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		<title>HR Resource </title>
		<link>http://www.hrresource.com/</link>
		<description></description>
		<language>en-us</language>
		<lastBuildDate>Fri, 30 Jul 2010 09:32:54 CDT</lastBuildDate>
		<webMaster>webmaster@hrresource.com (Webmaster)</webMaster>
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			<title><![CDATA[IRS Issues FBAR Filing Relief, But Certain Filing Obligations Remain ]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=818</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=818</link>
			<description><![CDATA[  The IRS has recently issued several pieces of guidance related to the filing of the Report of Foreign Bank and Financial Accounts, IRS Form TD F 90-22.1 (&ldquo;FBAR&rdquo;), by pension plan sponsors. While the IRS has relieved some of the filing obligations, most notably the requirement for plans to file for foreign hedge fund investments for 2009 and prior years, certain filing obligations remain. ]]></description>
			<pubDate>Tue, 22 Jun 2010 09:46:02 CDT</pubDate>
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			<title><![CDATA[New Blog]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=813</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=813</link>
			<description><![CDATA[dgfjh]]></description>
			<pubDate>Tue, 08 Jun 2010 08:37:46 CDT</pubDate>
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			<title><![CDATA[How to Be Resilient During Tough Times]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=806</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=806</link>
			<description><![CDATA[Tough times happen for everyone.&nbsp; They are unavoidable at work and home.&nbsp; As a result of the&nbsp;changes and demands&nbsp;being experienced, the stress from tough times can take a toll on our body, mind and emotions, which ultimately affects our&nbsp;work and life performances.&nbsp; ]]></description>
			<pubDate>Fri, 23 Apr 2010 08:21:03 CDT</pubDate>
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			<title><![CDATA[Four Corporate Vision Barriers That You Can Overcome]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=802</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=802</link>
			<description><![CDATA[When it comes to leadership excellence there is little that is more important than setting the strategic tone and vision of the team or organization. Unfortunately, the execution of that vision is often hindered by four common vision barriers. The good news is that these barriers can be overcome.&nbsp; Find out how...]]></description>
			<pubDate>Fri, 12 Mar 2010 08:56:09 CST</pubDate>
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			<title><![CDATA[Get Creative With Training]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=793</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=793</link>
			<description><![CDATA[Whether you're preparing to move into your dream-home, raising a house full of kids - or both, you know each requires a lot of hard work, planning, and continuous upkeep - unless your want those dreams to turn into nightmares! &nbsp;We've all heard that worn-out old adage, "Nothing worthwhile comes easily; work, continuous work and hard work, is the only way to accomplish results that last."&nbsp; Well, it may be old and corny, but it's just as true as can be - if you want things to turn out well, you have to constantly work hard and be vigilant to ensure everything remains on track.]]></description>
			<pubDate>Mon, 30 Nov 2009 11:36:37 CST</pubDate>
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			<title><![CDATA[Managing Stress Key to Success]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=792</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=792</link>
			<description><![CDATA[The focus of this issue certainly helps us understand that pets can add joy to our lives and, in many cases - in ordinary times, help reduce stress for some of us.&nbsp; However, it doesn't take a rocket scientist to know that we are definitely NOT living in ordinary times; one peek at the newspaper and/or a glimpse of the evening news will quickly convince you of that sobering fact.&nbsp; The reality exists we are currently treading in uncertain economic waters and many individuals are experiencing unprecedented and overwhelming stress, such as they may not have suffered prior.&nbsp; Therefore, some may actually feel as if they are literally drowning in these difficult times and employers may be able to ease the stress a bit and throw them some life-lines.&nbsp; The key, as it is to so many things in life, is communication.]]></description>
			<pubDate>Mon, 30 Nov 2009 11:35:51 CST</pubDate>
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			<title><![CDATA[Onboarding New Employees: Six Steps to Success]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=789</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=789</link>
			<description><![CDATA[The new hire onboarding process is critical in setting the stage for exceptional employee performance.&nbsp; While often confused with new hire orientation, onboarding is a highly strategic process that must be carefully crafted to ensure your new employees assimilate into your organization's culture and are able to quickly reach their full potential.&nbsp;This article explores six critical steps for success during the employee onboarding process.]]></description>
			<pubDate>Fri, 09 Oct 2009 16:25:42 CDT</pubDate>
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			<title><![CDATA[CONSISTENCY CRITICAL IN WORKPLACE RELATIONS  ]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=767</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=767</link>
			<description><![CDATA["Joe Cool" may always be the most-invited person to every party and "swinging singles" to liven up any occasion; however, beware of praising these attributes in the workplace.&nbsp; Of course, any organization is going to be a microcosm of society and there's little doubt that you may have some high-profile, cooler than ice, super-swingers working for your company - along with your aging baby boomers, stressed-out single parents, immigrants with differing cultures, and employees with disabilities.]]></description>
			<pubDate>Mon, 21 Sep 2009 08:23:31 CDT</pubDate>
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			<title><![CDATA[Work Comp Happens]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=781</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=781</link>
			<description><![CDATA[Injuries occur in the workplace.&nbsp; Your behavior and reaction to these injuries will drive a successful rehab or it won't.]]></description>
			<pubDate>Mon, 21 Sep 2009 08:22:45 CDT</pubDate>
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			<title><![CDATA[Department of Labor Provides Form 5500 Transition Relief for 403(b) Plans with Respect to Pre-2009 Contracts]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=772</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=772</link>
			<description><![CDATA[On July 20, 2009, the U.S. Department of Labor (DOL) published Field Assistance Bulletin No. 2009-02 (FAB 2009-02), which provides guidance and transition relief for sponsors of 403(b) plans that will be required to file a more detailed Form 5500 annual report beginning with the 2009 plan year.&nbsp; While the guidance does not delay the annual reporting requirements, it does allow for reasonable good faith compliance and other transition relief that should assist plan sponsors in meeting their reporting obligations.]]></description>
			<pubDate>Mon, 31 Aug 2009 11:20:10 CDT</pubDate>
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			<title><![CDATA[Vision and Mission Engaged Employees]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=761</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=761</link>
			<description><![CDATA[What do your Vision and Mission statements say about your culture?&nbsp; Is it real?]]></description>
			<pubDate>Thu, 27 Aug 2009 10:34:28 CDT</pubDate>
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			<title><![CDATA[Teamwork Gems Create Startling Results]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=756</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=756</link>
			<description><![CDATA[Every minute of teamwork in the 21st century requires adaptation to each other, to changing conditions, and sometimes to changing goals.&nbsp;The traditional definition of a team,&nbsp;a group of people working together toward a common goal, sounds logical,&nbsp;is clear - and doesn't work.&nbsp;Most people participate from their own perspective and the organization gets stuck performing based on how they are organized. Sometimes leaders don't even consider business opportunities because of the current organizational structure.]]></description>
			<pubDate>Wed, 19 Aug 2009 07:03:07 CDT</pubDate>
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			<title><![CDATA[The Value of Domestic Partner Benefits in Recruiting and Retaining LGBT Employees]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=754</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=754</link>
			<description><![CDATA[Employers seeking to recruit and retain talented lesbian, gay, bisexual, and transgender ("LGBT") employees&nbsp;&nbsp;&nbsp;&nbsp; are increasingly finding that offering domestic partner benefits is a necessary part of their recruiting efforts.&nbsp; As demand for skilled employees and a diverse workplace has grown in recent years, prospective LGBT employees have come to request and even expect that employers recruiting in a competitive market will offer employees in same-sex relationships access to the benefits that have long been offered to employees in opposite-sex relationships.]]></description>
			<pubDate>Tue, 18 Aug 2009 06:25:55 CDT</pubDate>
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			<title><![CDATA[How to Ask for What You Want and Get What You Need]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=740</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=740</link>
			<description><![CDATA[ If you always do what you always did, you always get what you always got."&nbsp; It's up to you to do something about your negative, energy-draining circumstances.&nbsp; Go for it - get happy!]]></description>
			<pubDate>Thu, 30 Jul 2009 10:15:10 CDT</pubDate>
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			<title><![CDATA[Employee Benefits for Same-Sex Spouses]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=733</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=733</link>
			<description><![CDATA[2009 has been a year of dynamic change in the ongoing debate over same-sex marriage.&nbsp; As 2008 drew to a close, same-sex couples could legally marry only in Massachusetts and Connecticut and over 18,000 same-sex couples who had legally married in California before the state constitution was amended to ban same-sex marriage awaited a ruling from the California Supreme Court on the continued validity of their marriages.&nbsp; Now, only eight months later, same-sex marriage has been legalized in four more states and the outcome of the uncertain legal status of same-sex marriage in California has been determined.]]></description>
			<pubDate>Fri, 24 Jul 2009 16:27:26 CDT</pubDate>
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			<title><![CDATA[Managing Change]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=732</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=732</link>
			<description><![CDATA[Change can be difficult. I work in a healthcare setting, so clinical change in a patient is a key focus for our clinical staff, but the "change" I am referring to herein concerns how one can deal with the challenges of organizational change in today's environment. Many of us have experienced changes in our organizations, in the marketplace, or in the environs in which we operate. Paradoxically change seems to be the new status quo.]]></description>
			<pubDate>Fri, 17 Jul 2009 07:33:17 CDT</pubDate>
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			<title><![CDATA[I'm not a techie....]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=729</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=729</link>
			<description><![CDATA[As an employer, you cannot afford not to understand social networking, texting, instant messaging, and any other new technology that is used by your employees. Let's be honest, phones are not just phones anymore. The days of the rotary phone and party line have come and gone.]]></description>
			<pubDate>Wed, 15 Jul 2009 00:00:00 CDT</pubDate>
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			<title><![CDATA[Do What You Say You're Going To Do]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=728</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=728</link>
			<description><![CDATA[Broken promises, ideas and concepts discussed in corporate America that are often not realized...it's time to stop the bleeding.&nbsp; We're losing good people over it.]]></description>
			<pubDate>Mon, 06 Jul 2009 13:55:47 CDT</pubDate>
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			<title><![CDATA[Is Your Team Healthy or Dysfunctional?]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=727</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=727</link>
			<description><![CDATA[ The performance and&nbsp;happiness potential of a healthy team is limitless.&nbsp;Even when a task appears impossible to complete, a healthy team will collaboratively and enthusiastically complete the task above expectations.&nbsp;A dysfunctional team will not.&nbsp;]]></description>
			<pubDate>Mon, 06 Jul 2009 08:11:19 CDT</pubDate>
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			<title><![CDATA[For Effective Hiring in 21st Century, Engage Candidates in Action Interviews]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=725</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=725</link>
			<description><![CDATA[Posing questions to job candidates in interviews, no matter how behaviorally based, doesn't show you what they will contribute.&nbsp; Perhaps this is one reason temp-to-perm positions became so popular even with the buy-out fee the employer pays.&nbsp; The employer has seen the temporary staff in action.]]></description>
			<pubDate>Tue, 30 Jun 2009 11:05:42 CDT</pubDate>
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			<title><![CDATA[Employee Performance Accountability - Do Your Employees Know What is Expected of Them?]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=724</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=724</link>
			<description><![CDATA[Effective employee performance management is the hallmark of any great manager or leader.&nbsp; However, time and time again, we find managers and leaders whose performance management efforts are doomed from the start. How can this be? It all boils down to the employee's perception of what is expected of them in their position.&nbsp; Far too often, employees do not have a clear understanding of what is expected of their performance at work. Consequentially, performance suffers, management gets frustrated, performance suffers further, management gets even&nbsp;more frustrated, and the downward spiral continues until the employment relationship is ultimately terminated by one of the parties. Often times this ugly sequence of events can be easily avoided by taking the time at the beginning of the employment relationship to set clear performance expectation.&nbsp;&nbsp;]]></description>
			<pubDate>Tue, 30 Jun 2009 06:29:35 CDT</pubDate>
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			<title><![CDATA[Life After Proposition 8]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=719</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=719</link>
			<description><![CDATA[The ban on same-sex marriage in California will continue, at least for now, after the California Supreme Court ruled on May 26, 2009 that Proposition 8 validly amended the state constitution to define marriage as a union between a man and a woman.&nbsp; Proposition 8 was approved by voters by a margin of 52%-48% on November 4, 2008. The Court's decision was based on a determination of whether Proposition 8 was an "amendment" or a "revision" to the state constitution.&nbsp; Revisions to the state constitution require approval by at least two-thirds of both houses of the state legislature before going to voters, unlike amendments which can proceed directly to voters without prior legislative approval.]]></description>
			<pubDate>Mon, 29 Jun 2009 09:46:13 CDT</pubDate>
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			<title><![CDATA[Domestic Partners Excluded from Federal COBRA Subsidy]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=717</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=717</link>
			<description><![CDATA[The recently enacted economic stimulus bill, titled the American Recovery and Reinvestment Act, includes a federal subsidy for group health plan coverage under the Consolidated Omnibus Budget Reconciliation Act of 1985 ("COBRA") and similar state laws that offer comparable continuation coverage.&nbsp; The subsidy covers 65% of the cost of COBRA coverage for up to nine months of coverage for employees who were involuntarily terminated at any time between September 1, 2008 and December 31, 2009 and their qualified beneficiaries.&nbsp; Qualified beneficiaries are identified as spouses and dependent children of the employee.&nbsp; The subsidy, like COBRA coverage in general, is not available to same-sex spouses or domestic partners since the federal Defense of Marriage Act limits the definition of "spouse" for all purposes of federal law to a person of the opposite sex.&nbsp; However, many employers elect to provide "COBRA-equivalent" coverage to the domestic partners and/or same-sex spouses of employees.]]></description>
			<pubDate>Wed, 24 Jun 2009 14:02:53 CDT</pubDate>
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			<title><![CDATA[Same-Sex Marriage Update]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=718</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=718</link>
			<description><![CDATA[2009 is shaping up to be a year of significant change in the ongoing debate over same-sex marriage.&nbsp; In recent weeks same-sex marriage was legalized in Iowa, Vermont, and Sweden and pending legislation may soon lead to the legalization of same-sex marriage in New Hampshire and the recognition of same-sex marriages in the District of Columbia.&nbsp; Employers should take note of these legal developments that are likely to cause an increase in requests for spousal benefit coverage from employees who legally married their same-sex partner in one of the four states or seven foreign countries where same-sex marriage is now legal.]]></description>
			<pubDate>Wed, 24 Jun 2009 14:02:49 CDT</pubDate>
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			<title><![CDATA[Empower or "Unempower"?  Where Does The Line Get drawn?]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=713</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=713</link>
			<description><![CDATA[How much authority do you give to staff?&nbsp; Too little?&nbsp; Too much?&nbsp; When do you realize that perhaps you as a manager need to pull back a bit on the reigns?]]></description>
			<pubDate>Fri, 12 Jun 2009 15:12:50 CDT</pubDate>
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			<title><![CDATA[Non-competition Agreements: 10 Cautionary Thoughts]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=712</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=712</link>
			<description><![CDATA[People do odd things when they enter into a new relationship. I call it the honeymoon period. It's a time when it is all good, your vision is clouded by optimism that overlooks faults or problems that are visible to everyone else. Words of caution from well meaning friends have the sound of crazy alarmist rhetoric. &nbsp;No, this post is not about relationship advice, it's about the workplace.]]></description>
			<pubDate>Fri, 12 Jun 2009 15:12:48 CDT</pubDate>
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			<title><![CDATA[MISUNDERSTANDING LEADS TO MISCLASSIFICATION - WHY UNDERSTANDING THE OVERTIME EXEMPTION RULES OF THE FAIR LABOR STANDARDS ACT IS SO IMPORTANT]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=710</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=710</link>
			<description><![CDATA[In the recent case of Morgan v. Family Dollar Stores, Inc., the 11th Circuit affirmed a jury award of over $35 million dollars&nbsp;in unpaid overtime wages for more than one thousand store managers who had been misclassified as exempt.&nbsp;&nbsp;Like Dollar Stores,&nbsp;employers&nbsp;often operate under the mistaken belief that employees who are paid salaries and given managerial or executive titles are automatically exempt from the overtime.&nbsp;&nbsp;These&nbsp;misconceptions&nbsp;can have severe consequences if it is later determined that&nbsp;the employees were misclassified as exempt,&nbsp;but are in fact,&nbsp;entitled to overtime pay.&nbsp;&nbsp;]]></description>
			<pubDate>Thu, 04 Jun 2009 07:42:12 CDT</pubDate>
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			<title><![CDATA[How Do You Deal With Difficult People?]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=709</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=709</link>
			<description><![CDATA[ Who in your life do you consider difficult?&nbsp; Is it your boss, a colleague, a family member or a friend?&nbsp; Or, perhaps you realize that you are a difficult person&nbsp;who struggles&nbsp;at getting along with people.&nbsp; Whoever the difficult person is, you are probably fueled by emotions and stress when you interact with them.&nbsp;]]></description>
			<pubDate>Mon, 01 Jun 2009 06:48:48 CDT</pubDate>
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			<title><![CDATA["Creative Destruction" - How to Manage Headcount in a Recession]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=708</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=708</link>
			<description><![CDATA[Organizational headcount can become a very touchy topic during an economic downturn.&nbsp; No organization takes joy in having to lay its employees off; however, job cuts often become a necessity of organizational survival during a recession.&nbsp;Economist Joseph Schumpeter has an interesting theory called "Creative Destruction" that has important business implications when it comes to managing employee headcount during a business downturn.&nbsp;Check out this post to find out what they are...]]></description>
			<pubDate>Fri, 22 May 2009 14:02:15 CDT</pubDate>
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			<title><![CDATA[Faltering Economy Encourages Entrepreneurs]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=657</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=657</link>
			<description><![CDATA[ It's no surprise to anyone that our economy is faltering, as are financial systems around the world.&nbsp; In late 2008 the headlines across America screamed "recession" and everyone simply said, "Well, duh!"&nbsp; So, okay - we're in an economical downturn, a worrisome funk - now what?&nbsp; Well, some old clich&eacute;s come to mind, such as "When the going gets tough, the tough get going."&nbsp; Or how about this one, "Just reach down and pull yourself up by your bootstraps."&nbsp; Great advice - but just how is one supposed to accomplish these feats?]]></description>
			<pubDate>Mon, 18 May 2009 00:00:00 CDT</pubDate>
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			<title><![CDATA[Integrating Generation Y Into the Workplace]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=658</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=658</link>
			<description><![CDATA[ Whether they're sizzling singles, magical marrieds, or living in a dream home, if they're in your workplace you want them to be enthusiastic, energetic, extraordinary employees.&nbsp; Just how do you manage this?&nbsp; Well, indeed, that's the billion dollar question.&nbsp; Fortunately, there is a simple answer - you train them.&nbsp; Unfortunately, there is no easy way to do this, especially when you consider the diverse individuals moving into our modern workplace environments.&nbsp; Each person is from a unique background and, therefore, each needs specific training that may not fit what others need.&nbsp; Is this a daunting task?&nbsp; Yes, it is; but we have some tips for you.]]></description>
			<pubDate>Tue, 12 May 2009 00:00:00 CDT</pubDate>
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			<title><![CDATA[IRS Gives Underfunded Multiemployer Defined Benefit Plans More Time to Make WRERA Elections]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=674</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=674</link>
			<description><![CDATA[IRS gives significantly underfunded multiemployer defined plans making elections described in sections 204 and 205 of the Worker, Retiree, and Employer Recovery Act of 2008, P.L. 110-458 (WRERA) more time.]]></description>
			<pubDate>Tue, 05 May 2009 10:53:31 CDT</pubDate>
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			<title><![CDATA[Training + Development = Strong Organization........ Training - Development = Disaster]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=677</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=677</link>
			<description><![CDATA[So often as organizations we think we have it down in regards to training and development programs, aka T/D.&nbsp; So often we fall short of the concept, letting it roll into a deep, dark abyss.&nbsp;]]></description>
			<pubDate>Tue, 05 May 2009 10:53:20 CDT</pubDate>
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			<title><![CDATA[Changing Face of the American Workplace]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=655</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=655</link>
			<description><![CDATA[ Kern County,  California, has always been keenly aware of the rich Hispanic influence in their community, from cultural fairs and popular Latino markets to a wide variety of Spanish-language radio/television stations, and newspapers.&nbsp; So, it probably will come as no surprise to those in that Central California area that California has the largest Hispanic concentration of any state in the Union, with Texas a distant second ("Rising Clout" HR Magazine, September 2008).&nbsp; Why is this significant?&nbsp; Because, as the fastest growing population, the Hispanic community is also a key ingredient in the future of America's workforce.]]></description>
			<pubDate>Mon, 04 May 2009 15:28:12 CDT</pubDate>
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			<title><![CDATA[Managing Swine Flu Workplace Disruptions]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=676</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=676</link>
			<description><![CDATA[While U.S. businesses don't yet know how deadly the swine influenza A (H1N1) virus infection (swine flu) outbreak will be, they already are experiencing growing challenges and operational disruptions from the rising tide of employee leave requests and other employment and operational disruptions resulting from the pandemic containment efforts if not the disease itself.&nbsp; Striking the right balance requires careful planning and consideration.&nbsp; Read more for tips for businesses on balancing the risks and responding.]]></description>
			<pubDate>Mon, 04 May 2009 15:26:01 CDT</pubDate>
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			<title><![CDATA[Has the time come for an alternative work week?]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=671</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=671</link>
			<description><![CDATA[ If you're older than 30, get set to take a short trip down memory lane; if you're younger than 30, settle in for a history lesson that is as relevant as today's headlines.&nbsp; Those who remember the 1970s, will remember the pain of the oil crisis during that decade.&nbsp; Prompted by an oil embargo imposed by OAPEC (Organization of Arab Petroleum Exporting Countries) on October 17, 1973, America and other Western nations were plunged into an energy crisis.&nbsp; Not only did the price of gasoline at the pump and heating oil soar, there were intense shortages of fuel.]]></description>
			<pubDate>Fri, 01 May 2009 11:25:18 CDT</pubDate>
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			<title><![CDATA[Getting Results Through Accountability]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=653</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=653</link>
			<description><![CDATA[While there are some valid reasons that can keep us behind and stuck in our same-old behaviors and thinking patterns, holding ourselves and others accountable is the only way to bring about positive results in both our personal and professional lives. To bring about accountability we need to realize that we are only being responsible when we help people grow and perform, not when we enable them to do less.]]></description>
			<pubDate>Wed, 29 Apr 2009 10:34:00 CDT</pubDate>
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		<item>
			<title><![CDATA[Are Your Supervisors a Liability or an Asset?]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=652</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=652</link>
			<description><![CDATA[ Leaders&nbsp;need to develop and empower their teams, and themselves, into high-performance individuals.&nbsp;Leaders&nbsp;need to&nbsp;build trust to produce higher levels of job satisfaction and personal happiness.&nbsp; People perform better and are happier when they have trust.]]></description>
			<pubDate>Wed, 29 Apr 2009 10:33:58 CDT</pubDate>
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			<title><![CDATA[One Cause of Interpersonal Conflict in the Workplace: Mindset]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=649</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=649</link>
			<description><![CDATA[Interpersonal conflict has many roots and sources in the workplace.&nbsp; I would like to highlight one cause of workplace conflict I see quite often: differing mindsets among the team members within an organization]]></description>
			<pubDate>Mon, 27 Apr 2009 07:47:56 CDT</pubDate>
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			<title><![CDATA[STIMULUS FUNDS COME WITH WHISTLEBLOWER PROTECTIONS FOR EMPLOYEES WHO REPORT MISUSE ]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=647</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=647</link>
			<description><![CDATA[Any employer receiving federal stimulus funds, or who will conduct business with an entity that will receive such monies, must take appropriate steps to ensure that the funds are properly utilized and that employees who report suspected abuse of funds are not retaliated against.&nbsp;&nbsp;Amidst growing concern that stimus funds will not be&nbsp;used for their intended purpose, Congress has enacted whistleblower provisions to protect employees who report the misuse of federal funds received under the Stimulus Plan.]]></description>
			<pubDate>Mon, 20 Apr 2009 15:22:15 CDT</pubDate>
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		<item>
			<title><![CDATA[Is Disrespect Affecting Your Outcomes and Profits?]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=646</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=646</link>
			<description><![CDATA[If you think that treating people with respect is too touchy-feely for the workplace, think again.]]></description>
			<pubDate>Mon, 20 Apr 2009 15:22:11 CDT</pubDate>
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		<item>
			<title><![CDATA["Bossmanship" vs. Leadership; Reactions of 21st Century Employees]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=644</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=644</link>
			<description><![CDATA[What is the difference in these two areas?&nbsp; 21st century management expects HR leaders as well as managers to know the difference.&nbsp; Looking for high retention?.....it starts with understanding this kind of concept.]]></description>
			<pubDate>Tue, 14 Apr 2009 14:58:28 CDT</pubDate>
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		<item>
			<title><![CDATA[New IRS' 2009 "Dirty Dozen" Tax Scams List  Invites Whistleblower Claims Against Employers, Others Engaged In Listed Transactions]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=645</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=645</link>
			<description><![CDATA[Businesses need to take appropriate steps to minimize their exposure to whistleblower or other claims by employees and other service providers that report the potential involvement of the business in tax scams or other improper tax transactions.Businesses face whistleblower, tax fraud prosecution, additional tax and penalty liability and other sanctions for involvement in tax shelters or other tax schemes.&nbsp; The Internal Revenue Service (IRS) 2009 "dirty dozen" list of tax scams released today (April13, 2009) warns businesses about getting involved in 12 tax transactions that the IRS views as likely to create tax fraud and whistleblower risks. The IRS is urging U.S. businesses and other taxpayers to avoid participation in these common schemes. Businesses should review lists of IRS abusive transactions, should evaluate whether any of their transactions may be subject to scrutiny by the IRS, and take other appropriate steps to mitigate their exposure to prosecution for tax fraud, to tax related whistleblower liability and other risks.]]></description>
			<pubDate>Tue, 14 Apr 2009 14:58:21 CDT</pubDate>
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		<item>
			<title><![CDATA[Romance]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=642</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=642</link>
			<description><![CDATA[So how did a simple survey on romance, of all things, get me so worked up?  Simple, in my job I see the fallout from failed office romances.  Too often they cause a mess. People lose their jobs and companies get sued. No, I am not being dramatic, although I will confess to having my moments. For every successful office romance, I can probably show you 5 disasters or at the very least a disaster in the making.]]></description>
			<pubDate>Fri, 10 Apr 2009 07:41:53 CDT</pubDate>
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			<title><![CDATA[TERMINATING AN EMPLOYEE ON MEDICAL LEAVE: TIMING IS EVERYTHING]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=641</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=641</link>
			<description><![CDATA[Employees out on medical leave&nbsp;have a statutory right to job reinstatement&nbsp;upon returning from leave.&nbsp; This does not mean that these employees&nbsp;are completely protected from any form of termination from employment. The&nbsp;general protection under the FMLA is not without exceptions, especially when information is discovered during the leave period that justifies terminating the employee.&nbsp; The bottom line is that when contemplating termination of an employee out&nbsp;on medical leave,&nbsp;timing is everything.&nbsp;&nbsp;]]></description>
			<pubDate>Tue, 07 Apr 2009 15:30:52 CDT</pubDate>
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			<title><![CDATA[The Employee Free Choice Act: The Union's Knocking at Your Workplace Door]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=625</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=625</link>
			<description><![CDATA[Employers beware:&nbsp; pending legislation will make it possible for unions to organize a workplace without ever having a union election and will allow arbitrators to set the terms and conditions of labor contracts if workers and management cannot agree. The Employee Free Choice Act, co-sponsored by&nbsp; President-Elect Obama. will likely be passed in some form in the near future.&nbsp; This sweeping legislation would fundamentally alter how unions are organized in the American workplace and how union contracts are negotiated.&nbsp; Employers need to prepare now for these changes.]]></description>
			<pubDate>Tue, 07 Apr 2009 10:11:49 CDT</pubDate>
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			<title><![CDATA[Happiness Potential: Is it Possible to Be Happy?]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=638</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=638</link>
			<description><![CDATA[ Your happiness potential is like the sugar that has settled at the bottom of your glass of lemonade. It's inside the glass; it's inside you. It's there for you when you can't take life anymore and when you're ready to make a change. But it can become stuck. Stir it up! It's holding in your courage, assertiveness and passion--necessary sweeteners.]]></description>
			<pubDate>Fri, 03 Apr 2009 08:27:41 CDT</pubDate>
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		<item>
			<title><![CDATA[New IRS COBRA Subsidy Guidance Defines "Involuntary Termination" & Other Workings of Rules]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=636</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=636</link>
			<description><![CDATA[Employers, plan administrators and group health plan insurers have more information about what terminations are considered "involuntary" and the meaning of other requirements imposed by temporary modifications (COBRA Subsidy Rules) to the group health plan medical coverage continuation requirements of the Consolidated Omnibus Budget Reconciliation Act of 1985, as amended (COBRA) enacted under the American Recovery and Reinvestment Act of 2009 (Stimulus Bill).The Internal Revenue Service (IRS) yesterday (April 1, 2009) released additional guidance about the COBRA Subsidy Rules, including information about the definition of "involuntary termination." Part of a series of guidance trickling out from the IRS, the Department of Labor (DOL) and the Department of Health &amp; Human Services (HHS) about the COBRA Subsidy Rules. &nbsp;The IRS publication of this guidance follows the release by March 20, 2009 of its Model Notices notify certain current and former participants and beneficiaries about some of the Stimulus COBRA Rules.]]></description>
			<pubDate>Thu, 02 Apr 2009 16:35:55 CDT</pubDate>
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			<title><![CDATA[Is it Worth it to Retain Your Skilled Employees in a Recession?]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=634</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=634</link>
			<description><![CDATA[In the current economic climate organizations are scrambling to save cash any way they can.&nbsp; With cash at such a premium many&nbsp;managers find themselves wondering if it is worth going the extra mile to retain their top performers.&nbsp;Tempting as it may be to let up on&nbsp;one's efforts to retain&nbsp;their top performers, retention efforts are still&nbsp;strategically important, even in a recession.&nbsp; Find out why...&nbsp;]]></description>
			<pubDate>Thu, 02 Apr 2009 08:37:30 CDT</pubDate>
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			<title><![CDATA[Court Recognizes Retaliation For Filing HIPAA Privacy Complaint As Basis For Texas Whistleblower Claim]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=631</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=631</link>
			<description><![CDATA[In a March 19, 2009 ruling, the U.S. District Court for the Northern District of Texas recently recognized that the Texas Whistleblower Act prohibits health care organizations run by the State of Texas from retaliating against employees for making good faith complaints of violations of the Privacy Rules of the Health Insurance Portability Act ("HIPAA"),&nbsp; Nevertheless, the court dismissed the wrongful discharge lawsuit brought by a former Terrell State Hospital security guard who alleged he was wrongfully fired for complaining to the U.S. Department of Health and Human Services Office of Civil Rights (OCR) that the Hospital violated the HIPAA Privacy Rules because the plaintiff had failed to present sufficient proof that he was terminated in retaliation for filing a HIPAA complaint.]]></description>
			<pubDate>Mon, 30 Mar 2009 14:42:11 CDT</pubDate>
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		<item>
			<title><![CDATA[DOL Posts, Model Notices, Other Additional Guidance On Stimulus Bill COBRA Rules]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=627</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=627</link>
			<description><![CDATA[The U.S. Department of Labor ("DOL") this morning (March 19, 2009) posted Model Notices and other additional guidance about temporary requirements added to the group health plan medical coverage continuation requirements of the Consolidated Omnibus Budget Reconciliation Act of 1985, as amended ("COBRA") by the American Recovery and Reinvestment Act of 2009 ("Stimulus Bill"). Employers, health plan administrators, and health insurers involved in the sponsorship or administration of COBRA-covered group health plans should consult with counsel about the suitability of using the Model Notices to provide required notifications of the new Stimulus Bill COBRA rules and other steps necessary to comply with the new requirements.&nbsp;&nbsp;While the Model Notices and other guidance provides helpful insights about the new requirements, many group health plan sponsors, administrators and fiduciaries are likely to find it necessary or desirable to specifically tailor the notifications and other procedures they provide to more clearly communicate the workings of the new requirements as they relate to their specific plans so as to minimize administrative burdens of compliance and fiduciary risks.]]></description>
			<pubDate>Thu, 19 Mar 2009 11:12:52 CDT</pubDate>
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			<title><![CDATA[Can March Madness Bolster Employee Morale Without Destroying Productivity]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=623</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=623</link>
			<description><![CDATA[It is that special time of the year for college basketball fans.&nbsp; That is right, March Madness is just around the corner!&nbsp; Offices and workplaces around the country will be abuzz with the latest news and information about the big tournament.&nbsp;&nbsp;All this excitement&nbsp;and time spent following the "Big Dance" can have a considerable impact on productivity if not handled properly by organizations&nbsp;- a&nbsp;3.5 billion dollar loss of&nbsp;productivity according to recent studies.&nbsp;&nbsp;However, if handled properly, March Madness can have considerable benefits in the form of improved employee morale and enhanced camaraderie among team members.&nbsp;Click below to learn how your organization can bolster employee morale without destroying productivity amid all the March Madness.]]></description>
			<pubDate>Mon, 16 Mar 2009 13:16:41 CDT</pubDate>
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			<title><![CDATA[Stimulus Bill COBRA Highlights]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=619</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=619</link>
			<description><![CDATA[The Stimulus Bill provisions that took effect on February 17, 2009 require special COBRA treatment for "assistance eligible individuals." See "Stimulus Bill COBRA Amendments Require Immediate Group Health Plan Action" for more information. The Stimulus Bill definition of "assistance eligible individual" generally includes any COBRA "qualified beneficiary" who meets all of the following requirements...]]></description>
			<pubDate>Wed, 04 Mar 2009 14:00:57 CST</pubDate>
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		<item>
			<title><![CDATA[How to Manage Your Time and Prioritize Your Tasks]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=616</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=616</link>
			<description><![CDATA[If you think you are working too hard and still unable to complete all the tasks on your various lists, you're probably right. It has become a very common way of working and living in our society today.&nbsp; Most people are being asked to do more with less -&nbsp;less resources and less training. "Just get it done!" has become the mindset.&nbsp; This mindset has jeopardized quality and morale at work, and at home.&nbsp; &nbsp; Applying time management techniques and setting priorities are critical if you want to&nbsp;sustain your&nbsp;performance, and if you want to maintain your sanity.]]></description>
			<pubDate>Wed, 04 Mar 2009 12:08:20 CST</pubDate>
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		<item>
			<title><![CDATA[Hot Chocolate....It's What Employees Are Looking For!]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=614</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=614</link>
			<description><![CDATA[How does a cup of hot chocolate make you feel?&nbsp; Pretty good!&nbsp; Why can't our employees feel the same way?]]></description>
			<pubDate>Tue, 03 Mar 2009 16:26:53 CST</pubDate>
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		<item>
			<title><![CDATA[The Real Reason Why Training Budgets Are Cut First and Budgeted Last]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=612</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=612</link>
			<description><![CDATA[In times of business and economic turmoil, the employee training and development budget is often the first to be cut and the last to be budgeted back when business picks up. I'll take a look at the real reason why training budgets are cut first and budgeted last.]]></description>
			<pubDate>Tue, 03 Mar 2009 08:21:32 CST</pubDate>
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		<item>
			<title><![CDATA[Stimulus Bill HIPAA Amendments Require Employers, Health Plans & Business Associate To Act]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=608</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=608</link>
			<description><![CDATA[A recently announced CVS settlement agreement and newly enacted amendments to the Privacy &amp; Security Standards of the Health Insurance Portability &amp; Accountability Act ("HIPAA") require that health care providers, health plans, health care clearinghouses and their business associates review and tighten their practices governing the use, protection and disclosure of protected health information ("PHI") to guard against growing liability exposures under HIPAA and other federal and state laws. Business associates that have not already done so also must appoint privacy officers and adopt and implement privacy and data security policies and procedures fully compliant with HIPAA and other applicable federal and state rules.]]></description>
			<pubDate>Mon, 02 Mar 2009 07:24:09 CST</pubDate>
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		<item>
			<title><![CDATA[How to Make Mega Millions]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=607</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=607</link>
			<description><![CDATA[Tips on achieving your financial dreams]]></description>
			<pubDate>Fri, 27 Feb 2009 14:17:47 CST</pubDate>
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		<item>
			<title><![CDATA[How To Destroy The Bridge Between Generations - Scoop 44]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=606</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=606</link>
			<description><![CDATA[Creating effective communication within your organization]]></description>
			<pubDate>Fri, 27 Feb 2009 14:16:02 CST</pubDate>
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		<item>
			<title><![CDATA[Want to Skyrocket Your Career During This Recession?]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=605</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=605</link>
			<description><![CDATA[Tips on how to thrive despite an economic recession]]></description>
			<pubDate>Fri, 27 Feb 2009 14:15:11 CST</pubDate>
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		<item>
			<title><![CDATA[Stimulus Bill COBRA Amendments Require Immediate Action]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=604</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=604</link>
			<description><![CDATA[The American Recovery and Reinvestment Act of 2009 (the "Stimulus Bill") immediately expanded the group health plan coverage continuation obligations applicable to group health plans covered by the Consolidated Omnibus Budget Reconciliation Act (COBRA) a series of complicated temporary COBRA mandates that became immediately effective when President Obama signed the Stimulus Bill into law on February 17, 2009. The COBRA amendments in the Stimulus Bill are the latest list in a series of new laws and regulations requiring changes in health plan eligibility rules, notices, administrative forms and practices. Employers, group health plan administrators and insurers must act quickly to review and update their COBRA and other health plan eligibility practices in response to these developments.]]></description>
			<pubDate>Thu, 19 Feb 2009 07:36:15 CST</pubDate>
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		<item>
			<title><![CDATA[Got The Time?  Really?......]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=600</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=600</link>
			<description><![CDATA[How much time do managers really spend with their staff?&nbsp; I'll bet very little.&nbsp; What affect does that have on the workforce?&nbsp; Do you as a manager show your staff love?&nbsp;Love, Inspire, Respect, Communicate, Recognize......all very powerful words that managers can show their staff members each day.&nbsp; There are many books on these kinds of subjects.&nbsp; I've written several blogs on these kinds of topics and readers have responded with positive feedback.]]></description>
			<pubDate>Wed, 18 Feb 2009 15:26:03 CST</pubDate>
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		<item>
			<title><![CDATA[Is Human Bias Helping You Lay Off the Wrong Employee Talent? ]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=593</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=593</link>
			<description><![CDATA[There is no place that the impact of human bias can be felt more than when an organization must make the difficult decision to lay off a portion of its workforce to survive trying economic times.&nbsp; Human bias can seriously cloud a manager's judgement and ultimately lead one to layoff the wrong employees without even knowing it.&nbsp;]]></description>
			<pubDate>Fri, 13 Feb 2009 07:32:03 CST</pubDate>
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		<item>
			<title><![CDATA[Some thoughts on Severance....]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=592</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=592</link>
			<description><![CDATA[Since I represent employers and employees, I have mixed feelings about severance agreements. Originally, severance was a benefit that was offered to employees to reward them for their length of service and loyalty to the company. That original concept has evolved. Today, a severance agreement can include a number of things:]]></description>
			<pubDate>Thu, 12 Feb 2009 13:44:18 CST</pubDate>
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		<item>
