The HR Team April 2009 Newsletter
It's April. As I write this month's newsletter, I am sitting on an Amtrak train to New Jersey, and in the midst of Bat Mitzvah planning for my daughter. For those unfamiliar with Bat Mitzvah's it is essentially a Jewish right of passage ceremony for girls (a Bar Mitzvah is for a boy) that generally takes place around the age of 13 (can be done as early as 12). The child leads the synagogue in both English and Hebrew prayer. It's a big deal. My daughter has been preparing for her day (which is next month) for the past 5 years. However, within the past year, the amount of preparation time has dramatically stepped up. Of course, what everyone really remembers is the party that follows. That is where the real preparation separates the organized from the less organized; and quite frankly, the sane from those who wish to be sane.
Bat Mitzvah's can get out of control, emotions can run wild, and everyone has an opinion. As a result, my husband and I have developed a few catch phrases that we remind ourselves of on a regular basis. The best part about these catch phrases is that they are also useful in the work force.
The phrases are:
A. Thank you for letting me know.
B. I really don't care, or I'm just not going to worry about that.
So, when someone whom my daughter isn't friends with (and until recently didn't acknowledge her existence) says, "Ooh, I would really like to be invited to your Bat Mitzvah". Instead of saying "my parents told me I can only invite friends". phrase A, is quite effective.
Another example, when a family member tells me that we should have caviar at the party. What is going through my mind is, "caviar in what is essentially a 13 year old child's birthday party, not going to happen". I just say "thank you for letting me know".
What about the workplace? Let's say an employee tells you that they should get a 20% increase in pay. Responding with "thank you for letting me know", is quite effective. I would only use "I really don't care", if you want that person and everyone else to quit.
When is choice B appropriate? That is best used when my husband and I are discussing minute details. Like, do you think purple or light purple? Or when a friend asks, "how is the room being set up"? My response, (when I was asked in January) "it is 5 months away, I just don't care about that right now".
What about work? Well, let's say a staff member is putting together a presentation, and you are asked about the color of the font, or whether the copies should be single or double sided. Well, you get my drift.
The final catch phrase we have developed was used recently when my daughter asked about the purple chocolate fountain that she desires. I suppose I could have said, "thank you for letting me know". However, when you're asked for the 3rd time (actually more like 10 times), you just need to say, no, which is when you use:
C. That isn't going to happen.
I remember a number of years ago, some employees at the company I used to work for requested that a company extension be run to the local bar. Again, "thank you for letting me know", would have worked fine, but the reality is, that was never going to happen.
Want to seriously learn about how to best manage your employees, and what you should and shouldn't say? Contact The HR Team to schedule management training.
New I-9 Requirements are Now in Effect
U.S. Citizenship and Immigration Services (USCIS) issued a reminder that the revised Form I-9, Employment Eligibility Verification (Rev. 02/02/09), went into effect on April 3rd for all U.S. employers. The revision date is printed on the lower right-hand corner of the form.
The interim final rule, published Dec.17, 2008 in the Federal Register, revised the list of documents acceptable for the Employment Eligibility Verification (Form I-9) process. Employers may no longer use previous versions of the Form I-9.
The revised list improves the security and effectiveness of the Form I-9 process. The list specifies that expired documents are no longer acceptable forms of identification or employment authorization. Allowing for expired documents makes it more difficult for employers to verify an employee's identity and employment authorization and compromises the Form I-9 process.
USCIS also updated the Handbook for Employers - Instructions for Completing Form I-9 to reflect the requirements of the revised Form I-9.
COBRA Regulations
As stated in last month's newsletter, The American Recovery and Reinvestment Act of 2009 (ARRA) provides for premium reductions and additional election opportunities for health benefits under the Consolidated Omnibus Budget Reconciliation Act of 1985, commonly called COBRA. Eligible individuals pay only 35 percent of their COBRA premiums and the remaining 65 percent is reimbursed to the coverage provider through a tax credit.
The premium reduction applies to periods of health coverage beginning on or after February 17, 2009 and lasts for up to nine months for those eligible for COBRA during the period beginning September 1, 2008 and ending December 31, 2009 due to an involuntary termination of employment that occurred during that period. The TAA Health Coverage Improvement Act of 2009, enacted as part of ARRA, also made changes with regard to COBRA continuation coverage.
Information is being updated on the Department of Labor's website at a fairly rapid pace. If you are a retainer client, or a client for whom The HR Team manages your COBRA, the notice requirements are currently being handled for you. All other clients - and those who should be clients -- are invited to contact The HR Team for assistance.
Recent Work Completed
The HR Team recently assisted a government contractor in ranking staff and creating proposal ready resumes that allowed the client to rapidly respond to a Request for Proposal ("RFP"). The process was challenging, but our team pulled it off and made it possible for our client to put together a very strong proposal. We are so proud of our staff for their effort in bringing this project to completion.
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