When hiring, we need to be treating all applicants as if they may have a disability. That way, we are ensuring fair hiring practices to all. But how would we know for certain we’re in compliance with the proposed “7% rule?” The proposed rule includes modifying the invitation for workers to self-identify by requiring that contractors invite all applicants to voluntarily self-identify as an “individual with a disability” at the pre-offer stage of the hiring process. Contractors also will be required to invite post-offer voluntary self-identification and to survey all employees annually in order to ensure the self-identification is anonymous.

To find out where to go to make a public comment, go to www.worksourcestaff.com.

If the rule passes, accommodation requests would also require, for the first time, that contractors develop and implement written procedures for processing requests for reasonable accommodation.

So I don’t think we’re finished with regulations regarding hiring persons with disabilities or affirmative action requirements. As HR Professionals, we must always be sensitive to hiring fairly at all costs so we put ourselves in the best position to be in compliance with the ever changing rules and regulations.

To read the full proposed rule or to submit an invited public comment, go to www.regulations.gov. All comments must be received by Feb 7, 2012.

“This is a tremendous achievement for our staff and on behalf of the qualified people who have worked so hard to make this recognition possible,” states Christy Shannon, WorkSource Staffing President and Owner. “It is testimony to our wonderfully qualified team members who continue to bring the most qualified candidates as a fit to our clients’ needs.”

While WorkSource Staffing serves several market segments including manufacturing, warehouse/distribution, administration/customer service, it was one of two companies honored which primarily serve the industrial and manufacturing sector. In total, 42 staffing firms were reported to qualify for recognition with the top ten reporting audited financial statements. The top ten finalists averaged a median compound growth rate of 39.8% over the period.

“The fact that this recognition occurred during one of the more difficult times in our nation’s and region’s economy, especially for the manufacturing sector, suggests the quality and value our people bring to our clients. Hopefully, it is also a harbinger of improvement ahead for business and job seekers,” says Shannon.
WorkSource Staffing has offices in West Des Moines and Fort Madison, Iowa.
About Staffing Industry Analysts
Staffing Industry Analysts is the global advisor on contingent work. Known for its independent and objective insights, the company’s proprietary research, award winning content, data, support tools, publications, and executive conferences provide a competitive edge to decision-makers who supply and buy temporary staffing. In addition to temporary staffing, Staffing Industry Analysts also covers these related staffing service sectors: third-party placement, outplacement, and staff leasing (PEOs). Founded in 1989, acquired by Crain Communications Inc. in 2008, the company is headquartered in Mountain View, California, with offices in London, England.

About WorkSource Staffing
WorkSource Staffing is a regional, female-owned staffing service specializing in providing the region’s manufacturing, light industrial, warehouse/distribution, and administrative/customer service markets with the best people, the first time. Its selective screening process creates the best pool of men and women available for temporary positions, trial-to-hire employment, and direct permanent and professional placements. Its professional staffing approach is based on 50+ years combined experience among its managers and placement specialists.

Our company did a really creative, fun exercise during our annual company meeting we had prior to our Christmas party this past weekend. One of the employees “roasted” all of his coworkers, giving gag gifts that were personalized to fit specific situations that made all of us laugh. For example, I love rustic décor. So I have a “rustic heart theme” going on in my office. So my coworker roasted my “creativity” and auctioned off a very old, rustic picture with a photo of one of my hearts placed smack in the middle of the picture. Of course, the auction was just for fun, so nobody had to pay a penny for my new, wonderful piece of art! That picture will remain in my office forever!

Another employee who gets teased because she has a hard time with her vision was given a magnifier viser to wear during her workday! Of course, we all knew this was done in great fun so no one was offended. We all had a great time! And that’s what the Holiday Season should be all about – interacting with your employees to have a great time!

For our party, we went out to dinner and then spent a great evening at The Funny Bone. Fun was had by all and memories made that will make us an even tighter team. I would give up my free ham or turkey anytime to be “roasted” and attend the Funny Bone!!

I realize we’re a smaller company, so if you’re larger and a “roast” and The Funny Bone might not be the best option for you, check out these other suggestions at www.worksourcestaff.com.