			<title><![CDATA[Professional Development - Whose Responsibility Is It? Part II of II]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=591</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=591</link>
			<description><![CDATA[Learn how to develop and retain the talent in your organization. Last month I said that responsibility for your professional development rests solely in your hands. But if you&rsquo;re a manager, and an American for properity,&nbsp;that doesn&rsquo;t get you off the hook for mentoring and developing your talented employees. Sure, it&rsquo;s up to them if they succeed, but since you have a stake in the game (if your employee succeeds, so does the company), I&rsquo;d suggest you consider what you can do to help your direct reports become the superstars you (and they) want them to become.]]></description>
			<pubDate>Wed, 11 Feb 2009 16:27:27 CST</pubDate>
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		<item>
			<title><![CDATA[Wellness Programs Promote Healthier Lifestyles]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=585</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=585</link>
			<description><![CDATA[Sometimes stand-up comics make me cringe as they tend to poke fun at things that are intrinsically tragic - the misfortune of others, war, difficult situations, people with a variety of physical or mental challenges, etc.&nbsp; One that has been an on-going popular target is the ever-present "fat guy" jokes.&nbsp; Even Jay Leno, in his nightly monologue, has a running pitch that starts out "just how fat are we getting?" and then he launches into some situation concerning changing services or particular situations focusing on the preponderance of overweight Americans.&nbsp; However, perhaps this is one of those cases where if "we didn't laugh, we'd cry."&nbsp; Because the reality is, obesity is certainly no laughing matter - here in the United States or anywhere else.&nbsp;]]></description>
			<pubDate>Tue, 10 Feb 2009 09:12:22 CST</pubDate>
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		<item>
			<title><![CDATA[No Solution For No-Match Letters - What To Do In Uncertain Times]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=582</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=582</link>
			<description><![CDATA[Recent events have created confusion for employers trying to correct problems identified in the Social Security Administration No-Match letters, as well as to comply with Form I-9 requirements.&nbsp; Currently, the regulations on these topics are in a state of flux, making compliance extremely difficult.&nbsp; A preliminary injunction remains in place that prohibits enforcement of the Department of Homeland Security's final regulations on employer responses to No-Match letters.&nbsp; Moreover, President Obama has delayed the implementation of the new Form I-9 until at least April 3, 2009.&nbsp;]]></description>
			<pubDate>Tue, 10 Feb 2009 08:57:28 CST</pubDate>
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		<item>
			<title><![CDATA[Lovelace Westside Hospital Knows Their Icebergs]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=579</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=579</link>
			<description><![CDATA[What exactly does the scene look like out there...or what will it look like?1. 11 million = Number of US workers age 55+ in the next eight years.2. But, companies should be looking at strategies to continue to work these folks...right?3. 17% of employers said that this age group are "less attractive" than younger workers!4. By the year 2020, registered nurses deficits will reach nearly 340,000!5. By the year 2010, we will face a labor shortage of 10,033,000 people.]]></description>
			<pubDate>Tue, 10 Feb 2009 07:56:54 CST</pubDate>
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		<item>
			<title><![CDATA[Successful Change Management Tips]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=572</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=572</link>
			<description><![CDATA[Every organization and every individual must have change to survive and prosper. Change at work improves processes and increases a competitive advantage. Change in your personal&nbsp;world expands your opportunities to be authentically happy and to live a really great life.&nbsp; When&nbsp;you decide to resist change, you can become stuck and complacent, and you&nbsp;will most likely lag behind.&nbsp; When you decide to embrace change, you can become&nbsp;happier, and you will most likely advance.]]></description>
			<pubDate>Tue, 10 Feb 2009 07:43:18 CST</pubDate>
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			<title><![CDATA[Earthquake]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=578</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=578</link>
			<description><![CDATA[How to handle that small problem before it takes on seismic proportions. This morning I woke up to find out we had an earthquake here in the Seattle area. Depending on who you listen to it was 4.5 or 4.6 magnitude earthquake.&nbsp; I slept right through it.&nbsp; Those of you that have been in an earthquake know that it's not that big a deal until it his a 5 plus magnitude. Then it gets your attention. Often, in the workplace there is a similar phenomenon.]]></description>
			<pubDate>Tue, 10 Feb 2009 07:43:09 CST</pubDate>
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			<title><![CDATA[Becoming a Values-driven Culture]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=573</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=573</link>
			<description><![CDATA[Do employees&nbsp;in your organization&nbsp;get their work&nbsp;completed in the ways&nbsp;its desired values are written? Do the actions of managers match their words?&nbsp; If your answer is "no" to either of these questions, your organization is most likely experiencing performance&nbsp;issues and not reaching&nbsp;its optimal potential.]]></description>
			<pubDate>Thu, 05 Feb 2009 14:20:52 CST</pubDate>
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			<title><![CDATA[Succession Planning is a Fiduciary Responsibility]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=565</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=565</link>
			<description><![CDATA[Most executives are aware of the importance of succession planning.&nbsp; However, few realize that&nbsp;it is a major fiduciary responsibility owed&nbsp;to the shareholders of an organization.&nbsp; The lack of a carefully thought out succession plan can leave an organization scrambling for leadership and dramatically impact stock prices.]]></description>
			<pubDate>Wed, 14 Jan 2009 14:40:29 CST</pubDate>
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			<title><![CDATA[Employer Alert: New FMLA Poster and Forms]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=560</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=560</link>
			<description><![CDATA[The Department of Labor has just announced that it has issued a new FMLA poster that incorporates changes reflected in its final FMLA rules that were recently published. This poster must be displayed in the workplace in a conspicuous place. In addition, DOL has created new forms that are necessary for every HR Professional.]]></description>
			<pubDate>Mon, 22 Dec 2008 14:00:45 CST</pubDate>
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			<title><![CDATA[Develop Your Managers....It's Not Rocket Science]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=559</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=559</link>
			<description><![CDATA[We've heard it over and over again, "people leave managers, not companies."&nbsp; At one time I was a skeptic of such a foolish notion, but perhaps with age comes wisdom... The first question is this...does your organization conduct exit interviews?&nbsp; If not, please start.&nbsp; If you do, what do those exits say?&nbsp; Why are people leaving?&nbsp; Without a doubt, all of the reasons for leaving&nbsp;with the exception of three are related to management.&nbsp; The three reasons not related are "military relocation,"&nbsp;"relocation in general," and retirement.&nbsp;&nbsp;In order to start an effective management development program, these surveys, as well as employee opinion surveys, must be studied.&nbsp; Take all of that data, and summarize it.&nbsp; Bring it down to the top 3 areas that employees are concerned about in regards with management.&nbsp; My guess is that nearly 95% of the data will point to a lack of 3 things in your organization's leadership:&nbsp; respect, recognition and communication.]]></description>
			<pubDate>Thu, 18 Dec 2008 07:56:23 CST</pubDate>
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			<title><![CDATA[Mirror, Mirror on the Wall?]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=551</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=551</link>
			<description><![CDATA[If I know something is true about me - and I think I am projecting that image to the world - then other people will see me that way, right? Nope! And I have been privileged to have very generous people tell me exactly how I come across. Even when what they have had to say was the hardest thing to hear, they were granting me an invaluable gift - clear insight into how I come across to them and what my opportunities for growth are. Mind you, it takes guts to listen and great courage to decide how to respond. I will not soon forget a recent meeting with Alex, CEO of a venture capital company and a potential client. When I entered his office space, there was no one at the front desk to welcome me. Within a few minutes, Alex came rushing by and said in passing, "I'll be with you in a minute." Before he finally greeted and ushered me into his conference room, he made sure to rush from office to office - aggressively asserting himself. The message from his words and actions was obvious: he was the alpha male.]]></description>
			<pubDate>Mon, 08 Dec 2008 14:13:21 CST</pubDate>
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			<title><![CDATA[Hiring the Best Talent - Is Your Organization Putting Its Money Where Its Mouth Is?]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=555</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=555</link>
			<description><![CDATA[Talent is all the rage these days.&nbsp;Look through almost any organization's&nbsp;annual report and you are sure to find a proud declaration that&nbsp;its greatest asset is its people and that it is fully committed to hiring the best talent it can find.&nbsp;While this sounds great on paper, one can't help but wonder if these organizations are truly putting their money where the mouth is.]]></description>
			<pubDate>Mon, 08 Dec 2008 14:13:11 CST</pubDate>
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			<title><![CDATA[Serve Employees......Not Manage Them]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=553</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=553</link>
			<description><![CDATA[21st century employees want more from managers than employees of yesteryear.&nbsp; Serve them, don't manage them, and see big dividends paid back to your organization! The concept of management has changed greatly in the past few years.&nbsp; Employees of organizations today are seeking the softer, more loving kinds of leaders.&nbsp; Think of it this way: management styles today should be like a nice hot cup of hot chocolate, snuggled next to a fire with a good movie.&nbsp; Train your managers to be like this, or give me a call and we can discuss strategies.&nbsp; Servant leadership has this kind of warm, cozy feeling to it.&nbsp;]]></description>
			<pubDate>Mon, 08 Dec 2008 13:26:08 CST</pubDate>
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			<title><![CDATA[Don't Circle the Wagons....]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=549</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=549</link>
			<description><![CDATA[When tough economic times hit, it is easy to succumb to the tendency to cut every program that is not essential. Often these cost cutting measures target training, employment manual reviews/revisions and annual policy reviews. The justification for these measures is that money is tight and these things can wait. It is reminiscent of the person that stops changing the oil in their car because times are tough. You can do it but, eventually, you will pay the price either in the form of major repairs, lost vehicle longevity or both. The same holds true for your business.]]></description>
			<pubDate>Wed, 03 Dec 2008 16:48:33 CST</pubDate>
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			<title><![CDATA[Decertifying the Union]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=548</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=548</link>
			<description><![CDATA[Is your workforce unhappy with the union?&nbsp; Are they grumbling that they wish they had never voted for it?&nbsp; Before you sign that new collective bargaining agreement, learn whether there is a way to rid your company of the employees'&nbsp;"exclusive bargaining representative."]]></description>
			<pubDate>Wed, 03 Dec 2008 12:51:57 CST</pubDate>
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			<title><![CDATA[Social Networks:  Virtual Organize It, Stupid!]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=547</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=547</link>
			<description><![CDATA[No doubt you've heard of the tongue-in-cheek expressions, "Keep it simple, stupid!" and "It's the economy, stupid!" However, in today's day and age, the appropriate mantra for those who belong to social networks should be, "Virtual organize it, stupid!". &nbsp;Let me tell you why...]]></description>
			<pubDate>Wed, 03 Dec 2008 12:30:35 CST</pubDate>
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			<title><![CDATA["Chain of Command"....An Older Management Style and Concept]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=539</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=539</link>
			<description><![CDATA[21st century management needs to be aware of the changing expectations of how people want to be managed.&nbsp; Stay aware and constantly review your methods of management and leadership or suffer the consequences of turnover.]]></description>
			<pubDate>Tue, 25 Nov 2008 00:00:00 CST</pubDate>
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			<title><![CDATA[Introduction to HR]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=540</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=540</link>
			<description><![CDATA[New in the HR field?&nbsp; In short, what is it really about?&nbsp; Read on.....]]></description>
			<pubDate>Mon, 24 Nov 2008 10:34:50 CST</pubDate>
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			<title><![CDATA[Execution...We're Not Talking About The French Revolution]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=537</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=537</link>
			<description><![CDATA[Would you believe it if I were to tell you that there are over 10,000 meetings every minute across the US during the business day?&nbsp; It's amazing how much time we spend in meetings and yet often, don't get much done.&nbsp; Why does that happen?&nbsp; How can we avoid these situations? The first step is accountability.&nbsp; Everyone in the committee must agree to what the outcomes of the group need to be.&nbsp; This must be the first step!&nbsp; Lower turnover...by what percentage?&nbsp; Lessen spending?&nbsp; Address office space?&nbsp; Whatever the issue at hand may be, make sure that the group commits to solutions.&nbsp; That is key.&nbsp;]]></description>
			<pubDate>Tue, 11 Nov 2008 13:32:59 CST</pubDate>
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			<title><![CDATA[Same Sales Job, Different Accounts: FMLA Rights May Be Violated Even Though Employee is Reinstated to the Same Job Following Leave]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=534</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=534</link>
			<description><![CDATA[When an employee will be absent from the office for an extended period of time, it is common practice for the employer to reassign the responsibility for customer accounts to other employees. Certainly, companies do not want customers to experience an interruption in service.&nbsp; However, consider this scenario:&nbsp; An employee returns to his sales position following a leave of absence taken under the Family and Medical Leave Act (FMLA or the Act).&nbsp; Although he is returned to the same job, an important customer account that was transferred to another sales representative in his absence is not returned to him.&nbsp; The employee claims that this results in a decrease in his annual income.&nbsp; Has the FMLA been violated?&nbsp; The answer may be yes!&nbsp;]]></description>
			<pubDate>Thu, 06 Nov 2008 11:36:41 CST</pubDate>
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			<title><![CDATA[Five Common Reasons CEOs and Executives Don't Share Their Vision for the Future]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=529</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=529</link>
			<description><![CDATA[When you think about a CEO or senior level executive one of the first things that often comes to mind is that of a strategic visionary for the company -&nbsp;the man or woman with the "master plan" who sets the strategic course for their organization.&nbsp;&nbsp;While this is often an accurate description of a CEO or C-level executive, these individuals don't always do the best job of communicating their vision to those they lead.&nbsp; This often has an adverse impact on an organization's overall performance as it is absolutely critical that all team members, supervisors, managers, and executives&nbsp;are "rowing" in the same direction for an organization to realize it full potential.&nbsp;In working with owners, presidents, CEOs, and other high level executives from numerous organizations I have found five common reasons that these individuals fail to effectively communicate their vision for the organization.&nbsp;]]></description>
			<pubDate>Tue, 04 Nov 2008 12:09:36 CST</pubDate>
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			<title><![CDATA[What to Consider When Drafting a Covenant Not to Compete]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=514</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=514</link>
			<description><![CDATA[A covenant not to compete is a contractual limitation on an employee&rsquo;s ability to work in a given field after they leave your employment.&nbsp; Most employers don&rsquo;t consider a covenant not to compete until a key employee leaves for the competitor across the street.&nbsp; A covenant not to compete, however, should be considered long before an employee leaves.]]></description>
			<pubDate>Mon, 27 Oct 2008 11:07:32 CDT</pubDate>
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			<title><![CDATA[Leave It On The Hanger]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=512</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=512</link>
			<description><![CDATA[Do you have personal problems at home?&nbsp; Has your car broken down lately or had problems?&nbsp; Is your marriage going well?&nbsp; Is your teenager acting up?&nbsp; Do you have financial woes?&nbsp; Is your roof leaking in yet another spot?&nbsp; Do you feel fat?&nbsp; I could go on and on, but the point is....]]></description>
			<pubDate>Tue, 21 Oct 2008 14:24:37 CDT</pubDate>
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			<title><![CDATA[Executive Compensation Provisions In Bailout Bill - A Sign of More Changes On Horizon?]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=511</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=511</link>
			<description><![CDATA[The landmark Emergency Economic Stabilization Act of 2008 (the "Act") signed by President Bush today (October 3, 2008) includes certain restrictions on executive compensation arrangements for "senior executives" of financial institutions selling assets to the Treasury Department pursuant to the Act. &nbsp;&nbsp;]]></description>
			<pubDate>Tue, 21 Oct 2008 14:24:05 CDT</pubDate>
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			<title><![CDATA["Hey! - I Want My $200,000 Back!"  The Impact of Poor Hiring Decisions]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=504</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=504</link>
			<description><![CDATA[The cost of a bad hiring decision is much greater than the costs associated with recruiting, selecting, and training a new employee.&nbsp;A poor hiring decision can create a massive "opportunity cost" in the form of lost revenues and diminished customer goodwill that can far outweigh the "hard costs" of hiring a new employee.Warning!&nbsp; After reading this article you may have an uncontrollable urge to cry out: "Hey! I want my $200K Back!"]]></description>
			<pubDate>Tue, 30 Sep 2008 07:44:50 CDT</pubDate>
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			<title><![CDATA[10 Tips on Defensible Documentation]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=505</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=505</link>
			<description><![CDATA[[T]he recipe for legally defensible documentation begins with common sense and ends with a consideration of who your audience will ultimately be. Unfortunately, I can't help you with common sense. You either have it or you don't. There is no middle ground. As far as your audience, potentially it could be an EEOC investigator or a jury. That audience will look for a degree of clarity in your documentation that you might not usually employ.&nbsp;]]></description>
			<pubDate>Mon, 29 Sep 2008 16:56:18 CDT</pubDate>
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			<title><![CDATA[The Employee Free Choice Act--It's Anything But]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=503</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=503</link>
			<description><![CDATA[Congress is considering legislation that would eliminate secret ballot elections and require mandatory interest arbitration.&nbsp; Is your business ready to recognize a union without the chance to run its own anti-union campaign?&nbsp; Or&nbsp;plead its&nbsp;bargaining position before a government-appointed arbitrator?&nbsp; If you think this sounds bad, you have no idea.]]></description>
			<pubDate>Mon, 29 Sep 2008 14:05:20 CDT</pubDate>
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			<title><![CDATA[Re-evaluation of Worker Classification & Other Employment Strategies In The Face of A Business Slowdown]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=500</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=500</link>
			<description><![CDATA[Businesses concerned the uncertain economy will adversely impact their businesses should act early to evaluate their existing worker classification and other employment practices for opportunities to manage costs and promote efficiency.&nbsp; For example, a business anticipating a business slowdown that currently employs workers covered by the Fair Labor Standards Act (FLSA) minimum wage and overtime rules on a salaried, non-exempt basis rather than a straight hourly basis often can reduce costs by converting these employees to a straight hourly pay arrangement.]]></description>
			<pubDate>Thu, 25 Sep 2008 06:57:51 CDT</pubDate>
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			<title><![CDATA[8 Ways to Get Managing Telecommuters Right]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=498</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=498</link>
			<description><![CDATA[Technology is rapidly changing the landscape of today's workplace. One of the biggest changes taking place is how and where work gets done.&nbsp; I'm talking of course about telecommuting - the practice of working from a remote location removed from an organization's physical place of business. While telecommuting offers numerous benefits to employers and employees alike, it can pose a number of challenges to managers who are not accustomed to leading remote workers.&nbsp;I'll provide 8 tips to help you successfully manage your remote workforce.]]></description>
			<pubDate>Tue, 23 Sep 2008 06:58:06 CDT</pubDate>
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			<title><![CDATA[Employers Should Brace For New Disability Exposures As ADA Amendments Act of 2008 Awaits President's Signature]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=497</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=497</link>
			<description><![CDATA[U.S. businesses employing 15 or more employees should brace themselves to face new challenges in defending themselves against employment disability claims.&nbsp; The ADA Amendments Act of 2008 (the &ldquo;Act&rdquo;) awaiting signature by President Bush will make it harder to defend disabilities claims of certain employees under the Americans With Disabilities Act of 1990 (the &ldquo;ADA&rdquo;).&nbsp; In light of these impending changes, employers covered by the ADA and/or the Rehabilitation Act of 1973 should review and strengthen their existing hiring and other employment practices and documentation to strengthen their defensibility in the face of these new challenges.]]></description>
			<pubDate>Tue, 23 Sep 2008 06:55:45 CDT</pubDate>
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			<title><![CDATA[Common Mistakes in Documentation and Recordkeeping]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=487</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=487</link>
			<description><![CDATA[Your company's record keeping and document retention practices will often be the difference between winning and losing a lawsuit. Over the years I have seen a variety of areas where employers and human resources professionals get themselves in trouble. One common theme has been a failure to have reliable and accurate documentation.]]></description>
			<pubDate>Tue, 02 Sep 2008 07:10:53 CDT</pubDate>
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			<title><![CDATA[Workplace Bullying - A Label of Convenience?]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=477</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=477</link>
			<description><![CDATA[Over the past several months, I have been reading article after article about a highly emotional and ugly workplace phenomenon commonly refered to as workplace bullying. While I am certain that bullies in the workplace do exist, I am concerned that this&nbsp;label is&nbsp;being used too freely and without regard to the real problem at hand. Quite frankly, I have a hard time believing that workplace bullying exists at the level that the many blogs and articles I have been reading suggest. Here's why...]]></description>
			<pubDate>Fri, 22 Aug 2008 13:53:26 CDT</pubDate>
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			<title><![CDATA[Properly Applying Discipline:  Using Professional Sports as an Example]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=463</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=463</link>
			<description><![CDATA[When it comes to applying discipling, will your company handle a problem employee like the Red Sox or the Eagles?&nbsp; Two malcontent professional athletes and their employers' responses provide examples for all employers.]]></description>
			<pubDate>Tue, 12 Aug 2008 12:29:46 CDT</pubDate>
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			<title><![CDATA[Exit Interviews: Handling the Bad News]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=454</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=454</link>
			<description><![CDATA[If there is a problem that led to the departure of an employee, that problem won't go away just because your company did the equivalent of closing your eyes, plugging your ears and chanting, "I can't hear you. I can't hear you." Problems left unchecked will  ripen into a full blown crisis at a later date. By being proactive, the information you learn in an exit interview can be used to conduct an investigation while memories are fresh and there is an opportunity to minimize your legal exposure.]]></description>
			<pubDate>Mon, 04 Aug 2008 12:07:53 CDT</pubDate>
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			<title><![CDATA[Are Killer Benefits Poised to Kill Employee Morale and Your Bottom Line?]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=448</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=448</link>
			<description><![CDATA[Google is renowned for the lavish benefits and work perks it offers its employees.&nbsp; The daycare services that Google offers are second to none and&nbsp;among the most coveted benefits that it offers.&nbsp;However, with stock prices down 25% from their highs, the $$37,000 per child subsidy Google provides isn't sitting so well with investors, prompting a 75% increase in employee paid premiums. As you can imagine, this isn't going over well with Google parents.&nbsp;The question that begs to be asked is: "Are killer benefits poised to kill employee morale and the bottom line in your organization?"]]></description>
			<pubDate>Wed, 30 Jul 2008 00:00:00 CDT</pubDate>
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			<title><![CDATA[No Such Thing As Caregiver Discrimination, But ...]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=414</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=414</link>
			<description><![CDATA[In modern society, the issue of treatment of individuals with caregiving responsibilities in the workplace is becoming more and more important.&nbsp; More employees have some form of caregiving duties than ever before - whether one is talking about single parents, two-parents households where both adults work, or the ever increasing situation where an employee is responsible for the care of elderly or disabled parents or other relatives.&nbsp; This issue has raised enough concern that the EEOC recently issued a guidance document relating to potential disparate treatment of caregivers in the workplace.&nbsp; Additionally, a newly-issued case from the 1st Circuit sheds light both on the EEOC's guidance and the issue generally.&nbsp; In Chadwick v. Wellpoint, Inc., No. 07-70 (D. Me. 5/2/08), the court held that, while there is no such thing as "caregiver discrimination" under federal law, treating employees differently because of traditional sexual stereotypes does constitute actionable sex discrimination under federal law.]]></description>
			<pubDate>Thu, 24 Jul 2008 00:00:00 CDT</pubDate>
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			<title><![CDATA[Conducting an Exit Interview]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=434</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=434</link>
			<description><![CDATA[Exit interviews should be conducted if you want to learn how to improve your team, make your company more competitive and preempt potential claims. Remember this in an interview of a departing employee, it is not an inquisition. Your company should have a reason to conduct exit interviews. If that reason is &ldquo;because everyone else does it,&rdquo; then my advice to you is reconsider whether you should conduct exit interviews. You should conduct exit interviews only if your motivation is to learn how to improve your team, make your company more competitive, or preempt potential claims.]]></description>
			<pubDate>Tue, 15 Jul 2008 13:29:05 CDT</pubDate>
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			<title><![CDATA[Subcutaneous RFID Tag Implants - "Beam Me Up, Scotty"]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=420</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=420</link>
			<description><![CDATA[Radio frequency identification (RFID) tags sound like a something out of science fiction.&nbsp; A tag, about the size of a piece of rice, can be injected under a human being&rsquo;s skin (&ldquo;subcutaneous insertion&rdquo;).&nbsp; A scanner can be used to &ldquo;read&rdquo; the tag and learn information about the bearer.&nbsp; Information contained on the tag can include address and medical history, and its availability could literally be a lifesaver, if used to identify a lost child or retrieve the medical history of an unconscious person.&nbsp; Tags can also be used for less important tasks, too:&nbsp; An anecdotal search of the Internet found that patrons in certain Rotterdam and Barcelona bars have had RFID tags placed under their skin so they can enter VIP rooms and run tabs.]]></description>
			<pubDate>Thu, 10 Jul 2008 14:49:46 CDT</pubDate>
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			<title><![CDATA[Supreme Court Ruling Provides Guidance For Improving Defensibility of ERISA Claims Decision]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=415</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=415</link>
			<description><![CDATA[The United States Supreme Court&rsquo;s decision in Metropolitan Life Insurance Co. v. Glenn provides an invaluable roadmap for employers, insurers, administrators and plan fiduciaries sponsoring or administering employee benefit plans regulated by the Employee Retirement Income Security Act (ERISA) to help position plan administration decisions made by fiduciaries that also are responsible for or are employed by the employer or insurer liable for funding the plan or with another financial interest impacted by the claims decision.&nbsp;]]></description>
			<pubDate>Thu, 10 Jul 2008 11:00:50 CDT</pubDate>
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		<item>
			<title><![CDATA[Lack Of Cell Phone Driving Laws May Not Protect Against Employer Liability For Employee Accidents]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=411</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=411</link>
			<description><![CDATA[Regardless of whether your state or municipality has enacted a hands-free device law to regulate the use of cell phones while driving a vehicle, your liability as an employer for the vehicular negligence of your employees has increased as a result of the invention of the cell phone.&nbsp; This is because employees are more likely to be on business calls during off-duty hours, and while driving to and from work now that everyone over the age of ten has a cell phone.]]></description>
			<pubDate>Wed, 09 Jul 2008 13:22:15 CDT</pubDate>
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		<item>
			<title><![CDATA[11 Things to Think About Before You Fire]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=412</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=412</link>
			<description><![CDATA[The decision to discharge an employee should be made only after careful reflection. Yes, I understand there are circumstances where the misconduct is so significant that immediate termination is warranted.&nbsp; Those instances tend to be the exception rather than the rule. In most cases, the employer is aware that things are just not working out, but is either distracted with more pressing issues or just does not want to address the problem.The purpose of this Blog post is to review some areas for consideration&nbsp; before the decision to discharge is made. Ultimately you will have to weigh these considerations and make the call.]]></description>
			<pubDate>Wed, 09 Jul 2008 13:21:44 CDT</pubDate>
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		<item>
			<title><![CDATA[4 Signs You Are a Victim Of The "Employee Love Paradox"]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=400</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=400</link>
			<description><![CDATA[Loyalty and Devotion to one's employees is generally a good thing.&nbsp; However when ones loyalty to an employee causes a blind eye to be turned towards performance an organization's bottom line can really begin to suffer.&nbsp; This article offers four signs that you have become victim to the "Employee Love Paradox"]]></description>
			<pubDate>Fri, 27 Jun 2008 12:07:10 CDT</pubDate>
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		<item>
			<title><![CDATA[Supreme Court Provides Guidance About When Conflict of Interest Justifies Closer Scrutiny of Employee Benefit Plan Claims Decisions]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=389</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=389</link>
			<description><![CDATA[In a June 19, 2008 decision, the United States Supreme Court provided helpful guidance to administrators, insurers and employers sponsoring and administering employee benefit plans regulated by the Employee Retirement Income Security Act (ERISA) about the circumstances under which a plan administrator's decision will qualify for this helpful deferential review when the plan administrator bears responsibility both to administer and to pay claims.&nbsp; As the availability of deferential review can substantially impact the ability of plan administrators to successfully defend claims decisions against litigation brought by disappointed claimants and the cost of that defense, plan administrators and employers and insurers that sponsor and fund such plans should review their existing plan design and administrative procedures in light of guidance provided by Glenn and other existing judicial precedent to position their plan administrator's decisions to qualify for judicial deference in the event of a law suit.]]></description>
			<pubDate>Mon, 23 Jun 2008 09:15:41 CDT</pubDate>
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		<item>
			<title><![CDATA[Exit Interviews: Easily Overlooked - Too Valuable to Disregard]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=388</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=388</link>
			<description><![CDATA[From the perspective of the employment lawyer, a properly conducted exit interview can be the first line of defense that can minimize or completely avoid employer liability. What is an exit interview? Exit interviews are individual meetings to question departing employees about their reason for leaving as well as their attitudes and observations about the company. These interviews are conducted in a variety of ways: the formal interview in which specific prepared questions are asked, a casual conversation interview, and the written questionnaire.]]></description>
			<pubDate>Fri, 20 Jun 2008 14:18:46 CDT</pubDate>
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		<item>
			<title><![CDATA[It's Not Always What it Seems...]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=268</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=268</link>
			<description><![CDATA[As the employer, you now have the duty to investigate. That does not mean jumping to conclusions but learning the facts from all the parties. As with any task, it requires advance planning. Here are 8 things you should consider before commencing an investigation.]]></description>
			<pubDate>Fri, 20 Jun 2008 14:18:12 CDT</pubDate>
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		<item>
			<title><![CDATA[Is Talent Management Too Important to be Left to HR?]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=384</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=384</link>
			<description><![CDATA[Talent Management is becoming a growing priority for many organizations as the Age of Talent is now upon us.&nbsp; For many HR seems to be the natural choice when it comes to leading&nbsp;talent management initiatives, while others doubt HR's ability to&nbsp;meet the challenge and&nbsp;feel that it should be left to&nbsp;department leaders and executives. Given the importance of strategic talent management to an organization's success,&nbsp;the question must be asked: Is Talent Management Too Important to be Left to HR?]]></description>
			<pubDate>Wed, 18 Jun 2008 10:33:08 CDT</pubDate>
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		<item>
			<title><![CDATA[New Law Increases Penalties For Violations of FLSA, Child Labor, Minimum Wage & Overtime]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=383</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=383</link>
			<description><![CDATA[Employers violating federal child labor and other wage and hour rules under the Fair Labor Standards Act (FLSA) now face increased civil penalty assessments by the U.S. Department of Labor (Labor Department) for under amendments to the FLSA signed into law by President Bush yesterday. The Genetic Information Nondiscrimination Act of 2008, H.R. 493 (GINA) signed by the President yesterday primarily focuses on regulating the use of genetic information by employers, unions, employer and other group health plans, and health insurers for certain employment or benefit purposes. However, GINA also includes provisions raising the maximum civil penalties that the Labor Department can impose for violations of the FLSA child labor, wage and hour, and overtime requirements. Perhaps due to widespread publicity about the implications of genetic information nondiscrimination provisions, however, most employers are unaware of the FLSA wage and hour liability expansion hidden at the end of the legislation.&nbsp; Employers should confirm their child labor, wage and overtime practices meet these requirements to avoid these and other substantial civil and criminal liability exposures.]]></description>
			<pubDate>Wed, 18 Jun 2008 10:32:20 CDT</pubDate>
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		<item>
			<title><![CDATA[Good Faith = No Willful Violation]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=370</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=370</link>
			<description><![CDATA[A recent case decided by the 10th Circuit Court of Appeals signifies good news for employers who make a good faith effort to comply with the provisions of the Family &amp; Medical Leave Act of 1993.&nbsp; According to the court in Bass v. Potter, D.C. No. 05-CV-2002-TCK-FHM (10th Cir. 2008), in order for an employee to prove a "willful" violation of the FMLA by his employer, he must show that the employer "knew or showed reckless disregard" for whether its conduct was prohibited by the FMLA.&nbsp; This holding should provide some level of comfort for those employers who make good-faith efforts to ensure their compliance with the requirements of the FMLA.]]></description>
			<pubDate>Wed, 04 Jun 2008 11:08:22 CDT</pubDate>
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		<item>
			<title><![CDATA[Dispel the Irrational Conversation Regarding Younger Workers and Tight Labor]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=357</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=357</link>
			<description><![CDATA[Leaders today can unintentionally be drawn into conversation regarding younger workers and tight labor conditions, which simply does not solve the challenges present. This piece presents several questions which are helpful in potentially reorienting the conversation.]]></description>
			<pubDate>Wed, 28 May 2008 07:31:54 CDT</pubDate>
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		<item>
			<title><![CDATA[Creating Sustained Culture Change]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=352</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=352</link>
			<description><![CDATA[HR/OD professionals are often asked to help change a corporate culture. The purpose of this&nbsp;blog is to provide some information about culture from the existing literature as well as provide best practices for diagnosing, mapping, and planning corporate culture change.&nbsp; With the right tools, HR/OD can truly be a change agent and bring about radical change in the cultures of their organizations.]]></description>
			<pubDate>Thu, 22 May 2008 10:07:47 CDT</pubDate>
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		<item>
			<title><![CDATA[Employers, Health Plans & Insurers Face Significant New Nondiscrimination & Other Rules]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=351</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=351</link>
			<description><![CDATA[A&nbsp;broad definition of the term &ldquo;genetic information&rdquo; contained in the Genetic Information Nondiscrimination Act of 2008, H.R. 493 (GINA) means employers, employment agencies, labor organizations, joint labor-management committees, group health plans and insurers will need to carefully review and update their group health plan and employment policies and practices to comply with forthcoming implementing regulations to avoid liability under new GINA&rsquo;s rules governing genetic information collection, use, protection and disclosure signed into law by President Bush&nbsp;on Wednesday, May 21, 2008.]]></description>
			<pubDate>Thu, 22 May 2008 07:47:44 CDT</pubDate>
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		<item>
			<title><![CDATA[Can Employee Turnover be Too Low?]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=346</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=346</link>
			<description><![CDATA[Reducing employee turnover is a goal for most organizations.&nbsp; However there are situations where low levels of employee turnover can become undesirable.&nbsp; This post addresses to such circumstances where employee turnover can in fact be too low.&nbsp;]]></description>
			<pubDate>Wed, 21 May 2008 16:06:54 CDT</pubDate>
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		<item>
			<title><![CDATA[Mind-Reading or Brain Imaging]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=345</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=345</link>
			<description><![CDATA[Have you ever wanted to tell someone, &ldquo;Hey, you know I can&rsquo;t read your mind!&rdquo;&nbsp; Actually, I have to admit that I may have even said it aloud a few times to some of those individuals closest to me, but I think I&rsquo;ve managed to just &ldquo;think&rdquo; it in the workplace while I was saying aloud (keeping it politically correct), &ldquo;We need to keep the lines of communication open &ndash; so talk to me and let me know what&rsquo;s going on.&rdquo;&nbsp;]]></description>
			<pubDate>Wed, 21 May 2008 16:06:22 CDT</pubDate>
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		<item>
			<title><![CDATA[Storm Clouds at The Weather Channel ]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=342</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=342</link>
			<description><![CDATA[The Weather Channel is currently embroiled in litigation concerning the disclosure of the outcome of a sexual harassment and retaliation arbitration in which the arbitrator issued what one media outlet has described as a &ldquo;blistering arbitration ruling in favor of a former anchorwoman...&rdquo; Presently, The Weather Channel is attempting to keep the results of that arbitration cloaked in secrecy. Here are the facts as I understand them...]]></description>
			<pubDate>Fri, 16 May 2008 15:20:46 CDT</pubDate>
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		<item>
			<title><![CDATA[Harassment by Jilted Boyfriend is Sex Harassment]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=335</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=335</link>
			<description><![CDATA[A failed work romance can still lead to a claim of workplace harassment. Regardless of what you wish, workplace romances will happen and they will fail. Once the romance ends, hurt feelings may create a less than harmonious workplace.&nbsp; As an employer, your best line of defense is to make sure your employees are aware of your policy on interpersonal relationships and that inappropriate conduct following a failed romance will not be tolerated.]]></description>
			<pubDate>Tue, 06 May 2008 14:56:31 CDT</pubDate>
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		<item>
			<title><![CDATA[On the Horizon: Highlights of Proposed FMLA Changes]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=331</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=331</link>
			<description><![CDATA[In addition to the recent military family leave changes to FMLA, employers will be interested in learning about the Department of Labor's decision to update the fifteen-year old regulations in an effort to improve communications among workers, employers, and health care providers.]]></description>
			<pubDate>Tue, 06 May 2008 10:46:45 CDT</pubDate>
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		<item>
			<title><![CDATA[Good Faith Belief = No Pretext]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=329</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=329</link>
			<description><![CDATA[A case recently decided by the U.S. Court of Appeals for the Eighth Circuit, involving an employee who was discharged because of reports that he had been sleeping on the job, reinforces the idea that the relevant inquiry in such a case is not whether the stated basis for termination actually occurred, but whether the employer had a good faith belief that it had occurred.]]></description>
			<pubDate>Mon, 05 May 2008 10:57:36 CDT</pubDate>
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		<item>
			<title><![CDATA[ Quest Diagnostics Inc. to Pay $688,000 in Overtime Back Wages After Misclassifying Systems Employees as Exempt Under FLSA]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=323</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=323</link>
			<description><![CDATA[Medical diagnostic testing company Quest Diagnostics Inc. (&ldquo;Quest&rdquo;) has agreed to pay 238 employees across the country a total of $688,772 in overtime back wages due under the federal Fair Labor Standards Act (FLSA) after having misclassified certain computer systems workers, the U.S. Department of Labor Wage &amp; Hour Division announced today.&nbsp; The settlement stems from a misclassification of systems workers as &ldquo;exempt&rdquo; which commonly occurs not only among health industry employers, but also among other employers as well.]]></description>
			<pubDate>Wed, 30 Apr 2008 11:55:38 CDT</pubDate>
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		<item>
			<title><![CDATA[Improving Employee Training and Development During an Economic Downturn]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=313</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=313</link>
			<description><![CDATA[When business leaders become worried about the economy they tend to scrutinize every dollar that is spent to ensure that scarce resources are being used wisely.&nbsp; When this happens department budgets are gone over with a fine tooth comb to see what can go and what should stay. Unfortunately the training and development portion of the budget is often put on the chopping block. Discover five things you can do to improve the way training and development is approached in your organization.]]></description>
			<pubDate>Mon, 28 Apr 2008 09:38:19 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[When is an Independent Contractor Really an Employee?]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=296</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=296</link>
			<description><![CDATA[The story is all too familiar.&nbsp; A company engages the services of an individual as an independent contractor.&nbsp; In reliance on this type of relationship, the company does not deduct payroll taxes from compensation amounts paid, does not pay the individual overtime, does not provide company benefits, and takes other positions consistent with the existence of an independent contractor arrangement.

