hrshopperblog

Compensation Consulting Companies "Feet to the Fire"

The Securities and Exchange Commission (SEC)  have long since instituted accounting and corporate reforms to increase public confidence in investment markets.  Conflict-of-interest issues  from overly optimistic research reports--written by analysts during the stock boom of the late 1990s caused investors to lose large sums of money.  Now company research reports are written independently and require disclosure of any conflicts of interest.

Why are compensation firms allowed to have clear conflict of interest relationships with their clients?  What compensation firm can expect to get actuarial or human resource consulting assignments without first ensuring that the pay packages for the executives making the decision are healthy enough?

Is anyone aware of a compensation consulting firm that advised top management that their pay was too high relative to others? 

I don't understand how the compensation consulting firms have escaped legislative intervention.  Finally, the House committee on Oversight and Government Reform is investigating this practice.

According to the Chairman of the committee, Henry Waxman, "The question, I'm looking at is whether potential conflicts of interest among compensation consultants and their corporate clients might play a role in some of the irrational compensation decisions." 

You think?

Family Leave Survey By DOL Finds that Law is Working

The Department of Labor released its report on comments from the public in connection with the Family Leave Act.  The public was asked for their experience with the Act along with comments on the effectiveness of the law.  More than 15,000 comments were received from workers, family members, employers, academics, and other interested parties.

There is broad consensus that family and medical leave is good for workers and their families, is in the public interest, and is good workplace policy.  There are differences of opinion on how some of the provisions are being interpreted in accordance with the intent of the law.

This report is unusual in that DOL is not using the comments to seek changes in the law, but rather they appear to seem more interested in prompting further discussion about these issues amongst the respondents.

Most employers and employees seem to be satisifed that the law is working "generally well."  However many employees wish they had greater leave entitlement, and many employers wish they could prevent employees from certain type of leaves that are disruptive, such as "intermittent" leave.

The DOL should be congratulated on this report which attempts to look at what is happening in the workplace and is attempting to help all of the interested parties to better understand each others challenges in making this law work better for everyone.

Safety Poem-I Chose to Look The Other Way

I read with sadness this past week, that a 3 year child had climbed a four foot fence and drowned in a neighbor's pool in the Long Island area.  What upset me as much as hearing of this tragedy, was the fact that this might have been prevented had a neighbor taken the time to let the parents know that he had seen the child try to scale the fence the previous day.  Then I saw this poem and felt it was appropriate to post it for all of you to see. Sad!

I Chose to Look The Other Way

I could have saved a life that day,

But I chose to look the other way.

It wasn't that I didn't care,

I had the time, and I was there.

But I didn't want to seem a fool, Or argue over a safety rule.

I knew he'd done the job before, If I spoke up, he might get sore.

The chances didn't seem that bad, I'd done the same, He knew I had.

So I shook my head and walked on by, He knew the risks as well as I.

He took the chance, I closed an eye, And with that act, I let him die.

I could have saved a life that day, But I chose to look the other way.

Now every time I see his wife, I'll know, I should have saved his life.

That guilt is something I must bear, But it isn't something you need share.

If you see a risk that others take, That puts their health or life at stake.

The question asked, or thing you say, Could help them live another day.

If you see a risk and walk away, Then hope you never have to say, I could have saved a life that day, But I chose, to look the other way.

This poem, contributed by Miki Welch

Safety Mantra "Look Both Ways" Before Crossing Gets New Life

Sometimes the simple things we learned as a kid make the most sense.  Now the familar advice of "Look Both Ways" is being used as a safety mantra for workers in NYC's Transit System.  According to Bob Wills who teaches subway safety in NYC, the single most common mistake that workers make is not looking to see if a train is coming.  It has meant death for dozens of subway workers. 

Apparently when people are in a hurry they forget to look both ways, whether it's crossing a street or stepping onto a dangerous subway track.  It is very easy to make that one fatal mistake. 

Remembering the three words that can prevent safety accidents anywhere there is traffic of any kind "Look Both Ways."  It's a simple reminder to your employees that can save your life and the the lives of your employees.

