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volume II issue III March 2014 |
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Hiring Employees with Integrity How do you interview for integrity? That's a question Tom Foster asked in a recent post on his blog. His reply: "You can interview for anything that you can connect to behavior." The first step in the process seems obvious. How does a person who has integrity behave? Describing what integrity looks like is not as easy as it seems. Integrity is more than just honesty. A person can be honest but lack integrity. Integrity is so much broader than just telling the truth. Integrity requires doing the right thing even when it's hard. It also requires humility–accepting responsibility for your actions and knowing that you are not a one-man show. Sometimes honesty and doing the right thing clash. Sometimes accepting responsibility for what you've done compromises your family and the community. Does integrity include not harming others, not protecting the greater good? There is not one right or wrong answer to many integrity related questions. The right behavior might depend on the culture, the environment, or whose shoes in which you're standing. Read more. How To Guide: Choosing Employees for Mentors Mentors play an instrumental role in the personal and professional development of employees at all levels within the company. The most effective place for a mentor is within the onboarding of new employees. The mentee is able to advance at an accelerated rate by passing roadblocks that might have occurred in the first months on the job. Are you a leader responsible for the company's areas of focus for ensuring a successful business year? I highly recommend rolling out a mentorship program and selecting a passionate program manager to lead the program. A mentorship program motivates current employees and builds confidence in employees entering the organization. In order to find the best employees for the mentor program, you need to focus on the following five characteristics found within the most successful mentors. #1 COMMITMENT There are some employees that talk the talk and others that walk the walk. The best mentors are the ones that talk the talk and walk the walk. Read on. Are Your Awards More Than Just Awards? Quick, is there a greeting card on your desk? Did you buy it for yourself? You could certainly buy yourself a greeting card; you can probably afford it, and you'll get yourself the exact card you want. But that's not the point of a greeting card, is it? A greeting card is a symbol of how another person views your importance in their life; they took the time to find a card, sign it, and get it to you. If given a choice between a great card signed with personal notes from your whole team or the two dollars the card actually cost, most people would pick the card. That's because in our society, almost all gifts are symbolic. Gifts and awards are ceremonial expressions that indicate a person's status or recognize achievement; they're worth more than the money it took to make them. We are social creatures who love group acceptance and awards are fundamental to creating a feeling of inclusion and celebration. When you take the time to recognize your coworkers with symbolic awards, you're building emotional ties. Read on. Final ACA Shared Responsibility Regulations Released Plan sponsors now have the final piece of the puzzle needed to finalize their 2015 pay-or-play strategies. The Internal Revenue Service (IRS) and the U.S. Department of the Treasury recently issued the highly anticipated final shared responsibility regulations under the Affordable Care Act (ACA). These regulations provide transition rules for certain employers as well as much-needed clarity for many aspects of the shared responsibility requirements. The final regulations took effect on February 12, 2014 and apply for periods beginning after December 31, 2014. However, employers are permitted to rely on the final regulations earlier than December 31. This guidance contains important information that will allow employers to finalize their pay-or-play strategy for 2015 and beyond. Read on for a comprehensive overview. School-Facilitated Internships: No Worries, Right? We have long warned that one should not simply assume that an internship associated with or sponsored by an educational institution falls outside of the federal Fair Labor Standards Act's requirements. Our caution includes situations in which the intern receives academic credit for the time so spent. Not surprisingly, the rash of intern lawsuits and intern-related publicity has now provoked a number of "pay your interns" campaigns and on-campus initiatives directed at schools and universities. The news site ProPublica is writing extensively about this and has undertaken to investigate "schools' role in the issue" (among other things). Academic institutions are of course reacting to these developments and pressures. Reports suggest that few if any of them will be prepared to withdraw from the facilitation of unpaid internships just yet. However, many are implementing other measures that organizations contemplating offering internships to students should carefully review and evaluate. Read more |
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> FEATURE ARTICLE Hiring Employees with Integrity > TIP OF THE MONTH How To Guide: Choosing Employees for Mentors > Q & A Are Your Awards More Than Just Awards? > LEGAL UPDATES Final ACA Shared Responsibility Regulations Released School-Facilitated Internships: No Worries, Right? Area Temps, Inc. 1228 Euclid Avenue Cleveland, OH 44115 Toll Free: 1.866.995.JOBS www.areatemps.com |
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