]]></description>
			<pubDate>Tue, 22 Apr 2008 08:50:11 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Corporate Relocation: Plan, Plan, Plan]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=290</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=290</link>
			<description><![CDATA[When looking at corporate relocation, the absolute most important rule is planning, planning, planning!&nbsp; With employees becoming ever more mobile, and companies constantly looking for quality workers and ways to streamline their operations, it is essential that policies be in place before tackling employee relocation issues.

]]></description>
			<pubDate>Tue, 22 Apr 2008 07:56:51 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[From Web 2.0 to Web Infinity  with Virtual Organization Management]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=289</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=289</link>
			<description><![CDATA[Virtual Organization Management exponentially accelerates the evolution of the Web by leaps and bounds. Although we're already in Web 3.0 stage---the processes and procedures tinkering stage---many of our colleagues are still talking Web 2.0--the social network stage. Nonetheless, regardless of which numeric [x.x] we attach at the end of the word "Web", we will never be able to truly tap into the FULL power and potential of the Web, which I call "Infinity", until we first understand and adopt the virtual organization management concept.

]]></description>
			<pubDate>Mon, 21 Apr 2008 09:30:11 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[It's Not Always What it Seems...]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=269</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=269</link>
			<description><![CDATA[As the employer, you now have the duty to investigate. That does not mean jumping to conclusions but learning the facts from all the parties. As with any task, it requires advance planning. Here are 8 things you should consider before commencing an investigation.]]></description>
			<pubDate>Mon, 21 Apr 2008 09:29:54 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[When is an Independent Contractor Really an Employee?]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=270</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=270</link>
			<description><![CDATA[The story is all too familiar. A company engages the services of an individual as an independent contractor. In reliance on this type of relationship, the company does not deduct payroll taxes from compensation amounts paid, does not pay the individual overtime, does not provide company benefits, and takes other positions consistent with the existence of an independent contractor arrangement. Several months or even years later, taxing authorities and/or other governmental agencies notify the company that the individual has been misclassified...]]></description>
			<pubDate>Fri, 18 Apr 2008 11:21:49 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Health Care Plans That Work]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=257</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=257</link>
			<description><![CDATA[It&rsquo;s no secret that health care costs are spiraling out of control, impacting companies and employees alike.&nbsp; The key is to find a compromising balance that is practical and palatable to all concerned.&nbsp; What most organizations have discovered is that one size does NOT fit all; health care plans need to be tailored to fit the individual worker.&nbsp; Therefore, many employers today are opting for tiered plans which offer a variety of choices to their employees, allowing each individual some input as to the extent, and cost, of his/her coverage.]]></description>
			<pubDate>Wed, 16 Apr 2008 10:14:57 CDT</pubDate>
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		<item>
			<title><![CDATA[Tuition Assistance Programs: Learning Without Getting "Schooled"]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=249</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=249</link>
			<description><![CDATA[Many employers provide tuition assistance benefits to their employees.  Such programs are often viewed as ?win-win? as the employee receives the money to pay or an education, and the employer has a better-educated employee.  Employers often approve only those courses or areas of study that relate to the employees present position or anticipated career path within the company.]]></description>
			<pubDate>Mon, 14 Apr 2008 08:48:06 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[FMLA Amendments and Revisions]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=245</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=245</link>
			<description><![CDATA[While there has been a lot of commotion recently regarding the Family and Medical Leave Act, most of that has centered either on the recent passage of amendments to the Act or on the Department of Labor's promulgation of revised regulations interpreting the FMLA.  However, in addition to those legislative and regulatory changes that are underway, a couple of recent court cases from the 7th and 9th Circuits could go a long way towards defining how employers continue to adapt to the requirements and application of the FMLA.]]></description>
			<pubDate>Mon, 07 Apr 2008 07:45:52 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Every Dream Has Its Imperfections]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=242</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=242</link>
			<description><![CDATA[Everyone has his or her own idea of the ?perfect? home.  Likewise, everyone has a personal idea of the ?perfect? job.  Both of these are extremely individualistic with each person suiting his or her idea of ?perfection? to ones own unique tastes.   If you ask 25 different people, you will most likely receive 25 diverse replies to either one or both of these queries.  But, not to worry!  Diversity is good; it makes life interesting!]]></description>
			<pubDate>Thu, 03 Apr 2008 08:13:21 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Before You Fire That Problem Employee...]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=240</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=240</link>
			<description><![CDATA[A large number of organizations have an unwritten policy of hiring quickly and firing slowly, and justify such actions with comments such as, ?The position just needs to be filled?by anybody!? or ?Lets give Bill a few more months, maybe he will come around?? Actions such as these consistently rob an organization of possibility as hasty hiring decisions typically put the wrong people in the wrong seats within an organization where they are allowed to perform below expectations and sap an organization of productivity and morale.]]></description>
			<pubDate>Wed, 02 Apr 2008 11:09:57 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Arbitration Agreements - New Supreme Court Decision Concludes State Laws May Not Undercut FAA]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=239</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=239</link>
			<description><![CDATA[For over a decade, employers have increasingly sought arbitration as the forum of choice for the resolution of employment disputes.  Arbitration is relied upon to direct employment-related, as well as other disputes, away from the courtroom and into the arbitration forum for a variety of reasons.  These reasons include the belief that arbitration is less likely to result in large damage awards and can be less costly than the traditional arbitration process.]]></description>
			<pubDate>Mon, 31 Mar 2008 11:52:17 CDT</pubDate>
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		<item>
			<title><![CDATA[Fair Labor Standards Act Regulations Must Receive Appropriate Attention (Part II)]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=236</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=236</link>
			<description><![CDATA[In this second installment of a series of items discussing the Fair Labor Standard Act, we will look at the second of six key areas which should receive attention in order to reduce the likelihood a wage and hour challenge (or worse) will arise. This second installment is a discussion of the time-keeping practices of an organization.]]></description>
			<pubDate>Mon, 31 Mar 2008 08:08:15 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Promoting Diversity in Management]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=231</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=231</link>
			<description><![CDATA[Weve come a long way in accepting diversity in our communities and in our workplaces since the 1960s ? but we obviously still have some ground to cover.  Research shows that females and minorities still lag behind in management jobs, compared to white males.  For example, while women comprise 45 percent of the workforce, fewer than 15 percent of females are Fortune 500 officers.]]></description>
			<pubDate>Tue, 25 Mar 2008 11:01:40 CDT</pubDate>
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		<item>
			<title><![CDATA[Breastfeeding in the Workplace]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=229</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=229</link>
			<description><![CDATA[While there is seemingly a federal law that governs all workplace issues, there isnt one that provides the right to breastfeed or express milk in the workplace.  As such, the states have responded with a patchwork of laws ranging from the very general to the quite specific to address this issue.]]></description>
			<pubDate>Thu, 20 Mar 2008 15:38:09 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Sexual Harassment Prevention]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=227</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=227</link>
			<description><![CDATA[Sexual harassment training is no longer a luxury utilized only by those employers who wish to be, or appear, proactive in an effort to promote a positive workplace. Since the Supreme Court's landmark decisions in the 1998 Faragher and Ellerth sexual harassment cases, subsequent court decisions and EEOC Guidelines have demonstrated that sexual harassment training is essential and is not to be viewed as something to be dismissed or taken lightly.]]></description>
			<pubDate>Thu, 20 Mar 2008 07:46:54 CDT</pubDate>
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		<item>
			<title><![CDATA[Could Your Illegal Employees Become Your New Bargaining Partner?]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=226</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=226</link>
			<description><![CDATA[Most employers know that the National Labor Relations Board (NLRB) broadly defines the term ?employee?.  What employers may not know is that definition has been expanded so broadly that it now includes persons who are not even properly documented to work in the United States.]]></description>
			<pubDate>Mon, 17 Mar 2008 11:14:19 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Plugging the Baby Boomer Brain Drain]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=221</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=221</link>
			<description><![CDATA[You are probably well aware of the coming exodus of Baby Boomers from the workforce.  You may have even heard that the first official Baby Boomer ? Kathleen Casey Kirchling ? recently filed for social security benefits with the Social Security Administration, further underscoring the fast approaching departure of millions of highly trained and experienced workers from the workforce. ]]></description>
			<pubDate>Tue, 11 Mar 2008 08:58:03 CDT</pubDate>
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		<item>
			<title><![CDATA[THESE ARE THE DAYS!]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=220</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=220</link>
			<description><![CDATA[Do you remember everyones favorite bigot of the 1970s ? Archie Bunker?  Maybe you watched the show, All in the Family, back then ? or maybe youve caught it in some recent reruns on cable.  Poor Archie was having a heck of a time adjusting to all the changes resulting from the turmoil of the 1960s.  New legislation was altering workplace and social norms in the areas of civil rights, womens rights, and environmental awareness.]]></description>
			<pubDate>Mon, 10 Mar 2008 07:59:52 CDT</pubDate>
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		<item>
			<title><![CDATA[The Supreme Court Gets In The Employment Game]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=219</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=219</link>
			<description><![CDATA[On February 26th and 27th the United States Supreme Court published its decisions in two important cases in the arena of Employment Law -- Sprint/United Management Co. v. Mendelsohn and Federal Express Corp. v. Holowecki.  These cases are two of a surprisingly large number of employment-related cases accepted for decision by the high court in recent days, and they will both likely have significant repercussion in the employment arena.]]></description>
			<pubDate>Mon, 03 Mar 2008 14:43:26 CST</pubDate>
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		<item>
			<title><![CDATA[Tips for Interviewing Employees]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=218</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=218</link>
			<description><![CDATA[Companies spend substantial resources to obtain, train, and when necessary, to replace employees.  The workforce should be seen as a valuable resource for a company.   The importance of obtaining the right person for the right position in the company cannot be underestimated. ]]></description>
			<pubDate>Fri, 29 Feb 2008 11:00:54 CST</pubDate>
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		<item>
			<title><![CDATA[They're Lucky to Have You!]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=217</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=217</link>
			<description><![CDATA[Its no surprise to anyone that there is a gender gap in the American workplace.  It is well publicized that men continue to earn higher salaries (on an average basis) and often advance quicker than females, obtaining the ?plum? jobs in corporations.  However, it is also recognized that although the management styles may be different, women are just as intelligent, skilled, and educated as their male counterparts, and are often experts in communicating and understanding the needs of the organization.]]></description>
			<pubDate>Fri, 29 Feb 2008 11:00:19 CST</pubDate>
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		<item>
			<title><![CDATA[Arbitration Agreement- Providing More Coverage Than You Might Think]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=214</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=214</link>
			<description><![CDATA[When I help employers prepare an employee handbook, they typically question the efficacy of an arbitration agreement.  Erroneously, they believe that an arbitration provision is unenforceable, or will be held unconscionable by a court.  When properly drafted, however, a mandatory arbitration provision is enforceable, and can cover virtually any employment related misconduct.]]></description>
			<pubDate>Tue, 26 Feb 2008 15:23:43 CST</pubDate>
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		<item>
			<title><![CDATA[Supreme Court:  ERISA Participants Can Sue Fiduciaries For Individual Damages ]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=212</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=212</link>
			<description><![CDATA[The United States Supreme Court in Larue v. DeWolff, Boberg & Associates, Inc. February 20 ruled that although Section 502(a)(2) of the Employee Retirement Income Security Act of 1974 (ERISA) generally does not provide a remedy for individual injuries distinct from plan injuries in plans providing ?fixed benefits,? ERISA ? 502(a) does allow individual participants to seek to recover individually from fiduciaries for lost value to plan assets in a participant's individual account resulting from a fiduciary breach.]]></description>
			<pubDate>Tue, 26 Feb 2008 11:16:03 CST</pubDate>
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		<item>
			<title><![CDATA[Vocational School Research Strategies]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=210</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=210</link>
			<description><![CDATA[Are you or someone in your workplace considering making a career change, upgrading skills or attending school? Do you have a career bound family member? How do you go about identifying an appropriate training facility?]]></description>
			<pubDate>Wed, 20 Feb 2008 12:03:15 CST</pubDate>
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		<item>
			<title><![CDATA[EBSA Issues- Guidance on Health Plan Wellness & Disease Management Practices Subject to HIPAA Nondiscrimination Rules]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=208</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=208</link>
			<description><![CDATA[On February 14, 2008, the U.S. Department of Labors Employee Benefits Security Administration (EBSA) released guidance to the agencys national and regional offices on the types of health promotion and disease management programs required to comply with final regulations  relating to the application of the nondiscrimination requirements of the Health Insurance Portability and Accountability Act (HIPAA) to wellness and disease management programs.]]></description>
			<pubDate>Tue, 19 Feb 2008 07:56:07 CST</pubDate>
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		<item>
			<title><![CDATA[Hiring During an Economic Cool Down - Beware of the "Low Bid"]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=207</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=207</link>
			<description><![CDATA[Many have heard the following advice when hiring a contractor to perform construction or remodeling work on ones home ? ?Beware of the low bid.?  These words of advice can also be applied to managers hiring new employees during sluggish economic times such as the ones we seem to currently be in.  ]]></description>
			<pubDate>Mon, 18 Feb 2008 11:29:07 CST</pubDate>
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		<item>
			<title><![CDATA[Don't Just Manage - Motivate]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=201</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=201</link>
			<description><![CDATA[Were all familiar with the clich?s: ?attitude is everything,? ?believe in yourself,? ?success is 1% inspiration and 99% perspiration,? and ? well, you get the idea.  Actually, we all know that as trite as they may sound, theres really a great deal of truth in all the old platitudes.]]></description>
			<pubDate>Fri, 08 Feb 2008 10:53:22 CST</pubDate>
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		<item>
			<title><![CDATA[FMLA Changes Expand Protection to Employees]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=199</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=199</link>
			<description><![CDATA[On January 28, 2008, President Bush signed the National Defense Authorization Act.  While this law was primarily intended to address concerns over litigation surrounding the Gulf War, one section of the bill included provisions extending Family Medical Leave Act (FMLA) protection to close family relatives of uniformed service members.]]></description>
			<pubDate>Tue, 05 Feb 2008 10:39:56 CST</pubDate>
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		<item>
			<title><![CDATA[Additional Leave for Military Families Passed]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=198</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=198</link>
			<description><![CDATA[Its Official ? on January 28, 2008, President Bush has signed into law the first legislative expansion of rights under the Family and Medical Leave Act since its enactment in 1993.  The expansion of FMLA is part of the National Defense Authorization Act (NDAA).  The new provisions, like the old, will continue to be enforced by the Department of Labor, Wage and Hour Division.]]></description>
			<pubDate>Mon, 04 Feb 2008 16:18:50 CST</pubDate>
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		<item>
			<title><![CDATA[The FMLA In A State Of Flux]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=194</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=194</link>
			<description><![CDATA[The Family and Medical Leave Act (FMLA), enacted in 1993, is a federal statute that requires that public agencies and private employers with 50 or more employees provide eligible employees with the right to take family and medical leave in certain circumstances.  Generally, the FMLA requires employers to permit eligible employees to take up to twelve weeks of unpaid leave in any twelve-month period for the birth and care of a newborn child, for the placement of a child for adoption or foster care, to care for the employee's child, spouse or parent with a serious health condition, or for the employee's own serious health condition.]]></description>
			<pubDate>Wed, 30 Jan 2008 09:25:05 CST</pubDate>
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		<item>
			<title><![CDATA[GREAT GET-AWAYS - IN 30 MINUTES OR LESS]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=190</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=190</link>
			<description><![CDATA[We all have our ideal spots for a great get-away ? Maui, London, Paris, New York, San Francisco; or something more generic like the mountains or the beach.  But, lets face it, we cant be jetting off to exotic places every week ? or sometimes, even once a decade.  These days we all just seem to get busier and busier with the responsibilities of the 21st century ? family, work, church, friends, civic duties, school, childrens activities, clubs/organizations, and the list goes on and on.  ]]></description>
			<pubDate>Fri, 25 Jan 2008 08:40:14 CST</pubDate>
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		<item>
			<title><![CDATA[EMPLOYMENT NEWS - NON-COMPETITION AGREEMENTS]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=189</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=189</link>
			<description><![CDATA[Non-competition agreements between employers and employees, as opposed to those included as part of the sale of a business or the purchase of substantial stock in a company, are generally disfavored as a restraint of trade that must be limited in scope to protect employees with unequal bargaining power.  Nevertheless, most states recognize that under certain circumstances companies will have a legitimate interest in restraining employees from engaging in unfair competition with the employer after the employment relationship has ended.  ]]></description>
			<pubDate>Fri, 25 Jan 2008 08:35:09 CST</pubDate>
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		<item>
			<title><![CDATA[NLRB Email Decision]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=188</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=188</link>
			<description><![CDATA[At a time when the labor movement is working to increase its ranks, unions are increasingly relying on e-mail and web pages to spread their message and organize new members.  While an employer's ability to monitor traditional methods of communication ? print and oral ? and in-person solicitation has been the subject of numerous National Labor Relations Board (?NLRB? or ?Board?) decisions, until now the Board had not addressed the rules regulating electronic workplace conduct vis a vis the National Labor Relations Act (the ?Act?).]]></description>
			<pubDate>Wed, 23 Jan 2008 13:02:21 CST</pubDate>
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		<item>
			<title><![CDATA[Why not Hiring is Better than Hiring the Wrong Person for the Job]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=174</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=174</link>
			<description><![CDATA[In a tight labor market everybody is searching for the right talent.

Often times during a labor ?crunch? I commonly hear comments such as ?We just need to get someone in that position? or ?Can we just hire somebody?Please!?

When a client comes to me with statements like these, my response is always...  "You need to hire the right employee for the job.  Don't destroy possibility by hiring the wrong person and paying for it later."

