Landrum Human Resource Companies Blog


It’s July 2nd –Have You talked To Your Employees about Fireworks Safety?

It’s July 2nd –Have You talked To Your Employees about Fireworks Safety?

 posted by Joni K. Humphreys on Wednesday, July 2, 2014

This weekend will be filled with red, white, and blue and it’s a good bet that your employees have made plans to celebrate!   And why not? Independence Day – the Fourth of July – the day to celebrate and honor our country!

I am reminded of a previous blog post by our President and CEO, H. Britt Landrum, Jr. a few years ago; “Independence Day: Reflection and Celebration” . His writing reminds us of how brave and wise the founding fathers of our country were and how we should never forget the wisdom displayed.

During this weekend of fun we also need to be reminded to be safe! So, as we plan our barbeque, pack our beach bag, or gather around the swimming pool let’s remember the safety rules and precautions we need to take. This is especially true if you or your employees plan to light a sparkler or firecracker in the backyard! Of course, to have a truly safe and fun 4th of July, go to a professional fireworks show!

We hope everyone has a very happy and safe Independence Day Holiday! Here are a few websites that offer great safety advice for your July 4th outdoor events:

The National Council on Fireworks Safety

USA.gov offers history and fun facts about Independence Day as well as Fireworks Safety Tips, Pool Safety, Boating Safety, and Barbeque Safety!

Kids Safety with Fireworks includes a great safety video.

National Fire Protection Association

july 4



Health Care Reform Update

January 10, 2014

Starting in September 2014, women at increased risk for breast cancer will be able to get some drugs shown to help prevent the disease without a co-pay. On Thursday January 9, 2014 the Department of Health & Human Services (HHS) issued guidance to further define preventative services. Insurers are required to provide coverage for some preventive services with no out-of-pocket costs to the insured.

HHS identified tamoxifen and raloxifene as preventative medications for woman who are at an increased risk for breast cancer. These drugs like other recommended preventive services must be offered without co-pays or other out of pocket expenses.

Visit https://www.healthcare.gov/what-are-my-preventive-care-benefits/#part=1 for a comprehensive list of covered preventative services.



Health Care Reform Update

January 03, 2014
On January 01, 2014 several provisions of the health care reform law became effective.*
— Individuals have until March 31 to enroll in health insurance to avoid the penalty for not having coverage. Exemption from the requirement to have coverage may be available to some individuals. For more information: http://www.irs.gov/uac/Questions-and-Answers-on-the-Individual-Shared-Responsibility-Provision.
— Insurers are no longer allowed to deny anyone coverage because they have a pre-existing medical condition.
— Insurers in the individual and small group markets must offer health plans with essential health benefits, and those services must be provided without annual limits. To learn more about essential health benefits visit: https://www.healthcare.gov/glossary/essential-health-benefits/
— Insurers are required to provide coverage for some preventive services with no out-of-pocket costs. Visit https://www.healthcare.gov/what-are-my-preventive-care-benefits/#part=1 for a comprehensive list of covered preventative services.
— Insurers can’t cancel coverage (a practice known as “rescission”) for any reason other than fraud.
— Insurers have to provide rebates to consumers if less than 80 to 85 percent of the premium cost paid by their employer is spent on medical care.
*Some aspects of the law do not apply to grandfathered plans. To learn more about grandfathered plans visit: http://www.kaiserhealthnews.org/Stories/2012/December/17/grandfathered-plans-faq.aspx



It’s 2013… Do you know where your ACA deadlines are?

Deadline:  October 1, 2013

Employee Notification of Access to Exchanges

Effective October 1, 2013 the Affordable Care Act (ACA) requires all employers subject to the Fair Labor Standards Act (FLSA) to provide employees with a notice containing specific information about coverage available through the exchanges as well as employer-sponsored coverage options.  After the effective date, employers must provide the exchange notice to all new hires within 14 days of their start date.

On September 11, 2013 the Department of Labor (DOL) announced that it will not penalize employers that do not provide the exchange notice to their employees by the October 1, 2013 due date. The requirement for employers to provide the exchange notice still stands, but without enforcement many employers may mistakenly consider providing the notice as optional.

