The June Team Player

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Happy June

On May 25 President Bush signed legislation that increases the federal minimum wage to $7.25 an hour. The increase will be in phases:  $5.85 an hour beginning July 24, 2007, $6.55 an hour starting a year later, and $7.25 an hour, beginning two years later.

The bill also contains a $4.84 billion small business tax relief package and includes an extension of the Work Opportunity Tax Credit (WOTC).

Of course, for those in Maryland, where the minimum wage is already $6.15/hour and the District of Columbia, where it is currently $7.00/hour, and unemployment rates (3.6% for Baltimore area and 2.8% for DC Metro) that are much lower than the national average; the minimum wage is not likely to have a significant impact.  In contrast, it is expected that 10% of the workforce in South Carolina , which has a 5.8% unemployment rate, will see a pay increase.

Of course, with the new minimum wage, means new posters.  If you are an ongoing HR support retainer client, your posters are being ordered on your behalf.  Other clients and friends, can contact me at elevitt@thehrteam.com, and I will be more than happy to provide you with updated posters for a nominal charge.

Boomers 'Stay in the Game'

Retiring baby boomers are expected to cause a shortage in skilled staff. Now, many employers are making it easier for them to stay. They are offering part-time work or a change in positions.

By 2012, 20 percent of the U.S. workforce will be age 55 or older, up from 14 percent in 2002. According to workforce planners at the Conference board, employers will need to hire people of any age who have the experience they need.

A survey by Merrill Lynch shows that 83 percent of boomers intend to keep working in retirement, and 56 percent of that group hope to work in a new profession.

Coffee Breaks

To keep workers from leaving the office for a coffee break at Starbucks, more employers are installing high-end coffee machines. They hope to keep their people happy and close by.

To save employees' time and money, many are switching to coffee from Starbucks or Green Mountain Coffee Roasters. Many companies are switching to single-serve machines that brew one fresh cup at a time.

Last year Microsoft upgraded from automatic-drip to single-cup Starbucks servers on every floor. Many smaller companies are doing the same.

How to Recognize Signs Of An Unstable Employee

Unstable individuals in the workplace can take a huge toll on an organization, chipping away at performance and morale and, sometimes, even causing workplace violence.

Workplace psychologist Beverly Smallwood says supervisors can learn to recognize the warning signs of an unstable individual whose attitude is harming the organization and who might become dangerous.

Look for a pattern of behavior in which an employee acts on impulse, emotionally overreacts to situations, exhibits outbursts of rage, ignores other people, and sees himself as a victim of other people.

The unstable individual might be a perfectionist or loner who demands perfection from others and talks openly about getting even with people, making overt or implied threats.

Individuals may start a pattern of dangerous behavior with low-level assaults such as pushing or brandishing a fist.

Smallwood advises supervisors not to ignore a pattern of risky behavior that begins with an inability for an employee to get along with others.

"Getting along with others and working cooperatively as a team member is a critical part of the job," Smallwood says.

Smallwood advises supervisors to meet with the problematic individual and address specific behaviors with them. She says supervisors should be prepared to listen to the individual, addressing legitimate complaints, and coaching individuals on how to work more effectively.

Smallwood advises supervisors to take an honest look at the workplace environment to see if any practices cause employees to constantly feel frustrated, disrespected, and powerless. These conditions contribute to poor results and low morale in the whole organization and are especially dangerous for individuals who are already unstable or antisocial.

Listening to people, showing empathy, and doing what you can to keep people focused on their team purpose is easier than confronting them when an incident occurs.

What Would the IRS Say About This?

Listed on a resume - “Worked full tax season as a Tax Repairer” 

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