Human Resources Management
sircheNEGOTIATIONS
KNOW WHERE THE PROCESS ENDS
PUBLIC
NON-SAFETY
FACT-FINDING – STRIKE
SAFETY
FACT-FINDING
60 OF ELIGIBLE TO REJECT
100 PEOPLE COVERED
59 VOTE NO – CONTRACT ACCEPTED
CONCILIATION
PRIVATE
STRIKE
UNDERSTAND WHAT THE OTHER SIDE EXPECTS IN TERMS OF THE PROCESS
MEDIATION BEFORE?
STRIKE NOTICE BEFORE?
THE SMOOTH HOSPITAL RATIFICATION
TIMING OF THE FINAL OFFER
PREPARING TO NEGOTIATE
FUBAR FILE
THE NON-NO-STRIKE CLAUSE
THE GRIEVANCE PROCEDURE
REVIEW WHAT THEY DIDN’T GET LAST TIME
READ THE CBA AGAIN FOR THE FIRST TIME
THINGS THAT DO NOT WORK
THE GRIEVANCE PROCEDURE TRAP
DECIDE WHETHER IT IS WORTH FIXING
DETERMINE IF YOU REALLY KNOW WHAT IT MEANS
THE TWINSBURG STEP SYSTEM
CREATE COMMITTEE
SELF
COUNSEL
HR
SME SUBJECT MATTER EXPERT
HEALTH CARE
DEPARTMENT HEADS
PREPARE A PROPOSAL
IDENTIFY COMMITTEE TO PPOVIDE INPUT
SEEK INPUT FROM ALL DEPARTMENTS/LOCATIONS
IDENTIFY ISSUES YOU WANT TO CHANGE
IDENTIFY A FAIR PROPOSAL AS A TARGET
DOES IT SERVE THE TOTAL BOTTOM LINE
IDENTIFY STRATEGY
IDENTIFY TIMING
IDENTIFY OPENING
BEST RATIONALIZABLE PROPOSAL
HAVE A RATIONALE OTHER THAN I WANNA
BEST TO LET UNION PROPOSE FIRST
RECIPROCAL “THROW-AWAYS”
IDENTIFY THE INTERESTS OF THE OPPOSING COMMITTEE
A MONKEY COULD DO THAT JOB
SET GROUND RULES
ONE SPOKESMAN
TO AVOID YOUR SIDE BEING PICKED APART
NON-ECONOMIC FIRST
TO ASSURE FULL DISCUSSION
TO AVOID MAKING YOUR ECONOMIC PROPOSALS TOO SOON
CONFIDENTIALITY
SIGN OFF TENTATIVE AGREEMENTS IN FINAL LANGUAGE FORM
INCLUDING WAGE TABLES AND EXAMPLES
INCLUDING “RED CIRCLE RATES”
INCLUDING AGREEMENTS NOT TO CHANGE
REVIEW LETTERS OF UNDERSTANDING OUTSIDE OF CONTRACT
GET UNION COMMITTEE TO RECOMMEND TENTATIVE AGREEMENTS
RESPONDING TO PROPOSALS
REVIEW AND REFLECT
ARTS
DO WHAT IFS
THE RETIREMENT PROPOSAL – MAHONING COUNTY
THE VACATIONS AND THE BREAKS – THE HALLE BUILDING
GO OVER EXAMPLES
WAGE SCALE
VACATION ACCRUAL
FINAL OFFER
MASSAGING THE PACKAGE
SAME COST PUT IN DIFFERENT PLACES
WAGES V. HEALTHCARE
KEY CONCEPTS – FINAL
Note: You are also responsible for the prior Key Concepts
IF UNIONIOZED AND THE UNION IS ENTITLED TO DISCIPLINARY NOTICES, THE
NOTICE ITSELF SHOULD BE GENERIC, STATING RULE VIOLATED TO AVOID
PROBLEMS WITH PRIVACY
STRUCTURE OF A GOOD PROGRESSIVE DISCIPLINE POLICY
PROGRESSIVE DISCIPLINE POLICY
MINOR OFFENSES
COUNSELING
VERBAL
WRITTEN
SECOND WRITTEN
SUSPENSION
DISCHARGE
MAJOR OFFENSES
SUSPENSION
DISCHARGE
INTOLERABLE OFFENSES
DISCHARGE
RESERVE THE RIGHT TO CONSIDER AGGRAVATING AND MITIGATING FACTORS
TO BE ABLE TO DO THE RIGHT THING
REASON TO DO SUSPENSION PENDING INVESTIGATION
TO AVOID DOUBLE JEOPARDY ISSUES
STEPS IN INVESTIGATING DISCIPLINARY MATTER
GET WITNESS STATEMENTS
WHO, WHAT, WHERE, WHEN
NOT SUMMARIES AND VALUE JUDGMENTS
CROSS EXAMINE YOUR OWN WITNESSES
CONSIDER MOTIVE
CONSIDER PERCEPTION
CROSS EXAMINE EVEN THOSE WHO ARE NOT LYING
HAVE EXAMINATION PLAN
WRITTEN DOWN
SO YOU REMEMBER WHAT YOU ASKED
WHY WASN’T IT DONE? IS NOT THE SAME AS “WHY DIDN’T YOU DO IT?”
ALL ASKED THE SAME
GET IN WRITING FROM WITNESS AND PERPETRATORS
ASK THE PERSON BEING DISCIPLINED HIS SIDE OF THE STORY
BEWARE OF WEINGARTEN RULE
GET IT IN WRITING
LOCKS IN THE STATEMENTS
GIVE YOU A CHANCE TO FIND OUT THAT YOU ARE WRONG
GIVES YOU A CHANCE TO SETTLE
GIVES YOU A CHANCE TO GET AN ADMISSION
GIVES YOU A CHANCE FOR THE PERSON TO IMPLICATE OTHERS
DEFINITION OF A RIGHT TO WORK STATE
A STATE WHERE IT IS ILLEGAL FOR A UNION AND EMPLOYER TO AGREE TO A CONTRACT WHICH REQUIRES THE PAYMENT OF DUES
BE ABLE TO RECOGNIZE ACTIONS WHICH CONSTITUTE A SECONDARY BOYCOTT
REASON TO PROVIDE THE UNION ALL DOCUMENTATION ON DISCIPLINE
SO THAT THEY HAVE A BASIS TO DENY ARBITRATION
UNDERSTAND WHY A UNION MAY SEEK TO ORGANIZE YOUR EMPLOYEES
PAYING UNDER MARKT
BAD UNFAIR SUPERVISORS
YOUR INDUSTRY IN THE LOCATION IS ORGANIZED
A GOOD TARGET
MORE THAN 100 EMPLOYEES
ALL IN ONE PLACE
VULNERABLE TO STRIKE
WHY YOU IN HR DO NOT WANT A UNION TO COME IN
YOU CAN BE CONSIDERED PART OF THE PROBLEM
YOU HAVE NO LABOR RELATIONS EXPERIENCE
EVERYTHING MUST BE NEGOTIATED WITH OUTSIDER WITH DIFFERENT INTERESTS
WILL COST MORE EVEN IF NO RAISES
CAN BE LESS EFFICIENT NOT FREE TO CHOOSE THE BEST
CONTESTABILITY COST
SUCCESORHIP CLAUSES WITH A COMPANY THAT IS SELLING
NOT BINDING ON THE BUYER
BUT, UNION MAY SEEK TO ENJOIN SALE
REQUIRED TO RECOGNIZE AND BARGAIN IF TAKE MORE THAN 50% OF EMPLOYEES COVERED BY UNION CONTRACT
WHAT ENTITY HANDLES ELEECTION TO RECOGNIZE A UNION
FOR PRIVATE EMPLOYERS
NATIONAL LABOR RELATIONS BOARD
FOR PUBLIC EMPLOYERS IN OHIO
STATE EMPLOYMENT RELATIONS BOARD
PUBLIC SECTOR NON-SAFETY FORCES CAN GO TO FACT-FINDING
FACT FINDER CAN RECOMMEND ANYTHING
EVEN THINGS NOT PROPOSED BY EITHER PARTY
CAN REJECT BY 60% OF MEMBERSHIP
EXAMPLE 200 COVERED BY CONTRACT
120 UNION MEMBERS
80 SHOW UP TO VOTE
70 NO
10 YES
CONTRACT NOT REJECTED
BECAUSE 70/120 = 58%
NON-SAFETY FORCES CAN STRIKE
SAFETY FORCES CAN GO TO CONCILIATION
CONCILIATOR CAN ONLY CHOSE THE FINAL POSITION OF ONE SIDE OR ANOTHER ON AN ISSUE BY ISSUE BASIS
CONCILIATION AWARD CAN NOT BE REJECTED
BE ABLE TO DESCRIBE ALL YOU AS MANAGEMENT WILL DO TO PREPARE FOR NEGOTIATIONS, NEGOTIATE AND GET RATIFIED A UNION CONTRACT
UNDERSTAND THE POWERS OF A MEDIATOR AND HOW A MEDIATOR CAN BE HELPFUL
UNDERSTAND PATTERN BARGAINING AS AN EMPLOYER IN PUBLIC EMPLOYMENT WITH MULTIPLE UNIONS
TRY TO SETTLE WITH STRONGEST FIRST TO SET PATTERN
BURY ADDITIONAL MONEY TO THAT UNIT WITH THINGS THAT DO NOT
APPLY TO OTHER UNITS, LIKE UNIFORM ALLOWANCE
WHAT GRIEVANCES ARE INARBITRABLE
ALMOST NONE
PROCEDURAL ARBITRABILITY UP TO THE ARBITRATOR
SUBSTANTIVE TO THE COURTS
TIMELINESS DEFENSE
MUST BE RAISED AT EACH STEP
LOOK TO CONSEQUENCES
IF NONE, UNION MAY ARGUE THAT NO DAMAGE
CONTINUING VIOLATION
MAY LIMIT REMEDY TO OFFENSES JUST BEFORE THE FILING
IN HANDLING GRIEVANCES
ANSWER GRIEVANCE
WITH ALL DEFENSES
WITH A RATIONALE
WITH DOCUMENTATION
BECAUSE PERSON RECEIVING ANSWER
MAY NOT BE SOPHISTICATED AND MAY NOT COMMUNICATE WELL
MAY HAVE AN AGENDA
KNOW PERSON WHO MAKES THE ULTIMATE DECISION ON WHETHER THE UNION WILL ARBITRATE
GRIEVANCE MUST HAVE A DEFINITE ENDING
WITHDRAWN IN WRITING
SETTLED WITH THREE PARTY DOCUMENT
NON-PRECEDENT BASIS
ACKNOWLEDGMENT OF FAIR REPRESENTATION
SET OUT TERMS
REHIRED
REINSTATED
WITH OR WITHOUT BACK PAY
