| Tuesday, February 4th, 2014
"In yesterday’s Advisor, consultant Terry Pasteris set out the basics for sales incentives. Today, her tips for communicating and administering your plan, plus an introduction to the all-things-compensation website, Compensation.BLR.com."
Communicating the Sales Incentive Plan
Sometimes Pasteris sees the situation in which there was a great sales plan design but it failed because it was not well understood and appreciated by the salespeople.
To avoid that situation, make sure that you:
- Send an announcement letter, particularly with the new plan that spells out its features.
- Conduct training on the plan so that everyone is clear about how it will play out.
- Provide documentation to the salespeople. Often employers have the salespeople sign to acknowledge that they understand the plan, Pasteris says.
- Seek feedback from the salespeople. This can be face to face or by survey.
| Thursday, January 23rd, 2014
"Yesterday’s Advisor featured advantages and disadvantages of having an HRIS (Human Resources Information System). Today, a handy checklist for seeing where your system stands with regard to personnel records, plus an introduction to the all-things-compensation-in-one-place website, Compensation.BLR.com."
HRIS Personnel Records Checklist
The more questions to which you answer “yes,” the better your computer system is able to handle personnel records.
Do you have a computer system for the following personnel records:
| Tuesday, January 14th, 2014
"Yesterday’s Advisor featured EEOC mediator Elizabeth Marcus’s “8 myths of mediation.” Today, more of her tips for making mediation work, plus an introduction to the all-things-compensation-in-one-place website, Compensation.BLR.com®."
Marcus offered her tips on succeeding with mediation at a recent meeting of the Employers’ Counsel Network (ECN) in Springfield, Massachusetts. The Employers’ Counsel Network includes the attorneys from each state who write BLR’s state employment law newsletters. Marcus is one of the EEOC mediators based in the Boston office of the EEOC.
| Tuesday, December 31st, 2013
"Yesterday’s Advisor featured consultant Carla McCormick’s tips for moving toward Value-Based Benefits Design (VBBD). Today, she offers a case study in VBBD plus we introduce the all-things-comp-in-one-place website, Compensation.BLR.com."
McCormick, a consultant with Fallon Benefits Group in Atlanta, made her remarks at BLR’s Advanced Employment Issues Symposium, held recently in Las Vegas.
Case Study in VBBD
Some facts about the client:
- Global presence with more than 7,000 covered lives
- Employee population includes office staff, manufacturing, and drivers
- Average employee age: 45 years
- Very low turnover
| Tuesday, November 19th, 2013
"Yesterday’s Advisor featured consultant Karl Ahlrichs on a wellness program that grabbed the interest of 93 percent of employees and spouses. Today, more of his wellness wisdom, plus an introduction to the all-things-compensation-in-one-place website, Compensation.BLR.com®."
How Big Is the Number?
Most HR managers underestimate the full costs of employee health (or lack thereof), says Ahlrichs. He refers to a study involving auto manufacturers and 171,250 employees.
The study recorded basic medical costs for the measured period—the metric most wellness plans look at—at $509 million.
| Thursday, November 14th, 2013
"In yesterday’s Advisor, consultant Amy Letke offered guidance for outsourcing. Today, how to select your outsourcing vendor, plus an introduction to the trusted source for federal and state compensation and benefits guidance."
Letke, who is founder and CEO of Integrity HR, Inc., in Louisville, Kentucky, offered her tips at BLR’s Strategic HR Leadership Summit in Scottsdale, Arizona.
How Do You Identify Providers/Partners/Vendors?
There are a number of helpful sources for finding outsourcing options, says Letke, including:
| Tuesday, November 5th, 2013
"In yesterday’s Advisor, Attorney Susan Schoenfeld offered tips for complying with the new affirmative action requirements for veterans. Today, the rest of the story, plus an introduction to the all-things-compensation- website, Compensation.BLR.com®."
Here are some of the other important changes included in the final affirmative action rule:
The incorporation of specific EO Clause language in subcontracts. In order to incorporate the equal opportunity (EO) clause by reference in subcontracts, contractors must include specific language spelled out in the new regulations. This language notifies subcontractors of their responsibilities and includes a reference to “veteran status.” The reference to veteran status must also be included in the EO clause when listing vacant positions.
| Thursday, October 24th, 2013
"In yesterday’s Advisor, consultant Mary Anne Kennedy offered tips for making job descriptions a valuable tool; today, her take on legal issues related to job descriptions, plus an introduction to BLR’s popular SmartJobs job description program."
What Laws Are Involved?
A number of laws and regulations are involved as you complete your job descriptions and work with them, says Kennedy, including:
- Fair Labor Standards Act (proper classification as exempt or nonexempt)
- Equal Pay Act of 1963 (comparing job values, pay values, and gender)
- Equal Employment Opportunity (comparing pay levels and protected group status)
- Title VII of the Civil Rights Act of 1964 (again, pay levels and protected status)
- Occupational Safety and Health Act (working conditions, work environment—lifting, climbing ladders, etc.)
- Americans with Disabilities Act (delineating the essential functions of the job)
| Wednesday, October 23rd, 2013
"When people are not performing well, it’s often the case that they aren’t in the right job, and that often stems from basing the hire on an inaccurate or inadequate job description, says consultant Mary Anne Kennedy."
Well-written and effectively developed job descriptions are communication tools that allow both employees and candidates to clearly understand the expectations of the role, its essential duties, competencies, and responsibilities, along with the required educational credentials and experience, says Kennedy.