To make compliance easier for employers the DOL has issued two model notices that may be used to meet this obligation.  There is one model for employers who do not offer a health plan and another model for employers who offer a health plan for some or all employees:

Model Notice for employers who offer a health plan to some or all employees

Model Notice for employers who do not offer a health plan

For more information about the exchange notice:

http://www.dol.gov/ebsa/faqs/faq-noticeofcoverageoptions.htmlhttp://www.dol.gov/ebsa/newsroom/tr13-02.html

Melissa K. Miller, PHR

Melissa K. Miller, PHR

“Helping people thrive and enjoy life” is Melissa’s personal mission.  With a people-centered outlook Melissa obtained certification as a Professional in Human Resource Management (PHR) in 2006.  Her work as Strategic Management Specialist for Landrum Human Resource Companies allows her the opportunity to help others as she facilitates organizational development.  Leading strategic planning sessions and employee focus groups are direct service opportunities that she enjoys. Certified as an Associate Business Continuity Professional (ABCP) Melissa leads Landrum’s Business Continuity Team as they continuously develop and implement best practices to ensure continuity of operations.



This Job Is Killing Me!

This Job Is Killing Me!

By Eileen Hess, PHR, on February 14, 2013

Businessman Stretching at WorkYou may be right. According to research from  The World Health Organization and reported by Forbes, stress costs American businesses $300 billion per year due to rising insurance and health care costs.  Workplace stress isn’t just hurting employees. It is hurting companies in health care cost, attendance, morale, customer service and more.

Let’s face it, stress and anxiety has become a part of our daily lives and many of us have learned to manage it to an acceptable level. While the list of stress and anxiety triggers is long and varies from person to person, one thing is universal, it must be managed.  The following tips will not totally alleviate stress or anxiety in your workday but they may be of some help to you or encourage some ideas of your own.

Drink Up (water) 13 cups for men, nine for women

I am talking about water my friends, not the afternoon cocktail at lunch that’s likely to cause additional anxiety and loss of employment.  Keep in mind that the body is made up of 90% water, so drinking water is important for replenishing your system throughout the day. If you wait until you feel thirsty to replenish, you are already dehydrated.

Take a Walk

To counter the effects of sedentary work, take regular walks around the office or just stand at your desk. Don’t get me wrong, this does not replace your daily cardio work out but it will help get your blood flowing and allow you to refocus on the task at hand.

Get your Z’s

Yes sleep (at home). Sleep is our bodies time to repair itself from all the abuse we put it through in a regular day. To offset the stress and anxiety to your day, those hours of sleep are vital to your being at the top of your game.

Deskercise

Exercise at your desk a few times during the day. Sitting in a chair is a prime spot to practice stretching and flexibility moves. Try head rolls to loosen that tight neck muscle, cross body arm stretches and overhead stretch. In fact, I feel more relaxed just thinking about it! Check out Web MD Exercise at your desk for some easy to follow mini workouts.

Zone Away

This may be the toughest step of all but it is an excellent method to quiet the mind. Meditation, as defined by Wikipedia, is “a practice in which an individual trains the mind or induces a mode of consciousness, either to realize some benefit or as an end in itself”. The point is to clear the mind of thoughts. It takes time to perfect this practice but is well worth it. Here are the ????????????????????????????????????????????????????????????????recommended steps:

1)    Sit or stand in a quiet place

2)    Close eyes

3)    Take slow deep breaths

4)    And picture a clear blue sky or calm lake, whatever you envision as peaceful

5)    Take a few moments to enjoy

If you are like most people it will be difficult at first to keep your Zone Away place uncluttered. In fact, after a few moments, you will likely find that the quiet place is interrupted by the very thoughts you are trying to clear. Don’t give up. With a little patience and practice, this can be a very rejuvenating habit. Take time to care for yourself and you will see the greatest rewards.

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As a Landrum Professional Human Resources Manager, Eileen is certified as a Professional in Human Resources Management (PHR) and has over 20 years of human resources experience in the corporate, healthcare, and manufacturing environment. She is an active member of the Greater Pensacola Society for Human Resources Management and has served on chapter committees.



U.S. Supreme Court Ruling on Health Care

June 29, 2012

U.S. Supreme Court Announced Ruling on Health Care  

The long-awaited US Supreme Court’s ruling on health care reform was announced on June 28, 2012.  The Court’s decision to uphold the constitutionality of the Affordable Care Act has generated many questions from business owners and employers. 

Landrum Human Resources has prepared a short video highlighting the potential impact the ruling will have on employers and employees.  You can view the video below.

You can also join our Live Webinar on Wednesday, July 11, 2012, 3:00 PM CDT. 

THE SUPREME COURT RULING ON HEALTHCARE REFORM  

 “What Business Owners & Employers Need to Know “

Register for the webinar here.



Book Review: “Getting NAKED”; A business fable about shedding the three fears that sabatoge client loyalty.