ARBITRATORS MAY HAVE
DOCKETING FEES YOU SELECT THEM AND YOU OWE
CANCELATION YOU CANCEL LATE (AS DEFINDED BY THE ARBITRATOR’S BIO, YOU OWE
USUALLY 1 PER DIEM OF ABOUT $ 1,000
ARBITRATOR SELECTION IS DONE AS STATED IN THE CONTRACT WITH THE UNION
STRIKE OFF METHOD FROM PANEL
ALTERNATELY STRIKE OFF NAMES
RANKING
RANK ALL ACCEPTABLE ARBITRATORS
TRICK – RANK ONLY THE GUY YOU WANT
AD HOC WE BOTH LIKE THIS GUY EVEN IF NOT ON PANEL
TAKING A CASE TO ARBITRATION
AS MANAGEMENT, REVIEW CBA FOR MAGIC WORDS
DETERMINED
ARBITRATOR SHOULD ONLY QUESTION WHETHER
MANAGEMENT ACTUALLY BELIEVED IT WAS RIGHT
DEEMED
ARBITRATOR SHOULD NOT TOUCH
FRAME THE ISSUE
WAS THE GRIEVANT RELATIVELY EQUAL IN QUALIFICATIONS
TO THE SUCCESSFUL BIDDER
DID THE UNION PROVE THAT MANAGEMENT WAS ARBITRARY AND
CAPRICIOUS IN FINDING THAT THE GRIEVANT RELATIVELY EQUAL IN
QUALIFICATIONS TO THE SUCCESSFUL BIDDER
GATHER AND ORGANIZE YOUR DOCUMENTS, EXHIBITS AND WITNESSES
WHAT NEEDS TO BE PROVEN
HOW TO PROVE IT
THROUGH WITNESS
THROUGH DOCUMENT
EXHIBITS
4 COPIES IN BINDER
PREPARE OPENING STATEMENT
STATE THE ISSUE
THE STANDARD AND BURDEN OF PROOF
WHAT WILL BE PROVEN
HOW IT WILL BE PROVEN
LITTLE BITES
ORDER YOUR PRESENTATION
PREPARE CLOSING STATEMENTS
BRIEFS USUALLY FILED
STATEMENT OF THE FACTS
RELEVANT CONTRACT PROVISIONS – NAH
STATEMENT OF THE ISSUE
ARGUMENT
POINT BY POINT
SUMMARY
COPY OF CASES AND LAW CITED
EVEN A GROSSLY ERRONEOUS AWARD IS ENTITLED TO BE UPHELD
AWARD MUST BE CONFIRMED
CONFIRMATION WITHIN A YEAR
90 DAYS TO MOVE TO VACATE
SMART UNION WILL WAIT 91 DAYS TO ENFORCE
ALOCHOLISM AND SUBSTANCE ABUSE
SIGNS
CHANGES IN BEHAVIOR
PATTERNED ABSENCES
IRRITABILITY
MORE LIKELY WITH COCAINE
PINPOINT PUPILS
HEROIN
RED EYES
RUNNING NOSE
FIRST IN THE MORNING
AFTER BREAKS
DEAING WITH SUBSTANCE ABUSE
KYP
FRIENDLY APPROACH
HAVE A POLICY
COME FORWARD NO PENALTY
DRUG/ALCOHOL TESTING
FOR ACCIDENTS
FOR PROBABLE CAUSE
VERIFIED BY TWO
RANDOM
RANDOM ONCE PRE CALENDAR YEAR IS NOT RANDOM
TESTED ON JANUARY 2ND – PARTY ON
PROCEDURE
ALL INFORMED AND TESTED
REPUTABLE LAB
RETAIN SPECIMEN
STRICT CHAIN OF CUSTODY
QUICK RESPONSE
RETEST
ENSURE PRIVACY
TWO STRIKES, YOURE OUT
Additional Key concepts
NEGOTIATIONS
KNOW WHERE THE PROCESS ENDS
PUBLIC
NON-SAFETY
FACT-FINDING – STRIKE
SAFETY
FACT-FINDING
60 OF ELIGIBLE TO REJECT
100 PEOPLE COVERED
59 VOTE NO – CONTRACT ACCEPTED
CONCILIATION
PRIVATE
STRIKE
UNDERSTAND WHAT THE OTHER SIDE EXPECTS IN TERMS OF THE PROCESS
MEDIATION BEFORE?
STRIKE NOTICE BEFORE?
THE SMOOTH HOSPITAL RATIFICATION
TIMING OF THE FINAL OFFER
PREPARING TO NEGOTIATE
FUBAR FILE
THE NON-NO-STRIKE CLAUSE
THE GRIEVANCE PROCEDURE
REVIEW WHAT THEY DIDN’T GET LAST TIME
READ THE CBA AGAIN FOR THE FIRST TIME
THINGS THAT DO NOT WORK
THE GRIEVANCE PROCEDURE TRAP
DECIDE WHETHER IT IS WORTH FIXING
DETERMINE IF YOU REALLY KNOW WHAT IT MEANS
THE TWINSBURG STEP SYSTEM
CREATE COMMITTEE
SELF
COUNSEL
HR
SME SUBJECT MATTER EXPERT
HEALTH CARE
DEPARTMENT HEADS
PREPARE A PROPOSAL
IDENTIFY COMMITTEE TO PPOVIDE INPUT
SEEK INPUT FROM ALL DEPARTMENTS/LOCATIONS
IDENTIFY ISSUES YOU WANT TO CHANGE
IDENTIFY A FAIR PROPOSAL AS A TARGET
DOES IT SERVE THE TOTAL BOTTOM LINE
IDENTIFY STRATEGY
IDENTIFY TIMING
IDENTIFY OPENING
BEST RATIONALIZABLE PROPOSAL
HAVE A RATIONALE OTHER THAN I WANNA
BEST TO LET UNION PROPOSE FIRST
RECIPROCAL “THROW-AWAYS”
IDENTIFY THE INTERESTS OF THE OPPOSING COMMITTEE
A MONKEY COULD DO THAT JOB
SET GROUND RULES
ONE SPOKESMAN
TO AVOID YOUR SIDE BEING PICKED APART
NON-ECONOMIC FIRST
TO ASSURE FULL DISCUSSION
TO AVOID MAKING YOUR ECONOMIC PROPOSALS TOO SOON
CONFIDENTIALITY
SIGN OFF TENTATIVE AGREEMENTS IN FINAL LANGUAGE FORM
INCLUDING WAGE TABLES AND EXAMPLES
INCLUDING “RED CIRCLE RATES”
INCLUDING AGREEMENTS NOT TO CHANGE
REVIEW LETTERS OF UNDERSTANDING OUTSIDE OF CONTRACT
GET UNION COMMITTEE TO RECOMMEND TENTATIVE AGREEMENTS
RESPONDING TO PROPOSALS
REVIEW AND REFLECT
ARTS
DO WHAT IFS
THE RETIREMENT PROPOSAL – MAHONING COUNTY
THE VACATIONS AND THE BREAKS – THE HALLE BUILDING
GO OVER EXAMPLES
WAGE SCALE
VACATION ACCRUAL
FINAL OFFER
MASSAGING THE PACKAGE
SAME COST PUT IN DIFFERENT PLACES
WAGES V. HEALTHCARE
601 TEST 2 KEY CONCEPTS
KNOW THE RISKS OF POOR SELECION PROCESS
LACK OF PRODUCTIVITY
HIGH TURNOVER
POSSIBLE LIABILITY FOR NEGLIGENT HIRING
DISCRIMINATION SUITS
CAN MAKE RIGHT SELECTION AND NOT BE ABLE TO PROVE
MUST TRUST ALL ATTRIBUTES
REASONS WHY INTERVIEWS SHOULD BE STRUCTURED
SHOULD BE STRUCTURED, AT LEAST IN PART
TO SHOW RELEVANT QUESTIONED ASKED AND RESPONSES
TO AVOID CREATING APPEARANCE OF BIAS
DIFFERENCE BETWEEN A SITUATIONAL AND BEHAVIORAL INTERVIEW QUESTION
AND POTENTIAL PROBLEMS WITH EACH
SITUATIONAL
WHAT WOULD YOU DO
MEASURES INSTINCTS
BUT, BEFORE TRAINING
MEASURES WHAT PERSON SAYS HE WILL DO
LIES
WHAT HE INTENDS, BUT NOT NECESSARILY WHAT WOULD DO
BEHAVIORAL
HOW HAVE YOU ACTED IN THE PAST
ANSWER MAY BE BASED ON DIFFERENT TRAINING IN A DIFFERENT JOB
COMMON BIASES
TALL = SMART/AUTHORTATIVE
HEAVY – LAZY
LIKE ME – GOOD
STRUCTURE AND REASONS FOR SELECTING BY PANEL
PANEL STRUCTURE
HR
SUBJECT EXPERT
POTENTIAL SUPERVISOR
FOR EXPERTISE
FOR MULTIPLE PERSPECTIVES
FOR DIVERSITY IF PANEL IS DIVERSE
KNOW IF THESE QUESTIONS ARE GOOD, BAD OR NEUTRAL AND WHY
GOOD OR BAD QUESTIONS
WHAT KINDS OF THINGS DO YOU LOOK FOR IN A JOB
WHAT TYPE OF HOBBIES
DO YOU HAVE ANY HANDICAPS
DO YOU HAVE ANY (ANY PLANS FOR) CHILDREN
WHAT DO YOU HAVE TO OFFER
WHAT IS YOUR DATE OF BIRTH
HAVE YOU EVER BEEN ARRESTED
DISCLAIMER
THIS CONFIRMATION OF EMPLOYMENT SHOULD NOT BE READ TO BE A STATEMENT AS TO THE SUITABILITY OF THE EMPLOYEE FOR ANY PARTICULAR JOB OR FOR EMPLOYMENT IN GENERAL
DECRIBE THE “QUALIFIED PRIVILEDGE” OF EMPLOYERS IN GIVING REFERENCES
AN EMPLOYER IS NOT LIABLE FOR LIBEL OR SLANDER FOR SAYING WHAT IT BELIEVES
IN GOOD FAITH TO BE TRUE WITH RESPECT TO EMPLOYMENT
KNOW THAT IN PRIVATE EMPLOYMENT THERE IS AN EXTREE LIMIT ON THE USE OF POLYGRAPHS
“POLYGRAPH” COVERS MORE THAN POLYGRAPHS
ALSO VSA – VOICE STRESS ANALYSIS DETECTORS
TO DO POLYGRAPH
NEED ONGOING INVESTIGATION
EMPLOYEE MUST HAVE HAD ACCESS TO MISSING ITEMS
CAN NOT FIRE FOR REFUSING
CAN NOT FIRE FOR FAILING
CAN ONLY RELEVANT QUESTIONS
MUST GIVE QUESTIONS IN ADVANCE
MUST TAKE 90 MINUTES
KNOW WHAT TO TELL EMPLOYEES HOW TO PHRASE QUESTIONS
DO YOU MEAN ---?