Keeping a position open until the right candidate is identified is one of the most strategically important moves an organization can make.
]]></description>
			<pubDate>Mon, 07 Jan 2008 16:44:13 CST</pubDate>
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		<item>
			<title><![CDATA[Cost Savings Through Return-to-Work Programs - Pt 2 ]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=171</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=171</link>
			<description><![CDATA[This is the second in a two part series on experiencing cost savings by implementing an effective return-to-work (RTW) system. The first part explained the benefits. In this second part, we look at some of the mechanics.]]></description>
			<pubDate>Thu, 20 Dec 2007 20:38:41 CST</pubDate>
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		<item>
			<title><![CDATA[CONDUCTING BACKGROUND INVESTIGATIONS OF EMPLOYEES AND APPLICANTS: EMPLOYER'S MUST PROCEED WITH CAUTION ]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=167</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=167</link>
			<description><![CDATA[Employers increasingly rely on the results of background investigations to evaluate the suitability of an employee, or applicant for employment, before making employment decisions. This trend is certainly not surprising in light of post-9/11 concerns about national security, as well as public demand for increased honesty and integrity of corporate executives, officers and directors following the Enron scandal.  Background investigations are often conducted in the employment context to verify a variety of information such as previous employment, educational history, credit history, to identify criminal activity and to otherwise evaluate the truthfulness of an employee or applicant for employment.  In certain industries, federal or state law may require background checks of individuals who will work in sensitive positions.  Some examples are the banking industry, certain government jobs and positions involving work with children, the elderly or the disabled. ]]></description>
			<pubDate>Tue, 18 Dec 2007 20:26:09 CST</pubDate>
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		<item>
			<title><![CDATA[New Rules for an Old Game:  Conditional Job Offers]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=163</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=163</link>
			<description><![CDATA[Hiring is one of the most critical steps in the employment process ? where precision and diligence pay off.  Is the company line on hiring: "At this point in our recruiting process, I am pleased to make you a conditional offer of employment.  It is, important, however, that you fully understand the conditions of this offer as they are detailed below. . . our offer is contingent upon your successful completion of a drug test, a medical examination, and a satisfactory background check...."?  Based on new case law, your company may need to rethink the hiring process.]]></description>
			<pubDate>Thu, 13 Dec 2007 20:11:04 CST</pubDate>
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		<item>
			<title><![CDATA[Employers Must Pay For Protective Gear]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=159</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=159</link>
			<description><![CDATA[After eight years in the making, OSHA has released a Final Rule setting out when an employer must pay for personal protective equipment.]]></description>
			<pubDate>Tue, 04 Dec 2007 18:34:57 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[Employee Retention - How much is retaining the wrong employee costing you?]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=158</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=158</link>
			<description><![CDATA[A few weeks ago, I had the privilege of speaking at a conference about employee hiring, retention, and interpersonal communication based on behaviors. The audience was comprised of business owners and their immediate senior management team members.]]></description>
			<pubDate>Tue, 04 Dec 2007 12:31:17 CST</pubDate>
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		<item>
			<title><![CDATA[Employee Councils and Minority Collective Bargaining--]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=153</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=153</link>
			<description><![CDATA[Unions are using two long forgotten tools in their effort to turn around failing organizing efforts and declining membership?employee councils and minority bargaining.]]></description>
			<pubDate>Mon, 03 Dec 2007 21:13:25 CST</pubDate>
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		<item>
			<title><![CDATA[FLSA Regulations Must Receive Appropriate Attention (Part I)]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=151</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=151</link>
			<description><![CDATA[What's common may not be what is accurate. Litigation and challenges to various aspects of wage and hour law continue to grow. Employers need to reconsider practices which are fairly common if they want to reduce the likelihood they will become an employee target.]]></description>
			<pubDate>Mon, 03 Dec 2007 14:08:33 CST</pubDate>
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		<item>
			<title><![CDATA[The Employment Non-Discrimination Act of 2007]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=148</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=148</link>
			<description><![CDATA[	On November 7, 2007, the United States House of Representatives approved the Employment Non-Discrimination Act  by a vote of 235-184.  The Employment Non-Discrimination Act, H.R. 3685, is intended "to provide a comprehensive Federal prohibition of employment discrimination on the basis of sexual orientation" and "provide meaningful and effective remedies for employment discrimination on the basis of sexual orientation."  In short, if the Employment Non-Discrimination Act were to become law, it would extend the protection of Title VII of the Civil Rights Act of 1964 to prevent disparate treatment of employees based on sexual orientation.]]></description>
			<pubDate>Wed, 28 Nov 2007 17:47:46 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[Cost Savings Through Return-to-Work Programs]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=143</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=143</link>
			<description><![CDATA[This is the first in a two part series on experiencing cost savings by implementing an effective return-to-work (RTW) system. This first part will explain the benefits. Part two will look at some of the mechanics.]]></description>
			<pubDate>Wed, 07 Nov 2007 19:37:40 CST</pubDate>
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		<item>
			<title><![CDATA[Help! I Need to Upgrade My Technology]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=135</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=135</link>
			<description><![CDATA[Obviously you have to keep up with technology in order to remain competitive.  Your hardware and software need to be updated regularly and employees must be trained frequently to ensure their competence on same.  Even I attest to this, and can proficiently use any number of software applications and navigate the web super-highway and admittedly conduct a wide amount of research on the Internet.  However, I recognize that there are limits to things on which I wish to remain current. If you own a business, work in a business, or simply have a telephone and/or mailing address youre keenly aware that technology is advancing at an unprecedented pace.]]></description>
			<pubDate>Fri, 02 Nov 2007 08:44:45 CDT</pubDate>
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		<item>
			<title><![CDATA[Playing Fast and Loose With "Contractors" May Get Your Agency in Trouble]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=132</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=132</link>
			<description><![CDATA[In certain situations, employers that wish to avoid the hassle and expense of bringing on additional employees will simply enter into ?independent contractor? agreements with individuals and have them perform the services desired.  But does the parties agreement that their relationship will be considered an independent contractor relationship make it so?  More often than not, the answer is ?no? leading to potentially crippling liability for the owner of the agency.  This was recently discovered by Bankers Life & Casualty Company in a class action lawsuit filed against it by one of its ?independent contractors.?]]></description>
			<pubDate>Thu, 01 Nov 2007 12:01:53 CDT</pubDate>
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		<item>
			<title><![CDATA[Re-Employment of the Troops]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=131</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=131</link>
			<description><![CDATA[Let this serve as an hypothetical:  The second line manager of our manufacturing facility was called to active military duty over a year ago.  Due to the need for a manager, the position was immediately filled by a person who has worked out great.  The previous manager recently returned from active duty and notified the company of his intent to return to work.  Reinstating him would mean displacing one of the best managers the company has ever had, which would be very disruptive.  Are we required to reinstate the returning reservist?  If so, can't we just create an assistant manager position for him, with the same rate of pay as the general manager?]]></description>
			<pubDate>Thu, 01 Nov 2007 08:42:13 CDT</pubDate>
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		<item>
			<title><![CDATA[National Article Provides Valuable Reminders Regarding Harassment]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=115</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=115</link>
			<description><![CDATA[A recent Wall Street Journal article regarding harassment provides context for consideration of several important principles which help reduce the likelihood important resources will be drained off by protracted litigation.]]></description>
			<pubDate>Sun, 30 Sep 2007 13:00:40 CDT</pubDate>
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		<item>
			<title><![CDATA[SEXual Harassment... The BIG Issue in the Workplace, part 2]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=106</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=106</link>
			<description><![CDATA[National media coverage has made it more than apparent that sexual harassment within the workplace is an area of critical exposure for business owners and corporations alike. Federal guidelines through the EEOC recommend, and California law AB 1825 requires, communication of harassment policies and proactive education of supervisors regarding company policies against harassment. Proper employee training can significantly minimize the risk of sexual harassment lawsuits.]]></description>
			<pubDate>Mon, 06 Aug 2007 11:29:23 CDT</pubDate>
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		<item>
			<title><![CDATA[Key Elements of Effective Compensation]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=101</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=101</link>
			<description><![CDATA[What contributes to an increased likelihood that compensation will actually produce its intended results? There at least five general elements of effective compensation, which must be considered if the return on the resources used is to be maximized.]]></description>
			<pubDate>Sun, 29 Jul 2007 20:40:34 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Employing People with Disabilities, part 2]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=100</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=100</link>
			<description><![CDATA[This is the second article in a series regarding employing people with disabilities. The purpose in writing this series is to enhance employment opportunities for people with disabilities, through dispelling myths and providing some tools.

In the first article, we explored some of the barriers to hiring from the employer's viewpoint. We also discussed some of the concerns expressed by job applicants through the employee's viewpoint.]]></description>
			<pubDate>Fri, 29 Jun 2007 10:04:53 CDT</pubDate>
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			<title><![CDATA[A Behavioral Definition of the Open Door Policy Is Important]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=97</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=97</link>
			<description><![CDATA[Open Door policies are common. As a result of specific false conclusions, such policies may not be as effective as they are intended to be. Defining what an Open Door looks like behaviorally reduces conflict and increases productivity.]]></description>
			<pubDate>Thu, 21 Jun 2007 17:26:15 CDT</pubDate>
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			<title><![CDATA[ER visits decline under CDHP]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=96</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=96</link>
			<description><![CDATA[Journal of the American Medical Association (JAMA) study shows decline in nonemergency procedures under Consumer-Driven Health Plans]]></description>
			<pubDate>Thu, 21 Jun 2007 12:29:29 CDT</pubDate>
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			<title><![CDATA[High Court Upholds Department of Labor Regulation Exempting from Overtime Companionship Services Employees Paid By Third Party Agencies]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=95</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=95</link>
			<description><![CDATA[The US Supreme Court has held that companionship services employees are exempt from the minimum wage and overtime requirements of the Fair Labor Standards Act (FLSA) regardless of whether they are paid directly by the individual or family receiving their service or by a third party home care company or agency. The case, Long Island Care at Home, Ltd. v. Coke, was decided on June 11, 2007. ]]></description>
			<pubDate>Fri, 15 Jun 2007 12:26:53 CDT</pubDate>
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			<title><![CDATA[CIAB Poll Shows Benefit Costs Soaring - Again]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=94</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=94</link>
			<description><![CDATA[Employee group health benefit costs for businesses continued a rapid increase over the past six months, and a majority of employers, regardless of size, paid a lot more to renew, a producer group reports. What are you going to do?]]></description>
			<pubDate>Fri, 01 Jun 2007 11:01:21 CDT</pubDate>
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			<title><![CDATA[Supreme Court Limits Untimely Pay Discrimination Suits]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=93</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=93</link>
			<description><![CDATA[In a ruling that will greatly limit the ability of employees to file pay discrimination lawsuits, on May 29, 2007, the United States Supreme Court held that courts cannot consider claims of discriminatory pay based on acts preceding the deadline to file a charge with the EEOC.  ]]></description>
			<pubDate>Wed, 30 May 2007 09:30:58 CDT</pubDate>
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			<title><![CDATA[Imus Dismissal: Some Considerations Regarding Policy Enforcement]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=89</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=89</link>
			<description><![CDATA[How does your organization react when faced with its own Imus? It's not if policies will be violated by high performing, highly visible employees - it's when. What happens next typically sends powerful messages to employees. Are they be messages the organization wants sent?]]></description>
			<pubDate>Wed, 09 May 2007 21:50:11 CDT</pubDate>
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			<title><![CDATA[Violence in the Workplace, part 3: GANGS]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=88</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=88</link>
			<description><![CDATA[ Gang activity is on the rise in the United States.

What are some proactive  strategies employers can implement to promote a safe workplace?
]]></description>
			<pubDate>Mon, 16 Apr 2007 15:31:57 CDT</pubDate>
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			<title><![CDATA[Conflict Resolution:  An Increasingly Important Consideration (Part I)]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=87</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=87</link>
			<description><![CDATA[Life in any organization will involve differences, or what most refer to as conflict. Its not if but when and about what the conflict will occur. Despite the certainty, an irony exists in our behavior toward these differences. Further, there are several convergent factors that potentially increase the frequency and intensity of the interactions we typically refer to as conflict. The outcomes of conflict can be quite damaging to an organization. ]]></description>
			<pubDate>Tue, 06 Mar 2007 22:55:30 CST</pubDate>
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			<title><![CDATA[The Role of the Vocational Consultant, the Underutilized Resource,  Part 2]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=86</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=86</link>
			<description><![CDATA[Did you know that Vocational Consultants have the unique skill set to foster proactive discussions and actions? When brought in early enough,they have the capacity to turn the tides on complex situations and offer a winning edge! Read on!]]></description>
			<pubDate>Sun, 04 Feb 2007 11:25:27 CST</pubDate>
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			<title><![CDATA[The Vocational Expert: the underutilized resource, part 1]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=85</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=85</link>
			<description><![CDATA[ Early intervention and enlisting the services of a skilled vocational expert has the potential to impact case outcomes in the legal arena in a positive, winning fashion.]]></description>
			<pubDate>Tue, 02 Jan 2007 15:14:01 CST</pubDate>
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			<title><![CDATA[Eight in Ten Internet Users Go Online for Health Information]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=84</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=84</link>
			<description><![CDATA[Eighty percent of American internet users, or some 113 million adults, have searched for information on at least one of seventeen health topics.]]></description>
			<pubDate>Fri, 29 Dec 2006 08:46:08 CST</pubDate>
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			<title><![CDATA[LA Times Article Highlights the Importance of Health Plans for Employees.]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=81</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=81</link>
			<description><![CDATA[Make sure you are looking at all of your options: Health Savings Account - HSA, Health Reimbursement Arrangements - HRA, Flexible Spending Accounts - FSA and Health and Wellness Tools to develop a plan that creates the proper financial incentive for employees to get engaged in their health care.
]]></description>
			<pubDate>Fri, 29 Dec 2006 08:45:50 CST</pubDate>
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			<title><![CDATA[Ohio Minimum Wage and No Smoking Ballot Issues to Have Impact on Ohio Employers]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=82</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=82</link>
			<description><![CDATA[On November 7, Ohio voters passed two statewide issues that will have an impact on the vast majority of Ohio employers. The voters passed both Issue 2, a minimum wage issue, and Issue 5, a smoking ban issue. It is important for Ohio employers to gain a good understanding of what their legal obligations will be in light of these two ballot issues.]]></description>
			<pubDate>Fri, 29 Dec 2006 08:44:41 CST</pubDate>
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			<title><![CDATA[View From The Trenches (....or what they wish you knew)]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=83</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=83</link>
			<description><![CDATA[How far you go in life depends on your being tender with the young, compassionate with the aged, sympathetic with the striving and tolerant of the weak and strong. Because someday in life you will have been all of these. -George Washington Carver]]></description>
			<pubDate>Tue, 21 Nov 2006 15:28:23 CST</pubDate>
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			<title><![CDATA[Survey Shows Health Insurance Premiums Continue To Rise Twice As Fast As Wages]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=80</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=80</link>
			<description><![CDATA[If you havent taken the time to review the recent Kaiser/HRET Employer Health Benefits Survey, you should.

]]></description>
			<pubDate>Mon, 20 Nov 2006 13:29:40 CST</pubDate>
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			<title><![CDATA[The Interactive Process]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=79</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=79</link>
			<description><![CDATA[A company's greatest resource is the staff.
Learn about how the Interactive Process Meeting can serve as a productive forum for branstorming working safer,smarter strategies.]]></description>
			<pubDate>Wed, 01 Nov 2006 07:35:04 CST</pubDate>
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			<title><![CDATA[DOL Issues Recent Opinion Letters Construing White Collar Exemptions Revealing Trend of Applying Principles In Place Before 2004 Amendments]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=78</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=78</link>
			<description><![CDATA[Within the last few months, the United States Department of Labor's Wage and Hour Division ("the DOL") has issued a number of opinion letters construing the executive, professional, and administrative overtime exemptions to the Fair Labor Standards Act ("FLSA") with respect to a number of very specific positions.  These opinion letters are worth paying attention to.]]></description>
			<pubDate>Mon, 16 Oct 2006 08:21:51 CDT</pubDate>
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			<title><![CDATA[The Ties that Bind, part 2]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=77</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=77</link>
			<description><![CDATA[We do not get to choose who ends up at the desk next to us. Therefore, with this in mind, it is essential that we develop tools to embrace each other's uniqueness, no matter what pre-existing viewpoints are held and stereotypes.Read on!

]]></description>
			<pubDate>Tue, 10 Oct 2006 08:57:22 CDT</pubDate>
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			<title><![CDATA[Executive Employment Agreements:  Employer Prevails Against Terminated Executive In Case Over Executive's Contract Giving Company Discretion to Determine Whether "Just Cause" Exists]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=76</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=76</link>
			<description><![CDATA[A state appeals court recently reversed a jury verdict in favor of a companys former executive, finding that the employer had the discretion to determine whether just cause existed, highlighting the importance of close attention to ?just cause? provisions in executive employment agreements. ]]></description>
			<pubDate>Mon, 09 Oct 2006 11:31:19 CDT</pubDate>
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			<title><![CDATA[THE TIES THAT BIND, part 1 by Jamie Charter, M.S., CPDM]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=75</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=75</link>
			<description><![CDATA[?Goodwill is the mightiest practical force in the universe?-Charles F. Dole

]]></description>
			<pubDate>Mon, 18 Sep 2006 15:38:15 CDT</pubDate>
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			<title><![CDATA[Controlling Medical Trend]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=74</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=74</link>
			<description><![CDATA[There are three components of medical trend - knowing which one you can influence is key to controlling costs over time.]]></description>
			<pubDate>Tue, 05 Sep 2006 12:58:21 CDT</pubDate>
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			<title><![CDATA[CHANGE POSITIONS!]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=73</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=73</link>
			<description><![CDATA[?Nothing is permanent but change?-Heraclitus


Change.  It is inevitable, yet it is much feared often avoided and will send grown people kicking and screaming, running for the hills, fighting like mad against it.
Why is this? Want to learn more? Read on!
]]></description>
			<pubDate>Mon, 28 Aug 2006 09:50:48 CDT</pubDate>
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			<title><![CDATA[He put his money where his mouth is... and it is working.]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=72</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=72</link>
			<description><![CDATA[Last week, I met with one of the most sophisticated buyers I have ever met.  This Human Resources professional oversees the North American HR functions for a very large, world wide company]]></description>
			<pubDate>Tue, 15 Aug 2006 08:05:15 CDT</pubDate>
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			<title><![CDATA[THIS IS NOT A DRESS REHEARSAL]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=71</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=71</link>
			<description><![CDATA["Love the moment. Flowers grow out of dark moments. Therefore, each moment is vital. It affects the whole. Life is a succession of such moments and to live each, is to succeed"....Corita Kent]]></description>
			<pubDate>Mon, 14 Aug 2006 08:20:30 CDT</pubDate>
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			<title><![CDATA[What is the goal?]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=69</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=69</link>
			<description><![CDATA[As an employer, you control the dollars that provide health benefits for your employees.  Know what you want before you make a change.]]></description>
			<pubDate>Fri, 04 Aug 2006 10:06:12 CDT</pubDate>
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			<title><![CDATA[THE CARE AND FEEDING OF THE DOVE]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=68</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=68</link>
			<description><![CDATA[What could an aviary and bird rescue possibly have to do with workplace discrimination and promoting diversity?
Read on!]]></description>
			<pubDate>Mon, 31 Jul 2006 08:17:28 CDT</pubDate>
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			<title><![CDATA[Age Discrimination: The Naked Truth!]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=67</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=67</link>
			<description><![CDATA[Did you know that the ADEA provides protection for those over 40?
Learn more, read on!]]></description>
			<pubDate>Mon, 24 Jul 2006 07:43:34 CDT</pubDate>
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			<title><![CDATA[Employment - Partnership or Prison?]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=22</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=22</link>
			<description><![CDATA[Is it possible that much of what companies do to prevent challenges actually contributes to its production?]]></description>
			<pubDate>Wed, 19 Jul 2006 09:23:15 CDT</pubDate>
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			<title><![CDATA[EMPLOYING PEOPLE WITH DISABILITIES, PART 1]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=66</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=66</link>
			<description><![CDATA[Want to enhance your workforce in your organization?
There is a fantastic resource available to you!]]></description>
			<pubDate>Wed, 12 Jul 2006 10:33:33 CDT</pubDate>
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			<title><![CDATA[Did you miss the H-1B visa cap? - Part II]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=62</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=62</link>
			<description><![CDATA[All hope is not lost.  There are alternatives to H-1B visas.]]></description>
			<pubDate>Thu, 06 Jul 2006 08:39:56 CDT</pubDate>
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			<title><![CDATA[VIOLENCE IN THE WORKPLACE, part 2]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=64</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=64</link>
			<description><![CDATA[This article will continue to discuss the subject of workplace violence. In part 1, we discussed the different forms in which workplace violence can manifest.
Workplace violence can range from threatening or offensive language and, in the most extreme cases, homicide.]]></description>
			<pubDate>Wed, 05 Jul 2006 12:57:29 CDT</pubDate>
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			<title><![CDATA[Controlling Costs and Achieving Better Health with CDHP]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=61</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=61</link>
			<description><![CDATA[A successful consumer-directed health plan is not about an acronym or an account, but about providing a reason for a consumer to enhance his or her healthcare purchasing behavior with information.
]]></description>
			<pubDate>Fri, 30 Jun 2006 15:15:49 CDT</pubDate>
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			<title><![CDATA[High Court Broadens Grounds for Retaliation Claims]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=58</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=58</link>
			<description><![CDATA[The US Supreme Court has held that employer actions less severe than those needed to establish a claim for discrimination can form the basis for a retaliation claim under Title VII.]]></description>
			<pubDate>Thu, 29 Jun 2006 08:49:04 CDT</pubDate>
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			<title><![CDATA[The Value of Independence]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=60</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=60</link>
			<description><![CDATA[Stability, Flexibility and Trust - what you need to keep control of costs and improve benefits for your employees.]]></description>
			<pubDate>Tue, 27 Jun 2006 10:50:37 CDT</pubDate>
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			<title><![CDATA[Homeland Security Publishes Proposed Rule Outlining Employer Responses to Social Security "No Match" Letters]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=56</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=56</link>
			<description><![CDATA[The Department of Homeland Security (DHS), Bureau of Immigration and Customs Enforcement (ICE), has published a proposed rule to amend the regulations relating to the unlawful hiring or continued employment of unauthorized aliens (8 CFR ?274a). The amended regulation describes the legal obligations of an employer that receives a "No-Match Letter" from the Social Security Administration (SSA) or the DHS.
]]></description>
			<pubDate>Wed, 21 Jun 2006 15:26:00 CDT</pubDate>
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		<item>
			<title><![CDATA[Violence in the Workplace, part 1]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=55</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=55</link>
			<description><![CDATA[My motivation in writing this article series at this time is to put a spotlight on the vital issue of violence in the workplace. I had been planning to write this series in the future but now it takes precedence over other subjects. This week, a story unfolded in Santa Cruz, California that is very close, both in geographical proximity to my business, as well as on a personal level. 

On Wednesday evening, June 14, 2006, an applicant attorney, Jay Bloombecker, was shot and killed by a disgruntled injured worker. This incident occurred right in our community, where Mr. Bloombecker and his family reside. The situation has far-reaching impacts on both a professional and personal level. ]]></description>
			<pubDate>Mon, 19 Jun 2006 10:35:53 CDT</pubDate>
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			<title><![CDATA[300 Benefit Managers]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=50</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=50</link>
			<description><![CDATA[What 300 benefit managers were talking about last week: Consumer-Driven Health Plans and Health Awareness Strategies.
]]></description>
			<pubDate>Wed, 14 Jun 2006 12:01:37 CDT</pubDate>
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		<item>
			<title><![CDATA[DOL Issues Opinion Letter Limiting Employers' Ability to Make Deductions from Pay of Salaried Nonexempt Employees Paid Using Fluctuating Hours Method]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=48</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=48</link>
			<description><![CDATA[Many employers take advantage of the fluctuating hours method of paying salaried nonexempt employees.  The DOL's Wage & Hour Division, however, recently issued an opinion letter pointing out an important drawback to the use of the method.]]></description>
			<pubDate>Mon, 12 Jun 2006 09:06:08 CDT</pubDate>
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		<item>
			<title><![CDATA[Did you miss the H-1B visa cap? - Part I]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=45</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=45</link>
			<description><![CDATA[If you use H-1B visas, then you probably know that the annual quota for H-1B visas was reached at the end of May 2006.  That is frightening news.]]></description>
			<pubDate>Thu, 08 Jun 2006 08:43:19 CDT</pubDate>
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		<item>
			<title><![CDATA[DIVERSITY AND DISABILITY]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=44</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=44</link>
			<description><![CDATA[According to recent studies, the workforce of America is rapidly changing and growing more diverse in nature. It is anticipated that over the next few decades, the primary percentage of new growth in the workplace will be comprised of ethnic minorities, immigrants and women. It is also anticipated that the number of employees with disabilities will increase.

With labor shortages as a factor facing businesses in America, there is a very logical solution to hire the current generation of Americans with disabilities.
]]></description>
			<pubDate>Mon, 05 Jun 2006 10:25:55 CDT</pubDate>
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		<item>
			<title><![CDATA[IS YOUR ORGANIZATION PREPARED TO COMBAT SEXUAL HARASSMENT LAWSUITS?]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=40</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=40</link>
			<description><![CDATA[Employers need to be certain they are providing a comprehensive program that meets all Federal expectations, including preventive education for your employees. Such a program can include:

* Supervisor and management training. 
* Prevention compliance to meet Federal recommendations (EEOC) and state regulations. 
* Interactive discussions regarding less-than-obvious harassment. 
* Presentation of clear on-the-job rules for both male and female employees.
* How to prevent sexual harassment.
]]></description>
			<pubDate>Wed, 31 May 2006 11:14:49 CDT</pubDate>
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		<item>
			<title><![CDATA[Not-So-Comprehensive Immigration Reform]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=19</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=19</link>
			<description><![CDATA[A vote on immigration reform is likely in the coming days.  But is the proposed legislation a real solution?]]></description>
			<pubDate>Wed, 24 May 2006 11:49:07 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[We've Been Through This Before]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=21</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=21</link>
			<description><![CDATA[Attention Health Care Shoppers, you have already experienced what is going on around you the last time you bought a car, researched real estate, invested, purchased music or a book, or looked for the latest news. ]]></description>
			<pubDate>Wed, 24 May 2006 08:51:03 CDT</pubDate>
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		<item>
			<title><![CDATA[Doctor Google]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=20</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=20</link>
			<description><![CDATA[Health Care Consumerism Just Took a Huge Leap Forward

Now when you go to Google and type in a health related search you will find different options that will make searching for health care related information easier.]]></description>
			<pubDate>Wed, 24 May 2006 08:49:15 CDT</pubDate>
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			<title><![CDATA[SEXUAL HARASSMENT PREVENTION: WHAT EMPLOYERS NEED TO KNOW]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=18</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=18</link>
			<description><![CDATA[Sexual Harassment Prevention: This is the first in a series of informational articles on this important subject. Through this article series, we will discuss sexual harassment, what it is, what it is not, some strategies, and work toward instituting measures to ensure that the workplace is a safe and respectful environment.]]></description>
			<pubDate>Fri, 19 May 2006 09:03:40 CDT</pubDate>
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			<title><![CDATA[Want to withhold payment for unused vacation upon termination?  Make sure you can.]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=17</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=17</link>
			<description><![CDATA[It happens all the time.  An employee departs either voluntarily or involuntarily under unpleasant circumstances.  The employer believes the employee isnt deserving of receiving a check?often a sizable one?for unused vacation.  So, the employer simply pays the employee their base pay through the last day worked.  Permissible?  Sometimes.  Sometimes not.]]></description>
			<pubDate>Tue, 16 May 2006 00:00:00 CDT</pubDate>
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			<title><![CDATA[CDHP controls costs]]></title>
			<guid>http://www.hrresource.com/blog/view.php?blog_id=15</guid>
			<link>http://www.hrresource.com/blog/view.php?blog_id=15</link>
			<description><![CDATA[Heres what I know:  consumer-driven health plans (CDHP), structured correctly, can control costs for employers, provide employees the financial resource necessary to obtain health care services and improve benefits for companies that have been hit with increase, after increase, after increase, after increase?

I make that statement based on the renewal rates for companies (more than 250) I know are taking advantage of consumer-driven health care plans.]]></description>
			<pubDate>Wed, 10 May 2006 00:00:00 CDT</pubDate>
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			<title><![CDATA[New Blog Author Dennis Portnoy]]></title>
			<guid>http://www.hrresource.com/blog/dennisportnoy/</guid>
			<link>http://www.hrresource.com/blog/dennisportnoy/</link>
			<description><![CDATA[]]></description>
			<pubDate>Thu, 03 Jun 2010 16:04:07 CDT</pubDate>
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			<title><![CDATA[New Blog Author Houston Neal]]></title>
			<guid>http://www.hrresource.com/blog/houstonneal/</guid>
			<link>http://www.hrresource.com/blog/houstonneal/</link>
			<description><![CDATA[]]></description>
			<pubDate>Tue, 25 May 2010 11:10:42 CDT</pubDate>
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			<title><![CDATA[New Blog Author zachary wolff]]></title>
			<guid>http://www.hrresource.com/blog/zacharywolff/</guid>
			<link>http://www.hrresource.com/blog/zacharywolff/</link>
			<description><![CDATA[]]></description>
			<pubDate>Wed, 16 Dec 2009 08:04:57 CST</pubDate>
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			<title><![CDATA[New Blog Author Jennifer Benike]]></title>
			<guid>http://www.hrresource.com/blog/jenniferbenike/</guid>
			<link>http://www.hrresource.com/blog/jenniferbenike/</link>
			<description><![CDATA[]]></description>
			<pubDate>Tue, 27 Oct 2009 13:42:27 CDT</pubDate>
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			<title><![CDATA[New Blog Author Ben Holmen]]></title>
			<guid>http://www.hrresource.com/blog/benholmen/</guid>
			<link>http://www.hrresource.com/blog/benholmen/</link>
			<description><![CDATA[Whole]]></description>
			<pubDate>Wed, 26 Aug 2009 14:16:36 CDT</pubDate>
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			<title><![CDATA[New Blog Author Kate Nasser]]></title>
			<guid>http://www.hrresource.com/blog/katenasser/</guid>
			<link>http://www.hrresource.com/blog/katenasser/</link>
			<description><![CDATA[Kate Nasser, The People-Skills Coach and President of CAS, Inc. has MA Organizational Psychology, BS Mathematics, and 20 years of experience in the organizational dynamics of customer service and teamwork.  She founded CAS, Inc. in 1989 delivering consulting and training on smart people-skills to large corporations including Pfizer, J&J, Goldman Sachs, Time Warner, The GAP, National Institutes of Health to name just a few.   Kate is credible to many audiences because of her diverse background.  She has a special connection to technical organizations (IT, doctors, lawyers, engineers, scientists, finance) because of her technical background and undergraduate education.

Kate Nasser activates valuable change in organizations through her keynotes, training sessions, consultations with leaders, one-on-ones with team members, and blogs.  She is both inspirational and practical, feisty and respectful, humorous and driven, caring and action oriented.  Kate often questions what others take for granted.  Her advice balances current reality with future vision.  She has a natural intuition (her GPS for people) that she uses for the benefit of all she touches.    Kate is an active and substantive networker.  

