With many federal and state laws changing or going into effect on January 1, the notices that alert your employees about important workplace laws and rights should be audited to ensure the most up-to-date posters are being displayed.
For federal posting requirements, you can start here to find most of the required posters and links to others you may need.
Remember, requirements may vary from employer-to-employer depending on the state in which your employees work, the size of your organization, and the type of industry.
These postings should be displayed in a conspicuous place in the workplace for all employees to see, such as a break room, copy room, or other common areas for employees. If your organization has multiple facilities, postings must be displayed in each facility. For employees that work remotely from an office location, these policies and regulations should be sent to the employees, provided in hard copy form, or provided electronically for these employees to access as well.
The State of Ohio has released its new Minimum Wage poster for 2018. Ohio employers are required to post this in a conspicuous place where the employees can see the poster easily. Visit Ohio.gov to print your copy and post as many as needed in your workplace.
On behalf of the team at Organizational Architecture, we hope you have a fun and relaxing holiday season. See you in the New Year!
We’ll have more interesting and useful information to help you with your workforce strategy…thanks for having stopped by during the year…we hope it helped!
Do you have a memo ready to send out to your employees for an upcoming company holiday party this year? If not, here are some suggestions from the Society of Human Resource Management of what to include in a party memo to send out to your employees.
- Alcohol – It should go without saying that employees should drink responsibly if alcoholic beverages will be served at the party, but that is not always the case. A system should be implemented to prevent employees from consuming too many alcoholic beverages, such as having someone in charge pass out an allotted amount of drink tickets with employees’ names printed on them. This will help employees limit the amount of drinks they consume and employees cannot give them away to others if they choose not to use them. There should also be a cut-off period where alcohol will no longer be served about an hour before the party ends but make sure that there will be non-alcoholic beverages still available. Make sure to have professional bartenders serve beverages at the party instead of burdening an employee with the risk.
- Apparel – Make sure to have a set dress code for the party so employees know ahead of time what they can wear and set what will be considered inappropriate attire at the event.
- Behavior – Communicate with employees that although they are not at work, their behaviors should still conform to what is acceptable in the workplace. This includes using language that would be appropriate for the workplace as well.
- Gift giving – If gifts will be exchanged at the party, make sure to have a price limit on gifts and that gifts should not be obscene, offensive or of a sexually explicit nature.
- Impaired driving – To avoid employees driving after consuming alcohol, have your company make arrangements with a taxi firm to be available to transport employees who do not have a designated driver to get home safety.
- Smoking – Have a rule in place on smoking at the event, whether it prohibits it completely from the event or make sure there is a designated area for employees to go.
These are just a few items to communicate to your employees in a Holiday Party memo to help prevent any confusion or mishaps.
From all of us at Organizational Architecture to you, our clients, colleagues, and friends…we wish you a happy and restful Thanksgiving.
We are grateful to all of you who helped make 2017 a great year.
With the end of the year rapidly approaching, many managers are under plenty of stress trying to complete multiple tasks in the next month. Here are four principles of effective time management to help you achieve more with less stress.
1. Important Items versus Urgent Items
Many managers spend their workday in a frenzy of activity, but achieve very little. To make the most of your time, ensure that your understanding of what’s important is not clouded by your sense of urgency.
Important items are the proactive or progress tasks that will move you closer to your goals and objectives, help you reach a position fundamentally better than the one you are in now, and have a direct impact on moving the business forward.
Urgent items are the reactive and maintenance tasks that do not support your goals and objectives, but still must be completed, occur as a result of everyday interruptions, and leave you in the same position as you were before.
2. When are you most effective?
Knowing when you are at your best and planning to use that time of day for your priorities is effective time management. Whenever possible, tackle important work or activities when you are most alert and energetic because they will seem easier and you will accomplish them faster. Be sure to schedule less demanding tasks when your energy levels are decreasing.
3. Remain Flexible
Avoid scheduling each day to the extent that it is impossible to stay on track. Consider that interruptions are bound to happen and projects may take longer than anticipated.
To allow for the unexpected, leave some open time in your daily plan. A good rule of thumb is to leave approximately 40% of your day unplanned because certain days of the week can be more hectic and require more time. Leaving part of your day unplanned can also help ensure that you have time to work on the important tasks that will move you toward your goals.
4. Planning Time
Underestimating the time needed to accomplish a task is not uncommon. To give yourself sufficient time to do things properly, reduce stress, and promote productivity be sure to:
- Schedule about 10-20% more time than you think the task will require
- Set aside larger blocks of time for priorities
- Build extra time into your schedule when planning a new project.
The managers who accomplish the most know exactly what needs to be completed each day. They consider the time spent on planning to be an investment in effectiveness and success and understand that the tasks that need to be accomplished in any given day or week are more likely to be completed when time is taken to plan properly.
In today’s increasingly busy workplace, many managers find themselves working longer hours in an attempt to meet the demands and pressures of their position. This has left many managers feeling stressed and overwhelmed.
Do you ever feel stressed and frustrated because of:
- Missed deadlines and commitments?
- Forgotten details and lost paperwork?
- Projects not running as planned?
- Not having enough time for family and friends?
- Having too much to do in too little time?
If you answered yes to even one these questions, you are not alone. A major cause of stress among managers is the feeling that there are not enough hours in the day to accomplish everything they need or want to do.
Some managers say they choose to work in their free time because it is the only way they can:
- Have time to focus on important projects.
- Work without interruptions and distractions.
- Ensure that important tasks and projects get done.
- Reduce stress and anxiety during other periods of the week.
However, the secret to accomplishing more with less stress isn’t in working more hours – it’s in working smarter. A key difference between effective and ineffective managers is how they use the hours they have.
Time management has long been recognized as one of the keys to ensuring higher productivity and reducing stress by using your time most effectively. Time management is the personal management of tasks, behaviors, and activities.
To ensure effective management of time you must:
- Work toward professional and personal goals each day.
- Focus on the important rather than the urgent.
- Use your most productive time wisely.
- Allocate sufficient time for the completion of tasks and projects.
- Take time to plan and prioritize when scheduling your day.
- Eliminate behaviors that waste time.
Starting in January 2018, public employers must disclose the ratio of CEO pay to median employee pay to comply with the Dodd-Frank Wall Street Reform and Consumer Protection Act. Near the end of September, the U.S. Securities and Exchange Commission [SEC] published interpretive guidance in the Federal Register explaining the flexibility employers have when implementing CEO pay ratio reporting. Remember that public employers must begin reporting the ratio of CEO pay to median employee pay in their 2018 proxy statements.
The SEC provided the guidance, which can be found here, in an effort to address the unexpected challenges companies have been facing as they prepare to comply with the pay ratio rule. In general, the new guidance eases compliance and allows companies to use readily available information to produce the disclosures.
In particular, the new guidance:
- Clarifies the use of reasonable estimates, assumptions, and methodologies, and statistical sampling permitted by the rule.
- Clarifies that a company may use appropriate existing internal records, such as tax statements or payroll documents, to identify and calculate the median employee’s annual total compensation.
- Clarifies that appropriate interval records can also be used to determine if the company must include non-U.S. workers in pay ratio calculations. However, the SEC allows companies to exclude non-U.S. employees if they account for 5 percent or less of the company’s total workforce.
- Provides additional guidelines on determining whether its workers are employees for purposes of the rule, allowing employers to exclude independent contractors from pay ratio calculations.
The additional guidance also includes examples which illustrate how reasonable estimates may be used in finding the pay ratio. Finally, we encourage public employers to do their due diligence and document all assumptions and methodologies when computing the ratio to reduce the risk of an SEC enforcement action.