The HR Team January 2010 Newsletter

Happy New Year. 

 

It's hard to believe that 2010 is already here.  Time seems to fly.  Speaking of time flying, I attended high school orientation for my daughter last night.  I can't seem to get rid of that feeling in my stomach that soon she'll be driving, dating, off to college, leaving the nest, and looking for a job.

Did you know there are about 75 million people ages 16 to 29 (Gen Y) in the U. S.?

For Y's, a good work environment may actually be more important than a high salary.  They want meaningful responsibility, continuous feedback from management and co-workers, an active say in what goes on, and work/life balance.

As a parent of one, I've noticed that they feel confident that they can do their homework while texting and watching TV.  Don't even get me started on IM.  Did you know that there is no need to have a conversation with someone who is sitting next to you when you both have unlimited text plans?  It's true.  I've seen it.

If my daughter and her friends are any indication, I think it is safe to say that the challenges in the emerging work force are just starting to be seen.  Of course, The HR Team is always there to help you with those challenges.

Update on Last Month's Article

Did you catch the Team Player last month?  There was a lot of feedback on the Desperate Housewives scenario we presented.  Some of which I want to share with you:

Erik Johnson of Creative Dispute Resolutions says that the parties should consider some type of mediated resolution:  

     "This fact pattern has all the hallmarks of a strong pregnancy discrimination and unlawful retaliation lawsuit, and it would be wise for the employer to seek a negotiated resolution quickly.  One of the best ways to do that is through the process of mediation - a confidential process that can save the parties a lot of time and money, and allow them the creativity to fashion an agreement that provides remedies a court could not impose (e.g., agreements regarding Lynette's position, hours, reporting structure, benefits, references, or outplacement services).  So, my advice to the parties in this case would be to spend a day in a conference room with an experienced and knowledgeable employment law mediator who can assist them in securing a mutually agreeable resolution." 

On the other hand, Frank Navran who is an ethics expert sees serious ethics issues on both sides:  
      "What saddens me is that it accurately reflects the impulse to reach for the legal argument, rather than the ethical argument, as the deciding factor.  What were the organization's core values?  What were Lynette's values?  And what are those of the HR profession?  I would ask: the parties, "Is your organization's culture one of managing to the minimal standards proscribed by law or to the higher standards of integrity, honesty, respect, accountability, personal responsibility, courage, fairness?"  Shouldn't we all be trying to raise the bar? Isn't that what being a professional is all about?"

Fortunately, for Lynette and the company, the two parties were able to work out something that didn't involve a court.  It involved a conversation among the parties to come to something that on the surface appears to be fair, and takes into account the needs of everyone.


Latest Management Buzzword: JUGAAD

The Centre for India and Global Business at Cambridge University says there's a new business term. Organizations have added it to other buzzwords that include Six Sigma, total quality, lean and kaisen, the Japanese term for continuous improvement.

Jugaad (pronounced joo-gaardh) comes from a Hindi slang word that means an improvisational style of innovation that's driven by scarce resources and attention to a customer's immediate needs, not lifestyle wants.

That means inexpensive invention on the fly, according to Business Week.  In an economy where companies have less money for research and development, and where consumers are trading down to good-enough products and services, they say development on the fly has its place.

The term is now found at Apple's in-house training programs and those of other companies.


H-1B Visa Cap Reached 

U.S. Citizenship and Immigration Services (USCIS) announced that it has received a sufficient number of H-1B petitions to reach the statutory cap for fiscal year (FY) 2010. 

USCIS determined that it received enough cap-subject petitions to reach the limit of 65,000.  USCIS has also received more than 20,000 H-1B petitions filed on behalf of persons exempt from the cap under the "advanced degree" exemption.  Properly filed cases will be considered received on the date that USCIS physically receives the petition; not the date that the petition was postmarked.  USCIS will reject cap-subject petitions for new H-1B specialty occupation workers seeking an employment start date in FY 2010 that arrive after Dec. 21, 2009. 

Petitions filed on behalf of current H-1B workers who have been counted previously against the cap will not be counted towards the congressionally mandated FY 2010 H-1B cap.  Therefore, USCIS will continue to process petitions filed to: 

  • Extend the amount of time a current H-1B worker may remain in the United States. 
  • Change the terms of employment for current H-1B workers. 
  • Allow current H-1B workers to change employers. 
  • Allow current H-1B workers to work concurrently in a second H-1B position.
H-1B in General:  U.S. businesses use the H-1B program to employ foreign workers in specialty occupations that require theoretical or technical expertise in fields, such as scientists, engineers, or computer programmers.
Changes Regarding COBRA Continuation Coverage Under ARRA, As Amended by the 2010 DOD Act

The 2010 DOD Act extended the COBRA premium reduction eligibility period for two months until February 28, 2010 and increased the maximum period for receiving the subsidy for an additional six months (from nine to 15 months).

In addition, individuals who had reached the end of the reduced premium period before the legislation extended it to 15 months will have an extension of their grace period to pay the reduced premium. To continue their coverage they must pay the 35 percent of premium costs by February 17, 2010, or, if later, 30 days after notice of the extension is provided by their plan administrator.

Individuals who lost their subsidy and paid the full 100 percent premium in December 2009 can contact their plan administrator or employer sponsoring the plan to discuss a credit for future months of coverage or a reimbursement of the overpayment.

Updated information can now be found at the EBSA website.

Of course, please feel to contact The HR Team for assistance in understanding this ever changing employment regulation. 


JPB Enterprises Announcement 

JPB Enterprises, Inc. is pleased to announce the formation of JPB Real Estate Services, LLC ("JPB RES"), a full service commercial brokerage, construction and asset manager and institutional advisor. 

JPB RES' service offerings are geographically targeted to the Mid-Atlantic and Southeast U.S. and include the following:

·       Commercial Brokerage - Representation, divestiture and site selection services for landlords and both corporate and local clients. 

 ·      Institutional Advisory - Consulting for public and private institutions, including development, asset management and divestiture services.  

 ·      Construction Management- 3rd party oversight for construction projects ranging from tenant build-outs to mid-size commercial construction projects. Industry focus will include medical, restaurants and general commercial. 

 ·       Asset Management - Real estate life cycle management, including financing, development, property management, financial analysis and valuations.

 

JPB RES is an operating division of JPBE's core real estate investment and development operation, which is headed by Mike Kalinock, Vice President of JPBE.

For more information on JPB Real Estate Services, call Mike Kalinock at 410-884-1960.




 

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