And, Happy Holidays to all! Make it a truly special season of the year and make sure your employees know how much you appreciate them!

1. Cookie Gift Basket – Fill a gift basket with a variety of cookies. Who doesn’t like a little sugar in their workday?
2. “Sack of Spirits” – Fill paper gift bags with wine or spirits that have custom labels. You can design and buy custom labels displaying your company’s logo and slogan, and then place them on bottles of wine or spirits that you can buy in bulk. Provide a non-alcoholic option such as sparkling apple cider or juice with more exotic flavor for employees who do not drink alcohol.
3. “Off day with pay” – Mementos, accessories (bags, T-shirts, etc.) and other items is the regular stuff that everyone expects for a gift. However, one can also try out ideas like giving the employees an extra off day just before the beginning of the holidays. Such kind surprises would make the employees feel very important and appreciated.
4. Corporate holiday gift ideas: There is a new trend to present employees with gifts that are imprinted with the company logo. Such things include mugs, bags and even golf balls.
5. Chocolate – Who doesn’t appreciate a little chocolate now and then? Chocolate gifts are considered as popular items presented to employees by company management.
6. Stress Busters – What more could your employees ask for, especially in high, stressful jobs, than a couple of stress busters as Christmas corporate gifts? A CD full of relaxing music, a stress ball, some aromatherapy candles, a journal, or Christmas gift baskets full of all these products together are great choices.
7. Gift cards/vouchers/certificates – These are the best option among the numerous office Christmas gift ideas. When confused about what to give your employees, gift cards can be your safest bet. A gift card worth a small but sufficient amount can help them buy books, video games, movies, food or any other item of their choice. Knowing their preferences in advance will help you decide on the right type of gift card for them.
8. Thee good old Office or Corporate Dinner – whether it’s a complete dinner provided by the company or a potluck where everyone brings a dish to pass, these are great times to sit, relax and make sure you talk about anything but business. These are intended for fun only, as well as getting to know co-workers better. Make sure managers and executives sit with employees they manage so they can mingle and participate to create stronger relationships.
9. Cash bonus – Of course, we can’t forget about cash bonuses. This is an often preferred gift by many employees. Monetary gifts allow employees to spend the money however they please. This benefits employers who don’t know their employees well enough to give them a more personal present. Employers should accompany cash bonuses with hand-written note cards in order to personalize each gift. Even adding a “smiley face” sends a great message.
10. Photo Albums – You can give your employees a small photo album with special pictures you’ve taken throughout the year that are sure to lift their spirits – and remind them that work isn’t always about work – sometimes it’s about fun at work!

I recently interviewed someone who directly told me in the interview, “I am getting married and plan on starting a family.” She offered this information in response to a question I asked regarding future employment goals. So what did I do? Did I immediately “disqualify” her in my mind and create bias because of the possibility she might have a problem pregnancy, as well as potentially need time off after delivery of her baby?

I must admit, the potential time off issue entered my mind, and I did ask myself, “Will she want to work after having a baby?” Yet I dismissed these “what if’s” for exactly what they were: what if’s. After all, I had no idea what her future time off requirements might be, and I certainly had no idea what her health would be during a pregnancy so I realized I was creating stories in my head that quite likely would never come to fruition, opposed to simply looking for the best candidate for my company’s opening.

Additionally, I had a team in place that would handle whatever business needs came our way and I fully believed I was possibly speaking with the most qualified, suitable candidate for our open position. So after the selection process was completed, I hired her! She had the experience, skills and abilities our company needed and was looking for. So she got the job, irrespective of the fact she admittedly wanted to start a family soon. I looked at this candidate as any other candidate and asked myself, “Is she the person who can move our company forward in the capacity we need her to?” And that’s what I based my final decision upon.

I think if we stick to the basics and continually seek the most qualified, suitable applicants for our open positions, and maintain fair, equitable hiring practices that take our organizations where we want them to go, we can stop asking ourselves, “Can we legally refuse to hire a pregnant applicant?” and replace it with “What am I costing my company if I fail to hire a pregnant applicant who happens to be the best person for the job?”