You can see Kates sessions in action at http://katenasser.com/category/video, or communicate with her on LinkedIn and yes, on Twitter http://twitter.com/katenasser.   
She can be reached directly at 908.595.1515 (ET) or info@katenasser.com.]]></description>
			<pubDate>Tue, 30 Jun 2009 06:34:59 CDT</pubDate>
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			<title><![CDATA[New Blog Author Todd Solomon]]></title>
			<guid>http://www.hrresource.com/blog/toddsolomon/</guid>
			<link>http://www.hrresource.com/blog/toddsolomon/</link>
			<description><![CDATA[Todd A. Solomon is a partner in the law firm of McDermott Will & Emery LLP based in the Firm?s Chicago office. As a member of the Employee Benefits Department, Todd?s practice is concentrated primarily on designing, amending, and administering pension plans, profit sharing plans, 401(k) plans, employee stock ownership plans, 403(b) plans, and nonqualified deferred compensation arrangements. He also counsels privately and publicly-held corporations and tax-exempt entities regarding fiduciary issues under ERISA, employee benefits issues involved in corporate transactions, executive compensation matters, and the implementation of benefit programs for domestic partners of employees. A portion of his practice consists of advising clients on fiduciary and plan investment matters. Todd has experience counseling plan fiduciaries with respect to investment policies, alternative investments (e.g., hedge funds, limited partnerships, real estate), prohibited transaction issues, investment management agreements, and payment of expenses from plan assets. Todd has dealt with the Internal Revenue Service under various circumstances, including Employee Plans Compliance Resolution System (EPCRS) filings, Audit CAP negotiations, benefit plan audits and applications for determination letters. He has also represented clients in negotiations with the Department of Labor in connection with benefit plan audits and Voluntary Fiduciary Correction Program filings. Todd is the author of the First, Second, Third, Fourth and Fifth Editions of Domestic Partner Benefits - An Employer's Guide, which were published by Thompson Publishing Group, and is a frequent speaker on employee benefits issues resulting from domestic partnerships and same-sex marriages. Todd is co-chair of the Firm?s Pro Bono & Community Service Committee in the Chicago office. He received the 2008 McDermott Will & Emery award for Outstanding Achievement and Commitment to Pro Bono and Service to the Community. In June 2008, Todd was named a ?Pro Bono Attorney of the Month? by Illinois Legal Aid Online. He is also a member of the Lesbian, Gay, Bisexual and Transgender Diversity Committee of McDermott Will & Emery. As a member of the LGBT Committee, Todd has been involved with evaluating the Firm?s domestic partner benefits policies and working with businesses in Chicago to form strategic alliances in order to advocate for LGBT rights in the workplace. He is admitted to practice before the Illinois Bar.]]></description>
			<pubDate>Thu, 18 Jun 2009 11:26:41 CDT</pubDate>
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			<title><![CDATA[New Blog Author Scott Silverman]]></title>
			<guid>http://www.hrresource.com/blog/scottsilverman/</guid>
			<link>http://www.hrresource.com/blog/scottsilverman/</link>
			<description><![CDATA[Scott Silverman has counseled management in all aspects of labor and employment for over 14 years. Scott's broad range of experience includes representation of employers in collective bargaining and contract negotiations, administrative proceedings, federal and state court litigation and arbitrations. Although he has handled the gamut of labor and employment issues in his career, Scott's practice has emphasized labor management relations, employment discrimination, non-compete/trade secret, wage and hour, and workers' compensation retaliation claims. As a complement to his litigation practice, Scott advises employers on day-to-day employment issues and drafts manuals and contracts for his clients. Scott frequently lectures for the Hillsborough County Bar, the National Business Institute, the Council on Education in Management and Lorman Education Services.  In addition, Scott regularly publishes articles on current developments in labor and employment law. ]]></description>
			<pubDate>Mon, 16 Mar 2009 13:29:18 CDT</pubDate>
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			<title><![CDATA[New Blog Author Dr. Chris E. Stout]]></title>
			<guid>http://www.hrresource.com/blog/dr. chris e.stout/</guid>
			<link>http://www.hrresource.com/blog/dr. chris e.stout/</link>
			<description><![CDATA[Dr. Stout is a licensed clinical psychologist and serves as ATI/PROs Director of Research and Development. He also is a Clinical Professor in the College of Medicine at the University of Illinois, Chicago,  holds an academic appointment in the Northwestern University Feinberg Medical School, and was a Visiting Professor in the Department of Health Systems Management at Rush University. He was appointed by the Secretary of the US Department of Commerce to the Board of Examiners for the Baldrige National Quality Award. He holds the distinction of being one of only 100 world-wide leaders appointed to the World Economic Forums Global Leaders of Tomorrow. Dr. Stout has published or presented over 300 papers and 30 books. He has lectured across the nation and internationally in 19 countries, and visited 6 continents and over 75 countries. He is frequently interviewed (e.g., CNBC, CNN, NBC, PBS, NPR, Oprah, Eye On Harvard, Time, Chicago Tribune, The Wall Street Journal, New York Times, USA Today, Associated Press, Child Magazine, Chicago Sun-Times...). ]]></description>
			<pubDate>Mon, 16 Mar 2009 13:09:09 CDT</pubDate>
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			<title><![CDATA[New Blog Author Nancy Stampahar]]></title>
			<guid>http://www.hrresource.com/blog/nancystampahar/</guid>
			<link>http://www.hrresource.com/blog/nancystampahar/</link>
			<description><![CDATA[Nancy Stampahar has improved performance in the academic, business services, healthcare, manufacturing, non-profit, retail, telecommunications and travel and tourism industries. She is backed by over a decade of leadership and training experiences in more than 20 different performance improvement methods and has held employment positions that developed diverse business skills in customer service, human resources, general operations management, organizational development, sales and training in various parts of the country. Nancy earned her BSBA in Human Resource Management from Robert Morris University.

As the author of "Peace, Love, and Lemonade: A Recipe to Make Your Life Sweeter," Nancy has appeared as a change management and adversity expert for "The Jennifer Show." She has also been a guest on the radio shows: "The American Entrepreneur with Ron Morris," "WAMO with Sly & Vicki," as well as the internet radio show "VoiceAmerica, Disability Matters." Nancy's organizational development expertise and life stories have been sought after and written about in several Pittsburgh Post-Gazette and Pittsburgh Business Times newspapers.]]></description>
			<pubDate>Thu, 05 Feb 2009 13:54:46 CST</pubDate>
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			<title><![CDATA[New Blog Author David  Nachman]]></title>
			<guid>http://www.hrresource.com/blog/david nachman/</guid>
			<link>http://www.hrresource.com/blog/david nachman/</link>
			<description><![CDATA[David H. Nachman, Esq. is the Managing Attorney at Nachman & Associates, P.C. with offices located in Upper Saddle River, New Jersey, New York City (and having corresponding offices in Ohio, Netherlands Antilles and California). David Nachman received his BS from Georgetown University and his JD from Case Western Reserve University where he also received a Masters Degree in Business Administration. Nachman & Associates, P.C. provided counsel throughout the U.S. on a full array of immigration law issues.]]></description>
			<pubDate>Fri, 09 Jan 2009 09:34:26 CST</pubDate>
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			<title><![CDATA[New Blog Author Misti Burmeister]]></title>
			<guid>http://www.hrresource.com/blog/mistiburmeister/</guid>
			<link>http://www.hrresource.com/blog/mistiburmeister/</link>
			<description><![CDATA[Imagine living in an unfamiliar city with no friends or professional contacts with only $37 to your name and having just quit an unfulfilling job as a government contractor. 
This is exactly where Misti Burmeister found herself at the age of just 24. After literally picking herself up off the ground, she saw two choices: sit there and wallow or stand up and do something.  What happened next? She spent the next six months conducting more than 150 informational interviews and in the process discovered her passion ? generational diversity in the workplace.  Born out of her own experiences, she began to realize what an important issue this would (and has) become. As ?Boomers? begin retiring and organizations begin competing in the war for talented young professionals, they are shocked to realize that these young professionals are entering the workforce in much lower numbers than previous generations. Burmeister saw an opportunity to help companies and their people learn to navigate the generational divide ? and retain young people, known for changing jobs almost as easily as they change shoes. So at age 25, she started Inspirion Inc. to make a difference. 
Through Inspirion, Burmeister coaches both Fortune 500 companies and government agencies to align their individual contributors with the organizations vision and mission, ensuring better success in recruiting and retaining diverse talent.  As CEO of Inspirion Inc., a Virginia-based, woman-owned consulting company, she is dedicated to increasing organizations profits and productivity across multi-generational workforces through customized leadership development programs, executive coaching and key note speeches. Her unique presentation style captures audiences of all backgrounds and encourages the free and open discourse that effectively begins to break down the communication barriers.
Bestselling author of From Boomers to Bloggers: Success Strategies across Generations, Burmeister speaks on the following topics: Generational Awareness, Leading across Generations, Mentoring across Generations, Five Shifts to Common Understanding and Powerful Communication. She facilitates programs on leadership and employee effectiveness, intergenerational communication and mission development. She has been credited by one client with ?her work means millions of dollars in increased workforce productivity.? 

Burmeister brings more than a decade of professional experience to her work with diverse clientele, including organizations like AT&T, UPS, Marriott International, Choice Hotels, U.S. Army and Navy, Wal-Mart and Johnson & Johnson Company. As a result of her hands-on coaching, clients have seen significant improvements in employee retention, ultimately contributing to their bottom lines. One organization saw a 90 percent reduction in its turnover rate!

Her timely contributions are catching the attention of the media, businesses and even the government. Shes been quoted in the Washington Business Journal, The Washington Post and The Washington Times.  Combining humor with hard-hitting information delivered with ?an amazing amount of energy,? shes earned acclaim for providing real, quantitative and effective steps that empower and bring out the best in multi-generational organizations ? immediately.

Just recently, Ms. Burmeister was recognized by the Washington Business Journal as a ?Rising Star? among ?Women who mean Business.? Last year, Burmeister was selected as a finalist for the Elizabeth Dole Young Entrepreneur Scholarship for outstanding leadership in her community and entrepreneurial ventures.  In 2005, she was awarded the International Femtor Award for Emerging Leaders by the eWomen Network.  That same year, she was also named a ?Community Fellow? by the Foundation for Community Leadership as an acknowledgement for her commitment and vision to empowering young people.

To learn more about how Burmeister can help your organization increase retention and improve communication across the generations, please visit www.InspirionInc.com.]]></description>
			<pubDate>Tue, 25 Nov 2008 09:19:46 CST</pubDate>
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			<title><![CDATA[New Blog Author Brian Beck]]></title>
			<guid>http://www.hrresource.com/blog/brianbeck/</guid>
			<link>http://www.hrresource.com/blog/brianbeck/</link>
			<description><![CDATA[Brian J. Beck, PHR, M.H.R.O.D., has worked in the human resources field for over 15 years, focusing on  recruitment/retention, HR strategic planning, organization and leadership development. That experience was seen in both the health care and staffing industry sectors. He currently works for Lovelace Westside Hospital as their Director of Human Resources.  He has been PHR certified (professional in human resources) since 1995 through the Certification Institute of the Society for Human Resource Management. Mr. Beck holds a Masters in Human Resources and Organization Development from the University of San Francisco. He is also a part-time instructor at the University of New Mexicos Anderson School of Management and has published several articles related to human resource strategy and theory. Mr. Beck can be reached at 505-727-2255 or by e-mail at brian.beck@lovelace.com.]]></description>
			<pubDate>Tue, 14 Oct 2008 11:23:20 CDT</pubDate>
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			<title><![CDATA[New Blog Author Michael Simpson]]></title>
			<guid>http://www.hrresource.com/blog/michaelsimpson/</guid>
			<link>http://www.hrresource.com/blog/michaelsimpson/</link>
			<description><![CDATA[Michael Simpson has over 19 years of experience leading US HR/OD divisions in the healthcare, professional services, manufacturing, and retail industries for $500MM+ organizations. In each of his leadership positions, Michael transformed administrative HR functions to innovative business partners. Michaels passion for individual and organizational development also resulted in HR initiatives across the US, Canada, Asia, Europe and Latin America.

In addition to his professional experience, Michael taught various HR and HRD courses at DePaul and DeVry Universities. Michael published numerous articles on HR and HRD topics.

Clients enjoy working with Michael as he brings a significant knowledge of HRM, HRD and OD as well as his creative energy to solve his clients' business challenges. Michael brings a unique value proposition to his customers by efficiently developing customized and scalable business solutions. 

Michael has been an active member of SHRM (Society of Human Resource Management), ODI (Organizational Development Institute), and AHRD (Academy of Human Resource Development).]]></description>
			<pubDate>Thu, 24 Apr 2008 11:27:49 CDT</pubDate>
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			<title><![CDATA[New Blog Author Rod Stephens]]></title>
			<guid>http://www.hrresource.com/blog/rodstephens/</guid>
			<link>http://www.hrresource.com/blog/rodstephens/</link>
			<description><![CDATA[Rod brings a unique perspective to the table in that he represents management and employees. We feel this allows us to offer a broader perspective to our clients in that we understand cutting edge employment law issues and how they are perceived by management and employees. Employment law matters can require immediate response in times of crisis. On those occasions, you can take comfort in the knowledge that we are prepared to provide the type of response that takes advantage of years of experience.  It is our hope that you will also engage our services to provide you with preventive legal care such as training and seminars for management and non-management employees, employment handbooks and revisions, and updates on recent cases such as those provided in our Blog for Washington Employers (www.employmentadvisoryblog.com).

Rod has been selected as one of Washington Law & Politics magazines Super Lawyers from 2000 to 2007.  In addition, Mr. Stephens firm has been recognized in the 2006 Martindale-Hubbell Bar Registry of Preeminent Lawyers and is AV rated by Martindale Hubbell.  He is a past president of the South King County Bar Association and a past member of the Washington State Trial Lawyers Association Board of Governors.  Mr. Stephens is a regular speaker at educational seminars for lawyers and  human resource professionals.]]></description>
			<pubDate>Fri, 18 Apr 2008 10:01:43 CDT</pubDate>
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			<title><![CDATA[New Blog Author Cynthia Stamer]]></title>
			<guid>http://www.hrresource.com/blog/cynthiastamer/</guid>
			<link>http://www.hrresource.com/blog/cynthiastamer/</link>
			<description><![CDATA[Cynthia Marcotte Stamer, is nationally and internationally recognized for her work assisting businesses, governments, and other entities to develop creative strategies for dealing with employee benefit and related human resources, insurance, health care and finance concerns.  Ms. Stamer helps businesses design, administer and defend cost-effective employee benefit other human resources programs, policies and procedures to meet their budgetary and other business objectives.

An attorney board certified in Labor & Employment law, Ms. Stamer is frequently sought out for her experience assisting public and private employers, staffing and outsourcing companies, insurers and others to coordinate and properly manage the risks and relationships between labor and employment, employee benefit plans and ERISA, outsourcers and other vendors, corporate risk management, insurance and health care matters.  Ms. Stamer applies her extensive experience regarding employment, employee benefit, tax, and other related laws to assists clients in a wide range of business and litigation contexts.  Ms. Stamer regularly advises employers, plan administrators, insurers, managed care providers and others about the design, implementation, administration, and defense of self-insured and insured employee health and other employee benefit, workers' compensation, and employment practices.  She also has extensive experience advising and representing employers about the use, documentation, and design of employment,  outsourcing, contract labor, administrative service and other services contracts and relationships, severance, non-competition agreements and other similar arrangements, workforce reduction and re-engineering strategies and procedures including severance pay arrangement, employee waivers, early retirement windows and other incentive retirement arrangements, settlement agreements, and other risk-management strategies and compliance obligations under COBRA, WARN, discrimination, and other applicable laws.  Moreover, Ms. Stamer also advises and assists clients to implement human resource-related changes arising out of corporate mergers, acquisitions, reductions-in-force, and other significant corporate and business events.  In this regard, Ms. Stamer drafts and amends personnel policies, employee communications, employee benefit plans and other related documents, advises and assists clients regarding the organization of employee meetings, and provides other assistance with the details required to implement human resource decisions and changes.  Ms. Stamer also regularly provides advice to organizations about statutory and regulatory employment, health, immigration, employee benefit, tax worker's compensation, pension, social security, education, and other legislative and regulatory reforms in the United States and other nations and has assisted government and private clients to design and craft legislation and regulations in these and other areas.  For instance, she served as a principle legal advisor to the Government of Bolivia on the crafting and drafting of legislation to reform and privatize its pension and social security system. 

In the rapidly changing health care/employee benefit environment, Ms. Stamer also regularly helps a wide range of clients to design, negotiate, draft, and evaluate health benefit plans, wellness and disability management and insurance programs, contracts and agreements and to design, administer and defend those programs.  Examples of these include self-insured and insured health and other employee benefit plans, managed care contracts, insurance and HMO contracts, administration agreements, staffing and a wide range of other managed care agreements.  Ms. Stamer also advises many clients, including insurance companies, plan sponsors, third-party administrators, employee leasing and staffing companies, hospitals, physicians, health maintenance organizations, preferred provider organizations, and other managed care providers, and insurance and employee benefits consultants about a wide range of health care, regulatory compliance, and other matters.  She has worked extensively with health care providers, health plan sponsors, third party administrators, health insurers, and their vendors to comply with applicable HIPAA, claims and prompt pay, and other federal and state laws and regulations.

Listed in the International Whos Who of Professionals, Ms. Stamer plays a leadership and is an active member of numerous human resources, health care and civic organizations.  Ms. Stamer presently serves as the Vice Chair of the American Bar Association (ABA) Real Property, Probate & Trust Sections Welfare Benefit Plan Committee, Chair of the ABA Health Law Sections Managed Care & Insurance Interest Group, and Vice Chair of the ABA Tort & Insurance Practice Section Workers Compensation Committee.  She is a past Chair of the Dallas Bar Associations Executive Compensation and Employee Benefit Committee.  She also has founded the Patient Empowerment and numerous other initiatives to improve and promote the affordability, accessibility and quality of health care and health care coverage in her role as the immediate Past President and Board Member of the Alliance for Healthcare Excellence, a coalition of employers, insurers, and health care providers to improve and promote access to quality affordable health care.  As a current Dallas Board member, and a former member of the State Executive Committee, State Board member and Regional Chair of the Texas Association of Businesses & Chambers of Commerce, Ms. Stamer works as an advocate for business in health and employee benefit, workers compensation, human resources, education and other public policy reform matters.

Ms. Stamer also plays an active role in the Labor, Tax, Tort & Insurance Practice, and Health Law Sections of the American Bar Association and the Employee Benefits Committee and Health Law, Labor and Employment Law, Insurance Law and Tax Sections of the Texas, Arizona and Dallas Bar Associations, the Southwest Benefits Association, and the Dallas Benefits Society, the Self-Insurance Institute of America, the American Management Association, the American Compensation Association, the Society For Human Resources Management, the American Health Lawyers Association, the International Foundation of Certified Employee Benefits Specialists, an adjunct faculty member for the University of Dallas Graduate School of Management, as a Whistle stop Speaker for WEB, A Network of Benefits Professionals and is active in numerous other organizations and committees. She also previously has served on the Board of Directors of the Southwest Benefits Association, the Dallas Benefits Society, the SHRM Consultants Forum, the Richardson Development Center for Children and numerous other organizations.  She also previously has served on the Board of Directors of the Southwest Benefits Association, the Dallas Benefits Society, the SHRM Consultants Forum, the Dallas Council on World Affairs, the Richardson Development Center for Children and numerous other organizations.  She regularly conducts speaks and authors works for these and many other organizations.

Ms. Stamer also presently serves or previously has served member of the Editorial Advisory Board of several publications, including the human resources, employee benefits and health care related publications of The Bureau of National Affairs and Health Care & Compliance Quarterly  Her insights on health and employment matters have been widely published and quoted in numerous national and local publications including the Wall Street Journal, the Dallas Morning News, Business Insurance, and a host of other publications.  She is a widely published and highly sought after author of numerous publications on health care, employment, employee benefit and other human resources matters, as well as a wide range of other related topics.

Ms. Stamer is a popular speaker and widely published author and regularly serves as an adjunct faculty member of several college, university, and seminar faculties including publications and presentations for the American Bar Association, World At Work, Aspen Publishers, The Bureau of National Affairs, Spencer Publications, and others.  A sampling of some of her publications and presentations is attached.

Ms. Stamer is a graduate of Arizona State University and a graduate of Loyola Law School in Los Angeles. She and her husband, Doug, are the proud parents of two boys, Max, age 11, and Luke, age 6.  In her spare time, she enjoys sports, travel, cooking and entertaining, and gardening.
]]></description>
			<pubDate>Tue, 18 Dec 2007 20:08:07 CST</pubDate>
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			<title><![CDATA[New Blog Author Robin Foret]]></title>
			<guid>http://www.hrresource.com/blog/robinforet/</guid>
			<link>http://www.hrresource.com/blog/robinforet/</link>
			<description><![CDATA[PRACTICE AREAS
Civil Litigation, Labor & Employment

Board Certified in Labor & Employment Law by the Texas Board of Legal Specialization

EXPERIENCE

Robin Foret practices in the areas of employment law, commercial litigation and specialty insurance defense claims.  She handles a variety of employment matters such as theft of trade secrets, breach of employment agreements, non-competition agreements, wage and hour issues under the Fair Labor Standards Act (FLSA), discrimination and harassment issues under Title VII of the Civil Rights Act of 1964 (Title VII) and the Texas Commission on Human Rights Act (TCHRA), the Americans with Disabilities Act (ADA), Family Medical Leave Act (FMLA) issues, and the Sarbanes-Oxley Act (SOX). Robin has handled a wide variety of employment law matters for employers, as well as for executive-level employees, before agencies, and state and federal courts. Robin litigates employment cases in both the judicial as well as administrative forums, which includes the Equal Employment Opportunity Commission, the Texas Workforce Commission and the Department of Labor.  In addition to employment law related disputes, Robin also advises numerous companies on how to avoid employment law pitfalls that lead to claims and possibly, litigation.  This includes giving seminars, authoring articles, preparing employment handbooks, preparing and reviewing employment agreements, and rendering advice on a wide variety of employment-related matters to assist companies comply with state and federal employment laws.  

EDUCATION

Robin received her J.D. from Temple University Law School of Law in 1991 where she graduated cum laude.  Robin was the Articles/Symposium Editor of the Temple Law Review, and organized and coordinated a symposium on the ADA. 

PROFESSIONAL MEMBERSHIPS

?  Member of the State Bars of Texas and Pennsylvania
?  Member of the Dallas Bar Association
?  Member of the College of the State Bar of Texas

SPEECHES and PUBLICATIONS

Robin co-authored:  Sarbanes-Oxley: Expanding the Scope of the Federal Whistleblower Protection Laws, which was presented as a seminar through the Dallas Bar Association and Lorman Educational Services.   In addition, Robin has written numerous articles on a variety of employment law topics and has given seminars on various subjects such as: the ADA and FMLA, Title VII Discrimination and Harassment, FLSA issues, Independent Contractor Status and Non-competition Agreements, to associations and to private company employers.    
]]></description>
			<pubDate>Thu, 13 Dec 2007 20:20:29 CST</pubDate>
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			<title><![CDATA[New Blog Author David Keene, II]]></title>
			<guid>http://www.hrresource.com/blog/davidkeene, ii/</guid>
			<link>http://www.hrresource.com/blog/davidkeene, ii/</link>
			<description><![CDATA[David Keene, an associate in Baker Donelsons Tri-Cities office, concentrates his practice in the area of labor and employment law.  Mr. Keene has experience in a multitude of labor and employment areas including negotiating collective bargaining agreements for both private and public sector employers; representing employers in grievance and issue arbitrations;  representing employers in all matters, including elections and unfair labor practices, before the National Labor Relations Board and state labor boards;  helping clients maintain union-free workforces; handling unemployment claims from initial applications for benefits through court appeals;  counseling clients on a multitude of federal employment laws, including the ADA, FMLA, ADEA, and FLSA; litigating employment discrimination claims; and representing individuals against unions.  Mr. Keene has been published in The Labor Lawyer, Labor Law Journal, and numerous other publications, and has taught seminars on a wide variety of labor and employment topics.

Baker, Donelson, Bearman, Caldwell & Berkowitz, PC, was ranked by The National Law Journal in 2006 as one of the 100 largest law firms in the country. Through strategic acquisitions and mergers over the past century, the Firm has grown to include more than 500 attorneys and public policy and international advisors. Baker Donelson has offices located in five states in the southern U.S. as well as Washington, D.C., plus a representative office in Beijing, China.  Baker Donelson represents local, regional, national and international clients. The Firm provides innovative, results-oriented solutions, placing the needs of the client first. Our state-of-the-art technologies seamlessly link all offices, provide instant information exchange, and support clients nationwide with secure access to our online document repository. 

Baker Donelson is a member of several of the largest legal networks that provide our attorneys quick access to legal expertise throughout the United States and around the world. 
]]></description>
			<pubDate>Mon, 03 Dec 2007 00:41:11 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[New Blog Author Chris Young]]></title>
			<guid>http://www.hrresource.com/blog/chrisyoung/</guid>
			<link>http://www.hrresource.com/blog/chrisyoung/</link>
			<description><![CDATA[The Rainmaker Group is a human talent maximization company specializing in helping organization maximize their bottom lines by improving employee retention, hiring the best talent possible, and strategic talent management and coaching services.  From the Fortune 50 corporation to the small medical office, The Rainmaker Group guarantees lasting organizational change via a unique blend of energy, insight, and science to maximize talent, transform organizational culture, and provide strategic intervention.]]></description>
			<pubDate>Sun, 02 Dec 2007 23:47:16 CST</pubDate>
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		<item>
			<title><![CDATA[New Blog Author Michael Newman]]></title>
			<guid>http://www.hrresource.com/blog/michaelnewman/</guid>
			<link>http://www.hrresource.com/blog/michaelnewman/</link>
			<description><![CDATA[Michael Newman is a Partner in the Cincinnati office of Dinsmore & Shohl LLP, where he chairs the firms Labor & Employment Appellate Practice Group.  He represents a broad range of business clients, both large and small, in the state and federal courts.

	Mr. Newmans ADR resume is extensive.  He often serves as a mediator or arbitrator, and attended Harvard Law Schools Advanced Mediation Program in 2004.  He serves on the American Arbitration Associations panel of neutrals, and has written about alternative dispute resolution for a national audience in The Federal Lawyer magazine.	

His Bar Association work includes service on the Cincinnati Bar Association Board of Trustees, President of the Federal Bar Associations Cincinnati-Northern Kentucky Chapter, and Sixth Circuit Vice President of the Federal Bar Association, an elected position.     
  
Mr. Newman graduated with honors from the American University Law School in Washington, D.C. and attended New York Universitys Film School.  He is active in the arts, and has completed the Business on Board training with the Fine Arts Fund.  Recently, he was appointed Chair of the Friends of the Cincinnati Pops Orchestra. 
]]></description>
			<pubDate>Wed, 14 Nov 2007 21:48:00 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[New Blog Author Michael Newman]]></title>
			<guid>http://www.hrresource.com/blog/michaelnewman/</guid>
			<link>http://www.hrresource.com/blog/michaelnewman/</link>
			<description><![CDATA[Michael Newman is a Partner in the Cincinnati office of Dinsmore & Shohl LLP, where he chairs the firms Labor & Employment Appellate Practice Group.  He represents a broad range of business clients, both large and small, in the state and federal courts.

	Mr. Newmans ADR resume is extensive.  He often serves as a mediator or arbitrator, and attended Harvard Law Schools Advanced Mediation Program in 2004.  He serves on the American Arbitration Associations panel of neutrals, and has written about alternative dispute resolution for a national audience in The Federal Lawyer magazine.	

His Bar Association work includes service on the Cincinnati Bar Association Board of Trustees, President of the Federal Bar Associations Cincinnati-Northern Kentucky Chapter, and Sixth Circuit Vice President of the Federal Bar Association, an elected position.
  
Mr. Newman graduated with honors from the American University Law School in Washington, D.C. and attended New York Universitys Film School.  He is active in the arts, and has completed the Business on Board training with the Fine Arts Fund.  Recently, he was appointed Chair of the Friends of the Cincinnati Pops Orchestra. 
]]></description>
			<pubDate>Wed, 14 Nov 2007 21:48:00 CST</pubDate>
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		<item>
			<title><![CDATA[New Blog Author Holly J. Culhane]]></title>
			<guid>http://www.hrresource.com/blog/holly j.culhane/</guid>
			<link>http://www.hrresource.com/blog/holly j.culhane/</link>
			<description><![CDATA[Identified the need for human resource and organizational assistance for small- and medium-sized business?es and formed Profes?sional Administra?tive Systems in 1987. Now known as P A S Associates, this firm combines specialists in the fields of human resources, labor and employment law, affirma?tive action, and substance abuse policies and education, providing an unsurpassed Human Resource Center. Ms. Culhane publishes a bi-monthly update, "Employer Essentials" and produced "Employment Essen?tials", a radio program which aired for two years on KERNTALK 1410AM assisting Kern County employers in various areas of human resource management. 

Ms. Culhane's professional and community involvements currently include the Rotary Club of Bakersfield, the Society for Human Resource Management, the Greater Bakersfield Chamber of Commerce, International Christian Ministries, Kern County Youth for Christ, and the National Board of Trustees for YFC/USA. 

Ms. Culhane's well-rounded business and community efforts assist P A S Associates in working with clients to provide such services as customized Employee Policy Handbooks, Employee Maintenance Programs (off-site and on-site human resource assistance), human resource related training, Employee Satisfaction Surveys, Job Descrip?tions, Operating and Administra?tive Procedures Manuals, and Organizational and Compensation Surveys. 