BE ABLE TO GIVE EXAMPLES OF SPECIFIC PROBLEMS THAT COULD OCCUR IF YOU USE
TECHNICAL TERMS OR JARGON
KNOW WHAT SHOULD BE IN A HANDBOOK TO MAKE SURE EMPLOYEES ARE EMPLOYEES AT WILL
DISCLAIMERS – THIS IS NOT A CONTRACT
HAVE THEM CONFIRM THAT EMPLOYEE AT WILL
THAT NO PROMISES MADE
THAT CAN NOT BE ALTERED EXCEPT IN WRITING BY
NAMED OFFICER
KNOW THE STEPS IN THE TRAINING PROCESS
ADDIE FIVE STEP TRAINING PROCESS
DETERMINE THE MISSION
KYP TO DETERMINE WHO WOULD BE QUALIFIED AND INTERESTED IN BEING
TAUGHT AND THE BEST WAY TO TEACH
ANALYZE THE TRAINING NEED
WHAT DO THEY NEED TO KNOW = WHO NEEDS TO KNOW WHAT
DETERMINE THE COST-BENEFIT
IF COST/MISSION EFFECTIVE, DEVELOP TRAINING
IMPLEMENT TRAINING
EVALUATE EFFECTIVENESS
SETTING UP A PROGRAM MEETING
WHAT TO ASK WHEN DEVELOPING THE PLAN OR PROGRAM
WHO NEEDS TO HEAR
WHEN AVAILABLE IN THE LEAST EXPENSIVE MANNER
AFTER WORK – OT
ON DAY OFF FOR PT – STRAIGHT TIME
DURING WORK HOURS – COST OF REPLACEMENT
WHERE
APPROPRIATE SET UP OF CHAIRS
FIXED ROWS
NO GOOD FOR GROUP BREAK DOWN
DOES IT HAVE NEEDED EQUIPMENT
HOW LONG
MANAGEABLE
NOT MONDAY MORNING OR FRIDAY AFTERNOON
BREAKS
FEED
SHOULD SAY AHEAD
KOSHER, VEGETARIAN, VEGAN, GUTEN
ORDER AHEAD OR HAVE OPTIONS
BEVERAGE
WATER, COFFEE, DECAF
KNOW THE DIFFERENCE BETWEEN
SHADOWING YOU FOLLOW
GUIDED SHADOWING YOU FOLLOW. I EXPLAIN WHAT I AM DOING
MENTORING I WILL TRAIN YOU
BE ABLE TO IDENTIFY GOOD THINGS TO TRAIN BY ROLE PLAYING’
GRIEVANCE HANDLING
HANDLING A DIFFICULT CUSTOMER
KNOW THAT IF HOSTILE WORK ENVIRONMENT SEXUAL HARASSMENT OCCURRED
THE EMPLOYER IS NOT LIABLE IF
IT HAS A POLICY FORBIDDING SEXUAL HARASSMENT
THE POLICY HAS BEEN ENFORCED IN GOOD FAITH
THE COMPAINING PARTY UNREASONABLY FAILURED TO REPORT
PRIOR OCCURRENCES
KNOW THAT TO HAVE THE BEST CHANCE TO DEFEAT A HOSTILE WORK ENVIRONMENT SEXUAL
HARASSMENT CLAIM
HAVE A WRITTEN POLICY SIGNED FOR BY EMPLOYEES
HAVE AN IN-SERVICE MEETING
PREFERABLY WITH A VIDEO
TO PROVE WHAT TRAINING WAS DONE
TO AVOID TALKING FACE TO FACE ABOUT TOUCHY SUBJECTS
NAMED OFFICER TO WHO TO REPORT AND ALTERNATIVE, IF THE PERSON
QUILTY OF HWESH IS THE NAMED OFFICER
HAVE THE “SILVER BULLET FORM”
TO AVOID HAVING AND/OPR LOSING DISCRIMINATION SUITS
GIVE DIVERSITY TRAINING
HAVE GOOD HR
REAL JOB DESCRIPTIONS AND TESTS FOR HIRING
REAL EVALUATIONS
REAL POSTINGS FOR BLPA
REAL RULES AND PROGRESSIVE DISCIPLINE POLICIES ACTUALLY ENFORCED
TAKE TIMELY ACTION
KNOW TO ARGUE YOUR FAVORABLE STATS FOR EEO
HIRING RATIO
PROPORTION TO POPULATION
RELEVENT MARKET
KNOW ADVANTAGES AND DISADVANTAGES OF GOING INTERNAL OR EXTERNAL
FOR HIGHER RATED OPENINGS’
INTERNAL OR EXTERNAL
INTERNAL
ALREADY VETTED
ALREADY KNOW THE SYSTEM
MAY OWE FAVORS
HAVE NEVER BEEN SUPERVISORS
CREATE DOMINO VACANCIES
EXTERNAL
NOT VETTED
HAVE ALREADY BEEN SUPERVISORS
NEW IDEAS/PERSPECTIVE
MAY BE NEEDED FOR STATS
DON’T OWE ANYONE
MAY CREATE RESENTMENT/TURNOVER OF THOSE BELOW WHO HAD WANTED PROMOTION
HOW TO UNDERSTAND WHAT THE UPPER EXEC DOES
MENTORING
SHADOWING
JOURNALING (BY EXEC)
REVIEW OF COMMUNICATIONS
ASK THE SECRETARY
GIVE CONSULTING CONTRACT TO EXEC AFTER RETIREMENT
REASONS TO OFFER TUITION REIMBURSEMMENT
CAN CREATE LONGEVITY
FOR PROMOTIONS
CNA, LPN, RN, NURSE PRACTITIONER
PROBLEMS OF POOR EVALUATION SYSTEM
WRONG PERSON PROMOTED
MAY MAKE DIFFICULT TO DISCIPLINE
PERCEIVED UNFAIRNESS
EVALUATORS
MUST BE EXPERTS IN WHAT BEING EVALUATED
MUST BE CONSISTENT WITH EACH OTHER
EMPLOYEES SHOULD KNOW WHAT MEASURED
WHAT IS MEASURED SHOULD MATCH THE MISSION,
COMMON ERRORS IN EVALUATION
HALO OR HORNS EFFECT
CENTRAL TENDENCY
LENIENCY OR STRICTNESS
BIAS
CONTRAST
PHYSICAL ATTRACTIVENESS
THE THREAT
THE SCHMOOZER
STEPS IN CREATING/ADMINISTERING EVALUATION PROCESS
STEPS
DO JOB ANALYSIS TO MAKE SURE APPRAISAL MEASURES RELEVANT AREAS
COMMUNICATE STANDARDS TO EMPLOYEES
AVOID GENERIC AND UNQUANTIFIABLE TRAITS
TRAIN SUPERVISORS
MAKE SURE RATERS HAVE SUFFICIENT CONTACT TO BE ABLE TO RATE
SHOULD MEASURE ALL RELEVANT QUALITIES
HAVE PERSONNEL ACTIONS DECIDED BY A GROUP
HR
SME
POTENTIAL SUPERVISOR
EEO OFFICER
GIVE EMPLOYEES OPPORTUNITY TO REVIEW AND MAKE COMMENTS
GIVE THEM A COPY
IF NO COMMENTS FILL UP SPACE
DOCUMENT AND RETAIN DOCUMENTATION
THE APPRAISAL INTERVIEW
PREPARING TO CONDUCT THE APPRAISAL INTERVIEW
BE PREPARED TO ADDRESS WHAT MIGHT BE THE EMPLOYEE CONCERNS
WITH DEMONSTRABLE EVIDENCE
BE PREPARE TO BE OBJECTIVE AND NOT INTIMIDATED
CONDUCT IN PRIVATE AREA
DO NOT SCHEDULE FOR LATE IN THE DAY ON A FRIDAY
EMPLOYEE MAY FEAR BEING DISCHARGED
EMPLOYEE WANTS TO GO HOME
MAKE OBJECTIVE OBSERVATIONS BACKED UP BY FACTS
MAKE SUGGESTIONS AND SEEK AGREEMENT
GOAL AND METHOD TO MONITOR AND EVALUATE
SET TIME FOR UPDATES
REASON TO MANAGE CAREERS
SUCCESSION PLANNING
LOWERING TURNOVER FOR PERSONS SEEKING ADVANCEMENT
LOWER LEVEL PROMOTIONS UNDER UNION CONTRACTS
PROBATIONARY PERIOD AND RETURN TO FORMER POSITION WITH THOSE
ADVANCED ALSO SET BACK
UNION SENIORITY CLAUSES MAY REQUIRE PROMOTION OF A PERSON
WHO IS NOT THE MOST QUALIFIED
LANGUAGE PRESSURES EMPLOYER TO MAKE SURE PERSON DOES NOT FAIL
90 DAY PROBATIONARY PERIOD
VACANCY FILLS IN 30 DAYS
UNION CONTRACTS GUARANTEE RETURN AND SET BACK
ADVANTAGES TO HIRING OLDER WORKERS
PROBABLY WANT PART-TIME AND ARE AVAILABLE
WANT TO BE THERE FOR SOCIALIZATION
ALREADY HAVE HEALTH CARE THROUGH MEDICARE
TEND TO BE MORE RELIABLE AND ON-TIME
HAVE NO CHILDREN AT HOME
MAY BE WILLING TO BE SENT HOME DUE TO SS EARNING LIMITS
TO UNDERSTAND WAGE PROGRESSION SCALE LIKE THE ONE BELOW MUST KNOW
START 8
6 MOS 9
1 YEAR 10
2 YEARS 11
3 YEARS 12
HOW LENGTH OF SERVICE CALCULATED
CALENDAR DATES
CALENDAR DATES, NOT COUNTING CERTAIN PERIODS LIKE LOA OR LAYOFF
PRORATED BY HOURS OR DAYS WORKED
WHEN THE CHANGE COMES INTO EFFECT
THE ACTUAL DATE WITHIN A PAY PERIOD
THE FIRST PAY PERIOD WHICH ENDS AFTER THAT DATE
THE FIRST PAY PERIOD THAT ENDS AFTER THAT DATE
“STEP” SYSTEMS USE STEPS RATHER THAN LENGTH OF SERVICE
YOU ALSO HAVE TO KNOW WHEN THE CHANGE COMES INTO EFFECT AS ABOVE
BUT ALSO
WHAT DOES EACH STEP STAND FOR
HOW DOES ONE EARN A STEP INCREASE
MANDATORY OR DISCRETIONARY
GENERALLY, A STEP SYSTEM IMPLIES THAT THE EMPLOYER MAY HIRE HIGHER THAN THE
FIRST STEP TO RECOGNIZE
SKILLS
EXPERIENCE
MARKET
(BUT WATCH OUT THAT UNION CONTRACT MAY REQUIRE THAT EXISTING EMPLOYEES
RECEIVE SOMETHING TO MATCH)
BAND OR RANGE SYSTEMS
EXAMPLE GRADE 1 11-13
GRADE 2 12-14
GRADE 3 13-15
RECOGNIZE THAT INCREASING THE BAND OR RANGE FOR A GRADE DOES NOT NECESSARILY
INCREASE THE RATE OF INDIVIDUALS
EXAMPLE. EMPLOYEE A IN GRADE 1 IS EARNING 12.50 AND THE RANGE IS INCREASED BY 10%. THE RANGE FOR GRADE 1 BECOMES FROM 12.15 T0 14.30. THE EMPLOYEE REMAINS AT 12.50 SINCE THAT IS STILL WITHIN THE NEW RANGE.