May 10, 2012

Have you read a good book lately?  Today we  begin featuring a monthly “book review” post on our blog.  In today’s world, we are fortunate to have a variety of  platforms available that allows us to engage in a good book: digital readers, audio books, smart phone apps, and lets not forget the actual paper or hard back book.  We will share reviews written by our Landrum  leaders and managers about books that made an impact on them professionally or personally, and that is of interest to the business community.   We hope our reviews help you with your next Kindle, iBook, or library book selection.

Landrum’s Vice-President of Client Relations, Bill Cleary, kicks off our book review series by sharing his thoughts and assessment of: “Getting NAKED”:  a business fable about shedding the three fears that sabotage client loyalty.

Book Title: Getting NAKED, a business fable about shedding the three fears that sabotage client loyalty   Author (s):  Patrick Lencioni   Copyright date: 2010

Brief summary of the book Like Patrick Lencioni’s other best-selling business books I have enjoyed, (Death by Meeting and Overcoming The Five Dysfunctions of a Team) this book is written as a “business fable.”  In the business fable format,  Mr. Lencioni has found a way to tell a story and teach a lesson at the same time.  If you are like me and really don’t enjoy reading the average business book, you know the ones with titles like “12 Ways to Improve in Business” and “What You are doing Wrong Today” then fear not!  Mr. Lencioni’s books introduce you to a character, someone who just happens to be in business and may be facing a situation similar to one you have faced (or imagine you will sooner or later).  The books walk you through a period of time in the character’s life and you get to see how they deal with a situation or approach a challenge in a methodical manner.

Along the main character’s journey, there are other interesting folks who have an influence on the situation.  Another useful technique this author uses is to illustrate the books with examples of handwritten notes, sometimes as though they would appear on a flip-chart, other time just like you might write down in a note pad.  Pay attention to those illustrations, because they are the “cliff notes” that you can take away and apply in your own business life!

This book exposes the Three Fears we all have that get in the way of building a trusting relationship with a client.  The three fears are: 1 – Fear of Losing the Business, 2 – Fear of Being embarrassed, 3 – Fear of Feeling Inferior.

Share a quote or two from the book:   “At its core, naked service boils down to the ability of a service provider to be vulnerable – to embrace uncommon levels of humility, selflessness, and transparency for the good of the client.” 

To illustrate the business fable, here is a quote from the main character early in the book. “Just like that, my world had been turned upside down, and for the rest of the day I couldn’t decide how to digest it all.”

Have you used something you learned from this book at work?  A strong undercurrent of this book’s message is about having the courage to face difficult situations.  Mr. Lencioni reminds us that clients want more than anything else to know we are more interested in helping them than anything else.  I use that main point and several other pieces of wisdom in the book to help me take care of our clients every day!

Have you read Lencioni’s, “Getting NAKED”, or another good book lately?  Let us know.  We would love to hear your comments and review.



NLRB Posting Rule Blocked by Federal Court – But NLRB Election Procedures Are Effective April 30th

April 25, 2012

NLRB Posting Rule Blocked by Federal Court - But NLRB Election Procedures Are Effective April 30th

Last November, we informed you that the National Labor Relations Board (NLRB) issued a final rule that would require most private-sector employers to notify workers of their rights guaranteed under the National Labor Relations Act (NLRA) by having to post a special notice to employees.   Click here for our previous blog on this subject.

In December, we informed you of delays in the effective date of this posting requirement with the new scheduled deadline being April 30, 2012.  According to the NLRB’s press release at the time, the further postponement gives the Board the opportunity to “facilitate the resolution of legal challenges.”

As an update on the legal challenges, the U.S. District Court for the District of South Carolina ruled on April 13, 2012 that the NLRB lacked the authority to issue a notice-posting rule.  Subsequently, on April 17, 2012, the U.S. Circuit Court for the District of Columbia granted an emergency injunction pending an appeal of a prior D.C. district court ruling that the NLRB had the authority to issue the rule. Based on this ruling, the regulation’s effective date of April 30, 2012, has been indefinitely postponed, and employers will not be required to abide by the notice posting regulation by that date.

The legal battle surrounding the validity of the rule is likely far from over.  Jonathan Segal, an attorney with Duane Morris in Philadelphia, noted that a District of Columbia district court has decided that the board did not exceed its statutory authority in requiring the posting of a union rights notice, so the district courts in D.C. and South Carolina are in conflict. Mr. Segal said the posting issue eventually might go to the Supreme Court.

