1 personnel from a-z paul greufe. 2 human resources local impact - wiifm – quality – money –...
TRANSCRIPT
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Personnel From A-Z
Paul Greufe
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Human Resources
• Local Impact - WIIFM
– Quality – Money – Lawsuits (personal liability)
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Human Resources• Overview
– Job Description– Recruitment– Selection– Orientation– Performance Appraisals– Discipline – Corrective Action
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Human Resources• Overview
– Sexual Harassment– Compensation– Unions– Health, Safety and Security– Policy Manuals
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Human Resources• Job Description
– Staffing– Training– Performance Appraisal– Compensation– Legal – Safety
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Human Resources• Job Description
– Job Analysis • Work Activities• Interaction• Financial Impact
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Human Resources• Job Description
– Job Analysis • Machines and Equipment• Working Conditions• Supervisory Role• Education• Knowledge, Skills and Abilities
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Human Resources• Job Description
• Overview• Examples• Process, sign off• Legal review
–ADA, FMLA, FLSA, discipline, performance, compensation requests, training…
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Human Resources• Recruitment
– Job Description– Pool– Sources
• Internal• External• Internet• Temporary
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Human Resources• Recruitment
– Why• Affirmative action• Business necessity
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Human Resources• Selection
– Job Description• Pre-established qualifications
– Discipline, testing, interview…» Consistency » Weighted» Numerical
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Human Resources• Selection
– Job Description• Interview questions
– Behaviorally based
• Team approach
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Human Resources
• Selection• Testing
– Reliable – Valid
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Human Resources• Selection
• Legal – Applications only accepted when there is an opening– Must fill out application– “On file” for specified time– Must apply for specific job
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Human Resources• Selection
• Reference Checking– Dig!– Liability release
• Legal– Liability
» Violent former employee
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Human Resources• Orientation - Training
– Checklist• Overview• Working hours• Pay policies / Policies• Handbook• Insurance benefits• Lunch with boss?
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Human Resources• Performance Appraisal
– Job Description
– Overview• Identify• Encourage• Measure• Evaluate• Improve• Reward
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Human Resources• Performance Appraisal
– Who?• Supervisors – employees• Employees – supervisors• Team members – team members• Outside sources• Self appraisal• 360 degree
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Human Resources• Performance Appraisal
– What?• Quantity of output• Quality of output• Timeliness of output• Presence at work• Cooperativeness
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Human Resources• Performance Appraisal
– How?• Essay• Graphic rating scale (continuum)• Behavioral rating approach (most common) • Self appraisal• 360 degree
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Human Resources• Performance Appraisal
– When?
• Probation• 6 month• Annually • Hire date• Same time
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Human Resources• Performance Appraisal
– Rater errors• Recency effect• Rater bias• Halo effect
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Human Resources• Performance Appraisal
– Goal setting SMART• S pecific• M easurable• A ction • R ealistic • T ime frame
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Human Resources• Performance Appraisal
– Form• Paper• Software
– Compensation
• Pay policy based on score
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Human Resources• Discipline – Corrective Action
– Statutory Rights– Contractual Rights
• Implied contracts– Employment at Will
• Public policy – Whistleblower
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Human Resources
• Discipline – Corrective Action– Just Cause
• Employee warned of the consequences?• Employer’s rule reasonable?• Investigation?
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Human Resources
• Discipline – Corrective Action– Just Cause
• Investigation fair and impartial?• Evidence of guilt?• Rules and penalties applied evenhandedly?• Penalty reasonable?
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Human Resources
• Discipline – Corrective Action– Progressive Discipline
• Verbal• Written• Suspension• Termination
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Human Resources
• Discipline – Corrective Action
– Reserve the right to administer discipline at any level deemed appropriate given the circumstances of the situation.
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Human Resources
• Sexual Harassment– Quid pro quo– Hostile environment
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Human Resources
• Sexual Harassment– Employee consequence
• (No) Tangible employment action
– Employer action• (No) Affirmative defense
– Employer liability
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Human Resources
• Sexual Harassment– Establish a policy– Communicate regularly– Train managers– Investigate complaints
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Human Resources• Compensation
– Pay grades– Broad banding– Hay Analysis– Surveys– Hourly - Salary
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Human Resources
• Compensation– Exempt – Non-exempt
• Overtime eligibility• Hourly vs. “paid to do a job”
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Human Resources• Compensation
–FLSA • Exemptions
»Executive, Administrative, Professional and Outside Sales»Discretionary authority, % of time, earnings level
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Human Resources• Compensation
– Compensatory Time• Voluntary• 1.5 time• Limit accrual, not use• Compounding
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Human Resources
• Unions– Organizing
• Organizer contacts employees• Authorization cards• Petition PERB• Bargaining unit determination
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Human Resources
• Unions– Organizing
• Election • Recognition
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Human Resources
• Unions– Bargaining
• Mandatory • Permissive• Illegal
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Human Resources
• Unions– Bargaining
• Traditional• Interest based bargaining
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Human Resources
• Unions– Bargaining
• Intent to bargain• Team• Data collection• Current contract
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Human Resources
• Unions– Bargaining
• Ground rules• Negotiate• TA• Ratification• Administration
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Human Resources
• Unions– Impasse
• Mediation• Fact finding• Arbitration• Strike
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Human Resources
• Unions– Grievances
• Steps• Arbitration
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Human Resources• Health, Safety and Security
– Workers’ Compensation• Mandated• On the job injuries• Employee lawsuits• Controlling costs
– Active administrator
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Human Resources• Health, Safety and Security
– Unemployment Compensation• Mandated• Experience rates / pay as you go• 26 weeks @ 50-80% salary• Gross misconduct
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Human Resources• Health, Safety and Security
– FMLA• 50 or more employees• 12 months, 1250 hours
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Human Resources• Health, Safety and Security
– FMLA• 12 weeks (intermittent)• Serious medical condition
– Birth, adoption or placement– Spouse, child or parent– Employee
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Human Resources
• Health, Safety and Security– FMLA
• Return to same position• Health benefits continue• Required to use accrued leave (not comp. time)
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Human Resources
• Health, Safety and Security– FMLA
• 30 day notice• Employer requirements• Employee requirements
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Human Resources
• Health, Safety and Security– ADA
• Reasonable accommodations• “Look” at current practices and procedures
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Human Resources
• Health, Safety and Security–OSHA (Occupational Safety and Health Act)
• Safe working conditions• Audit, employee driven• Rights
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Human Resources
• Health, Safety and Security–OSHA (Occupational Safety and Health Act)
• Fines• First report of injury• OSHA 300
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Human Resources
• Health, Safety and Security–Safety Management Program
• Safety Policies • Safety Training
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Human Resources
• Health, Safety and Security–Safety Management Program
•Committees• Incentive Programs
– Change– Entitlement
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Human Resources
• Health, Safety and Security– Essential Functions of the Job
• Job Description• FMLA, ADA, Workers Compensation, Non- work Related Injury
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Human Resources• Health, Safety and Security
– Workplace Violence• Security cameras• Guards – bailiffs• ID badges• Discipline
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Human Resources
• Policy Manual– Policies
• Consistent (No good deed goes unpunished)• Necessary• Applicable (General guidelines to the masses)
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Human Resources
• Policy Manual– Policies
• Understandable• Reasonable • Distributed and communicated (Did the employee know?)