FOR ALL SYSTEMS WHICH INVOLVE MUTLIPLE CLASSIFICATIONS AND WAGE PROGRESSION SCALES YOU MUST ASK
WHAT HAPPENS ON
PROMOTION
DEMOTION
BUMP DOWN
AND HOW DO YOU PROGRESS THROUGH THE WAGE PROGRESSION OR STEPS AFTER THE
MOVE
YOU MUST ASK, “WHAT ABOUT THE RATE FOR A TEMPORARY TRANSFER?”
YOU MUST BE ABLE TO TRACK WAGES FROM CONTRACT YEAR TO CONTRACT YEAR UNDER
A UNION CONTRACT
LONGEVITY
LONGEVITY INCREASES
10 YEARS .25
15 YEARS .30 IS THIS JUST ANOTHER NICKEL
20 YEARS .35 IS THIS JUST ANOTHER NICKEL
LONGEVITY BONUS
MUST ASK IS IT ONLY IN THE PARTICULAR YEAR OR THAT YEAR AND EVERY YEAR AFTER THAT
COSTING MUST INCLUDE
ROLL-UP FOR THINGS DRIVEN BY PAYROLL, LIKE
WC
PERS
UEC
401K
MUST ALSO COST FOR VACATION COVERAGE
IF WORK SHORT, NO ADDITIONAL COST
IF COVER BY O.T. COST X 1.5
IF COVERED BY STRAIGHT TIME, JUST COST
PAYROLL TAXES ARE NOT PAID ON AGENCY PROVIDED EMPLOYEES SINCE THOSE ARE PAID BY THE
AGENCY
KNOW THAT OVERTIME, UNLESS BY UNION CONTRACT OR YOUR POLICY
IS ONLY FOR OVER 40 IN A WEEK
“EXEMPT” FROM OVERTIME
EXECUTIVE
MANAGER OF ENTERPRISE OR RECOGNIZED DEPARTMENT OR DIVISION
ADMINISTRATIVE
LEARNED PROFESSIONAL
CREATIVE PROFESSIONAL
IT
OUTSIDE SALES
KNOW THAT PROBLEMS MAY BE CREATED BYD
DOCKING SALARIED EMPLOYEES
MAY HAVE TO BE TREATED AS HOURLY
ROUNDING TIME DOWN AND NOT UP
1 HOUR AND 7 MINUTES PAID AT 1.00 HOURS IF ROUND ON QUARTER HOUR
1 HOUR AND 7 MINUTES PAID AT 1.10 HOURS IF ROUND BY 10THS
1 HOUR AND 8 MINUTES PAID AT 1 ¼ HOUR IF ROUND BY QUARTER HOUR
MUST KNOW THE REQUIREMENT OF THE
DAVIS BACON ACT
MUST PAY COMPENSATION EQUIVALENT OF THE “PREVAILING WAGE” IN FEDERAL CONSTUCTION CONTRACTS. THIS MEANS COST OF WAGES AND BENEFITS
SERVICE CONTRACT ACT
MUST PAY COMPENSATION EQUIVALENT OF THE “PREVAILING WAGE” IN FEDERAL SERVICE CONTRACTS
AND BE SURE TO LOOK FOR STATE OR LOCAL EQUIVALENTS OF THESE
KNOW THAT IF YOU TAKE MORE THAN 50% OF THE EMPLOYEES COVERED BY A UNION CONTRACT
AT A LOCATION, YOU MUST NEGOTIATE WITH THE UNION BEFORE CHANGING ANY WAGES, HOURS OR WORKING CONDITIONS
COMPENSABLE FACTORS
EDUCATION
SKILL
PHYSICAL EFFORT
RESPONSIBILITY
RISK/DISCOMFORT
PARTICULAR MARKET CONDITIONS
INCONVENIENCE
ADDING A NEW DUTY TO A PERSON DOES NOT MEAN IT IS A NEW CLASSIFICATION
YOU CAN COMPENSATE
IF A “CLASSIFICATION”, THE RATE IS PAID ON ALL HOURS
IF A DIFFERENTIAL, THE RATE IS PAID ONLY WHEN DOING THAT PARTICULAR DUTY
CAN BE A BONUS
ONCE
ANNUAL
BEWARE, IF YOU CALL IT A CLASSIFICATION, YOU HAVE TO LOOK AT ALL THAT MEANS FOR
SUCH THINGS AS LAYOFF, VACATION CHOICE, ELIGILITY FOR BID TO OTHER JOBS
BEWARE THAT EXECUTIVES ABOVE ALL HAVE CONTROL OVER THE ELEMENTS OF THEIR
BONUS
SHORT TERM PROFIT CREATED BY
DEFERRING SCHEDULED MAINTENANCE
CUTTING CORNERS
DECREASING QUALITY OF PRODUCT
CUTTING STAFF
CHANGES IN ACCOUNTING
SUMMARY PLAN DESCRIPTION
DOCUMENT EXPLAINING BENEFITS IN AN EMPLOYEE BENEFIT PLAN
IF AN OLDER RELATIVE IS ABOUT TO RETIRE OR HAS RETIRED, HE SHOULD CHECK FOR A
DEFERRED VESTED PENSION WITH PRIOR EMPLOYERS
EMLOYEE BENEFITS
PAY FOR TIME NOT WORKED
OLD SYSTEM
HOLIDAYS
VACATIONS
SICK DAYS
PERSONAL DAYS
NEW SYSTEM
PTO, PDO
EMPLOYER GAINS ON CONVERSION
THOSE WHO USE ALL THEIR SICK DAYS LOSE
THOSE WHO TAKE NONE HAVE EXTRA “VACATION”
NO NEED TO LIE TO TAKE A DAY OFF
LESS OVERTIME TO COVER UNEXPECTED ABSENCES
PTO ENABLES
CONVENIENCE DAY/CENSUS DAY SYSTEMS
SINGLE SHIFT LAYOFFS OFFERED BY SENIORITY
SAVES MONEY, BUT EMPLOYEE DOES NOT NOTICE
EMPLOYEE WITH 30 PTO COULD HAVE GOTTEN
290 DAYS OF PAY, NOW 289
MOST EXPENSIVE LOSE THE DAY
KEEPS LOW SENIORITY PEOPLE WHO WOULD OTHERWISE
ALWAYS BE THE PERSON LAID OFF
NO UE
AVOIDS STIGMA OF LAYOFFS
SEEN AS A BENEFIT BY SENIOR EMPLOYEES
KNOW IF YOU ARE SETTING UP A SYSTEM THAT PROVIDES BENEFITS BASED ON HOURS
MAKE ELIGIBILITY BASED ON’
REGULARLY SCHEDULED WORKING HOURS
NOT “WORKED” OR AVERAGE
TO AVOID PEOPLE GOING ON AND OFF COVERAGE FROM WEEK TO WEEK
IF YOU WANT TO ESTABLISH SICK LEAVE, YOU MUST DECIDE
DECIDE/UNDERSTAND: NOTICE, REASONS, DOCUMENTATION, CARRY-OVER,
SHARING AND PAYOUT(ANNUAL AND RETIREMENT)
NOTE THAT IN PUBLIC EMPLOYMENT, EMPLOYEES MAY BE ABLE TO DONATE DAYS TO OTHER
EMPLOYEES
NOTE THAT IF REQUIRING “DOCTOR’S SLIP”, YOU MUST BE CLEAR ON WHAT YOU REQURE
“BACK TO WORK SLIP” JUST MEANS OK TO WORK, NOT NECESSARILY DIAGNOSIS OR DISABILITY
PEOPLE ARE ELIGIBLE FOR UNEMPLOYMENT COMPENSATION IF
LAID OFF (INCLUDING BY AGREEMENT)
DISCHARGED WITHOUT JUST CAUSE (WILFUL MISCONDUCT)
INABILITY MAY NOT BE THE SAME AS WILFULL MISCONDUCT
ACTUAL ILLNESS CAUSING ABSENCES MAY QUALIFY
QUIT FOR JUST CAUSE
MAY INCLUDE QUIT TO RELOCATE WITH SPOUSE
LOCKED OUT
KNOW HOW TO HANDLE AN UNEMPLOYMENT CASE
DEFENDING
ANSWER QUESTIONNAIRE
BE SURE TO ALLEGE JUST CAUSE
ABSENTEEISM, PER SE, NOT JUST CAUSE
PROBATIONARY FAILURE/INABILITYNTO PERFORM NOT JUST CAUSE
DO NOT VIOLATE OWN RULES
SUBMIT EVIDENCE, INCLUDING DOCUMENTS
REQUEST “ADMINISTRATOR’S FILE”
HEARING
NO OPENING STATEMENT
EUROPEAN STYLE
REFEREE ASKS
YOU ASK
HEARSAY OBJECTIONABLE – IF NOT IN FILE
DO NOT RE-ASK WHAT REFEREE HAS ASKED
CLOSING STATEMENT – KEEP IT VERY BRIEF
CLOSING STATEMENT - BRIEF
WORKERS COMPENSATION VARIES BY STATE
OHIO
NO FAULT – EMPLOYEE CAN BE NEGLIGENT
IF DRUGS OR ALCOHOL ARE IN THE EMPLOYEE’S SYSTEM
THE BURDEN ON THE EMPLOYEE TO PROVE NOT THE CAUSE
TWO YEAR STATUTE OF LIMITATIONS
BE SURE TO REQUIRE WRITEN REPORT OF ANY FALL
TYPES OF WC
MEDICAL ONLY
TEMPORARY TOTAL
PERMANENT TOTAL
PERMANENT PARTIAL
CAN BE RE-OPENED RESULT OF INJURY WORSENS
WAGE LOSS
REMEMBER THAT FOR PENSIONS TEMPORARY EMPLOYMENT (EVEN THROUGH AGENCY) MAY COUNT
TOWARD VESTING
DISCIPLINE AND PRIVACY
DISCIPLINE SHOULD BE A PRIVATE MATTER
EVEN VERBAL DISCIPLINE
PRAISE INDIVIDUALS
TEAM CRITICISM
WARNING NOTICES – GENERIC
SUPPORTING DOCUMENTATION
DETAILED
NOT TO BE GIVEN TO THE UNION UNTIL A GRIEVANCE IS FILED
UNION DOES NOT NEED TO KNOW
EMPLOYEE MAY NOT CHOOSE TO FILE A GRIEVANCE
