time?

I was browsing through The New York Times last night and I ran across the quote above in an article titled, "At I.B.M., a Vacation Anytime, or Maybe None"

Honestly, my first gut reaction from an HR policy perspective, would be to run from this type of practice - especially at a company like IBM that has 355,000 workers - yes, 355,000 workers - no typo. In companies where I have worked in the past, keepinig track of employee vacation balances by management and HR was something that was tracked with pride - especially from an approval and progressive discipline perspective. Because, after all, the business has got to run and without employees at work we can't serve and support our valuable clients...right?

So, how does this work so well at a company like IBM?

After reading the article I see how they do it... First, unlike most companies, they don't mandate how many hours you work in a day or work week. And second, they don't mandate which days of the week you decide to work. Third, they don't mandate where you get the work done - at home, Starbucks, or in one of the "e-mobility centers" around the world. Check this out...Aided by broadband connections, cellphones and video conferencing software, 40 percent of I.B.M.’s employees have no dedicated offices, working instead at home, at a client’s site, or at one of the company’s hundreds of “e-mobility centers” around the world, where workers drop in to use phones, Internet connections and other resources.

As you can see, it's all about getting your work and/or project done and completed on time. Sounds simple doesn't it... Because, aren't we all "professionals" with the ability to just get our work done?

Here's how they say it works - Instead, for the past few years, employees at all levels have made informal arrangements with their direct supervisors, guided mainly by their ability to get their work done on time. Many people post their vacation plans on electronic calendars that colleagues can view online, and they leave word about how they can be reached in a pinch.

If it works so well, why aren't companies all around the world doing this? There are actually three other companies that are doing this and most of us have heard of at least two of them. They are BestBuy, Netflix, and Motley Fool.

So, what do employees at IBM have to say about this practice?

Pro's...
Luis H. Rodriguez, the director of market management in I.B.M.’s software group, said he visits his office here in Somers about once a week, working the rest of the time on the road or at his home in Ridgefield, Conn., where he sat one recent afternoon at the kitchen table with his laptop open.

He said that in six years at I.B.M. he can recall only one time when he asked a co-worker not to take a long weekend off — when their group was about to buy another company — and that calling colleagues or checking e-mail while visiting relatives in Texas or Illinois is a fair trade for being able to work from home so he can spend more time with his children, Alec, 5, and Evia, 2.

“I get an incredible amount of flexibility from the company, but it cuts both ways,” he said. “Because people’s schedules and needs are so structured, you need flexibility at work.”

Con's...
Frances Schneider, who retired from an I.B.M. sales division last year, after 34 years, said one thing never changed; there was not one year in which she took all her allotted time off. “It wasn’t seven days a week, but people ended up putting in longer hours because of all the flexibility, without really thinking about it,” Ms. Schneider said.

“Although you had this wonderful freedom to take days when you want, you really couldn’t. I.B.M. tends to be a group of workaholics.”

Now what?

For all of you HR Pros out there - especially those with decision making authority around policies, procedures, benefits, and yes...vacation and personal time accrual, what do you do with this new information?

Is your company ready for this type of drastic shift? Would your culture, business, and executives even support it?

You decide...