NJ Supreme Court Makes It More Difficult For Employees To Pursue Retaliation Claims Under the LAD

According to MCCarter & English Attorney At Law, Partner Pamela Moore, the Supreme Court of NJ leveled the playing field for employers and employees with regard to claims of retaliation under the NJ Law against Discrimination.  The Court ruled, a plaintiff must demonstrate that s/he complained to the employer that workplace conduct violated the LAD and that the complaint was "reasonably" made in "good faith."  In this case it was ruled that the complaint was not made in good faith but rather as a preemptive strike to try to derail disciplinary action that might result from the employee's misconduct.

According to Moore, retaliation claims have been on the rise in NJ.  This decision should result in a much fairer playing field for NJ employers defending such claims.

Job Board Choices Continue to Increase

The NY Times highlighted an interesting twist to how job boards are operating ("Listing Top Boards but Charging Candidates to Seek Them").  Every employer has had the experience of posting their jobs to the big Job Boards only to find their job listed on page 18 of similar jobs.  Some Boards are apparently having success charging applicants to submit their resume.  As the Times points out, that can signal that you're not a very good candidate.

Now there's another approach that's gaining traction.  Performance Recruiting.

WorkGiant is the new Job Board in town which challenges conventional wisdom and thinking, and has a no risk, pay-per-hire model.  WorkGiant completely removes the risk for employers to post jobs and search resumes, because they do not require any upfront fees.

You pay only 1% of the annual salary, and then only after you hire the candidate of your choice.  WorkGiant is getting new resumes from job seekers each week with thousands of new resumes added.

If your company does not make a hire on WorkGiant, you pay absolutely nothing, eliminating wasted dollars from unfilled job postings. 

I recommend employers try adding all of their job listings since it is free. If you prefer, try adding only those hard to fill jobs since there is no risk and you only pay if you find the right applicant on WorkGiant's Job Board.  What's more, there is no timetable for your posting to run.  You decide how long you want your opening to appear, until you fill it or decide not to hire.  When you post more than 30 jobs, WorkGiant provides you with the technology to easily post and remove jobs, saving you the hassle of manual posting/removing.   Visit their web site and start posting your jobs and start saving your recruiting budget today!

www.workgiant.com/hrshopper

PS:  Check out how your company can earn additional credits for hiring by re-cycling job applicants on WorkGiant.

Discover AnswerTips on HRshopperblog

Answers.com a leading information portal has now partnered with HRshopperblog to provide our site with its leading technology called "AnswerTips."  Any word on our blog can be double-clicked and get a definition from answers.com huge database of information.  Give it a try, it's fun and educational!

HRshopperblog was named as a "human resource" reference blog by answers.com.

Job Board Choices

The NY Times highlighted an interesting twist to how job boards are operating. (Listing Top Jobs but Charging Candidates to Seek Them 6-4-07) Every employer has had the experience of posting their jobs to the big job boards only to find their job listed on page 18 of similar jobs.  Some boards apparently are having success charging applicants to submit their resume.  As the Times points out that can signal that you're not a very good candidate. 

Now, there's another niche approach that's gaining traction.  Performance Recruitment. 

WorkGiant is a new player in town who challenges conventional thinking and has a no risk, pay-per-hire model.  WorkGiant completely removes the risk for employers to post jobs and search resumes, because they do not require any upfront fees.

You pay only 1% of the annual salary, and then only after hiring the candidate of your choice.  If your company does not make a hire on WorkGiant, you pay absolutely nothing, eliminating wasted dollars from unfilled paid postings.

I recommend employers try adding all of their job listings since it's free.  If you like, try adding only those hard to fill jobs since there is no risk and you only pay if you find the right applicant on WorkGiant's growing list of resumes on the site.  What's more, there is no timetable for your ads to run.   When you post more than 30 jobs they provide you with the technology to easily post and remove jobs saving you the hassle of manual posting/removing.  Visit their web site and start adding your jobs and start saving your recruiting budget today!

www.workgiant.com/hrshopper 

PS:  Check out how your company can earn additional credits for hiring by re-cycling job applicants on WebGiant.