Oral argument before the D.C. Circuit is slated for September, 2012. A new deadline for the notice-posting requirement is unlikely until at least fall 2012, if at all.

However, while employers no longer have to post the NLRA employees’ rights poster by the end of this month, the amendments to the NLRB election procedures will go into effect April 30th. Efforts in the United States Senate by some senators to overturn the NLRB election procedures were not successful. Click here for our previous blog on this issue and here for a summary of the new NLRB election procedures.
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Jim Guttmann, SPHR

As a Landrum Professional Human Resources Manager, Jim is certified as a Senior Professional in Human Resources (SPHR) and has over 20 years of HR generalist experience for a large government contractor and Fortune 500 Company. He holds a Masters in Business Administration from Florida State University and is an active member of the Greater Pensacola Chapter of the Society for Human Resources Management (GPCSHRM), previously serving as their Vice President of Information Services and Chairman of the Workplace Diversity Committee. Jim is also certified as a County Mediator and in the administration of the Myers Briggs Type Indicator (MBTI).



Update on Dispute Regarding National Labor Relations Board Election Process

March 8, 2012

Update on Dispute Regarding
National Labor Relations Board Election Process

As reported in our December 30, 2011 blog, the National Labor Relations Board (NLRB) issued final rules that would significantly shorten the campaign period prior to an election for union representation. You can access our previous blog post here.

At the present time, Congressional Republicans are working to repeal these new rules before it takes effect on April 30, 2012. Senators Mike Enzi (R-WY) and Phil Gingrey (R-GA) have introduced a joint resolution that, if passed, would nullify the NLRB’s quick election rule.

Senate supporters of the Enzi/Gingrey joint resolution are likely to force a vote on the resolution in late March or April. The joint resolution needs only a simple majority (51 votes) to pass the Senate, not the 60 votes it usually takes to defeat a Senate filibuster. If the resolution passes both the House and Senate and is not vetoed by President Obama, the quick election rule would be repealed.

We will continue to update you as we approach the planned effective date of April 30th.

____________________________________________________________________

Jim Guttmann, SPHR

As a Landrum Professional Human Resources Manager, Jim is certified as a Senior Professional in Human Resources (SPHR) and has over 20 years of HR generalist experience for a large government contractor and Fortune 500 Company. He holds a Masters in Business Administration from Florida State University and is an active member of the Greater Pensacola Chapter of the Society for Human Resources Management (GPCSHRM), previously serving as their Vice President of Information Services and Chairman of the Workplace Diversity Committee. Jim is also certified as a County Mediator and in the administration of the Myers Briggs Type Indicator (MBTI).



National Labor Relations Board Amends Election Process
December 30, 2011, 3:42 pm
Filed under: Human Resources, Landrum, Notes from Jim

 December 30, 2011

National Labor Relations Board Amends Election Process

by Jim Guttmann, SPHR

Although Unions were not successful in getting Congress to pass the Employee Free Choice Act (EFCA), the National Labor Relations Board (NLRB) recently stepped forward to issue final rules that may have a significant bearing on union organizing efforts.  The final rule, effective April 30, 2012, amends the Board’s election procedures. The NLRB’s stated purpose for this change in election procedures is to reduce unnecessary litigation and delays in the representation election process.  For an overview of these procedural changes, click here

 

Why are these procedural changes significant?  Under the old procedures, the median period of time from when a union filed a petition for representation at a given worksite to the subsequent election by employees took 38 days. Under the new procedures, most directed elections will occur within 15-20 days of the date of the petition. 

 

Some employers (and the U.S. Chamber of Commerce) are opposed to this significant shortening of the “campaign period” because they believe that it doesn’t afford companies enough time to tell their side of the story to employees as to why they don’t need a union to represent them.  They are disturbed by this NLRB initiative and have referred to this new ruling as the “ambush election rule”. Efforts are already underway by some organizations to block the new regulation from going into effect on April 30th.

 

We will keep you apprised as to how this situation plays out in the months ahead.

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Jim Guttmann, SPHR

As a Landrum Professional Human Resources Manager, Jim is certified as a Senior Professional in Human Resources (SPHR) and has over 20 years of HR generalist experience for a large government contractor and Fortune 500 Company. He holds a Masters in Business Administration from Florida State University and is an active member of the Greater Pensacola Chapter of the Society for Human Resources Management (GPCSHRM), previously serving as their Vice President of Information Services and Chairman of the Workplace Diversity Committee. Jim is also certified as a County Mediator and in the administration of the Myers Briggs Type Indicator (MBTI).




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