Ms. Culhane's rare gift for relational and substantive training has made her a popular choice by associations, private organizations and the public sector alike for training and presentations in the human resource field.]]></description>
			<pubDate>Fri, 02 Nov 2007 07:52:30 CDT</pubDate>
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			<title><![CDATA[New Blog Author Trey Wood]]></title>
			<guid>http://www.hrresource.com/blog/treywood/</guid>
			<link>http://www.hrresource.com/blog/treywood/</link>
			<description><![CDATA[Trey has made it his professional mission to assist clients in maximizing employee relations and minimizing employee claims.  This means being attentive to a clients needs and providing the type of advice that will fit within the framework of an individual clients own philosophy.  But when creative problem solving will not satisfy a litigious employee, it is good to know that Trey has been practicing as a trial attorney for over eighteen years.  He has tried many employment cases in both federal and state courts across the country and has represented clients before various state and federal agencies such as the EEOC, OSHA, Department of Labor, the Texas Commission on Human Rights and the Texas Workforce Commission.  Trey is board certified by the Texas Board of Legal Specialization in the area of labor and employment law and is a frequent speaker before various trade organizations on all aspects of employment law.]]></description>
			<pubDate>Thu, 01 Nov 2007 11:51:47 CDT</pubDate>
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			<title><![CDATA[New Blog Author Kelli Hill]]></title>
			<guid>http://www.hrresource.com/blog/kellihill/</guid>
			<link>http://www.hrresource.com/blog/kellihill/</link>
			<description><![CDATA[Kelli Hill is an associate of Constangy, Brooks & Smith in the Macon office.  Constangy, Brooks & Smith limits its practice to labor and employment law counseling to management and has done so, exclusively, since 1946, when it was founded in Atlanta, Georgia.  Constangy, Brooks & Smith, now has thirteen offices in nine states and represents management throughout the United States.  Kelli received her undergraduate degree from The University of Georgia in 2001 and earned her J. D. degree from Mercer Universitys Walter F. George School of Law.   Kelli is a Member of the State Bar of Georgia, the Georgia Defense Lawyers Association, the Macon Bar Association, and she is the Vice-President of the Young Lawyers Division of the Macon Bar Association.  Kellis primary focus is representing employers in workers compensation disputes and the defense of management in employment litigation on issues such as Title VII, the Americans with Disabilities Act (ADA), the Age Discrimination in Employment Act (ADEA), and the Family Medical Leave Act (FMLA) at all administrative levels, mediation, and Federal and State court.  She also performs in-house training for employees and management on sexual harassment, recent developments in labor and employment law, and workers compensation defense, and  reviews corporate policies for guidance assistance and compliance.]]></description>
			<pubDate>Thu, 01 Nov 2007 07:31:38 CDT</pubDate>
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			<title><![CDATA[New Blog Author Pierre Coupet]]></title>
			<guid>http://www.hrresource.com/blog/pierrecoupet/</guid>
			<link>http://www.hrresource.com/blog/pierrecoupet/</link>
			<description><![CDATA[A long and distinguished professional career spannning a number of disciplines over a period of 34+ years.  Author, prolific lecturer, speaker and trainer on Virtual Organization Management and inventor of patent-pending best practices, policies and procedures for operating in a virtual environment and managing a virtual organization.  Recognized worldwide as the World's Foremost Expert on Virtual Organization Management.  Experience includes: Chairman, CEO & Chief Virtual Organization Management Consultant, NetWEB Elite Solutions, Inc., a Virtual Organization Management Consulting and ebusiness solutions company;  Founder, CEO & Dean of newly formed Virtual Organization Management Institute - a div of NetWEB Elite Solutions; Founder, Chairman & CEO, The Finex Group Incorporated - a national executive search firm - representing blue chip clients for over 13 years; held a number of management consulting positions as well as Auditor and Sr. Tax Accountant positions with various local CPA firms; former member of the California Air National Guard and active duty member of the 10th Aerospace Defense Squadron, USAF.  ]]></description>
			<pubDate>Mon, 11 Jun 2007 09:36:46 CDT</pubDate>
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		<item>
			<title><![CDATA[New Blog Author Dan Jenkins]]></title>
			<guid>http://www.hrresource.com/blog/danjenkins/</guid>
			<link>http://www.hrresource.com/blog/danjenkins/</link>
			<description><![CDATA[]]></description>
			<pubDate>Wed, 20 Sep 2006 13:55:39 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[New Blog Author Dan Jenkins]]></title>
			<guid>http://www.hrresource.com/blog/danjenkins/</guid>
			<link>http://www.hrresource.com/blog/danjenkins/</link>
			<description><![CDATA[]]></description>
			<pubDate>Wed, 20 Sep 2006 13:55:39 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[New Blog Author James Knickelbein]]></title>
			<guid>http://www.hrresource.com/blog/jamesknickelbein/</guid>
			<link>http://www.hrresource.com/blog/jamesknickelbein/</link>
			<description><![CDATA[]]></description>
			<pubDate>Fri, 26 May 2006 11:17:27 CDT</pubDate>
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		<item>
			<title><![CDATA[New Blog Author Eugene Boyle]]></title>
			<guid>http://www.hrresource.com/blog/eugeneboyle/</guid>
			<link>http://www.hrresource.com/blog/eugeneboyle/</link>
			<description><![CDATA[Eugene A. Boyle is a member of Neal Gerber Eisenbergs Labor & Employment Practice Group. Gene works closely with companies of all sizes, helping them anticipate, avoid, and when necessary, resolve issues and disputes that arise from the complexities of the employment relationship.  He regularly assists and supports clients and human resources professionals in such areas as strategic planning, policy development, legal compliance, training, union avoidance, labor negotiations, and employment issues arising in the context of mergers, sales, and acquisitions.]]></description>
			<pubDate>Fri, 26 May 2006 10:32:49 CDT</pubDate>
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		<item>
			<title><![CDATA[New Blog Author Jamie Charter]]></title>
			<guid>http://www.hrresource.com/blog/jamiecharter/</guid>
			<link>http://www.hrresource.com/blog/jamiecharter/</link>
			<description><![CDATA[Jamie Charter, consultant, trainer and author, has been providing employment and litigation consulting services for 23 years through Charter and Company employment resource consultants in Soquel, California. Areas of specialization include development and implementation of disability management programs, case management, EEOC/FEHA/ADA consultation, return-to-work facilitation, CalPers job description services, job analyses, conducting training seminars for employer groups on sexual harassment prevention and discrimination and litigation /expert witness services in Forensics. Jamie has assisted numerous City, County, school district and small employers with compliance matters, resulting in a positive and proactive outcome. 
 Jamie holds a Masters Degree in Counseling, is certified as a Professional in Disability Management, (CPDM) and is a State of California Independent Vocational Evaluator (IVE). Ms. Charter is active in the Forensics and Disability Management chapters of the International Association of Rehabilitation Professionals and the California Association of Rehabilitation and Reemployment Professionals, is in the NCHRA, the Santa Cruz County Bar Association, the Employer Advisory Council and COSIPA.
  Jamie is on the faculty of WorkCompSchool, providing web-based and certified online and live continuing education courses for the workers' compensation industry.  Jamie is also a prolific and accomplished writer and editor, with many published articles in employment related issues in wide-reaching media arenas.
Ms. Charter also is a principal in the Vocational Consulting Consortium, a professional statewide group providing consulting services in the areas of labor law compliance, expert witness services and resources to employers, the legal community and the insurance industry.
]]></description>
			<pubDate>Thu, 18 May 2006 12:41:04 CDT</pubDate>
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		<item>
			<title><![CDATA[New Blog Author Bart Castle]]></title>
			<guid>http://www.hrresource.com/blog/bartcastle/</guid>
			<link>http://www.hrresource.com/blog/bartcastle/</link>
			<description><![CDATA[Bart W. Castle, of the Sapio Group, LP, has been involved in virtually all facets of human resource management over the past two decades. He began his career in a regional supermarket chain, where he served as director of training and employee relations. Mr. Castle served a subsequent organization as director of human resources, risk management and safety. The organization owned a group of 100 quick-service restaurants employing over 1,500 employees. Mr. Castle also worked in organizational development in a large metropolitan medical center and taught at the university level. For the past six years as a consultant, he has assisted managers and leaders in a wide variety of industries on a full range of human resources issues, from the basic (e.g., policy additions or revisions) to the more complex (e.g., workplace investigations, third-party responses and negotiations). The work includes assisting companies in dealing with entities such as the Department of Labor, the Equal Employment Opportunity Commission, and the Occupational Safety and Health Administration. Mr. Castle received his bachelors degree in communications from Abilene Christian University and his masters degree in communications from Texas Tech University. He speaks regularly on employment and management topics.
]]></description>
			<pubDate>Fri, 05 May 2006 16:31:17 CDT</pubDate>
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			<title><![CDATA[New Blog Author Mike Coles]]></title>
			<guid>http://www.hrresource.com/blog/mikecoles/</guid>
			<link>http://www.hrresource.com/blog/mikecoles/</link>
			<description><![CDATA[Michael E. Coles graduated from Duke University with a B.A. degree in political science and African-American studies and a J.D. degree. He began his legal career at Winstead Sechrest & Minick P.C. and he founded The Coles Firm PC, a labor and employment law boutique. Since 1998, he has practiced labor and employment law exclusively. Mr. Coles has handled single plaintiff discrimination and harassment cases, as well as multi-state class actions involving the E.E.O.C. In addition to traditional litigation, he has helped clients develop employment policies and procedures, drafted and negotiated contracts, and provided employee and management training on a variety of human resources issues. Mr. Coles immigration practice includes representing multinational employers transferring employees to the U.S. and other foreign countries, assisting domestic employers with hiring foreign workers and helping individual clients pursue immigration benefits. In the non-compete/trade secret arena, he served corporate and individual clients in drafting, negotiating and litigating non-compete agreements. Throughout that process, he remains actively involved to ensure optimal results in each case. Mr. Coles is a frequent speaker for a variety of organizations. He regularly works directly with corporate clients and business groups to provide targeted presentations related to various areas of employment and immigration law.
]]></description>
			<pubDate>Fri, 05 May 2006 15:07:30 CDT</pubDate>
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			<title><![CDATA[New Blog Author Andy Malinoski]]></title>
			<guid>http://www.hrresource.com/blog/andymalinoski/</guid>
			<link>http://www.hrresource.com/blog/andymalinoski/</link>
			<description><![CDATA[Andy Malinoski is Vice President of Marketing and Communications for Vested Health.  

Joining Vested Health in January 2006, Malinoski is an advocate for consumer-driven plans based on real life experience with health care benefits professionally as an employer and personally as a father of three children.  Andy oversees the account management, media relations and educational material development key to providing consumers information about how their health plan works and the benefits available to them through their Vested Health plan.  

Prior to joining Vested Health, Malinoski worked in the newspaper publishing business directing a state-wide newspaper delivery and marketing operation and providing sales, marketing and organizational consulting services to newspapers throughout the United States. 

His twelve-year tenure managing benefits for a variety of service, managerial and executive positions involved Andy directly in the need for a health benefit cost control solution and the importance of providing quality health care benefits for employees to create a quality working environment and reduce employee turnover.

Founded in 2001, Vested Health provides Health Reimbursement Arrangements, Health Savings Accounts and Flexible Spending Accounts in throughout the United States.  Vested Health continues to grow throughout the mid-West, mid-Atlantic and Southeastern states due to the proven effectiveness of its programs

Malinoski graduated in 1993 with a Bachelor of Science in Journalism from West Virginia University.]]></description>
			<pubDate>Thu, 04 May 2006 10:04:13 CDT</pubDate>
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		<item>
			<title><![CDATA[New Blog Author Howard Brown]]></title>
			<guid>http://www.hrresource.com/blog/howardbrown/</guid>
			<link>http://www.hrresource.com/blog/howardbrown/</link>
			<description><![CDATA[Howard M. Brown received his J.D. degree, cum laude, from Suffolk University Law School and his bachelors degree in industrial and labor relations from Cornell University. He is a founding partner of the Boston law firm of Bartlett Hackett Feinberg P.C. Mr. Brown concentrates his practice in civil litigation and employment law. In the employment area, he represents both employers and employees before state and federal administrative agencies and courts in cases involving sexual harassment; age, race, disability and sex discrimination; the Fair Labor Standards Act; wrongful termination; and trade secrets and noncompetition agreements. He also counsels clients regarding day-to-day employment law issues involving COBRA, the Family and Medical Leave Act, reasonable accommodation to disabled employees, employment contracts, severance and employee handbooks. In addition, Mr. Brown has substantial litigation experience in commercial law issues including the Uniform Commercial Code, fraudulent conveyance law, debtor-creditor matters and business torts. His representative decisions include Plymouth Savings Bank v. United States, 187 F.3d 203 (1st Cir. 1999); Prader v. Leading Edge Products, Inc., 39 Mass. App. Ct. 616 (Mass. App. Ct. 1996); Shawmut Bank, N.A. v. Miller, 415 Mass. 482 (1993); Arlington Trust Co. v. Caimi, 414 Mass. 839 (1993); and Dole v. DeSisto Schools, Inc., 929 F.2d 789 (1st Cir. 1991). Mr. Brown is a member of the advisory board of the Massachusetts Commission Against Discrimination and of the hearing committee of the Board of Bar Overseers of the Supreme Judicial Court. He has also written on legal topics for the Boston Business Journal, Commercial Lending Review and National Law Journal.]]></description>
			<pubDate>Wed, 03 May 2006 13:49:01 CDT</pubDate>
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		<item>
			<title><![CDATA[New Blog Author Lew Clark]]></title>
			<guid>http://www.hrresource.com/blog/lewclark/</guid>
			<link>http://www.hrresource.com/blog/lewclark/</link>
			<description><![CDATA[Lewis Clark concentrates his practice on counseling and advocacy for both private and public sector employers in all types of labor and employment matters and is an experienced mediator of employment and other civil litigation matters.

Mr. Clark is a trial lawyer who represents employers in a broad range of employment litigation and administrative matters throughout the United States that involve such issues as discrimination, harassment, retaliation, wage and hour law, employment at-will, employee benefits, employment contracts, defamation, employment intentional torts, wrongful discharge, unfair competition, trade secrets and unfair labor practices. He also regularly represents both private and public sector employers in arbitrations relating to grievances under collective bargaining agreements.

Mr. Clark counsels employers on compliance with all federal and state labor and employment laws, such as all federal and state discrimination laws, the Americans with Disabilities Act, the Family and Medical Leave Act, the Fair Labor Standards Act, the Worker Adjustment and Retraining Notification Act (WARN), the Equal Pay Act, the National Labor Relations Act, the whistleblower retaliation provisions of the Sarbanes-Oxley Act, and the Uniformed Services Employment and Reemployment Rights Act (USERRA). He counsels employers on workplace harassment, workplace violence, terminations, mass layoffs, union avoidance, unfair labor practices, drug and alcohol testing, employment practices liability insurance, employee handbooks and policies, noncompetition agreements and executive employment agreements.  He regularly collaborates with the firms corporate lawyers, counseling clients on employment and traditional labor law issues that arise amidst mergers, acquisitions, bankruptcies and reorganizations.