PROGRESSIVE DISCIPLINE POLICY
MINOR OFFENSES
COUNSELING
VERBAL
WRITTEN
SECOND WRITTEN
SUSPENSION
DISCHARGE
MAJOR OFFENSES
SUSPENSION
DISCHARGE
INTOLERABLE OFFENSES
DISCHARGE
RESERVE THE RIGHT TO CONSIDER AGGRAVATING AND MITIGATING FACTORS
TO BE ABLE TO DO THE RIGHT THING
PURGING OR DROPBACK
PURGING
DISCIPLINE BECOMES VOID AFTER A PERIOD OF TIME
DROP BACK
DISCIPLINE TREATED AS LESS SERIOUS AFTER A PERIOD OF TIME
POLICY/CONTRACT MAY SAY 2ND WRITTEN TREATED AS FIRST WRITTEN IF NO OFFENSES WITHIN 2 YEARS
PREDISCIPLINARY HEARINGS
REQUIRED IN PUBLIC EMPLOYMENT
MUST BE TOLD NATURE OF THE CHARGES AND GIVEN A CHANCE TO RESPOND BEFORE BEING TAKEN OFF THE PAYROLL
FULL HEARING NOT REQUIRED
LAST CHANCE AGREEMENTS
ELIMINATES ISSUES AND REDUCES CHANCES OF LITIGATION
TERMS
DURATION
RESERVES RIGHT TO DISCHARGE FOR JUST CAUSE
ESTABLISHSES WHERE PLACED ON PROGRESSIVE DISCIPLINARE SCALE
ATTENDANCE DISCIPLINE SHOULD BE A SEPARATE ISSUE
FRAUD IS A SEPARATE ISSUE EVEN UNDER NO-FAULT
UNCONDITIONAL OFFER OF REINSTATEMENT
IN CASE OF OOPS
AQUITTED DEFENDANT DISCHARGED FOR ALLEGED OFFENSE
STILL CAN LOSE DISCHARGE IN CIVIL MATTER – O.J.
OFFER MUST BE UNCONDITIONAL
YOU CAN STILL SUE AND WE WILL DISCUSS BACK PAY
REJECTED
BACK PAY CUT OFF DUE TO MITIGATION ISSUES FROM DATE OF
OFFER FORWARD
INDICATES GOOD FAITH
REDUCES DAMAGES
DISCOURAGES OUTSIDE ATTORNEYS AND UNIONS FROM FURTHER ACTION
PROVISIONS REQUIRED TO MAKE ADR ARBITRATION REQUIRED BEFORE FILING SUIT
MUST ALLOW ALL FORMS OF RELIEF AVAILABLE IN COURT
MUST PROVIDE PLAINTIFF WITH SOME LIMITED DISCOVERY
MUST NOT BE ONEROUS
PROBABLY MUST BE PAID IN FULL BY EMPLOYER
$ 1,000 A DAY FOR ARBITRATOR
AS OPPOSED TO $ 2,000 A DAY FOR ATTORNEY
NO FAULT ATTENDANCE CONTROL SHOULD BE BASED ON “INCIDENTS” NOT DAYS
BROKEN LEG = DISCHARGE
CAN NOT COUNT FMLA OR WC (SHOULD NOT COUNT BEREAVEMENT)
ROLLING YEAR NOT TOTAL EVENTS
OTHERWISE EVERYONE WILL BE FIRED EVENTUALLY
MANAGING DISMISSAL
EMPLOYEES IN OHIO ARE EMPLOYEES AT WILL UNLESS COVERED BY CIVIL SERVICE LAW OR SOME FORM OF CONTRACT
TO MAKE SURE YOUR EMPLOYEES REMAIN EMPLOYEES AT WILL
HAVE SIGNED ACKNOWLEDGMENT
EMPLOYEE AT WILL
NO PROMISES MADE
CAN ONLY BE ALTERED IN WRITING BY
HAVE IN MANUAL
THIS IS NOT A CONTRACT
RESERVE THE RIGHT TO CHANGE
NO MENTION OF JUST CAUSE OR CAUSE
INSUBORDINATION IS PROVEN BY SHOWING
A CLEAR ORDER
A CLEAR REFUSAL
A CLEAR STATEMENT OF CONSEQUENCES
PERSONAL SUPERVISORY AUTHORITY CAN LEAD TO LIABILITY
NO ADR REQUIREMENT FOR EMPLOYEE TO SUE YOU
GENERAL LIABILITY PROVISION IN YOUR HOMEOWNERS INSURANCE MAY COVER
EMPLOYER LIABILITY FOR LIBEL AND SLANDER IN OHIO
HAVE A QUALIFIED PRIVILEGE TO SAY WHAT YOU BELIEVE TO BE TO TRUE,
DIFFERENCE BETWEEN AGREEING TO RE-HIRING AND REINSTATEMENT
RE-HIRING =
NEW HIRE WAGE SCALE AND SERVICE FOR VACATION/PTO
RESTART SENIORITY
PROBATIONARY
REINSTATEMENT
SAME PLACE ON WAGE SCALE
SAME PLACE ON SENIORITY
NOT PROBATIONARY W/O AGREED PIP/LCA
MUST ADDRESS INTERIM AND BACK PAY ISSUES
WATCH THE MEANING OF THE WORD “CONSIDER”
DISCHARGED PERSON WITH DRUG PROBLEM TOLD BY EMPLOYER, “IF YOU COMPLETE REHAB, WE WILL CONSIDER REHIRING YOU’’
ONLY MEANS YOU WILL CONSIDER (THINK ABOUT) IT
BUT, MAY IMPLY YOU MUST DO THAT IN GOOD FAITH
BETTER TO SEEK VOLUNTARY AGREEMENTS
EMPLOYEES MAY AGREE TO SHARE IN SHORTER HOURS OR WORK WEEK
LOSE FTE WITH NO UE
MORE EXPENSIVE MAY TAKE LAYOFF
WINDOW PERIOD PENSION BUYOUTS
IF DOING A VOLUTARY LAYOFF MUST DECIDE AND GET WRITTEN AGREEMENT
ARE YOU GOING TO RETAIN THE RIGHT TO REJECT THE VOLUNTEER
CAN YOU RECALL OUT OF ORDER
DO PERSONS RETAIN RECALL RIGHTS AND FOR HOW LONG
CAN A PERSON REJECT A RECALL
EFFECT AND HOW MANY TIMES
WHAT IF RECALL IS PART-TIME
HOW TO NOTIFY OF RECALL
HOW YOU ARE TO BE GIVEN ADDRESS
TIME/MANNER TO ACCEPT OR REJECT
TYPES OF SENIORITY
BARGAINING UNIT
DEPARTMENTAL
CLASSIFICATION
CONTRACT MAY NOT SPECIFY WHICH IS USED
LEAST SENIOR IN DEPARTMENT LAID OFF
WHO IS LEAST SENIOR
20 YEAR EMPLOYEE WITH 1 WEEK IN DEPARTMENT
BARGAINING UNIT SENIORITY
1 YEAR EMPLOYEE WITH 2 WEEKS IN DEPARTMENT
DEPARTMENTAL SENIORITY
BE SURE TO ARTS ON LAYOFF AND BUMPING LANGUAGE AND THINK OF WHAT
MIGHT BE DIFFERENT MEANINGS
BUMPING
BUMP ANY LESS SENIOR EMPLOYEE
BUMPING ANY LESS SENIOR IN ANY EQUAL OR LOWER RATED CLASSIFICATION
ADD PROVIDED THE EMPLOYEE IS QUALIFIED
QUALIFIED DOES NOT MEAN IMMEDIATELY ABLE
BUMPING THE LEAST SENIOR IN ANY EQUAL OR LOWER RATED CLASSIFICATION
BY WHAT SENIORITY
WHAT IF THE LEAST SENIOR IS PT AND THE BUMPER IS FT
WHAT IF THE LEAST SENIOR IS FT AND THE BUMPER IS PT
PREVENTING TURNOVER WHEN YOU HAVE NOTHING ECONOMIC TO OFFER
GET SOMEBODY WHO SHARES THE MISSION
TREAT FAIRLY
KYP SO THAT YOU NOTICE
BREWING PROBLEMS
INTERESTS
GIVE THEM SOMETHING WORTH HAVING
IDENTITY, RECOGNITION, FRIENDSHIP
601 WAGE SCALE PROBLEM
HOUSEKEEPING
START 6 mos 1 YR 2 YRS 3 YRS 4 YRS
1-1-21 8 9 10 11 12 13 1-1-22 9 10 11 12 13 14 1-1-23 10 11 12 13 14 15
LABORER
START 6 mos 1 YR 2 YRS 3 YRS 4 YRS
1-1-21 8.50 9.50 10.50 11.50 12.50 13.50 1-1-22 9.50 10.50 11.50 12.50 13.50 14.50 1-1-23 10.50 11.50 12.50 13.50 14.50 15.50
MAINTENANCE HELPER
START 6 mos 1 YEAR 2 YEARS 3 YEARS 4 YRS
1-1-21 9 10 11 12 13 14 1-1-22 10 11 12 13 14 15 1-1-23 11 12 13 14 15 16
MAINTENANCE MAN
START 6 mos 1 YEAR 2 YEARS 3 YEARS 4 YRS
1-1-21 10 11 12 13 14 15
1-1-22 11 12 13 14 15 16
1-1-23 12 13 14 15 16 17
SIMPLIFIED EXAMPLE
EMPLOYEES ARE COMPENSATED FOR 500 HOURS PER CALENDAR QUARTER
EMPLOYEES ARE PAID BASED ON DATE OF HIRE AND CLASSIFICATION
YOU HAVE THE FOLLOWING EMPLOYEES
HOUSEKEEPER A 4-1-19
HOUSEKEEPER B 10-1-20
HOUSEKEEPER C 7-1-10
LABORER 4-1-18 RED CIRCLED AT $ 15
MAINENANCE HELPER 4-1-19
MAINTENANCE MAN 7-1-11
MAINTENANCE MAN WILL RETIRE ON 7-1-21
AND BE IMMEDIATELY REPLACED BY THE MAINTENANCE HELPER
AND A NEW PERSON WILL BE IMMEDIATELY HIRED TO BE THE MAINTENANCE HELPER
WHAT IS YOUR 2022 BUDGET?
