Randi Frank HR Consulting

HR Tips for Employers

By

Hiring an Intern Tip #4: How do you find Interns?

Tip 4 – How do you find Interns?

You’ve decided that an intern would be ideal for your company, what now? There are several ways to find interns. One of the best places to start is your local College or University. Many higher education programs now require internships (if they don’t they should). Several Universities have someone assigned to serve as the liaison for internships. If not, you can contact the department or major that is most closely related to your business (i.e. Accounting, Master’s in Business Administration, Communication, Technology, etc.).

Many professional associations have internship programs and they make direct contact with the colleges for you. Another option is your local workforce board. Many of them have youth work study programs. These are local students that often can work year round in some capacity, which helps alleviate the need to constantly train someone new.

Many firms have set up internships that require students to submit applications with the idea that after they train the intern and provide them with specific rotations in their firm they will be placed into a full time job. Since more people are talking about internships for college students there are now companies that are specifically available to find you interns for a fee and assist you with the whole process.

As a Human Resource professional and business owner, I was contacted by a University Professor who serves as the advisor to HR students. I am now getting resumes directly from students who have been referred to me by the Professor. This helps to ensure my internship opportunities match the right intern.

Questions? Contact me today!

By

What should you do if you Experience Sexual Harassment in your Work Place?

Sexual Harassment - What should you do when it happens to you?If you have experienced sexual harassment in your workplace that are similar to the examples in the news then you need to report it.

Hopefully your agency/organization has a Sexual Harassment Prevention Policy that lets you know the proper person to approach to report your issue.  Policies should provide you with a number of options of supervisors, managers, directors or CEO’s.  Find the person you feel most comfortable with to discuss the issue. Management should have been trained to take these cases seriously (and now that everyone is talking about it in the news they should take it seriously).

An investigation should be done to give both the victim and accused the opportunity to be heard. Witnesses will also be questioned. If the investigation is determined in favor of the victim, the discipline or termination of the accuser will depend on the severity of the incident.  If the incident includes exposing oneself or constant touching of males or females then termination may be the answer.

In some cases, where the incident is limited to inappropriate comments, it is likely training will be recommended. This is the reason why training should be done and even small incidents should be reported so the environment does not become one of sexual tension in the workplace. Sexual Harassment Prevention Training will, hopefully, prevent small uncomfortable, inappropriate acts from occurring and escalating into hostile work environments where sex seems to become a job requisite.

If your agency/organization does not have a Sexual Harassment Prevention Policy then you may need to approach an Attorney or contact State or Federal Equal Employment Opportunity type agencies.

See Tips on Sexual Harassment Training for more information on this topic– The tips highlight training as well as what should be included in policies and what companies and agencies should do to create a harassment free workplace that treats everyone with respect.

Contact Randi Frank if you’re not sure your policy or training is up to date.
Randi can give you a quote for Sexual Harassment Prevention Training and Policy Development.

By

So, is Sexual Harassment Happening in Regular Business Offices?

Sexual Harassment - It's not just in the headlinesYes, we have heard about the cases in Hollywood, Military, Tech World, and Political Offices but it is also happening in regular business offices. According to the National Association of Women Business Owners (NAWBO), “Sexual harassment is common in the startup community.” A NAWBO survey found that 78% of women founders surveyed said they had been or knew someone who had been harassed.

I have been teaching Sexual Harassment Prevention Training since 1995 and every time I complete a class, I learn about another case of sexual harassment. Here are just a few of the stories I have heard:

  • A young man joined a national recruitment firm. He shared a secretary with his boss. On his first week of work he had a big project that required getting a lot of documents together for a client presentation. He went to the Secretary (female) to ask for her assistance. She said she would help him only if he slept with her. He decided to do the work himself. His boss’s response was oh she is always like that!
  • Another woman told the story that her boss came on to her with flirting type of behavior. When it became more intense and she said no – he moved her out of the good job she had and moved her to another office which was like a demotion. That is called retaliation. She did hire an attorney and received a payment.
  • A young man started his first job after receiving his MBA. He was so excited about his degree and new job. On his first day he walked down the hall past a number of offices. Each of the woman he past held up a card with the number 7 to 9 rating his body. That is just as disrespectful as if it was done to a woman. Employees should be rated by their bosses only on their performance not their body parts.
  • There was a case where a CEO made crude remarks (sexual in nature or jokes) to an Administrative Assistant. She sued the agency and a Manager who witnessed these situations testified that he had heard the remarks by the CEO to the Administrative Assistant. Then the CEO terminated the Manager – the Manager sued and won for retaliation.
  • A Supervisor had sex with his Assistant and the next day that Assistant gets the plum assignment within a Team of 5 other people. Everyone on the Team knows about the Supervisor and Assistant hooking up and they are very uncomfortable working within this Team – This is called a hostile work environment.

See Tips on Sexual Harassment Training for more information on this topic– The tips highlight training, what policies should say and what companies and agencies should do to create a harassment free workplace that treats everyone with respect.

