Landrum Human Resource Companies Blog


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.

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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).



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).



How to Get Your Resume Noticed – A Job Seeker’s Guide

October 13, 2011

How to Get Your Resume Noticed – A Job Seeker’s Guide

Did you know that a very important part of your job search is the ability to sell?  Remember from our recent blog post Feel Confident about Your Next Interview – A Job Seeker’s Guide; you most likely will be competing for the same job with several other candidates.  The ability to sell yourself, your skills and your experience will play a big role in where your resume ends up in the growing stack of applications on an HR Manager’s desk.

Clear, Concise, and Comprehensive
One of the best tools to help you secure an interview – and ultimately “the job” – is a well written resume.  As the saying goes, “You have one chance to make a good first impression.”   The following guidelines will help you create an effective resume that will get noticed and could put you on top of the stack.   

One Page
Your resume should be concise and comprehensive.  No more than one page unless you have more than 10 years of experience.

Clearly Stated Job Objective
This should be adapted depending upon the particular job you are applying for.  It needs to be well thought out and not just a standard line.

Include Your Accomplishments
This is what will make you stand out from the crowd.  Include a listing of your major work accomplishments and place emphasis on the most recent ones.  Quantify your accomplishments in goals met, dollars saved for the company, fewer accidents, award-winning attendance, etc.

Sell Yourself
You are a one-person sales team and the product you are selling is YOU.  Your resume may be the only chance you have to make a lasting first impression.  Remember, your resume is really a snap shot of you.

Error Free
Your resume reflects you and the quality of your work.  Make it perfect.

Employment Lapses
It is not a good practice to list reasons for lapses in employment or terminations on your resume.  You are better off explaining these items in person during the interview.

References
Always have your references listed on a separate and single sheet of paper and available to present if/when asked by the interviewer.  It is acceptable to include “References Available upon Request” on your resume although not always necessary. Prospective employers will expect that you have a reference list available at all times.   A good reference contact would be a past employer or supervisor, school teacher or college professor, counselor, or community service leader.  You want your references to be professional individuals who can speak of your work ethic, character, and accomplishments.  Include the name of your reference, place of business, title, address and phone number.  With permission from your reference you could also include an email address and/or cell phone number.   Most importantly, confirm with your contact that you have listed them as a reference and that they may be contacted.

Why a Cover Letter?
You need to do every positive thing you can do to set yourself apart from the crowd.  Unfortunately, the crowd is getting bigger and more competitive.  A cover letter is designed to personalize your resume.  You should use it to emphasize your assets and strengths in a way that will make the employer want to interview you.

Easy to Read
Try to limit your cover letter to a single page and make sure it is grammatically correct.  Make sure spelling, punctuation, paragraph length and margins are correct.  Remember, this is also an example of the quality of your work.

Address to a Particular Person
Personalize your letter to the person making the hiring decision if you can.   No one wants to receive a “form” cover letter.

Formal Letter
Remember, this is a business letter – not a text message.

Delivery
When you’re ready to submit your resume to a prospective employer it is always beneficial to know the delivery method in which the employer prefers.  If you are answering an advertisement for a job and the ad specifies exactly how and where to send your resume, by all means do as the ad states.  In many cases, employers use this as a way to test your ability to follow directions.  Of course you won’t always know a company’s preference, so making a quick phone call to ask is acceptable.  Other means of acceptable resume delivery are:  email, postal service, or hand delivery.  AVOID faxing a resume whenever possible.

Extra Copies
When you go on a scheduled interview always take extra copies of your resume with you even if you previously sent one to the company or interviewer.  In some cases, employers will ask that you speak with more than one person in the company and having extra copies of your resume will demonstrate preparedness.

Does your resume meet the 3 C’s rule? Is it Clear, Concise and Comprehensive?    Have a comment or question?   We are glad to help and would like to hear from you.

Next in our Job Seeker’s Guide series, learn the importance of being prepared for your interview and steps to help you plan.
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This article was authored by Joni K. Humphreys, Director of Marketing and Communications and Denise T. McLeod, SPHR; Edited by Holly McLeod, PHR, Human Resources Manager




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