Solution:
WAGE SCALE PROBLEM SOLUTION
2022 BUDGET
HOUSEKEEPER A 500 X 12 6000
1500 X 13 19500
HOUSEKEEPER B 1500 X 11 16500
500 X 12 6000
HOUSEKEEPER C 2000 X 14 28000
LABORER 2000 X 15 30000
FORMER MAINTENANCE HELPER 500 X 14 7000
1500 X 15 22500
NEW HIRE 1000 X 11 11000
1000 X 12 12000
158500
601 KEY CONCEPTS
TEST 1, CHAPTERS 1 – 3
KNOW THAT IT IS INADVISABLE TO ASK AN EMPLOYEE “DO YOU UNDERSTAND” BECAUSE
THEY MAY NOT KNOW THAT THEY DON’T UNDERSTAND
THEY MAY BE AFRAID TO ASK
IN TENSE SITUATIONS, IT MAY SOUND LIKE A SCOLDING OR THREAT
BETTER TO CHECK BODY LANGUAGE AND FACIAL EXPRESSIONS AND ASK THEM TO
RESTATE WHAT YOU HAVE EXPLAINED
KNOW RULE 1
KNOW YOUR PEOPLE
THEIR NAMES
THEIR DUTIES
THEIR INTERESTS
THEIR NORMAL DEMEANOR – SO THAT YOU NOTICE CHANGES
BE ABLE TO STATE SEVERAL REASONS IT HELPS YOU AS A MANAGER TO KNOW YOUR
PEOPLE AND BE ABLE TO EXPLAIN BY GIVING AN EXAMPLE
KNOW THAT IT IS NOT ENOUGH TO KNOW WHAT USUALLY MOTIVATES PEOPLE AS
MOTIVATION CHANGES OVER TIME AND BY CIRCUMSTANCE
TO BUNT OR NOT TO BUNT
BUYING YOUR WIFE CANDY – USUALLY GOOD
BUYING YOUR WIFE CANDY WHEN SHE IS ON A DIET – NOT SO GOOD
NEVER BE AFRAID TO SAY, “I DON’T KNOW”
SO NOT TO BE SEEN AS LACKING CREDIBILITY BY GIVING A WRONG ANSWER
SO YOU ARE SEEN AS A REAL HUMAN
SAY, I’LL FIND OUT AND FOLLOW UP
WILL BE SEEN AS MORE CREDIBLE WHEN DO GIVE AN ANSWER
KNOW HOW TO INTRODUCE EMPLOYEES
NAME, AS PREFERED
RECOGNITION OF TALENTS NOT OWNERSHIP
THIS IS JOE THE BEST DRAFTSMAN ON THE PLANET AND A GREAT GOLFER
NOT MY KUNTA KINTE
TO NEW EMPLOYEE, MENTION COMMON INTERESTS TO GIVE THE NEW EMPLOYEE
SOMEBODY TO TALK TO AND TO ASK QUESTIONS ABOUT THE JOB
KNOW YOUR PEOPLE SO THAT YOU NOTICE CHANGES IN BEHAVIOR
CHANGES ARE FAR MORE IMPORTANT
GRUMPY TO GRUMPY NOT THAT MUCH OF A CONCERN, BUT DRAW OUT
AND BE A FRIEND
HAPPY TO HAPPY NOT A CONCERN
HAPPY TO GRUMPY A CONCERN, DRAW OUT AND OFFER HELP
GRUMPY TO HAPPY AND ENERGIZED
PERHAPS A CONCERN FOR WORKPLACE VIOLENCE OR DRUG USE
HE A FRIEND, SHARE THE JOY
IMPORTANT TO YOUR CAREER AND LIFE TO BE SEEN AS A PERSON AND NOT A “SUIT”
KNOW RULE 2 – A.R.T.S.
ACTUALLY READ THE STUFF
ANALYZE USING WHAT IFS AND POSSIBLE EMPLOYEE MOTIVATION
THE CHANCE TO RETIRE AND CHANGE MIND LANGUAGE
KNOW HOW TO INVESTIGATE AND DOCUMENT
ASK
WHAT ELSE WOULD BE TRUE
IF TRUE, WOULD IT HAVE HAPPENED THAT WAY
HOW CAN THE TRUTH BE PROVEN
GET WITNESS STATEMENTS
NOT SUMMARIES AND VALUE JUDGMENTS
FORCED/FONDLED
IMMORAL
HARASSED
CROSS EXAMINE EVEN THOSE WHO ARE NOT LYING
HAVE EXAMINATION PLAN
WRITTEN DOWN
SO YOU REMEMBER WHAT YOU ASKED
WHY WASN’T IT DONE? IS NOT THE SAME AS “WHY DIDN’T YOU DO IT?”
ALL ACCUSED ASKED THE SAME
GET IN WRITING FROM WITNESS AND PERPETRATORS
SO THAT
STOORY IS LOCKED IN
THE PERSON CAN NOT BACK DOWN
THE STATEMENT CAN BE THE EVIDENCE
BE AWARE OF SIGNS OF DECEPTION
REPEATING THE QUESTION
STUTTERING
LOSS OF VOICE VOLUME/EYE CONTACT
ANSWERING A QUESTION WITH A QUESTION
OFFERING PROOF WITHOUT BEING ASKED
KNOWING THINGS ONLY PERP WOULD KNOW
LYING BY TELLING THE TRUTH
DID YOU STICK TO YOUR DIET
I HAD A SALAD FOR LUNCH (NOT MENTIONING AND 14 TWINKIES)
KNOW DO NOT STOP WHEN HAPPY WITH THE ANSWER
CONTINUE ON TO ELIMINATE ALTERNATE EXPLANTIONS
DO NOT AS A SUPERVISOR INVESTIGATING SUGGEST THE ANSWER
DID YOU SEE THE BOOK
WITNESS ASSUMES THAT THE BOOK DID EXIST
WITNESS MAY BE INTIMIDATED
UNDERSTAND THAT WHEN YOU FILL A VACANCY, YOU SHOULD FIRST DETERMINE
WHAT TO FILL
DOES IT NEED TO BE FILLED
CAN IT BE FILLED BY A DIFFERENT JOB OR COMBINING OF JOBS
BE AWARE OF POSSIBLE TRANSITIONS AHEAD OF TIME
TRANSITION PEOPLE WHOSE JOB MAY BE AFFECTED
CROSS TRAIN FOR NEEDED JOBS
IF DO NOT COSTS
UNEMPLOYMENT
MORALE OF PEOPLE REMAINING
HUMAN CARNAGE
TRANSITION BY ATTRITION – NO HIRING INSTEAD OF LAYOFF
ADVANTAGES
NO HUMAN CARNAGE
NO UNEMPLOYMENT
NON-OVERTIME COVERAGE FOR ABSENCES
RETAIN PEOPLE IF NEEDS INCREASE
NO JUMPING SHIP BY MOST MARKETABLE WHO FEEL THEY MAY BE NEXT
NO TROUBLE SIGNAL TO CUSTOMERS, INVESTORS, APPLICANTS
MUST PLAN FOR SHORT TERM/DAILY COVERAGE
DAY BY DAY, HOUR BY HOUR
SHORT TERM SOLUTIONS
DEPTH CHART - ALREADY KNOW
HOLD OVER SHIFT BEFORE
CALL IN SHIFT AFTER
CALL IN
NON-SCHEDULED PART-TIME
PRN
OFF SHIFT PEOPLE
TEMPS
AGENCY’
INDEPENDENT CONTRACTORS
CROSS TRAINING
PRIORITIZATION/DEFERRING OF TASKS
UPON BEING HIRED WHERE YOU MAY SUPERVISE OR DIRECT ANYONE ASK
AM I RESPONSIBLE FOR APPRAISING ANYONE
WHO
WHEN IS IT DUE
CAN I SEE THE FORM
WHO GETS IT THE FORM
CAN I SEE MY EMPLOYEES PREVIOUS EVALS
WHAT IS THE NORMAL RANGE
WHAT IS THE APPRAISAL USED FOR
RAISES
PROMOTION
BE ABLE TO EXPLAIN THE DIFFERENCE BETWEEN FILLING A JOB BY
RECALL
LATERAL TRANSFER
BID
BE ABLE TO PROPERY FILL A VACANCY BY BID WITH POSSIBLE LANGUAGE RELATIVE TO
DISQUALIFICATIONS TO BID DUE TO
PAY GRADE
RECENT GRANTED BID
CURRENT DISCIPLINE
TIMELY BID
BIDDER V. APPLICANT
UNION WILL SAY BIDDER MEANS ONLY CURRENT EMPLOYE
STANDARDS FOR BID
IF QUALIFIED
MEANING OF EQUAL/SUBSTANTIALLY EQUAL/RELATIVELY EQUAL
MAGIC WORDS DEEMED AND DETERMINED
LANGUAGE WHICH SAYS IF MANAGEMENT DEEMS OR DEEMED MEANS
THAT AN ARBITRATOR SHOULD NOT DISTURB MANAGEMENT’S DECISION