Yet, benefits are one of the most important aspects of the majority of employee’s jobs. Acceptable benefits increase retention. According to the 2011 Mercer Workplace Survey, 79% of employees agreed that “My benefits are one of the reasons I work where I do.” Further, 76% of respondents agreed with the statement, “My benefits make me feel appreciated by my company.” And 91% agreed that, “Getting health benefits through work is just as important to me as getting a salary.” So, it’s hard to deny the importance of benefits and the relevance they play in keeping valuable employees on board and engaged with your company.

So, if you’re sitting at your desk discouraged by the thought of open enrollment, remind yourself of the above and how what you’re doing is critical to your company’s success. After all, it’s your employees that bring the talent, knowledge, skills and abilities to the table to make your company productive and give it the competitive edge.

To learn more about the 3 trends leading businesses use who have demonstrated a commitment to offering outstanding benefits, go to www.worksourcestaff.com.

Over the past decade, the “best” U.S. companies have adapted their benefits offerings to meet changing employee needs, according to The Principal Financial Group’s annual 10 Best Companies for Employee Financial Security competition.

The 2011 winners demonstrate the following:

1. Shifting from do-it-for-them to do-it-with-them. The “best companies” make a commitment to share in the cost of benefits and help employees learn and make the best decisions possible about how to utilize their benefit dollars.
2. Changing from cookie-cutter to customized benefit programs: The leading companies build in flexible, creative benefit options that target younger workers’ needs versus older workers’ needs, for example. Different demographic groups have different priorities and look for benefits specific to their needs at the stage of life they find themselves in.

Additionally, “best companies” engaged employees in helping shape benefit programs, using employee surveys, focus groups and employee committees in order to understand their wants and needs.

3. Viewing security as financial and physical: “Best companies” use a holistic approach, tying financial security to physical health and wellness as a way to lower healthcare costs for both the company and the employee. Many employers reward employees for participating in wellness programs and ensure their companies offer biometric screenings, health risk assessments and health coaches
.
(Source: ‘Best Companies’ Take Collaborative Approach to Benefits, SHRM. 9/1/2011)

West Des Moines, IA August 10, 2011 – In a study of the country’s leading staffing firms recording more than $1 million in revenue and compound growth of 15% or more between 2006 and 2010, an Iowa-based company, WorkSource Staffing, has achieved the top listing nationally, as reported by Staffing Industry Analysts, the industry’s leading trade source.

“This is a tremendous achievement for our staff and on behalf of the qualified people who have worked so hard to make this recognition possible,” states Christy Shannon, WorkSource Staffing President and Owner. “It is testimony to our wonderfully qualified team members who continue to bring the most qualified candidates as a fit to our clients’ needs.”

While WorkSource Staffing serves several market segments including manufacturing, warehouse/distribution, administration/customer service, it was one of two companies honored which primarily serve the industrial and manufacturing sector. In total, 42 staffing firms were reported to qualify for recognition with the top ten reporting audited financial statements. The top ten finalists averaged a median compound growth rate of 39.8% over the period.

“The fact that this recognition occurred during one of the more difficult times in our nation’s and region’s economy, especially for the manufacturing sector, suggests the quality and value our people bring to our clients. Hopefully, it is also a harbinger of improvement ahead for business and job seekers,” says Shannon.
WorkSource Staffing has offices in West Des Moines and Fort Madison, Iowa.
About Staffing Industry Analysts
Staffing Industry Analysts is the global advisor on contingent work. Known for its independent and objective insights, the company’s proprietary research, award winning content, data, support tools, publications, and executive conferences provide a competitive edge to decision-makers who supply and buy temporary staffing. In addition to temporary staffing, Staffing Industry Analysts also covers these related staffing service sectors: third-party placement, outplacement, and staff leasing (PEOs). Founded in 1989, acquired by Crain Communications Inc. in 2008, the company is headquartered in Mountain View, California, with offices in London, England.

About WorkSource Staffing
WorkSource Staffing is a regional, female-owned staffing service specializing in providing the region’s manufacturing, light industrial, warehouse/distribution, and administrative/customer service markets with the best people, the first time. Its selective screening process creates the best pool of men and women available for temporary positions, trial-to-hire employment, and direct permanent and professional placements. Its professional staffing approach is based on 50+ years combined experience among its managers and placement specialists.