Mr. Clark also performs comprehensive reviews of employers employment policies and practices and performs training for supervisors and other employees concerning hiring and firing, discrimination, harassment, managing employee leaves, religious discrimination and accommodation, union avoidance, and other employee relations issues. He is also a frequent lecturer for a variety of human resources organizations and serves as an appointed mediator for the United States District Court for the Southern District of Ohio.]]></description>
			<pubDate>Wed, 03 May 2006 11:57:27 CDT</pubDate>
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			<title><![CDATA[New Blog Author Carol Westberry]]></title>
			<guid>http://www.hrresource.com/blog/carolwestberry/</guid>
			<link>http://www.hrresource.com/blog/carolwestberry/</link>
			<description><![CDATA[Carol Westberry, SPHR, is a senior human resources consultant and president of The Westberry Group, Inc., a full-service human resources consulting group providing client companies with human resource solutions and business strategies. Ms. Westberry has been an active human resources professional for more than 20 years. Prior to starting her own human resources consulting firm, she focused her professional energies in the PEO Industry. Ms. Westberrys experience in the PEO industry includes director of human resources for Professional Employer Plans, regional human resources director for ADP/TotalSource, vice president of human resources for TeamStaff Companies (currently Gevity) and director of human resources for Payroll Transfers (currently Gevity). Prior to entering the PEO industry, she served in various human resources management positions in the manufacturing, technology and hospitality industries. Ms. Westberry is an accomplished presenter and facilitator;  she has been a featured speaker at the PGA Annual Conference and the National Mortgage Brokers Association Annual Convention. During the course of her professional career, she has designed and delivered numerous human resources focused workshops for a variety of audiences. Her article ?Counseling ? An Opportunity to Improve? has been featured in a national news magazine. Ms. Westberry is a graduate of Stevens College for Women, holds several human resources certifications from the University of South Florida and is certified as a senior professional in human resources (SPHR). She is a member of Society for Human Resources Management and MidFlorida ]]></description>
			<pubDate>Thu, 27 Apr 2006 10:23:04 CDT</pubDate>
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		<item>
			<title><![CDATA[New Blog Author Calvin House]]></title>
			<guid>http://www.hrresource.com/blog/calvinhouse/</guid>
			<link>http://www.hrresource.com/blog/calvinhouse/</link>
			<description><![CDATA[Civil litigator for 27 years, with substantial trial experience. Emphasis on appellate matters. Maintains the  Appellate Counsellor Home Page. Experience: associate, Cravath Swaine & Moore; Deputy Commissioner, New York City Department of Consumer Affairs; partner, Ratner House & Murch; assistant professor, Western State University College of Law; of counsel, Fulbright & Jaworski LLP. Education: BA 1973, Columbia College; JD 1976, Columbia Law School. Bar Admissions: California; New York; United States Supreme Court; United States Courts of Appeals for the Second, Ninth and Eleventh Circuits; United States District Courts for the Eastern and Southern Districts of New York, and the Southern, Central, Eastern and Northern Districts of California.]]></description>
			<pubDate>Thu, 06 Apr 2006 14:31:13 CDT</pubDate>
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			<title><![CDATA[IRS Issues FBAR Filing Relief, But Certain Filing Obligations Remain ]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1913</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1913</link>
			<description><![CDATA[  The IRS has recently issued several pieces of guidance related to the filing of the Report of Foreign Bank and Financial Accounts, IRS Form TD F 90-22.1 (&ldquo;FBAR&rdquo;), by pension plan sponsors. While the IRS has relieved some of the filing obligations, most notably the requirement for plans to file for foreign hedge fund investments for 2009 and prior years, certain filing obligations remain. ]]></description>
			<pubDate>Tue, 22 Jun 2010 09:47:22 CDT</pubDate>
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			<title><![CDATA[New Avenues Open for Employers to Save on Payroll Taxes]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1906</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1906</link>
			<description><![CDATA[Employers should be alert to significant new legislative and judicial
developments in the collection and payment of payroll taxes.Payroll Tax Exemption for New Hires.&nbsp;The
Internal Revenue Service has released a new tax form to help employers
claim the payroll tax exemption adopted into law by the Hiring Incentives
to Restore Employment Act (HIRE Act), signed by President Obama on March
18, 2010.]]></description>
			<pubDate>Mon, 21 Jun 2010 13:54:04 CDT</pubDate>
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			<title><![CDATA[Efforts to Prevent the Misclassification of Independent Contractors Continue]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1909</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1909</link>
			<description><![CDATA[On April 22nd, a bill was introduced in both the United States House and
Senate titled the Employee Misclassification Prevention Act
(&quot;EMPA&quot; or &quot;Act&quot;).&nbsp;H.R. 5107; S. 3254. The Act
would amend the Fair Labor Standards Act (&quot;FLSA&quot;) to introduce
measures designed to prevent the misclassification of independent
contractors]]></description>
			<pubDate>Mon, 21 Jun 2010 13:54:02 CDT</pubDate>
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			<title><![CDATA[Spotlight on Health Care Reform: Age 26 Requirements]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1908</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1908</link>
			<description><![CDATA[The health care reform package enacted earlier this year contains a number
of provisions that will require various federal agencies to issue guidance
on their implementation over the coming months. The first regulations were
recently issued and contain guidance regarding the new provisions covering
health plan participants' children.]]></description>
			<pubDate>Mon, 21 Jun 2010 13:54:00 CDT</pubDate>
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		<item>
			<title><![CDATA[Court Issues Ruling In Firefighter Applicant Disparate Impact Case]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1907</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1907</link>
			<description><![CDATA[This morning, with Justice Antonin Scalia writing a unanimous opinion, the
U.S. Supreme Court ruled in a case brought by a group of African-American
firefighter applicants who alleged that the city of Chicago's applicant
selection process had a disparate impact on African-Americans in violation
of Title VII of the Civil Rights Act of 1964. Specifically, the applicants
challenged the city's decision to exclude employment applicants who did
not achieve a certain score on an examination &ndash; but not the city's
decision to adopt that employment practice.]]></description>
			<pubDate>Mon, 21 Jun 2010 13:53:57 CDT</pubDate>
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		<item>
			<title><![CDATA[Workplace Trauma and Self-care for the HR Professional	 ]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1850</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1850</link>
			<description><![CDATA[When an employee dies, there is an natural disaster, layoffs, violence or an accident at work HR is on the front lines. Distressed employees look to HR for emotional support and practical answers . The HR professional has to deliver bad news, arrange funeral details and deal with grief stricken employees and family members. HR is also impacted by the event, often has a personal connection with the affected employee and needs to manage their own reactions to trauma.&nbsp;Caught up in the windstorm of trauma it is easy to put everyone else&rsquo;s needs before your own self-care. Being exposed to the anxieties and reactions of others without attending to self-care increases susceptibility to secondary traumatic stress and impacts effectiveness.]]></description>
			<pubDate>Tue, 08 Jun 2010 08:35:47 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[New Set of EEOC Regulations Fleshes Out the ADA Amendments Act of 2008]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1846</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1846</link>
			<description><![CDATA[For two decades, the Americans with Disabilities Act (ADA) has governedmany of the most common issues faced by employers.&nbsp; The ADA landscapeis now changing, however. A law passed in 2008, and a set of regulationsthat will be issued shortly, are greatly expanding the set of impairmentsor conditions that constitute &ldquo;disabilities&rdquo; and trigger anemployer&rsquo;s obligations to disabled employees.&nbsp; Employers shouldbe aware of how the new regulations broaden their obligations.]]></description>
			<pubDate>Mon, 24 May 2010 11:04:10 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Do You Have an ESI Strategy Yet? Companies and In-House Counsel Sanctioned for Poor Oversight]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1845</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1845</link>
			<description><![CDATA[Although it has been more than three years since the Federal Rules of Civil
Procedure were amended to codify parties' obligations to preserve and
produce potentially relevant electronically stored information (ESI), a
recent survey conducted by Kroll Ontrack reflects that only 46% of U.S.
corporations possess an ESI readiness strategy.1 Meanwhile, a
review of recent judicial decisions on requests for discovery sanctions
reflects a growing impatience by courts for a lack of such a readiness
strategy and resulting failures to competently preserve and produce
potentially relevant electronically stored information. ]]></description>
			<pubDate>Mon, 24 May 2010 09:15:10 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Health Care Reform Briefing: Cutting Through the Confusion]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1848</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1848</link>
			<description><![CDATA[The newly enacted health care reform bill has fueled numerous questions by
employers seeking direction on arguably the most important workplace
decisions they will make in the next few years. Employers need to
understand the issues and recognize the decision points and their
ramifications. ]]></description>
			<pubDate>Mon, 24 May 2010 09:15:08 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[How Private Are Personal Emails Sent Via Employer Computers?]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1847</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1847</link>
			<description><![CDATA[In this day and age, practically everyone communicates electronically often
and for a multitude of reasons. This of course, is true in the workplace.
While employees communicate by email for work-related reasons, it is not
uncommon for them also to send emails relating to personal matters.]]></description>
			<pubDate>Mon, 24 May 2010 09:15:05 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Major Benefit Plan Changes May Result from the New Human Rights Campaign Foundation's Corporate Equality Index]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1840</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1840</link>
			<description><![CDATA[Employers that are rated on the annual Human Rights Campaign Foundation&rsquo;s Corporate Equality Index should take note of important changes being made to the evaluation criteria beginning with the 2012 Index.]]></description>
			<pubDate>Tue, 11 May 2010 10:53:33 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Health Care Reform Law: "Immediate" Concerns for Employers and Their Group Health Plans]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1830</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1830</link>
			<description><![CDATA[This update addresses key &ldquo;immediate&rdquo; concerns for employers
and their group health plans as a result of changes mandated by the Health
Care Reform Law (i.e., the Patient Protection and Affordable Care Act of
2010 and Health Care and Education Reconciliation Act of 2010).&nbsp;
These generally take effect as of the first day of the plan year beginning
on or after September 23, 2010 (January 1, 2011 for calendar year plans). ]]></description>
			<pubDate>Wed, 28 Apr 2010 15:02:45 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Recess Appointments Give Unions a 3-1 Majority at the NLRB and Fill Vacancies at the EEOC]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1823</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1823</link>
			<description><![CDATA[On Saturday, March 27, which was the first day of the congressional Easter
Recess, President Barack Obama announced the recess appointment of highly
controversial SEIU and AFL-CIO lawyer Craig Becker from Washington, D.C.
and practicing union lawyer Mark Pearce from Buffalo, N.Y., to be Board
Members on the five-member National Labor Relations Board (NLRB).]]></description>
			<pubDate>Thu, 22 Apr 2010 10:49:55 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[The Payroll Risk From Within]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1824</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1824</link>
			<description><![CDATA[At a time when Medicare reimbursements and other sources of revenue are
threatened to be frozen or even reduced, a recent trend has been noticed
that provides for an additional threat to long term care facilities and
other health care providers &ndash; the risk of employee suits for unpaid
wages. Fortunately, this is one risk that can be well managed and largely
eliminated through effective preventive measures. ]]></description>
			<pubDate>Thu, 22 Apr 2010 10:49:53 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[All Employee Benefit Plans Must E-file Form 5500]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1822</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1822</link>
			<description><![CDATA[An important filing requirement changed on January 1, 2010, for employers
who have employee benefit plans and file the Form 5500. On this date,
employers became required to file their 5500 Form and 5500 Short Form
annual returns and reports electronically.]]></description>
			<pubDate>Thu, 22 Apr 2010 10:49:48 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Gainsharing or Profit Sharing? Choose the Right Tool for Your Organization - Part 2]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1816</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1816</link>
			<description><![CDATA[Article one of this two part series focused on Profit Sharing and how it is often confused with Gainsharing.&nbsp; The history and purpose of &nbsp;Profit Sharing was explored as well as the delivery of Profit Sharing in the form of either compensation or as a benefit.&nbsp; The appropriate organization climate and culture for Profit Sharing was also discussed.&nbsp; The focus of article 2 is Gainsharing, what it is, how it evolved, and how it might best serve and organization.]]></description>
			<pubDate>Mon, 19 Apr 2010 13:30:16 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Gainsharing or Profit Sharing? Choose the Right Tool for Your Organization - Part 1]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1786</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1786</link>
			<description><![CDATA[Many people who confuse Profit Sharing and Gainsharing view them as being one in the same. Employees have an opportunity to earn a financial reward under both approaches, but that is where the similarity ends. I find many companies that install a Profit Sharing plan have selected the wrong tool and quickly become disappointed that they have been unable to foster a change in behaviors or to drive improvements in company performance.]]></description>
			<pubDate>Tue, 30 Mar 2010 08:23:59 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[COBRA Health Insurance Subsidy Extended Again]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1784</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1784</link>
			<description><![CDATA[The COBRA health insurance subsidy has been extended once again. The
extension was signed into law by President Obama on March 2, 2010 when he
signed H.R. 4691, the Temporary Extension Act of 2010. ]]></description>
			<pubDate>Fri, 19 Mar 2010 09:37:14 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Employers May Need to Monitor Compliance of Business Associates with HITECH Act]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1783</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1783</link>
			<description><![CDATA[The American Recovery and Reinvestment Act of 2009 is commonly known for
its provisions designed to stimulate a flagging economy. However, the
Act's Title XIII (known as the &quot;Health Information Technology for
Economic and Clinical Health Act&quot; or &quot;HITECH Act&quot;) has
another purpose&mdash;to impose obligations under the Health Insurance
Portability and Accountability Act of 1996 (&quot;HIPAA&quot;) directly on
business associates (as defined under HIPAA) with respect to the way they
handle certain health-related information in connection with an employer's
health plan and to impose civil or criminal penalties for any violations of
those obligations.]]></description>
			<pubDate>Fri, 19 Mar 2010 09:37:11 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[20 Ways Your Independent Contractor Might Be an Employee]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1782</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1782</link>
			<description><![CDATA[Last month, the IRS began its first comprehensive audit of employment tax
issues in over 25 years. The IRS will audit 6000 companies in total over
the next three years. The main issues to be examined in these audits are
worker classification, executive compensation and taxable fringe benefits.]]></description>
			<pubDate>Fri, 19 Mar 2010 09:37:07 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[2010 H-1Bs Gone: Time to Start Planning for 2011]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1785</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1785</link>
			<description><![CDATA[United States Citizenship and Immigration Services (USCIS) announced that
the 65,000 H-1B cap for the 2010 fiscal year (FY 2010) was reached on
December 21 (click here for more information). The annual limit for
new H-1Bs is 65,000 (less up to 6,800 set aside for citizens/nationals of
Chile or Singapore, plus any of the unused 6,800 from the prior fiscal
year). An additional 20,000 H-1Bs are available to individuals who possess
a Master&rsquo;s or higher degree from a U.S. academic institution (the
&ldquo;Master&rsquo;s cap&rdquo;). For FY 2010, the 20,000 Master&rsquo;s
cap was reached as of September 25, 2009. &ldquo;New&rdquo; H-1Bs are thus
unavailable until the start of FY 2011 on October 1, 2010.]]></description>
			<pubDate>Fri, 19 Mar 2010 09:36:59 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Are You a Controller, Enabler or Leader?]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1781</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1781</link>
			<description><![CDATA[ Do you empower the people you work and live with or do you enable and control them?&nbsp;&nbsp;If you want to increase productivity,&nbsp;happiness and time in the day to complete your own "to-do's", you must learn to let go&nbsp;of&nbsp;your fears and start empowering people.&nbsp;&nbsp;When you empower people,&nbsp;you develop their skills, abilities and confidence.&nbsp; When you control people, you&nbsp;enable them to become lazy and fearful.]]></description>
			<pubDate>Wed, 17 Mar 2010 13:11:01 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[How to Provide Exceptional Customer Satisfaction at Work and Home]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1775</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1775</link>
			<description><![CDATA[With the abundance of choices in today's environment, providing exceptional customer service is a must if an organization wants to gain the competitive advantage and increase sales or if a person&nbsp;wants to maintain their job and healthy relationships with co-workers, significant others, families and friends.&nbsp; Every organization&nbsp;needs&nbsp;increased sales and loyal customers.]]></description>
			<pubDate>Mon, 22 Feb 2010 09:15:55 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[OSHA Changes Its Mind - Again]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1770</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1770</link>
			<description><![CDATA[On January 29, 2010, OSHA published a proposed rule to revise its 300 Log
of Work-Related Injuries and Illnesses. The proposed revision would
restore a column dedicated to tracking musculoskeletal disorders (MSDs).
OSHA announced that it will hold a public meeting on the proposal on March
9, 2010. If finalized, the new regulation would take effect beginning
January 1, 2011. What remains unknown at this point is what OSHA will do
with the new data, and whether it would &ndash; or could or should &ndash;
promulgate a new ergonomics standard.]]></description>
			<pubDate>Fri, 12 Feb 2010 16:27:20 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[Ruling Highlights Need for Confidentiality of Medical Information Disclosed During Test Review]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1769</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1769</link>
			<description><![CDATA[An applicant who was not hired after testing positive for drugs used to
control his epilepsy was permitted to proceed with his lawsuit asserting
claims under the Americans with Disabilities Act because there were
factual issues whether the employer made an improper medical inquiry and
denied employment on that basis.&nbsp; Harrison v. Benchmark Elecs.
Huntsville Inc., No. 08-16656, 2010 App. LEXIS 632 (11th Cir. Jan.
11, 2010).]]></description>
			<pubDate>Fri, 12 Feb 2010 16:27:18 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[Regulations Issued on Mental Health and Substance Abuse Parity in Group Health Plans]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1768</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1768</link>
			<description><![CDATA[Employers may need to act as a result of regulations implementing expanded
health parity requirements for group health plans. The interim final
rules, published in yesterday&rsquo;s Federal Register, require
the integration and coordination of the medical, surgical, mental health,
and substance use disorder benefits in such plans.The expanded
requirements were imposed by the Paul Wellstone and Pete Domenici Mental
Health Parity and Addiction Equity Act of 2008 (MHPAEA), signed into law
in October 2008. They are generally applicable for plan years beginning
after July 1, 2010 (January 1, 2011, for a calendar year plan).]]></description>
			<pubDate>Fri, 12 Feb 2010 16:27:16 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[State E-Verify and I-9 Laws - 2010 Updates]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1767</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1767</link>
			<description><![CDATA[E-Verify, the Internet-based system operated by United States Citizenship
and Immigration Services (USCIS) that allows employers to verify the
employment eligibility of employees, remains voluntary at the federal
level with the exception of certain federal contractors. However, certain
states have acted to require some or all employers to use the system. ]]></description>
			<pubDate>Fri, 12 Feb 2010 16:27:13 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[The Learned Professional Overtime Exemption: What You Need to Know]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1721</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1721</link>
			<description><![CDATA[There are&nbsp;limitations frequently misunderstood&nbsp;to using&nbsp;the Learned Professional Exemption&nbsp;to avoid overtime pay.&nbsp; Courts&nbsp;interpreting this&nbsp;exemption to FLSA&nbsp;often require&nbsp;an advanced degree or license that enables the employee to perform&nbsp;specialized job functions.&nbsp; Many employees who are assigned overtime exempt status under this&nbsp; exemption,&nbsp;in fact,&nbsp;do not qualify for this exception and are entitled to overtime pay. What steps should an employer take before using this exemption? ]]></description>
			<pubDate>Mon, 01 Feb 2010 16:45:57 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[Supreme Court to Review Employee Privacy in Text Messages]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1722</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1722</link>
			<description><![CDATA[Many organizations believe they have the right to monitor employees'activities on their computers and the Internet, including the sites theyvisit and the content of e-mails they send or receive. Such a belief isunderstandable:&nbsp;the equipment is provided for business purposes, andorganizations can be held responsible if an employee misuses thoseresources.&nbsp; Therefore, organizations ought to have the right to checkup on employees and make sure their resources are being used appropriately.]]></description>
			<pubDate>Mon, 01 Feb 2010 16:24:29 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[New Obligations to Self-Report Excise Taxes for Group Health Plan Failures]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1723</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1723</link>
			<description><![CDATA[Until now, no mandate or procedure has existed for employers to self-reportexcise taxes due under the Internal Revenue Code for violations of theduties imposed by COBRA, HIPAA and other laws relating to group healthplans.&nbsp; The IRS has seldom assessed these excise taxes on audit.]]></description>
			<pubDate>Mon, 01 Feb 2010 16:07:33 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[New Penalty for Failing to Report Payments to Medicare Beneficiaries]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1719</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1719</link>
			<description><![CDATA[Beginning January 1, 2010, a failure to comply with a new requirement forreporting to Medicare payments to Medicare-eligible individuals forresolution of claims involving medical expenses could cost the payor$1,000 per day in penalties for noncompliance.]]></description>
			<pubDate>Mon, 01 Feb 2010 16:07:06 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[Remember That Post You Wrote About Me on MySpace? You're Fired.]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1724</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1724</link>
			<description><![CDATA[Employee gossip about supervisors is as ancient as chatter around the watercooler. But the dynamics of workplace gossip have gone through massivechanges since online social networking sites like MySpace and Facebookfound their way into the lives of employees with a notion to complain. Inthe case of Pietrylo v. Hillstone Restaurant Group, a federaljury in the United States District Court for the District of New Jerseysent a stern message to employers regarding social networking and itseffect on the workplace. On June 16, 2009, the Pietrylo jury issued averdict against Hillstone Restaurant Group, the operator of a Houston'srestaurant in Hackensack, New Jersey.]]></description>
			<pubDate>Mon, 01 Feb 2010 16:06:42 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[An Update For Employers on Domestic Partnership and Same-Sex Marriage Laws]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1715</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1715</link>
			<description><![CDATA[Despite a November voter referendum in Maine that overturned the state's
same-sex marriage law and a very recent rejection of same-sex marriage by
the New York State Senate, the year 2009 saw progress for the legal
recognition of same-sex marriage and domestic partnerships. The following
is a summary of recent developments in this fast-evolving area of the law.]]></description>
			<pubDate>Wed, 20 Jan 2010 09:04:01 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[COBRA Subsidy Extended]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1718</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1718</link>
			<description><![CDATA[The extension of the COBRA health insurance subsidy, signed into law by
President Obama on December 21st after an 88-10 vote by the Senate, will
provide additional relief for a record number of unemployed workers.]]></description>
			<pubDate>Wed, 20 Jan 2010 09:00:27 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[Legislation Proposed to Extend Domestic Partner Benefits to Federal Government Employees]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1711</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1711</link>
			<description><![CDATA[If passed, a proposed federal law entitled the Domestic Partner Benefits and Obligations Act will extend long-awaited comprehensive benefits to same-sex domestic partners of federal employees.]]></description>
			<pubDate>Mon, 11 Jan 2010 16:33:03 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[How to Get Motivated for Better Results]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1710</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1710</link>
			<description><![CDATA[When&nbsp;you are fulfilled professionally and personally, your customers, co-workers, friends and family become a part of the ripple affect.&nbsp;Turnover, complaints and conflicts are reduced, which bring increased productivity, improved relationships, quality of life&nbsp;and morale. You will have less stress and drama&nbsp;when you choose&nbsp;to make healthier and wiser choices]]></description>
			<pubDate>Mon, 11 Jan 2010 08:48:35 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[The Genetic Information Nondiscrimination Act (GINA) Has Taken Effect]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1706</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1706</link>
			<description><![CDATA[With little fanfare and even less reaction from employers, the Genetic Information Nondiscrimination Act (GINA) took effect on November 21, 2009. GINA generally prohibits employers, employment agencies, and unions from collecting genetic information &ndash; which specifically includes family medical history - related to employees or applicants.&nbsp; The law also precludes any type of genetic testing of employees or applicants.]]></description>
			<pubDate>Mon, 04 Jan 2010 16:57:30 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[Government Responds to Growing H1N1 Pandemic]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1705</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1705</link>
			<description><![CDATA[According to recent estimates released by the Centers for Disease Control
and Prevention (CDC), approximately two million people in the United
States have been infected with the H1N1 flu since April, and some 4,000
Americans, including 540 children, have died from the virus. President
Obama declared the 2009 H1N1 pandemic a national emergency on October 24,
2009, and various government agencies are taking steps to guide and govern
employers' efforts to minimize the potential for exposure in the workplace.]]></description>
			<pubDate>Fri, 18 Dec 2009 13:50:16 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[Employment Law 2009 in Review... and a Look Forward]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1704</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1704</link>
			<description><![CDATA[The following is a brief review of significant 2009 workplace law
developments.&nbsp; Although a comprehensive treatment of all noteworthy
changes is beyond the scope of this summary, we hope this retrospective
will assist our readers.]]></description>
			<pubDate>Fri, 18 Dec 2009 13:50:10 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[Increased Government Worksite Visits & Audits ]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1693</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1693</link>
			<description><![CDATA[The government is changing its enforcement tactics and placing a greater emphasis on employers in the fight against unauthorized employment.&nbsp; While worksite raids targeting employees are down, audits and worksite visits targeting employers are up.]]></description>
			<pubDate>Fri, 11 Dec 2009 08:32:12 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[EEOC Issues Proposed Revisions to ADA Regulations and Interpretive Guidance]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1700</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1700</link>
			<description><![CDATA[On September 23, 2009, the Equal Employment Opportunity Commission's("EEOC") proposed revisions to the existing Americans withDisabilities Act ("ADA") regulations and accompanyinginterpretative guidance were published in the Federal Register. The EEOC'sNotice of Proposed Rulemaking ("NPRM") was prepared to bring theADA regulations and interpretive guidance into compliance with the ADAAmendments Act of 2008, as directed by Congress. Interested parties mayprovide public comments on the NPRM on or before November 23, 2009.]]></description>
			<pubDate>Thu, 10 Dec 2009 11:31:04 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[Is Guilt Burning You Out?]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1689</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1689</link>
			<description><![CDATA[How&nbsp;often do you catch yourself saying to someone, "Don't worry, I'll take care of it." or "Yes." when your plate is&nbsp;already too full and you really do not want to&nbsp;do what is being asked?]]></description>
			<pubDate>Mon, 30 Nov 2009 13:34:21 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[Department of Labor Provides Form 5500 Transition Relief for 403(b) Plans with respect to Pre-2009 Contracts]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1690</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1690</link>
			<description><![CDATA[On July 20, 2009, the Department of Labor (&ldquo;DOL&rdquo;) published Field Assistance Bulletin No. 2009-02 (&ldquo;FAB 2009-02&rdquo;), which provides guidance and transition relief for sponsors of 403(b) plans that will be required to file a more detailed Form 5500 annual report beginning with the 2009 plan year.&nbsp; While the guidance does not delay the annual reporting requirements, it does allow for reasonable good faith compliance and other transition relief that should assist plan sponsors in meeting their reporting obligations.]]></description>
			<pubDate>Mon, 30 Nov 2009 13:33:15 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[Continuing Exposure for ERISA Plan Fiduciaries in Today's Economy]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1688</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1688</link>
			<description><![CDATA[Everyone is well aware of the effect the economy has played on retirement
accounts across the country this past year. With the drop in stock prices
and the value of 401(k) plans sinking, we saw the rise in lawsuits against
ERISA plan fiduciaries alleging breach of fiduciary duty and imprudent
practices. While these lawsuits are on the rise, fiduciaries have
generally fared well in the courts.]]></description>
			<pubDate>Fri, 20 Nov 2009 12:31:04 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[Have You Registered Under MMSEA? New Reporting Obligations and Penalties for Medicare Secondary Payers]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1687</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1687</link>
			<description><![CDATA[Beginning on January 1, 2010, extensive new Medicare reporting obligations
will apply to insurance companies and other businesses that make payments
to Medicare beneficiaries as a result of litigation claims. The
obligations extend to businesses that cover private health insurance,
workers' compensation claims programs, no-fault insurance, liability
insurance and self-insured businesses. These organizations&mdash;known as
Responsible Reporting Entities (&quot;RREs&quot;)&mdash;will be required
to report virtually all payments to Medicare beneficiaries, including
settlements and payments made as a result of litigation, so that Medicare
may determine whether it has a stake in any part of the payment. Failure
to report may result in significant financial penalties.]]></description>
			<pubDate>Fri, 20 Nov 2009 12:29:51 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[Employee Performance: Don't Forget to Measure, Measure, Measure]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1685</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1685</link>
			<description><![CDATA[One area of opportunity that I frequently&nbsp;work on with many of my Clients is measuring employee performance.&nbsp;&nbsp;An alarming number of organizations do not effectively measure the value that their employees add to the organization.&nbsp; As a result, large gaps in employee&nbsp;performance often go unnoticed and rob these organizations of&nbsp;millions&nbsp;of dollars in the process.&nbsp;&nbsp;If you are not&nbsp;systematically&nbsp;measuring the performance of those you manage, there is a good chance that some team members are performing at a level far below that what you think you are.]]></description>
			<pubDate>Mon, 16 Nov 2009 08:49:20 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[Medical Examination or Physical Agility Test: Not Knowing the Difference Could Result in an ADA Violation]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1683</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1683</link>
			<description><![CDATA[The ADA&nbsp;generally prohibits&nbsp;medical examinations of&nbsp;employees, except when&nbsp;the&nbsp;test is&nbsp;necessary to evaluate the individual's&nbsp;ability to perform essential job functions.&nbsp;&nbsp;Employers can request&nbsp;a simple agility&nbsp;test to inquire as to the employee's&nbsp;ability to&nbsp;safely perform&nbsp;tasks&nbsp;such as lifting, without the test being considered a medical exam.&nbsp; When a test is conducted by a healthcare professional or monitors physiological changes, it is likely&nbsp;a medical exam and must meet the ADA's&nbsp;job related / consistent with business necessity requirement.&nbsp;]]></description>
			<pubDate>Thu, 29 Oct 2009 16:11:14 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Why Does Emotional Intelligence Affect You and Your Success?]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1682</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1682</link>
			<description><![CDATA[The simplest way to&nbsp;differentiate between Intelligence Quotient (IQ) and Emotional Intelligence (EQ) is that IQ is about book smarts and EQ is about human smarts.&nbsp;To succeed in today's workplace and life, it takes more than book smarts; it also takes human smarts.&nbsp;]]></description>
			<pubDate>Thu, 29 Oct 2009 16:08:03 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[3rd Circuit - Homosexual Man's Gender Stereotyping Claim is Cognizable Under Title VII]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1674</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1674</link>
			<description><![CDATA[Congress has repeatedly rejected legislation that would extend Title VII
protection to claims of sexual orientation discrimination.&nbsp; However,
under Title VII, an employee may raise a claim of gender discrimination if
that individual can demonstrate that an harasser was acting to punish the
employee&rsquo;s noncompliance with gender stereotypes.&nbsp; The 3d U.S.
Circuit Court of Appeals has allowed the claim of a self-described
&ldquo;effeminate man&rdquo; to move forward to a jury trial, on the basis
that the plaintiff presented evidence that his co-workers harassed him
because of his non-compliance with male-associated stereotypes.&nbsp;
Prowel v. Wise Business Forms, Inc., 3d Cir., No. 07-3997, August
28, 2009.]]></description>
			<pubDate>Tue, 29 Sep 2009 15:47:17 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[HITECH Breach Notification Rules Are a Reality]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1675</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1675</link>
			<description><![CDATA[The much anticipated &ldquo;breach notification&rdquo; rule was recently
published by the Department of Health and Human Services (HHS), Office of
Civil Rights (OCR). As required by the provisions of the Health
Information Technology for Economic and Clinical Health (HITECH) Act, the
rule adds new specifications for covered entities and business associates,
outlining how they must provide notification when &quot;unsecured&quot;
protected health information (PHI) has been breached.]]></description>
			<pubDate>Tue, 29 Sep 2009 15:47:14 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Commuting Time Not Compensable, But Off-the-Clock Work is Another Question, Ninth Circuit Rules]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1673</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1673</link>
			<description><![CDATA[An automotive employee was not entitled to compensation under the Fair
Labor Standards Act or California law for commuting time and time spent on
preliminary activities, the federal appeals court in San Francisco held in
a class action case. However, the question of the compensability of
employees&rsquo; post-shift activity of transmitting required daily data
is remanded to the district court for trial.&nbsp; Rutti v. Lojack Corp.,
No. 07-56599 (9th Cir. Aug. 21, 2009).]]></description>
			<pubDate>Tue, 29 Sep 2009 15:46:44 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Fair Treatment in the Workplace]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1672</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1672</link>
			<description><![CDATA[Each day, U.S workers head to their respective jobs in order to complete the tasks required by their employers and gain compensation to support themselves and their families. Some people head to work at large companies with complex levels of supervisors and support staff. Others head to smaller businesses that may only have a few employees and owners who are present each and every day. Regardless of the corporate structure, employees across the nation share the same legal protections when it comes to fair treatment in the workplace.]]></description>
			<pubDate>Tue, 29 Sep 2009 12:45:09 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[10 Steps to More Effective Time Management ]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1666</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1666</link>
			<description><![CDATA[The workaholic view of time management enables the addition of new clients, catching up on your to-do list; finishing back reading and learning about new developments in your industry. Properly viewed, however, time management lets you work productively so you can spend more time with your family and other things you enjoy.]]></description>
			<pubDate>Tue, 29 Sep 2009 11:10:08 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Is Twitter a Recruiting Tool?]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1665</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1665</link>
			<description><![CDATA[Once depicted as a trendy social media experiment, Twitter has officially arrived. From cell phone integration to CNN broadcasts, we can no longer escape the fact that Twitter is not a passing fad. The site once criticized for a complete lack of utility has evolved into one of the most flexible tools available in the social media space. HR departments, Corporate Recruiters and Job Seekers have taken notice. Twitter has become an important tool in corporate recruiting.]]></description>
			<pubDate>Tue, 29 Sep 2009 11:07:28 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[The Intended Consequences of Incentives and Compensation]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1664</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1664</link>
			<description><![CDATA[The public is mad as hell at AIG (and other recipients of Federal bailouts) who have handed out lucrative retention bonuses. One might wonder, are incentives appropriate in such difficult times?]]></description>
			<pubDate>Tue, 29 Sep 2009 11:06:07 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[What Employees are Experiencing, Thinking and Feeling -- Employee Satisfaction Surveys & Employee Engagement Surveys]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1663</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1663</link>
			<description><![CDATA[Employee satisfaction is a key driver of employee engagement, and employee engagement in turn is a key driver of customer satisfaction and loyalty, employee retention, productivity, sales, overall organizational performance and profit. ]]></description>
			<pubDate>Tue, 29 Sep 2009 11:04:50 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[NONCOMPETITION AGREEMENTS - SEPARATING FACT FROM FICTION]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1662</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1662</link>
			<description><![CDATA[Employers and employees alike have&nbsp;numerous misconceptions about&nbsp;the enforceability of non-competition agreements.&nbsp; Employers mistakenly believe that&nbsp;the more&nbsp;restrictive the agreement is for the employee, the better it is&nbsp;for the company.&nbsp; Employees are often under the misconception that "these things really are not enforceable."&nbsp; Separating fact from fiction is important to&nbsp;reduce the number of disputes that arise by&nbsp;managing expectations concerning the scope and enforceability of these arrangements.&nbsp;]]></description>
			<pubDate>Mon, 28 Sep 2009 10:55:56 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Social Networking Sites in the Labor and Employment Realm: Harness the Power or Be Left Behind]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1645</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1645</link>
			<description><![CDATA[Since the world wide web became public, the internet has been changing the
way that companies communicate and conduct business. Social networking
sites, online communities that enable people to communicate and build
networks based on similar interests, activities, values, and ideas, have
significantly contributed to that change. These sites can provide a number
of advantages to employers, such as publicity and marketing, recruitment,
and employment screening. Improper or careless use of such sites, however,
may result in tort liability, can compromise confidential information and
business reputation, and may lead to discrimination, privacy, and freedom
of speech suits.]]></description>
			<pubDate>Mon, 21 Sep 2009 12:26:42 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Vision and Mission Engaged Employees]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1644</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1644</link>
			<description><![CDATA[Vision statements, Mission statements, Core Values, Pillars and Goals,
whatever you may call them in your organization....are they really part of
your culture?&nbsp; Corporate America spends a lot of money and time on
developing these kinds of statements for organizations.&nbsp; Senior
leaders within companies often go off-site for hours or even days to
somehow bring together these poetic words that they hope will somehow
drive the bottom line and engage employees.&nbsp; They will often argue
back and forth over a particular &quot;word&quot; to use.&nbsp;
Furthermore, companies often write very big checks to consultants to offer
their level&nbsp; of expertise in adding some hint of illumination on the
topic.&nbsp; But, does it always come together the way we hope?]]></description>
			<pubDate>Mon, 21 Sep 2009 12:26:39 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Three Concerns When Inquiring About Applicants' Past Criminal Convictions]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1591</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1591</link>
			<description><![CDATA[One extremely useful facet of using employment applications in hiring is
the ability of the employer to directly ask an applicant if he or she has
a criminal history that would show up if a thorough background check was
conducted. Yet, to their detriment, many employers use language that is
either too narrow, too broad, or too ambiguous to successfully accomplish
this - each of these mistakes can lead to legal quagmires or bad hires
continuing to slip through the cracks and potentially endanger businesses.]]></description>
			<pubDate>Thu, 17 Sep 2009 13:29:27 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Have an unpaid Intern? Federal Labor Rules Apply]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1592</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1592</link>
			<description><![CDATA[It's summertime, and time for an annual rite of passage: internships.
Hiring an unpaid intern makes financial sense to many businesses in
today's economic times. With many colleges now requiring internships as
part of the curriculum, internships are in more demand than ever before.]]></description>
			<pubDate>Thu, 17 Sep 2009 13:29:16 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Three Ways to Motivate People During Tough Times]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1588</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1588</link>
			<description><![CDATA[I used to find it extremely difficult getting motivated during the summer - my favorite time of year. There was always so much to see and do. But not this year. We've had more cloudy, cool and rainy weather than I can ever remember. And spending money? I've become much more discretionary. Lots of "staycations," day trips, and not eating out so often, which I really like. The current economic climate also makes it difficult to find ways to motivate employees. Traditional options such as raises or bonuses are mostly out; still, leaders and talent managers need to use cost-effective tactics to keep employees encouraged and engaged.]]></description>
			<pubDate>Thu, 17 Sep 2009 13:29:15 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Employee Communications with Attorney through Personal E-mail Account from Work are Privileged]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1595</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1595</link>
			<description><![CDATA[E-mail messages exchanged between an employee and her attorney through the
employee&rsquo;s personal e-mail account are protected by the
attorney-client privilege, despite being sent through her employer&rsquo;s
computer and internet server, a New Jersey appeals court has ruled.
Stengart v. Loving Care Agency, Inc. et al., No. A-3506-08T1
(June 26, 2009).&nbsp; Reversing the trial court, the Appellate
Division of the Superior Court of New Jersey held that the company&rsquo;s
electronic communications policy did not transform the employee&rsquo;s
private e-mails with her attorney into the company&rsquo;s property.]]></description>
			<pubDate>Thu, 17 Sep 2009 13:29:06 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Integration of the New Employees]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1638</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1638</link>
			<description><![CDATA[How many of us have started a new professional activity without knowing where our office is, with what tools we will work or not knowing our future? This happens because most employers do not give sufficient importance of the integration process of new employees.]]></description>
			<pubDate>Thu, 10 Sep 2009 11:43:50 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[An Anti-Employee Retention Strategy]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1637</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1637</link>
			<description><![CDATA[There are many articles and strategies about how to improve employee retention and reduce the costs and consequences of employee turnover. Taking a slightly different approach, this article is about how not to increase employee turnover (and lower performance!) based on a true situation recently occurring in the city of Syracuse, New York, a city I know well.]]></description>
			<pubDate>Tue, 08 Sep 2009 12:46:47 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[HR Strategy to Keep Your Workers Happy]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1636</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1636</link>
			<description><![CDATA[Human Resources (HR) is a major growth industry in the small business and corporate arena. Gone are the days where bosses got away with making ridiculous demands of their underpaid, unhappy and frequently on-strike workers. In these current times, good employees are hard to come by and even harder to keep - strategy planning is essential. If you research an effective HR strategy ahead of time, that takes into account your most valuable assets, you'll be saving money, enhancing productivity and growing a more positive working environment!]]></description>
			<pubDate>Tue, 08 Sep 2009 12:44:19 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Employee Retention: 7 Tactics to Retain Your Most Valuable Asset]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1587</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1587</link>
			<description><![CDATA[A survey developed by Robert Half International and independently conducted with 100 Canadian senior executives between September 15 and October 15, 2008 stated that 35% of the senior executives had employee retention as their greatest staffing concern. Max Messmer, chairman and CEO of Robert Half International, states "Companies that lose top performers may not only experience declines in productivity but also incur significant costs in replacing these professionals."]]></description>
			<pubDate>Tue, 08 Sep 2009 11:58:44 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Do You Lead or Manage Your Team, Job and Life?]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1634</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1634</link>
			<description><![CDATA[ Leadership is about&nbsp;"directing", "empowering" and "bringing change".&nbsp; Leaders produce vision and develop strategies.&nbsp;&nbsp;Management is about "planning", "controlling", "reacting".&nbsp; Managers produce plans and complete tasks.&nbsp; Leaders are not born: they are made.&nbsp;]]></description>
			<pubDate>Tue, 08 Sep 2009 11:58:13 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Difficult Employee Behaviors - When to Fix, When to Ignore]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1631</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1631</link>
			<description><![CDATA[As a new supervisor, Joan was determined she would have a positive impact on all her employees. She began her assignment by visiting each of her employees individually and chatting about their backgrounds and career aspirations. When she had her first meeting with Mike she noticed his office was extremely messy. Knowing some people are able to find things quickly she put him to the test. She asked for someone's phone number and watched as Mike searched through stacks of paper looking for the company directory. Then she asked him about a big project he had completed the previous week. Again he had to search through drawers and stacks of folders delicately leaning against the wall before eventually coming across the project folder.]]></description>
			<pubDate>Mon, 31 Aug 2009 13:39:05 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Employers Expected to Face Additional Pressure From Department of Labor]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1630</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1630</link>
			<description><![CDATA[It seems like everywhere you look there is some mention of the U.S. Department of Labor (DOL) cracking down in one way or another on businesses. Statistics indicate that there is much increased activity in DOL audits over the last few years, which should come as no surprise. In the DOL 2011 Strategic Plan Fiscal Years 2006 - 2011 the department listed four major goals, which are...]]></description>
			<pubDate>Mon, 31 Aug 2009 13:37:35 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[The Single Most Important Tool You Need to Practice Sound HR Management]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1629</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1629</link>
			<description><![CDATA[When I began my consulting practice, I had no idea just how many organizations operate without the most critical tool necessary to practice sound HR management; the lowly, neglected and often unused job description. Wrongly considered unimportant by many and non-essential by some, a well-written job description is truly the cornerstone in building your HR and compensation infrastructure. Let's take a few minutes to review why they're so important in managing HR and how they should be used every day in HR departments.]]></description>
			<pubDate>Mon, 31 Aug 2009 13:36:18 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[EEOC Charges Soar as Economy Sours: What Can Employers Do?]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1619</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1619</link>
			<description><![CDATA[It is certainly no secret that, during turbulent economic times, the
number of discrimination claims tends to swell. Not only are more people
out of work, but they are also financially motivated to explore their
legal options.Well, the Equal Employment Opportunity Commission's
(EEOC) Charge
Statistics for 2008 are in, and the news - as predicted - is grim.
Private sector discrimination filings with the EEOC for 2008 (95,402)
surpassed 2007 (82,792) by a staggering 15% - the biggest jump in the
federal agency's entire 44-year history.]]></description>
			<pubDate>Mon, 31 Aug 2009 09:57:47 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Five Tips for Information Security during Layoffs]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1616</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1616</link>
			<description><![CDATA[A laid off employee is a tremendous threat to the information of a business. Before any pink slips are handed out make sure your information, both paper and electronic, is secure. The news is getting more positive for the economy and it looks like the U.S. is coming out of the recession, but many small business owners are still struggling to meet payroll. In these uncertain times, laying off employees is, unfortunately, still very much a part of the picture.]]></description>
			<pubDate>Thu, 27 Aug 2009 07:15:57 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Supreme Court Issues Employer-Friendly ADEA Ruling]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1594</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1594</link>