LANGUAGE WHICH SAYS IF MANAGEMENT DETERMES OR DETERMINED MEANS
THAT AN ARBITRATOR SHOULD NOT DISTURB MANAGEMENT’S DECISION
SO LONG AS HE FINDS MANAGEMENT REALLY BELIEVED ITS JUDGMENT
WAS CORRECT
UNDERSTAND POSSIBLE REASONS FOR TURNOVER
UNDERCOMPENSATING
POOR SELECTION PROCESS
JERKS IN MANAGEMENT
HOW TO RESPOND TO AN EEOC, NLRB, OR SERB CHARGE
RESPOND ASAP
ALLEGATION BY ALLEGATION
STATE AFFIRMATIVE DEFENSES
PROVIDE EXHIBITS IN SEPARATE BINDER IN ORDER THEY APPEAR
IN THE ANSWER
PROVIDE CONTACT INFO DIRECT TO YOU
CONFIRM THAT REVCEIVED AND ASK ANYTHING ELSE YOU NEED
GIVE REASON ANY INFO NOT GIVEN YET AND PROVIDE A TIME LINE
DO NOT LIE
RECOGNIZE THAT WHAT IS IMPORTANT IS THE LONG TERM BOTTOM LINE
NOT JUST A LINE ITEM
NOT EVEN SHORT TERM BOTTOM LINE
BE ABLE TO EXPLAIN HOW POSTIVE CHANGES IN EITHER OF THE ABOVE MIGHT NOT
LEAD TO POSITIVE CHANGES IN THE LTBL
BE ABLE TO CREATE THE BEST LITTLE POOL OF APPLICANTS BY LISTING
MISSION
WHEN OPEN
DURATION, IF TEMP
WHERE IT IS
QUALIFICATIONS
GOOD POINTS
BAD POINTS
EQUAL OPPORTUNITY EMPLOYER
POSSILE DISQUALFIERS
BACKGROUND CHECK
DRUG SCREEN
BE ABLE TO DEFINE
“RIGHT TO WORK STATE”
PRIVATIZATION
BE ABLE TO GIVE AN EXAMPLE OF A SITUATION WHERE A HISTORY OF INCREASING
PROFITS FOR A COMPANY MIGHT NOT ENSURE THAT PROFITS WILL CONTINUE
TO INCREASE DUE TO
TECHNOLOGY
CHANGES IN THE LOCAL MARKET
GLOBAL CHANGES
BE ABLE TO DEFINE AND GIVE AN EXAMPLE OF
DIVERSIFICATION
VERTICAL INTEGRATION
CONSOLIDATION
FRANCHISING
HOW DO WE DISCIPLINE AND DISCHARGE
HAVE WORK RULES
HAVE PROGRESSIVE DISCIPLINE POLICY WITH
LEVELS OF OFFENSES
PURGE AND DROPBACK
RETAIN RIGHT TO CONSIDER AGGRAVATING AND MITIGATING FACTORS
BE ABLE TO GIVE AN EXAMPLE OF A CASE WHICH ESTABLISHES A PRIMA FACIE CASE OF
DISCRIMINATION
ELEMENTS
MEMBER OF PROTECTED CLASS (HUMAN)
QUALIFIED
BAD THING HAPPENS
REPLACED BY MEMBER OF DIFFERENT CLASS OR YOUR DISCHARGE/LAYOFF ETC ALLOWS
A MEMBER NOT OF THE CLASS TO REMAIN
SOME COURTS MISS THAT POINT
HAVE AN ADR - ALTERNATE DISPUTE RESOLUTION PROCEDURE
TO BE ENFORCEABLE
MUST BE VOLUNTARY
CULMINATE IN ARBITRATION – YOU PAY
WHICH OFFERS ALL RELIEF A COURT COULD GRANT
WHICH PROVIDES SOME DISCOVERY
WHICH IS NOT BURDENSOM
ADVANTAGES
SHORTENS TIME LINE
IS CHEAPER – NO ATTORNEY REQUIRED FOR ARBITRATION
PROVIDES FAILURE TO EXHAUST DEFENSE
LOCKS IN CAUSE OF ACTION – REASON THEY ARE SUING
GET FREE DISCOVERY
ENABLES ERKEL DEFENSE
CREATES CHANCE TO SETTLE
POLITICIZED DECISION-MAKER
IF FAIR, CREATES JOB SATISFACTION AND REDUCES TURNOVER
KNOW TYPES OF SEXUAL HARASSMENT
QUID PRO QUO
THIS FOR THAT
MUST BE BY SUPERVISOR
IF PROVEN, EMPLOYER LIABLE
HOSTILE WORK ENVIRONMENT
SUPERVISOR V. EMPLOYEE
EMPLOYEE V. SUPERVISOR
ANY GENDER AND ANY GENDER
CUSTOMER ON EMPLOYEE
ELEMENTS OF HWE
SUBJECTIVELY OFFENSIVE
OBJECTIVELY OFFENSIVE TO PERSON OF SAME GENDER
EITHER EXTREME OR PERVASIVE (ALL THE TIME)
DEFENSE TO HWE
HAVING A POLICY
CLEAR INSTRUCTIONS ON HOW TO REPORT
AND HOW TO REPORT IF PERSON TO
RECEIVE REPORT IS HARASSER
ENFORCING IN GOOD FAITH
AND HAVING AN UNREASONABLE FAILURE TO REPORT
THE SILVER BULLET FORM FOR HWESA
HAS SOMETHING LIKE THIS HAPPENED BEFORE
YES OFF THE HOOK – FAILURE TO REPORT
NO OFF THE HOOK – NOT PERVASIVE
SHOULD ASK WHAT DO YOU WANT DONE
GET WRITTEN STATEMENT FROM ACCUSER
NOT SUMMARIES OR VALUE JUDGMENTS
WHAT, WHERE AND WHEN
“THAT” IS A FOUR LETTER WORD
WHAT MANAGEMENT SHOULD DO IN SHOWING GOOD FAITH POLICY
HAVE A POLICY – SIGNED FOR BY THE EMPLOYEE
STATING TO WHOM TO REPORT
AND ALTERNATE OF PERSON TO RECEIVE REPORT IS
THE ALLEGED HARASSER
HAVE A TRAINING VIDEO
HAVE PEOPLE SIGN THAT THEY ATTENDED
SUPPORT THE POLICY
IN WORDS (NOT REMINGTON)
IN ACTIONS
INVESTIGATE FAIRLY AND DOCUMENT
HAVE THE SILVER BULLET FORM
BE ABLE TO DISTINGUISH USING EXAMPLES THE DIFFERENCE BETWEEN
EQUAL PAY FOR EQUAL WORK
COMPARABLE WORTH
KNOW THAT A RELEASE OF JOB RIGHTS BY A WORKER OVER THE AGE OF 40 MUST
UNDER THE OLDER WORKERS BENEFIT PROTECTION ACT
STATE IN WRITING
21 DAYS TO CONSIDER
7 DAYS TO REVOKE
PROVIDE REAL CONSIDERATION
SOMETHING TO WHICH THE PERSON IS NOT ALREADY ENTITLED
AND NOT DEMAD WAIVER OF FUTURE RIGHTS
WORKERS
MUST UNDERSTAND THAT UNDER THE DPREGNANCY DISCRIMINATION ACT
CAN NOT DISCRIMINATE ON THE BASIS OF PREGNANCY OR CHANCE OF
PREGNANCY
“DISABILITY” LEAVES MUST BE GRANTED FOR PREGNANCY RELATED DISABILITY
ON THE SAME BASIS AS NON-PREGNANCY RELATED DISABILITY
HAVE 6 MO DISABILITY EAVE
WANTS LEAVE FOR 3 MOS BEFORE AND AFTER
ONY REQUIRED FOR DISABLED PORTION
HAVE 3 MO DISABILITY LEAVE
DISABLED BY PREGNANCY FOR 4 MOS – NG
MUST REMEMBER THAT FMLA MAY APPLY
EMPLOYEE MUST HAVE WORKED FOR A YEAR
MUST HAVE WORKED 1250 HOURS IN THE PAST YEAR
UP TO 12 WEEKS – NEED NOT BE CONSECUTIVE
BE ABLE TO IDENTIFY SOURCES OF LAW
FEDERAL AND STATE LAWS
FEDERAL AND STATE REGULATIONS
LOCAL ORDINANCES
COMMON LAW - COURT DECISIONS
MUST BE ABLE TO DISTINGUISH DISPARATE TREATMENT AND DISPARATE IMPACT DISCRIMINATION
AND GIVE EXAMPLES OF EACH
MCDONNELL DOUGLAS TEST
ONCE A PRIMA FACIE CASE OF DISCIMINATION IS SHOWN, THE DEFENDANT
JUST NEEDS TO ARTICULATE (SAY SOMETHING) THAT WOULD BE A
LEGITIMATE NON-DISCRIMINATORY REASON FOR ITS ACTIONS.