Contact Randi Frank if you’re not sure your policy or training is up to date.
Randi can give you a quote for Sexual Harassment Prevention Training and Policy Development.

By

Tips for New Leaders/New Executives Tip 8: Take Appropriate Management Classes

A promotion that changes your position from colleague to supervisor will change the working dynamic with your colleagues. Here are some tips to help you manage that transition successfully.

Take appropriate management classes to assist you with your training for the new responsibilities. You may not have extensive experience with some of your new responsibilities such as budget, human resources, supervision, finances, purchasing, or risk management, to name a few.

  1. Brush up on all the administrative functions is very important–especially if your previous position was very technical and did not include many administrative responsibilities.
  2. Remember what you liked about your good supervisors and try to incorporate their positive traits into your management style.

Learn from the mistakes of bad supervisors.

Questions? Contact me today!

By

Sexual Harassment Issues Today

Why are women coming forward now, after so many years, to report Sexual Harassment?

The #MeToo movement has taken hold and people are finally talking, listening and taking action. The movement has given many people, women specifically, the courage to come forward.

We often hear the question, “why didn’t they come forward in the past?” Of course the answer is that  they were afraid of losing their job and being black-balled out of their career choice.

The examples in the news are mostly of high powered male bosses or stars that could have affected the careers of the women who had been working toward coveted positions for years. Imagine the frustration of having a plum role or high-level media position offered only to have it seem conditional on inappropriate sexual behaviour.

It’s not just women who are coming forward now with complaints of sexual harassment, there are men who have been harassed by stars too who did not come forward until the #MeToo movement because of concerns about their careers and income.

While most working women are not meeting with high-level media moguls, there are many women who are the sole income earner or part of a two-person income family that can not survive without her job. If the culture is such that the perpetrator is more likely to be believed than the victim, many victims feel they can’t risk their jobs by reporting incidents.

All you have to do is watch the Clarence Thomas hearings when Anita Hill came forward to claim Sexual Harassment.  She was on national television sharing her story in detail for the whole world and Clarence Thomas was still confirmed as a Supreme Court Justice. Many people saw the embarrassment she went through and did not want to put themselves or their families through that ordeal.

Hopefully, the #MeToo movement will finally change the culture so victims will have more power and will not have to risk their livelihoods to protect themselves from unwanted sexual advances.

See tips on sexual harassment training for more information on this topic. The tips highlight training and what policies should say and what companies and agencies should do to create a harassment-free workplace that treats everyone with respect.

Two Quick Tips Taken From Recent Headlines:

  1. Inviting a woman to your home by herself is probably not an appropriate way to conduct professional meetings.
  2. Having a secret button to lock your office door behind someone from your desk is obviously not an appropriate way to conduct professional meetings.

Contact Randi Frank if you’re not sure your policy or training is up to date.
Sexual Harassment Prevention Training and Policy Development.

By

Executive Search Tip 9: What types of interviews are conducted during an executive search for finalists?

Once finalists have been chosen, the interview process begins. If there is an appointing authority or board of directors we usually have a full interview with the board/council so they can observe candidates in normal meeting settings.

Some of the other methods include the following…

  • One-on-one interviews of each candidate with each board member.
  • Candidates meet with stakeholders in private or public meetings or interviews.
  • Meet and greet types of meetings that are very casual and allow the stakeholders to meet each of the candidates in a social atmosphere.
  • Candidates meet privately with employee groups and department head groups so there is an exchange of ideas and input from various stakeholders.

In the public sector it is not uncommon for candidates to be in a public hearing of citizens who have the opportunity to ask questions of the candidates. Tours of the agency or community also allow another group of people to observe the candidates. Sometimes these types of interview formats are done with all the candidates at one time in the same room or as individual sessions. It is important to see executive leaders in various situations that are a part of their everyday life as a manager.

Questions? Contact me today!

By

Orientation & Onboarding Tip 8: Always follow up with new employees.

Stay in touch – ongoing communication will help you to ensure that the employee is succeeding and has all the tools they need for continued success. The better the on-boarding process and follow-up, the more likely you will avoid employee turnover.

  • Make sure new employees feels comfortable with their new job. Always have open channels for their feedback and be ready to assist them.
  • Identify the employee’s strengths and determine what knowledge, skills, abilities and assignments that will complement or enhance them.
  • Identify areas and provide them with the tools or training that the employee needs to grow and improve to achieve job competencies
  • Schedule and hold a six-month performance appraisal meeting.

By

Mentoring Tip 2: How do you pick the right Mentor?

 
Ideally, the mentor has as much interest in being a mentor as the employee or intern has in being mentored. It’s only fair to both parties that the interest is mutual and can improve both parties’ knowledge, perspectives, and insights while sharpening interpersonal skills. Beyond this, the mentor must be capable of supporting, listening, and teaching his or her mentee. To be a mentor, a person must also have an excellent understanding of the organization’s culture, values, and procedures.