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If applicants are willing to misrepresent themselves concerning education, what else might they be willing to put forward that’s flat-out untrue? As a hiring manager this would leave a bit of a bad taste in my mouth, and I would certainly question, along with honesty and integrity, the productivity and overall contributions such employees would bring my company. So, “Thanks, but no thanks” to candidates who aren’t honest from the get-go! And definitely, “No thanks” to the turnover these hires could end up costing my company.

So consider the benefits of outsourcing verifications to a third party vendor versus the headaches of “assuming” you’re getting correct information!

Some alarming statistics of how many applicants are guilty of misrepresentation:

• SHRM: More than 53% of job applicants falsify information on their resumes; one in four candidates misrepresents his educational attainment.
• ADP Screening Index: 45% of employment, education and or credential reference checks reveal discrepancies in the applicant’s information.
• Wall Street Journal: 34% of all application forms contain misrepresentations about the applicants’ experience, education, and ability to perform essential job functions,

(Source: National Student Clearinghouse)

Great reasons to check references:

1. To reduce legal liability for negligent hiring
2. To determine that credentials such as education, position or skills are accurately represented by the job candidate
3. To assess past performance and predict future performance
4. To reduce or prevent theft and embezzlement, along with other criminal activity
5. To ensure a safe work environment for employees
6. To comply with applicable state law requiring background checks for particular positions such as day care teachers or licensed medical practitioners
7. To assess the overall trustworthiness of the job candidate
8. To determine if salary history is accurately represented by the job candidate

How does your company use criminal background screens in the selection process? Are you disqualifying potential new hires based solely on a candidate’s background information? If so, you need to be aware of the following:

Convictions, opposed to arrests, should be the only information considered. “Adverse-employment decisions based on the candidate’s arrest record are generally improper and may lead to liability for discrimination under Title VII and state anti-discrimination laws on either a disparate treatment or adverse impact theory,” Forney said.

Fortney recommends:

• Base adverse-employment decisions only on recent, job-related convictions.
• Conduct an individualized assessment of each candidate and his or her conviction records as to disqualification for employment. Policies without bright-line conviction rules are less likely to result in disparate-impact challenges than bright-line rules, but may still lead to disparate-treatment claims.

Further, The National Center for Public Policy Research issued a Press Release dated August 16, 2010, stating, “EEOC warns employers: If you don’t want to hire felons, you need a good reason.” Per the EEOC, it is illegal to use a prospective employee’s past conviction records, even for serious felonies, as an “absolute measure” as to whether they should be hired because this “could limit the employment opportunities of some protected groups.”

According to the EEOC, prior conviction may be considered if job-related, given the following factors:

• The nature and gravity of the offense
• How old the conviction is
• How the job relates to the crime committed

Therefore, make sure you have business justification as to why you are making adverse hiring decisions based on criminal background records. And make sure you are not considering arrest records.

Well, many of us thought we’d have to file a form 1099 with the U.S. Internal Revenue Service for payments for goods and services totaling more than $600 in a calendar year, rendered by a single payee, including corporations. This provision was part of the health care reform law passed last year and is current law. Whew! What a bunch of paperwork!

But put your pens and Form 1099’s away! After months of debate and several previous unsuccessful attempts, The U.S. Senate finally approved HR 4, legislation to repeal expanded Form 1099 reporting requirements. President O’bama announced he will sign the bill when it reaches his desk.

When the president signs HR4 into law, it will mark the first significant change to the health care reform law that was enacted a little over a year ago.

The provision has been widely criticized by members of both political parties, as it is believed to be overly burdensome to small businesses. So, the question wasn’t whether to repeal the decision, but how to replace lost revenue the provision was expected to generate.

HR 4 addresses the revenue issue through tax credits in the health care reform law that would provide assistance in the payment of health insurance premiums. Where tax credits were overpaid, HR 4 would require recipients to repay a greater share. Not all were in favor of this approach, as some claimed it effectively would result in tax increases for certain middle-class taxpayers. Ultimately, however, this wasn’t a big enough concern to halt the legislation, which passed both chambers of Congress with veto-proof margins.