THE PLAINTIFF THEN MUST PUT ON EVIDENCE THAT THE CLAIMED REASON
IS PRETEXT
BE AWARE
CAN NOT RETALIATE FOR
FILING A CHARGE
COMPLAINING ABOUT DISCRIMINATION
PARTICIPATING IN INVESTIGATION
RETALIATION IS PRESUMED IF ADVERSE ACTION COMES CLOSE AFTER CHARGE
WORKERS COMP RETALIATION STATUTE – DIRECT LAWSUIT
90 DAYS STATUTE OF LIMITATIONS AFTER ADVERSE ACTION
BE AWARE OF ISSUES RELATIVE TO CRIMINAL CONVICTIONS
SOME FEDERAL, STATE AND LOCAL LAWS FORBID YOU TO HIRE
BUT MAY BE UNLAWFUL TO DECIDE IF NOT ILLEGAL TO HIRE IF THERE IS
A DISPARATE IMPACT BY RACE
BE AWARE ON ASKING ABOUT A RECORD
CHECKING FOR RECORD
SOME HAVE A RECORD AND DO NOT KNOW
I WAS NOT CONVICTED, I GOT PROBATION
TRAFFICKING IN FOOD STAMPS/WELFARE FRAUD
SOME DO NOT HAVE A RECORD AND THINK THEY DO
SIP, DIVERSION PROGRAMS
SHOULD ASK “HAVE YOU EVER PAID A FINE OR BEEN ON PROBATION
SHOULD NOT ON INTERVIEW ASK ABOUT MARITAL STATUS, CHILDREN OR PLANNING’
TO HAVE CHILDREN
HOW TO HANDLE EEO FACT-FINDING CONFERENCE
FACT-FINDING CONFERENCE
PREPARE WITNESSES
HAVE THEM READ THEIR STATEMENTS
BETTER HAVE GOTTEN GOOD STATEMENTS
CAN ASSIST THE TESTIMONY
CAN BE THE TESTIMONY
MAKE SURE THEY UNDERSTAND THE ISSUES
MAKE SURE THEY UNDERSTAND THE QUESTION
MAKE SURE THEY UNDERSTAND NOT TO ADD
MAKE SURE THEY PAUSE BEFORE ANSWERING
MAKE SURE THEY ANSWER ONLY WHAT THEY KNOW
WHY WASN’T JOE HIRED
I DO NOT KNOW. I DO NOT MAKE THAT DECISION
MAKE SURE THEY DO NOT SPECULATE OR GUESS
WRONG GUESS = LIE
DO NOT SPIT OUT, BUT DO NOT MAKE THEM PULL TEETH
WILL HIGHLIGHT BAD FACTS AND INDICATE BAD FAITH
UNDERSTAND WHAT IS LEGAL AND ILLEGAL TO ATTAIN DIVERSITY
ILLEGAL
SEPARATE LISTS
QUOTA – HIRE REGARDLESS
MORE POINTS ON TESTS
LEGAL
RECRUITING
TARGETING MARKET
CALL AND POST OVER PLAIN DEALER
BET OVER ABC
THINGS TO INCLUDE IN A GOOD JOB DESCRIPTION
JOB IDENTIFICATION TITLE, DEPARTMENT, PAY GRADE, EXEMPT/NON-EXEMPT
SUMMARY OF JOB
SCOPE AND IMPACT OF JOB
KNOWLEDGE AND EXPERIENCE
EDUCATION/SKILLS
RESPONSISBILITIES
RELATIONSHIPS
REPORTS/SUPERVISES
UNDERSTAND
DOMINO VACANCIES
LATERAL TRANSFERS
UNDERSTAND THE DIFFERENCE BETWEEN APPLICANTS AND BIDDER
IF THE LANGUAGE SAYS IT GOES TO THE MOST QUALIFIED APPLICANT, A
UNION WILL ARGUE THAT THE JOB CAN NOT GO TO AN OUTSIDE HIRE OR
SOMEONE NOT ALREADY COVERED BY THE UNION CONTRACT
REASON TO GO INTERNAL
ALREADY PARTIALLY TRAINED
CAN BE PHASED IN
LEADS TO LOWER TURNOVER
LESS RESENTMENT
INTERNAL ALMOST ALWAYS CREATES EXTERNAL THROUGH DOMINO VACANCIES
REASONS TO GO EXTERNAL
NO DOMINO VACANCIES
MAY NEED PARTICULAR QUALIFICATIONS, EXPERIENCE OR SKILLS NOT AVAILABLE INTERNALLY
DIFFERENT INSIGHTS AND VIEWPOINTS
DIVERSITY CONCERNS
AVOIDANCE OF HAVING PERSON SUPERVISING FORMER PEERS
UNDERSTAND THE TERM F.T.E. AS FULL TIME EQUIVALENTS
40 HOURS IN A ONE WEEK PAY PERIOD OR 80 IN A TWO WEEK PAY PERIOD
FOR EXAMPLE 2 EMPLOYEES WORKING 20 HOURS A WEEK = 1 FTE
UNDERSTAND TURNOVER RATIO
NUMBER OF HIRES AS A PERCENTAGE OF POSITIONS
40 HIRES IN A YEAR FOR A PLACE THAT HAS 160 POSITIONS = 25%
UNDERSTAND THAT IF YOU ARE A SMALL BUSINESS IN A SMALL TOWN THAT GROWTH
OF THE TOWN MAY NOT BE GOOD FOR YOU
MCDONALDS V. MOM AND POP RESTAURANT
WALMART V. RETAIL
UNDERSTAND THAT BRINGING IN A NEW LARGE EMPLOYER MAY BE BAD FOR THE SMALL
BUSINESS MAN DUE TO COMPETITION FOR LABOR
WAYS TO HELP IN SUCCESSION PLANNING
KYP
IN PERSON
ARE YOU INTERESTED IN PROMOTION/ADVANCING SKILLS
BY INFO SYSTEM
ANNUAL EVALUATION
IN PERSON QUESTIONING
QUESTIONNAIRE
SKILLS INVENTORY
UNDERSTAND THAT THE FIRST THING TO KNOW IN DECIDING TO PROMOTE IS WHETHER
THE PERSON WANTS TO BE PROMOTED
PROGRESSIVE DELEGATION
PROCESS OF DELEGATING PORTIONS OF THE PROMOTIONAL JOB
ADVANTAGES
HELPS FOR BACKUP
GIVES PERSON VARIETY AND CHANCE TO SUCCEED
GIVE PERSON A CHANCE TO DECIDE HE DOES NOT LIKE IT
SPREADS OUT TRAINING TIME AND DOES NOT OVERWHELM
WAYS TO SUCCESSION PLAN
WAYS TO SUCCESSION PLAN
MENTORING
SHADOWING
OFFICIAL
UNOFFICIAL - HIRE AN ASSISTANT
PROBLEM
SEES WHAT IS DONE, BUT NOT NECESSARILY WHY
TEAM MANAGEMENT
JOURNALIZING
BY THE INCUMBENT
RETROACTIVELY BY CALENDAR, EMAIL AND CORRESPONDENCE
ASK THE SECRETARY
GIVE A CONSULTING CONTRACT TO THE PERSON WHO IS LEAVING
LIKE TO REMAIN IN THE LOOP
ONLY FOR THE FUN STUFF – KNIGHT ON WHITE STALLION
MORE PER HOUR, LESS OVERALL
INTERNAL RECRUITING
AS ALWAYS
DETERMINE WHAT YOU ARE FILLING
DETERMINE WHETHER YOU MUST OR SHOULD RECALL
EVEN IF NOT IN THE SAME JOB
HOW TO FILL
YOU PRE-PICK AND PREPARE
POST
UNION REQUIREMENTS
MUST BE ELIGIBLE TO BID
VARIOUS LIMITATIONS
NON-PROBATIONARY
NOT IN DISCIPLINE MODE
NOT HAVING GOTTEN RECENT BID
WITH X GRADES OR MUST BE X
WHAT IS THE DECISION
LATERAL MAY BE DIFFERENT THAN PROMOTIONAL
LATERAL MAY HAVE TO BE “PRE-BID”
PROMOTIONAL
MOST SENIOR QUALIFIED
IF QUALIFICTIONS
EQUAL
SUBSTANTIALLY EQUAL
RELATIVELY EQUAL
DETERMINES
DEEMS
POSITIVE AND NEGATIVE ASPECTS OF USING TEMP WORKERS
TRY OUT PERIOD - IN AT-WILL STATES, EVERYONE IS A TEMP
DIRECT TEMPS V. CONTRACT TEMPS
DIRECT, YOU HIRE AND PAY
DO NOT ABUSE WITH THE FALSE CARROT
CONTRACT, AGENCY HIRES AND PAY
IF YOU THEN HIRE, MAY OWE THE AGENCY
UNION CONTRACT PROBLEMS
MAY BECOME PERMANENT UNION
MAY BE REQUIRED TO LAY OFF FIRST
CIVIL SERVICE PROBLEMS
PENSION PROBLEMS
LACK OF MISSION ISSUES
UNPAID INTERN ISSUES
WATCH OUT THAT IT MAY NEED TO BE PAID IF THEY
REPLACE ANYONE
PROVIDE VALUE TO EMPLOYER
ARE PROMISED A JOB
ADVANTAGE TO INTERN
MAY FIND OUT THAT HE HATES THE ACTUAL JOB
SHOWS MISSION
REFERRALS FROM PRESENT EMPLOYEES
GOOD
PRE-VETTED
CREATE TEAMWORK
REDUCE TURNOVER
BAD
SUPERVISOR REFERRING SEX PARTNER
TEND TO STAY MONOCHROMATIC
CONSPIRACY FOR THEFT
ADVANTAGES OF TELECOMMUTING TO EMPLOYER AND WORKER
ADVANTAGE TO EMPLOYER
NO NEED FOR EMPLOYER OFFICE AND PARKING SPACE
EMPLOYEE NEVER STUCK IN TRAFFIC
NO SPREAD OF CONTAGION
MAY BE ABLE TO PAY LESS DUE TO SAVINGS/CONVENIENCE TO WORKER
ADVANTAGE TO EMPLOYEE
8 HR DAY IS 8 HR DAY, NOT 9 ½ DUE TO COMMUTING TIME
NO COMMUTING COSTS
NO MEALS $ 5 A DAY = $ .625
DRY CLEANING
CHILD CARE
FACTORS IN HIRING OLDER WORKERS
WANT TO BE THERE
ARE MORE RELIABLE
WITH RESPECT TO SHORT TERM ABSENCES
IN CASE OF OVERSTAFFING, MAY BE WILLING TO BE SENT HOME DUE TO
SOCIAL SECURITY LIMIT
MAY ATTACT OLDER CUSTOMERS
MAY HAVE SKILLS AND EXPERIENCE
RECRUITING SINGLE PARENTS
CAN NOT ASK ABOUT FAMILIES
CAN NOT ASK ABOUT PLANNING TO HAVE A FAMILY
CAN
STRESS FLEXIBILITY
SUGGEST WORK AT HOME
RED FLAGS
GAPS IN EMPLOYMENT
OUT OF STATE EMPLOYENT
CLAIMING TO HAVE WORKED FOR CLOSED COMPANIES
IMPOSSIBILITIES