I am currently a mentor to a student at the University of Connecticut through a Society of Human Resources Managers (SHRM) chapter. I volunteered for the program so that I could give back since so many mentors helped me when I was in college. The program chair created the match and my mentee and I met and hit it off instantly. We have been meeting when our schedules allow and keeping in touch via email. I have assisted her with her resume, shared project documents for her review and education, and taken her to appropriate meetings in the field of Human Resources.

Stay tuned for Tip #3 coming next week!

Questions? Contact me today!

 

By

Succession Planning Tip #8: Communicate a certain amount about your plans to those involved.

While it is often not considered a good idea to inform employees of their status in the company, it can be very beneficial if the high potential candidates are aware they are on track for higher positions. These candidates will be less likely to leave and more likely to become motivated and more engaged. Having a career coach available to assist both the supervisor and employees could prove to be rewarding and a great way to promote this program.

Questions? Contact me today!

By

Job Description Tip 7

7. Job descriptions should be accurate and legally compliant to provide legal defense against discrimination.

State and federal laws prohibit employment discrimination. Some laws that all employers should consider when writing job descriptions include:

• Fair Labor Standards Act – Job descriptions should indicate whether the position is non-exempt or exempt; in other words, subject to overtime or not subject to overtime, respectively.

• Americans with Disabilities Act – Job descriptions should only include physical restrictions that are essential functions of that position. For example, one cannot ask a secretary to lift more than 50 pounds just because there may be a file box that is more than 50 pounds. Lifting heavy items is not an essential function for the secretary, and should instead be part of the custodian’s position.

• Title VII of the Civil Rights Act of 1964 – Job descriptions should not discriminate on the basis of race, color, gender, religion, national origin, age, disability (including pregnancy), genetic information and citizenship status. For example, a job description should not indicate that only a male or female can fill the position.

• Age Discrimination in Employment Act – Job descriptions should not indicate an age limitation on the position. Anyone who can meet the essential functions of the job should be eligible for the position.

By

Hiring an Intern Tip #5: Do you have to pay Interns?

Tip 5 – Do you have to pay Interns?

Now that you have a project in mind, the next question is… Do I have to pay my intern? It’s pretty easy to make this determination by looking at the scope of the internship.

  1. If the intern is doing work that you would have done yourself or had another employee handle then you need to treat them like a paid intern. You must pay them minimum wage or higher. The term intern indicates it is a temporary position and they are not considered an employee. But they could become an employee if they work full time and for more than 6 months then you may be crossing the line between intern and employee.
  1. If the internship is part of a college/university course then you may not have to pay them. Since it is part of their class requirements it will be used as a learning experience. These types of internships usually require the student to keep a journal of their work and require you as the supervisor to prepare reports and evaluations about the students’ performance. If you can prove that the internship is fully a learning experience and not replacing an employee or not performing work that would be done by an employee if you did not have an intern then you may not have to pay them. However, in this case I would recommend that you consult with a labor attorney so you do not get fined by the Department of Labor.

Overall, be fair. If the intern is learning a great deal, getting credit and only putting in a couple hours a week, then an unpaid internship may be okay. However, if the work they are doing contributes to the success of the company and they are putting in a lot of hours, the intern really should be compensated.

Questions? Contact me today!

By

Tips for New Leaders/New Executives Tip 9: Find a Mentor Inside and/or Outside the Organizatin

A promotion that changes your position from colleague to supervisor will change the working dynamic with your colleagues. Here are some tips to help you manage that transition successfully.

Find a mentor inside and/or outside the organization to provide guidance.

  1. A mentor who has been in a similar position as you can help you understand your new role. A good mentor will be able share their past successes and failures so that you can try to emulate successful strategies and avoid potential pitfalls.
  2. An inside mentor can help you with the lay of the land of the organization at the management level.
  3. An outside mentor may be able to provide an unbiased outside perspective that could be useful in fully understanding and managing certain situations that may be difficult for inside personnel to view objectively.

Questions? Contact me today!

By

Executive Search Tip 10: What are the final steps and is there any follow up to the process?

This is another step in the Executive Search process that needs to be defined prior to choosing a firm as it can vary. With our firm, once the client or appointing authority has made a selection of a candidate, we as the Executive Search firm serve as the liaison between the candidate and the client to assist them with negotiating a contract or terms of employment. Details discussed include salary and benefits, starting date, etc. Of course it sometimes happens that the selected candidate declines the position or has received another offer that they accepted. In these cases, we need to know if the appointing authority is comfortable with candidate number two.

We continue to keep all parties informed at the end of the process and offer to assist with any concerns during the first year of employment. We will conduct another search if the candidate selected through our efforts leaves before a full year of service for no additional fee, just expenses. We also offer the services of goal setting with the new candidate and the appointing authority to establish performance measurements for the first year of employment. For more information on goal setting tips or anything else mentioned in this series of posts, please Contact Us.

 

Member – Louisville Independent Business Alliance

member of Louisville Independent Business Alliance

Follow Us