			<description><![CDATA[June 18, 2209, in a 5-4 decision, the U.S. Supreme Court held that an
employee alleging a disparate treatment claim under the Age Discrimination
in Employment Act (ADEA) must prove that age was the &ldquo;but for&rdquo;
cause of the challenged adverse employment action. Justice Clarence
Thomas, writing for the majority, ruled that even where the employee has
produced evidence that age was one motivating factor in that decision the
burden of persuasion does not shift to the employer to show that it would
have taken the action without regard to age. Gross v. FBL Financial
Services, Inc., No. 08-441, U.S. Supreme Court (June 18, 2009).]]></description>
			<pubDate>Thu, 20 Aug 2009 08:14:06 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Supreme Court Issues Favorable Ruling for White Firefighters in Reverse Discrimination Case]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1593</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1593</link>
			<description><![CDATA[Query: May an employer make a race-based employment decision when it
discovers that one of its employment tests or policies has the unintended
effect of creating an adverse impact on another racial classification?]]></description>
			<pubDate>Thu, 20 Aug 2009 08:13:55 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[ADA Amendments Act - EEOC Comments on Proposed Rules]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1590</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1590</link>
			<description><![CDATA[Last September, President George Bush signed the ADA Amendments Act (ADAAA)
of 2008, which requires courts to interpret the ADA broadly when
determining whether an individual has been discriminated against because
of a disability. On June 17, 2009, the Equal Employment Opportunity
Commission (EEOC) voted in favor of revising its rules to conform to the
ADAAA. These amendments, as well as the proposed rules, will make it
easier for individuals seeking protection under the ADA to establish that
they have a disability. The changes to the rules, approved by the EEOC in
a 2-1 vote, must now be reviewed by other federal agencies, including the
Department of Transportation, the Justice Department and the Office of
Management and Budget.]]></description>
			<pubDate>Mon, 17 Aug 2009 11:44:19 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[What's Happening with Health and Welfare Plans? More than You Might Think . . .]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1589</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1589</link>
			<description><![CDATA[Even before Congress began laboring over the potentially biggest health
care legislation in years, employers had &ndash; or should have had
&ndash; plenty of health and welfare plan issues on their agendas for the
second half of 2009.]]></description>
			<pubDate>Mon, 17 Aug 2009 11:44:14 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Loyalty and Leadership - 8 Ways to Earn The Loyalty of Your Employees]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1586</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1586</link>
			<description><![CDATA[Loyalty is defined as commitment or allegiance to a person, a group, or a cause. Sounds clear enough but loyalty often gets skewed in the workplace. Here are some examples where loyalty is distorted...]]></description>
			<pubDate>Mon, 17 Aug 2009 11:22:04 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[When You Throw Dirt, You Lose Ground]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1585</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1585</link>
			<description><![CDATA["When you throw dirt, you lose ground." - Texas Proverb. Nothing tears down relationships, teamwork, effectiveness, and productivity like the office rumor mill and gossip. Some refer to this as water cooler chit chat. There are certain type individuals that will go straight to the source to handle a breakdown, and then there are others who will complain and whine to everyone but the person they have a grievance with.]]></description>
			<pubDate>Mon, 17 Aug 2009 11:19:25 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Do Your Words Promote or Demote?]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1584</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1584</link>
			<description><![CDATA[Are you empowering others each time you speak? Have you noticed that whenever you talk to someone, the energy seems to fade away and the other person seems uninterested? Then after the interaction there is a feeling of sadness and your enthusiasm is simply gone. If these things happen, then it is time to analyze yourself and work on your empowering skills.]]></description>
			<pubDate>Mon, 17 Aug 2009 11:13:37 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[GINA Examined Under The Microscope]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1583</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1583</link>
			<description><![CDATA[In an era of test tube babies and cloning, GINA is an attempt to keep pace with technology and address ethical concerns surrounding our understanding of genes and chromosomes. &nbsp;The Human Genome Project enabled scientists&nbsp;to map the genes located on the 46 human chromosomes that determine&nbsp;our physical characteristics and&nbsp; susceptibility to&nbsp;disease.&nbsp; Amidst widespread ethical concerns that the power to analyze the human body at the genetic level would be abused, the Genetic Information Nondiscrimination Act of 2008 was enacted.]]></description>
			<pubDate>Wed, 12 Aug 2009 05:29:14 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Writing a Tuition Assistance Plan? Five Tips For Success]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1580</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1580</link>
			<description><![CDATA[You may be asked to write a new tuition assistance program for your company or modify one already in existence. If so, here are 5 tips to consider: 1) Approve schools that are regionally accredited, 2) Decide if your tuition reimbursement program might become a pre-pay education program, 3) Pay for any school option that saves time for employees getting their degree, 4) Pay for online classes, as well as on-campus classes, and 5) Contract with an educational counseling group to help your employees select the best college for their goals, background and skills.]]></description>
			<pubDate>Mon, 10 Aug 2009 10:59:11 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Top 10 Ways to Increasing Productivity & Better Time Management]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1579</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1579</link>
			<description><![CDATA[Are you struggling in the effort to make your small business successful? Does it feel like you are working harder and you still don't see the results you desire? Or maybe you want to grow your business to the next level of success. Let's take a look at the top 10 ways to increasing productivity and better time management.]]></description>
			<pubDate>Mon, 10 Aug 2009 08:30:22 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[How to Improve Employee Motivation through Developmental Assessments]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1578</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1578</link>
			<description><![CDATA[Many organizations have a tough time grappling with employee motivation issues. Are financial incentives enough? How much is necessary for it to be a primary driver of performance? Again, if money is not the main motivator, how else do you improve employee motivation? Can organizations develop cost effective motivation programs for improving performance across the board?]]></description>
			<pubDate>Mon, 10 Aug 2009 08:27:48 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[3 Tips for Screening Candidates]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1569</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1569</link>
			<description><![CDATA[In a slow job market, anyone who posts a job opening these days is sure to get swamped with resumes. I've heard stories of 500 resumes for a single customer service opening or receptionist position. So when you are swamped like that how do your sort them to find the top 3-4 candidates without spending weeks reading each of them?]]></description>
			<pubDate>Fri, 07 Aug 2009 12:11:59 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[How To Effectively Lead Your Organization]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1576</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1576</link>
			<description><![CDATA[It takes Confidence, Interpersonal Skills, Natural Ability To Motivate Others, and The Knowledge of Building Trust With Your Employees - To Be Effective As A Leader.]]></description>
			<pubDate>Thu, 06 Aug 2009 09:49:29 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Do HR Strategies Work?]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1574</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1574</link>
			<description><![CDATA[Recently, surveys have shown a decline in the popularity and appreciation of business HR (Human Resources) strategies. Talk of business HR is everywhere. Some companies swear by it as the saviour of their employees and companies; whilst other business owners and managers completely dismiss it.]]></description>
			<pubDate>Mon, 03 Aug 2009 12:24:36 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Workplace Conflict Management Resolution - How to Resolve?]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1571</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1571</link>
			<description><![CDATA[Conflict management in the workplace develops the harmonious relationship among employees. To manage the conflict, first step is to identify different conflicts a person has experienced. Then identify appropriate ways to resolve a conflict and practice the conflict management steps to resolve a conflict.]]></description>
			<pubDate>Mon, 03 Aug 2009 11:52:30 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Leadership Skills - the Real Competencies of the Effective Leader]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1570</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1570</link>
			<description><![CDATA[The Effective Leader works at building up and maintaining a series of Leadership Competencies which they use to do their job. By 'competencies' we do not mean 'natural' attributes, personality styles or skills. Competency is something, either natural or learnt, which is practiced and used effectively to achieve their desired goals. For example, someone may be charismatic, but this is only a 'competency' if they are consciously aware of this attribute, and use it purposefully to influence others positively. Competency covers knowledge, skills, practices and processes of the Effective Leader.]]></description>
			<pubDate>Mon, 03 Aug 2009 11:49:40 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[How to Terminate an Employee without Facing Lawsuit]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1567</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1567</link>
			<description><![CDATA[Employers should be careful in terminating a worker to avoid costly lawsuit. To avoid legal consequences, company owners should know these termination laws...]]></description>
			<pubDate>Wed, 29 Jul 2009 12:05:21 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Developing Strategic Thinkers]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1561</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1561</link>
			<description><![CDATA[Strategic thinking is regarded as an essential core competency for leadership positions. In fact, many organizations already use this competency, among others, to appraise and evaluate the performance of their executives and leaders. Thus, a competency gap in strategic thinking is considered serious, and organizations will attempt to eliminate this gap. This brief article explores the most effective means to develop strategic thinkers.]]></description>
			<pubDate>Wed, 29 Jul 2009 11:41:13 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Employers and Employees: Partners or Enemies?]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1560</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1560</link>
			<description><![CDATA[ "I have long been convinced that...employers and employees are partners, not enemies: that their interests are common, not opposed: that in the long run the success of each is dependent upon the success of the other." ~ John D. Rockefeller, Jr. This is so right on, John. I totally agree. Wake up folks! This is the Information Age. The days of treating employees as less than partners is OVER! Plus the time of leading by intimidation is FINISHED! The more you enroll your employees in your visions, the more support and success you create.]]></description>
			<pubDate>Wed, 29 Jul 2009 11:35:03 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Federal minimum wage will increase to $7.25 on July 24]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1557</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1557</link>
			<description><![CDATA[Effective this Friday, July 24, 2009, the federal minimum wage rate for covered non-exempt employees will increase from $6.55 per hour to $7.25 per hour. With this change, employees who are covered by the federal Fair Labor Standards Act (FLSA) will be entitled to pay no less than $7.25 per hour.]]></description>
			<pubDate>Fri, 24 Jul 2009 08:57:09 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Risks of Workplace Investigations   ]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1556</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1556</link>
			<description><![CDATA[All employee complaints of harassment, discrimination or any misconduct should be taken seriously. An employer should be able to objectively decide what action should be taken to resolve each issue. Sometimes in order to get the truth, a workplace investigation must be performed. The problem is that there are also a lot of risks in performing workplace investigations. There are a host of rights that may be violated in the process.]]></description>
			<pubDate>Fri, 24 Jul 2009 08:56:20 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Understanding Sexual Harassment in the Workplace]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1555</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1555</link>
			<description><![CDATA[In 2008 alone, the United States Equal Employment Opportunity Commission (EEOC) has received a total of 13, 867 sexual harassment charges. That number is the highest it's been in 6 years. Sexual harassment is one of the most prevalent employment discrimination abuses in the country. But what is sexual harassment?]]></description>
			<pubDate>Fri, 24 Jul 2009 08:55:21 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Is Wage and Overtime Claims Lawful?]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1553</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1553</link>
			<description><![CDATA[Most companies implement their own principles and policies for its employees. They may have employed several or even multitude of workers to perform various tasks. The Federal Law protects employees from maltreatment and harassment in the workplace. It provides certain guidelines for the companies to follow. Law provisions specifically discuss matters pertaining to punishable workplace offences.]]></description>
			<pubDate>Fri, 24 Jul 2009 08:49:34 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Employers Guide to Avoid Pregnancy Discrimination Lawsuit]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1552</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1552</link>
			<description><![CDATA[Pregnancy discrimination cases are costing companies more money than any other claims. In fiscal year 2003, the EEOC and the State and Local agencies collected $12.4 million from lawsuit charges of pregnancy discrimination. Today, thanks to the Pregnancy Discrimination awareness campaign programs, lawsuit cases concerning pregnancy discrimination declines. However, some employers often overlook the context of the pregnancy discrimination act due to confusion.]]></description>
			<pubDate>Fri, 24 Jul 2009 08:47:18 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Communication Saboteurs: Egos ]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1522</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1522</link>
			<description><![CDATA[It was a motivational morning. I'd just finished moderating a powerful panel of four talented professionals - each superbly representing his or her generation. They shared their own unique struggles to find their places in the workforce and discussed strategies for strengthening the different generations' relationships in the office.&nbsp; Afterwards, I couldn't help but get sucked into a conversation with three women talking about young professionals in a negative, stereotypical way. "They're demanding and have ridiculous expectations." I hear this kind of conversation frequently, but right after such an inspiring discussion about how this line of thinking doesn't serve anyone in the workplace?&nbsp;]]></description>
			<pubDate>Thu, 16 Jul 2009 15:04:57 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[How Baby Boomers Could Save Our Economy]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1529</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1529</link>
			<description><![CDATA[Much has been written and discussed about the massive number of Baby Boomers who are retiring or about to retire, and the impact on the workplace. What are Boomers going to do with their lives? Here's two developing trends that may have a significant impact on the workplace and our economy: Temp workers and entrepreneurial start ups. As reported in an article by Ali McConnon in the June 30, 2009 issue of BusinessWeek, the recession is hitting recruiting firms hard. For example, Robert Half International sales plummeted by 30% in the first quarter of 2009, as companies were reluctant to hire temp workers. Half is boosting its bottom line once hiring picks up by dipping into a pool of highly skilled Baby Boomers looking for work.]]></description>
			<pubDate>Thu, 16 Jul 2009 09:13:36 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Hire the Right Person]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1528</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1528</link>
			<description><![CDATA[The million dollar question these past few months has been, "How do I attract and hire the right people in my practice?" The real kicker is that it has to be done now because a team member has left. Does this sound familiar? If you have ever been in this position, it feels very uncomfortable. Your thoughts begin to fill with fear and you wonder if you will ever find someone who will fit well into the position available. Rest assured these are normal feelings and you are not alone.]]></description>
			<pubDate>Thu, 16 Jul 2009 09:08:18 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Simplify your Hiring Process: One less headache]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1527</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1527</link>
			<description><![CDATA[Recruiting is a misunderstood art form. For the shortsighted hiring managers out there, the word recruiting brings to mind hours of distraction that could be better spent on their "real job". One thing the recession has taught us (particularly the mortgage crisis) is that any decision based solely on short term ramifications will generally get us nowhere in the long run. This tendency to hunker down and avoid any tasks not directly associated with personal job performance is only further exacerbated by the troubled economy. People are being asked to do more with less and certain critical business functions are suffering as a result.]]></description>
			<pubDate>Thu, 16 Jul 2009 08:16:42 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Wage and Hour Violations Burden Small Businesses]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1485</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1485</link>
			<description><![CDATA[Employee lawsuits against employers have almost doubled in the last six
years. According to the Fair Labor Standards Act (FLSA), if an employer is
found to be in violation of the Wage and Hour laws, the Secretary of Labor
may bring suit for back pay and an equal amount as liquidated damages,
plus attorney's fees and court costs. Small businesses are feeling the
burden and must be cognizant of complying with all laws.]]></description>
			<pubDate>Mon, 13 Jul 2009 14:13:27 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Paid Sick Leave Legislation Introduced in U.S. House of Representatives]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1486</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1486</link>
			<description><![CDATA[The U.S. House of Representatives has introduced legislation that would
require all employers with 15 employees or more to provide up to seven
paid sick days each year.&nbsp; The bill, titled the Healthy Families Act
(H.R. 2460), was introduced by Representative Rosa DeLauro (D-CT).]]></description>
			<pubDate>Mon, 13 Jul 2009 14:13:24 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Retaining Employees]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1517</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1517</link>
			<description><![CDATA[It is considered expensive to employ a new employee and raise the employee to the level of the previous employee. When an employee leaves a company this means that the company has to incur un-budgeted expenses because of the missing headcount. It also means that the company has to employee another worker to take up that position. Untimely employee turnovers affect the production levels of a company. What follows are uncertainties. It is critical for management to consider any staff turnover as an indication of problems in the company's operations. You need to structure your managerial role to focus on a number of factors such that the management relation with the subordinate is a core part of the managerial tactics. According to David Sirota, a NY based survey intelligence firm, the cost of loosing an employee will cost a company one-and-half times the person's compensation.]]></description>
			<pubDate>Thu, 09 Jul 2009 10:52:08 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[The Danger of Hiring During a Recession]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1516</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1516</link>
			<description><![CDATA[Are you in a hiring mode during this recession? There's a good news/bad news flavor to hiring right now. First the Good News: Do you think it will be a cake walk because... There are so many good candidates out there who have been laid off? They are motivated to quickly land a new job so they can put bread on their family table? If they have the skills and knowledge to jump right in the company will immediately reap the benefits?Now the Bad News...]]></description>
			<pubDate>Thu, 09 Jul 2009 09:00:24 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[High Court Overturns Pregnancy Bias Ruling]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1484</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1484</link>
			<description><![CDATA[Finds Company's Pension Benefit Calculation Was
LawfulThe U.S. Supreme Court recently held that an
employer did not violate Title VII of the Civil Rights Act by granting
limited service credit for purposes of calculating retirement benefits for
pregnancy leaves taken before Title VII was amended in 1978 by the
Pregnancy Discrimination Act (PDA). In a 7-2 decision, the majority found
that the company based its benefit calculations on a &quot;bona fide&quot;
seniority system. AT&amp;T Corporation v. Hulteen, No.
07-543, U.S. Supreme Court (May 18, 2009). ]]></description>
			<pubDate>Thu, 09 Jul 2009 08:58:14 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[THE UNITED STATES SUPREME COURT'S RECENT REVERSE DISCRIMINATION DECISION IN RICCI V. DESTEFANO CREATES MUCH CONFUSION BUT ANSWERS FEW QUESTIONS]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1515</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1515</link>
			<description><![CDATA[This past week, the United States Supreme Court concluded that the City of New Haven Connecticut engaged in&nbsp;reverse discrimination when it discarded test results and refused to promote white firefighters&nbsp;because the City feared certification of the test results, which would have resulted in virtually no promotions of minorities, would lead to claims for disparate impact discrimination.&nbsp;Unfortunately,&nbsp;the Court&rsquo;s decision offers little guidance to employers faced with a similar set of facts.&nbsp;]]></description>
			<pubDate>Mon, 06 Jul 2009 08:11:28 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Non-competition Agreements: 10 Cautionary Thoughts]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1483</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1483</link>
			<description><![CDATA[People do odd things when they enter into a new relationship. I call it the
honeymoon period. It's a time when it is all good, your vision is clouded
by optimism that overlooks faults or problems that are visible to everyone
else. Words of caution from well meaning friends have the sound of crazy
alarmist rhetoric.&nbsp; No, this post is not about relationship advice,
it's about the workplace.]]></description>
			<pubDate>Wed, 01 Jul 2009 16:53:16 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[The 9 Major Causes of Failure In Leadership]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1473</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1473</link>
			<description><![CDATA[Not all of us are natural born leaders. Most of us are moving into leadership roles from a followers role. So we have to work at it very hard in order to be great at it. However, some of us will stumble along the way. For those of you that will stumble. You will battle the mistakes that come along with being a leader. There are 10 mistakes you must avoid in order to be the best leader you can be.]]></description>
			<pubDate>Tue, 30 Jun 2009 07:30:40 CDT</pubDate>
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		<item>
			<title><![CDATA[In Leadership Small Things Count ]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1472</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1472</link>
			<description><![CDATA[When people lead it is natural I suppose to want to be recognized for that amazing accomplishment that occurred as they lead the team to victory. There is nothing wrong with this at all. People need to succeed in the things and work they do. That's what goal setting is all about. To accomplish great achievements team has to be built, nurtured, pushed,appreciated, and formed to be group that will accomplish consistently. This does not usually happen overnight. This takes time and effort with a leader that is involved and wants the success of the group and the individuals.]]></description>
			<pubDate>Tue, 30 Jun 2009 07:28:29 CDT</pubDate>
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			<title><![CDATA[Essential motivation through team building ]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1470</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1470</link>
			<description><![CDATA[Unity - This is a word which creates a concept of ones.&nbsp; Whenever there is a motley crowd opinions will differ.&nbsp; But, if they behave as a cohesive force, that unity will prompt victory in all fields.&nbsp; "United We Stand Divided We Fall "- This is a well known quote.&nbsp; In any enterprise, expertise counts a lot.&nbsp; But, more than that, the unity of the participants will bring rich dividends. Manager or entrepreneur, worth the term, should have a skill for team building. &nbsp;Even otherwise, as an ordinary employee also, he can participate in a team work with the real concept ingrained in his mind.&nbsp; When a group of individuals contribute towards a common goal unitedly, this strong synergy will result in a larger contribution than when the very same persons work towards the goal without any bond or cohesion.]]></description>
			<pubDate>Tue, 30 Jun 2009 07:24:35 CDT</pubDate>
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		<item>
			<title><![CDATA[Things to Know When Considering a Severance Agreement]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1469</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1469</link>
			<description><![CDATA[When firing an employee, many companies today present a severance agreement, or a contract which usually states that the departing employee agrees not to press charges against the employer. On the other hand, the employer promises to provide a payment called a severance package.]]></description>
			<pubDate>Tue, 30 Jun 2009 07:04:34 CDT</pubDate>
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		<item>
			<title><![CDATA[Five Ways to Welcome New Employees and Improve Staff Retention]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1468</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1468</link>
			<description><![CDATA[Do new employees feel welcome in your organization? Recent thinking in Human Resources places a greater importance on the experience of new employees during the first six months of employment. Like a lot of management concepts, it's the kind of common sense thinking that we somehow never get to implementing. I mean, who could argue with the notion that if we make new employees feel welcome, we stand a better chance of getting them thru what can be a difficult new employee transition?]]></description>
			<pubDate>Fri, 26 Jun 2009 08:14:28 CDT</pubDate>
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		<item>
			<title><![CDATA[Tips on Managing a High Volume of Applicants]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1457</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1457</link>
			<description><![CDATA[If you happen to be a business fortunate enough to be hiring these days, how are you going about it? The first challenge in finding your next great hire is to find a way to screen the flood of applicants you're sure to receive; to find the cream amidst all that milk. But how do you do this? There are automated tools out there that can actually help. But, first implement these 4 basic steps to manage the high volume of applicants.]]></description>
			<pubDate>Wed, 24 Jun 2009 14:02:37 CDT</pubDate>
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		<item>
			<title><![CDATA[Corporate Culture - seeing past the stereotypes and finding excellence]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1456</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1456</link>
			<description><![CDATA[This article is about old and new ways of looking at corporate culture. The research mission is to join up in practical and sustainable ways increased workplace performance and superior workplace fulfilment. Our purpose is to alert organisations to the full potential of corporate culture as a key analytical tool and a framework for better practice.]]></description>
			<pubDate>Tue, 16 Jun 2009 08:17:12 CDT</pubDate>
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		<item>
			<title><![CDATA[Improve Your Hiring Process to Cut Costs]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1455</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1455</link>
			<description><![CDATA[Did you know that an estimated two-thirds of employee hiring decisions may be mistakes? This article will provide you with information that can help you improve your hiring process so that you can cut costs and maximize productivity in your organization. Whether you're an owner, an executive or a manager, the following information will be beneficial to you.]]></description>
			<pubDate>Tue, 16 Jun 2009 08:10:33 CDT</pubDate>
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		<item>
			<title><![CDATA[Increasing Efficiency in the Workplace]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1450</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1450</link>
			<description><![CDATA[Efficiency is the key to any business - whether with regard to daily business operations, customer and company communications, or long term expansion. Moreover, with the economy in a temporary dip, increased efficiency can help save businesses a significant amount of money - not to mention valuable time.]]></description>
			<pubDate>Fri, 12 Jun 2009 08:23:56 CDT</pubDate>
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		<item>
			<title><![CDATA[What You Need to Know about E-Verify]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1449</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1449</link>
			<description><![CDATA[E-Verify was originally introduced to employers as the Basic Pilot Program. The program was developed to provide employers with a free internet-based system where they could determine employment eligibility of new hires and the validity of their Social Security numbers. The system is operated by U.S. Citizenship and Immigration Services (USCIS), part of the Department of Homeland Security (DHS) partnered with the Social Security Administration (SSA). Employers are able to verify the employment eligibility of their employees, regardless of citizenship. Based on information provided by the employee on his or her Form I-9, E-Verify confirms this information electronically against records contained by DHS and SSA databases.]]></description>
			<pubDate>Fri, 12 Jun 2009 08:20:23 CDT</pubDate>
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		<item>
			<title><![CDATA[From Employed to Engaged]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1448</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1448</link>
			<description><![CDATA[Mary Weather is one of your key employees. The customers ask for her by name and she is one of your best team leaders. Today she comes into your office and tells you that she has accepted an exciting opportunity. You are taken aback. What happened, you ask yourself? Of course, you'll have an exit interview, but it's too late to save Mary.]]></description>
			<pubDate>Fri, 12 Jun 2009 08:17:49 CDT</pubDate>
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		<item>
			<title><![CDATA[Three Concerns When Inquiring About Applicants' Past Criminal Convictions]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1447</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1447</link>
			<description><![CDATA[One extremely useful facet of using employment applications in hiring is the ability of the employer to directly ask an applicant if he or she has a criminal history that would show up if a thorough background check was conducted. Yet, to their detriment, many employers use language that is either too narrow, too broad, or too ambiguous to successfully accomplish this - each of these mistakes can lead to legal quagmires or bad hires continuing to slip through the cracks and potentially endanger businesses.]]></description>
			<pubDate>Fri, 12 Jun 2009 08:14:26 CDT</pubDate>
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		<item>
			<title><![CDATA[Wage and Hour Violations Burden Small Businesses]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1446</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1446</link>
			<description><![CDATA[Employee lawsuits against employers have almost doubled in the last six years. According to the Fair Labor Standards Act (FLSA), if an employer is found to be in violation of the Wage and Hour laws, the Secretary of Labor may bring suit for back pay and an equal amount as liquidated damages, plus attorney's fees and court costs. Small businesses are feeling the burden and must be cognizant of complying with all laws.]]></description>
			<pubDate>Fri, 12 Jun 2009 08:01:41 CDT</pubDate>
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		<item>
			<title><![CDATA[Top Tips for HR Professionals]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1445</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1445</link>
			<description><![CDATA[Some of the best tips for HR professionals are in the following areas; Documentation / Policies &amp; Guidelines,&nbsp; Candidate References, Active Enrollment, Incentives &amp; Recognition, Understanding your Business, Ensure Compliance, Appraisals, Disciplinary Procedures, Exit Interviews, Time Management, and Enhancing Your Career. Read on to find out more...]]></description>
			<pubDate>Thu, 04 Jun 2009 08:25:35 CDT</pubDate>
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		<item>
			<title><![CDATA[Practical Challenges for PHR & SPHR]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1444</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1444</link>
			<description><![CDATA[Nowadays, companies are laying off their staffs. Though, it is extremely tough to find talented pool of employees. So, companies need good managers to counter the cruel recession. Sphr phr certification ensures that they are approving the potentials which have capabilities to counter all these hurdles. Credibility of such certifications provides relief to the companies and let them concentrate on their core task.]]></description>
			<pubDate>Thu, 04 Jun 2009 08:19:14 CDT</pubDate>
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		<item>
			<title><![CDATA[Why What You Say is NOT What Your Employees Hear ]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1442</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1442</link>
			<description><![CDATA[He walked into the room to deliver the news that the company was going to be looking at the possibility of outsourcing parts of their IT services. It was actually a part of their database management that IT hated and openly talked about hating. So he knew they would be glad to hear that the company would consider outsourcing it. He walked into the room, delivered his news, and was soon flooded with the resignations from his top talent.]]></description>
			<pubDate>Thu, 04 Jun 2009 07:42:00 CDT</pubDate>
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		<item>
			<title><![CDATA[5 Ways to Improve Employee Engagement Through Community]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1441</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1441</link>
			<description><![CDATA[How does it feel to go to work?  This is the question your employees answer every day as they move through their duties. Their answer has a surprising impact on their performance. In general, when employees are happy about their work environment, they are more productive. Employees choose how much extra time and effort they will spend on work after fulfilling their minimum performance expectations. When companies foster engaging environments where workers feel connected to their work and co-workers, employees will put in more effort to produce outstanding work. As such, creating a feeling of community among workers is key to increasing employee engagement and productivity.]]></description>
			<pubDate>Mon, 01 Jun 2009 07:08:16 CDT</pubDate>
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		<item>
			<title><![CDATA[Small Business Growth: It's About Leadership And Management]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1440</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1440</link>
			<description><![CDATA[When people think of leadership they usually come up with two scenarios. Either they are doing the leading or they are being led. Whether you are starting up your own business or running your own business the leadership you demonstrate will be critical to your success. When you are leading others, whether it be employees, contractors, vendors or potential clients or customers that you hope to turn into sales it is critical that you are aware of the process and your impact on it. If you aren't your dream of small business growth and success may turn into a reality of failure.]]></description>
			<pubDate>Mon, 01 Jun 2009 07:07:32 CDT</pubDate>
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		<item>
			<title><![CDATA[Retaining Key Small Business Employees]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1438</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1438</link>
			<description><![CDATA[Many small businesses find it difficult to hire top quality talent as well as retain them. There are a number of areas where they feel they are at a disadvantage compared to large companies. Among these are: 1) Less area for career growth, 2) Pay, 3) Benefits and 4) A less structured environment. I would like to address each of these perceived shortcomings and how they can be turned into a positive for both attracting and retaining top-notch talent.]]></description>
			<pubDate>Mon, 01 Jun 2009 07:07:27 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Performance Appraisal Interview - Not Unlike a Job Interview]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1439</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1439</link>
			<description><![CDATA[Just as you would prepare for a job interview, preparation is key for ensuring that your performance appraisal process goes well. Your performance review becomes a permanent record in your employee file, both in terms of how you rate yourself as well as your managers' evaluation of whether you've achieved the agreed business objectives or goals for the period under review.]]></description>
			<pubDate>Mon, 01 Jun 2009 06:53:02 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Identifying Potential Leaders]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1434</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1434</link>
			<description><![CDATA["The best executive is the one who has sense enough to pick good men to do what he wants done, and self-restraint to keep from meddling with them while they do it." - Theodore Roosevelt... One of the most difficult (yet most fulfilling) tasks a leader faces is the task of developing new leaders in any organization. Sometimes it is difficult to find leaders willing to take this step because it seems like long and difficult work for an unknown outcome. In some ways, this is true. A leader may pour themselves into somebody else only to see that person wither and die as a leader - or the person may become an excellent leader only to take a job for another company. However, the long term benefit to an organization far outweighs the potential loss from leaders who later jump ship. In fact, if the development process is done correctly, it should make the persons' loyalty to the company even stronger than it was before the development process began.]]></description>
			<pubDate>Thu, 28 May 2009 13:56:10 CDT</pubDate>
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		<item>
			<title><![CDATA[Employee Engagement - How to Navigate the Most Difficult Economic Times Since the Great Depression]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1433</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1433</link>
			<description><![CDATA[In this time of fear and uncertainty, morale has plummeted and productivity is down. Research conducted by the Corporate Executive Board reveals that 25% of Top Employees are looking for other opportunities (up from 10% last year) and 100% are in danger of being swept away by the competition...headhunters are on the prowl. The time is NOW to get your employees committed and focused. Keep your top-performing superstars, and build their engagement and morale. Read on to see what the experts are saying and what you should do about it.]]></description>
			<pubDate>Tue, 26 May 2009 09:30:45 CDT</pubDate>
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		<item>
			<title><![CDATA[USCIS to All Employers: New Form I-9 Effective April 3, 2009]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1423</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1423</link>
			<description><![CDATA[The Citizenship and Immigration Service (CIS) confirmed that the latest I-9
Form is effective April 3, 2009. The CIS went several years without
updating the I-9 Form and the attending List of Documents - but has made a
series of revisions, some substantial and some insubstantial, over the last
two years. ]]></description>
			<pubDate>Thu, 21 May 2009 14:42:36 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[When You Should Promote From Within and When You Should Hire From Outside the Company]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1429</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1429</link>
			<description><![CDATA[You must know WHEN you should promote from within and when you need to bring in new blood or you can KILL your company. So how do you know which one you should do? The answer is surprisingly easy yet I am amazed at how many companies miss it. I believe most companies miss it because they don't realize the importance of this ONE ingredient in the success of their company. The one key ingredient is YOUR CORPORATE CULTURE.]]></description>
			<pubDate>Thu, 21 May 2009 14:33:21 CDT</pubDate>
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		<item>
			<title><![CDATA[Economic Uncertainty Calls for Strategic Corporate Social Responsibility]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1428</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1428</link>
			<description><![CDATA[During these times of economic uncertainty, corporate social responsibility (CSR) initiatives are unlikely to rank very high on CEO and Senior Management's priority list. Traditionally perceived as the right thing to do, companies philanthropic contributions and environmental mandates have rarely been treated as much more than a prerequisite towards earning their obligatory social license to operate.]]></description>
			<pubDate>Wed, 20 May 2009 08:56:15 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[The Value of Employee Engagement Surveys as Part of a Change Management Strategy]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1427</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1427</link>
			<description><![CDATA[One of the things that continues to surprise me is that when times are bad organizations still spend money on employee engagement surveys. A general look around the office or factory and tea room discussions would make it obvious to all that wanted to see it that employees are not so much engaged as they are worried about their jobs. This leads us to two major issues to consider during tough times, the first is how we inspire confidence and innovation in an organization that appears to be in freeze mode. The second is what you should measure as an indicator of employee engagement. Let's deal with inspiring confidence and innovation in your organization.]]></description>
			<pubDate>Wed, 20 May 2009 08:53:46 CDT</pubDate>
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		<item>
			<title><![CDATA[Minimize Problems With Employee Terminations]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1426</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1426</link>
			<description><![CDATA[ Many of our clients have found it necessary to reduce staff (or even staff pay or benefits) to weather this rocky 2009.&nbsp; While they are no doubt doing this to reduce expenses, in my experience, there is one thing well worth spending money on as part of this plan, namely, a competent employment attorney.&nbsp; Why is this?]]></description>
			<pubDate>Wed, 20 May 2009 07:30:58 CDT</pubDate>
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		<item>
			<title><![CDATA[Staff Retention: Top 10 Tips]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1417</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1417</link>
			<description><![CDATA[The 'job for life' is not a term often used now, but employers need to
consider the importance of employee retention as it affects turnover,
productivity and the business's long-term success.]]></description>
			<pubDate>Fri, 15 May 2009 11:00:08 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Today's Economy Calls for a 401(k) Plan Review]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1420</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1420</link>
			<description><![CDATA[A sputtering economy and declining stock market have taken a huge toll on
investors' portfolios, including employees' 401(k) accounts. Some studies
show that stock market drops resulted in the average 401(k) account
balance falling nearly 30 percent in 2008. This occurred despite
participant contribution levels that continued at slightly higher rates
than in 2007.]]></description>
			<pubDate>Fri, 15 May 2009 11:00:05 CDT</pubDate>
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		<item>
			<title><![CDATA[California Employer Failed to Prove State Motor Carrier Exemption to Overtime Applied to its Drivers]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1419</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1419</link>
			<description><![CDATA[Holding that an employer had failed to prove its employees were covered by
the motor carrier exemption to the overtime compensation requirements of
the California wage and hour laws, the California Court of Appeal has
reversed summary adjudication for the employer. Gomez v. Lincare,
Inc., No. G040338 (Cal. Ct. App. Apr. 28, 2009).&nbsp; The Court
concluded the employer had not shown that its employees qualified for the
exemption, because it was unable to demonstrate they drove a vehicle
carrying hazardous materials each workday.&nbsp; The Court remanded the
case for further proceedings.]]></description>
			<pubDate>Fri, 15 May 2009 11:00:02 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Human Resource Management]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1396</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1396</link>
			<description><![CDATA[The Human Resources Department performs a plethora of functions related to a company's workforce, including performance management and resource planning. These functions also entail striking a balance between change and innovation with the main aim of increasing Return on Investment (ROI), thereby decreasing financial risk.]]></description>
			<pubDate>Fri, 01 May 2009 11:38:10 CDT</pubDate>
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		<item>
			<title><![CDATA[Workforce Swine Flu Pandemic Survival Preparedness Tips For Business]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1395</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1395</link>
			<description><![CDATA[ With U.S. officials confirming the first swine flu attributed death in the U.S.&nbsp;today and&nbsp;warning Americans to&nbsp;take precautions to guard against a likely swine flu pandemic,&nbsp;U.S. employers are asking what steps they should take&nbsp;to defend their organization and its people against the risk of a widespread outbreak among members of their workforce and the attendant lost time, health and disability costs, OSHA and other liability exposures and other personal and financial consequences likely to result from an outbreak.]]></description>
			<pubDate>Thu, 30 Apr 2009 07:25:35 CDT</pubDate>
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		<item>
			<title><![CDATA[Guide to HIPAA Changes in the Stimulus Package]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1394</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1394</link>
			<description><![CDATA[It is old news that President Obama signed the American Recovery and Reinvestment Act, popularly known as the Stimulus Package, into law last month. What hasn't made the news are the dramatic changes the law makes to HIPAAs (Health Insurance Portability and Accountability Act) Security Rules. The changes subject business associates to the rules, requires notifications for breaches, expands who may seek damages and increases penalties for violations. Here are just some of the biggest changes to the HIPAA Security Rules.]]></description>
			<pubDate>Wed, 29 Apr 2009 13:49:51 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[EEOC Discrimination Claim - What to Know]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1393</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1393</link>
			<description><![CDATA[The Act regarding Civil Rights passed in the year of 1964 states that EEOC(Equal Employment Opportunity Commission) should execute the legal matters regarding anti-discrimination. The EEOC, a federal agency, has authority to investigate and settle claims of illegal discrimination.]]></description>
			<pubDate>Wed, 29 Apr 2009 10:49:30 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[The Litigation Angle of the Lilly Ledbetter Fair Pay Act]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1392</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1392</link>
			<description><![CDATA[President Barack Obama signed the Lilly Ledbetter Fair Pay Act on January 29, 2009 (see Ledbetter v. Goodyear Tire &amp; Rubber Co., 550 U.S. 618 (2007)). This law applies to discriminatory pay complaints and remedies under several current laws, including Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act of 1967 (ADEA), as well as parts of the Americans with Disabilities Act of 1990 (ADA) and the Rehabilitation Act of 1973.]]></description>
			<pubDate>Wed, 29 Apr 2009 10:45:25 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Why should I keep the personnel files of former employees?]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1385</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1385</link>
			<description><![CDATA[If an employee left the company, why should you continue to retain their personnel file? There are a few different reasons why, but one of the main reasons is that the federal government stipulates that companies should retain personnel data for a specified period of time. There are also some states that have additional requirements beyond the federal government requirements. Some of these requirements are dependent on the number of employees, while some are only for government contractors and subcontractors. Regardless, most employers will fall under the records retention requirements.]]></description>
			<pubDate>Mon, 27 Apr 2009 09:49:06 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Generations: A Different View on Diversity]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1384</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1384</link>
			<description><![CDATA[According to the dictionary, diversity is defined simply as variety, a meaning that is sometimes lost when we think of workplace diversity. In this context, our thoughts turn to differences in cultural background and ethnicity, and possibly gender. One type of diversity that seldom enters our minds is age, and we often assume that individuals of similar ethnic and cultural backgrounds will behave similarly, regardless of age.]]></description>
			<pubDate>Mon, 27 Apr 2009 09:48:09 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Staff Retention: Top 10 Tips]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1383</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1383</link>
			<description><![CDATA[The 'job for life' is not a term often used now, but employers need to consider the importance of employee retention as it affects turnover, productivity and the business's long-term success.]]></description>
			<pubDate>Mon, 27 Apr 2009 09:47:09 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Are Your Employees Engaged? How Do You Know?]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1382</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1382</link>
			<description><![CDATA[The Olden DaysIn the days when courses of a week were still in fashion, I used to run a course of four days split into two sessions a month apart. It was a course in 'Personal Effectiveness'. It was one I particularly enjoyed as it covered a wide range of topics and we often got really great results for the people participating.]]></description>
			<pubDate>Mon, 27 Apr 2009 09:45:49 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Form 941 : What's New For 2009   ]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1381</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1381</link>
			<description><![CDATA[Just as in previous tax years, 2009 brings new changes to the different payroll tax forms and regulations. Below is a summary of "What's New" for Form 941 2009.]]></description>
			<pubDate>Fri, 24 Apr 2009 08:49:35 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[What it Means to be Brave]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1376</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1376</link>
			<description><![CDATA[Do you have what it takes to be "brave" in today's marketplace?]]></description>
			<pubDate>Fri, 10 Apr 2009 07:40:55 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Recession-Proof Your Career (Part I of II)]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1377</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1377</link>
			<description><![CDATA[Have you taken the ncessary steps to recession-proof your career in today's job market?]]></description>
			<pubDate>Fri, 10 Apr 2009 07:40:36 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Employer Group Health Plans - What Types Are There?]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1375</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1375</link>
			<description><![CDATA[The most important thing most employers want to be able to offer to their employees is an employer group health plan. Through these plans the employer can rest assured that his employees are well taken care. It also helps retain current employees since they are more likely to stay to keep the great benefits. Many people will take a lower paying job if the benefits are worth the lower pay. Having affordable health care is one of the first things people ask about when they start a new job and for many, it can be the reason they accept a position with one company over another. Being able to offer comprehensive, and inexpensive, health care for your employees is a must have in the current economic situation.]]></description>
			<pubDate>Wed, 08 Apr 2009 08:50:51 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[New 2008 Turnover Stats by Industry Just Released: How Did Your Company Compare?]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1372</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1372</link>
			<description><![CDATA[Flashback to January of 2008. It began well, but dramatically disintegrated over time to end in a dismal financial state that has affected each of us in some way. Certainly it made managing HR much more challenging than it is under normal business scenarios. We know that millions of jobs were eliminated as the year progressed, with the fallout of significant job losses spilling over into 2009. As the economy deteriorated, job security became of paramount importance to employees. Towards the end of the year, employees became much more reluctant to seek other employment and had diminished opportunity to do so in view of fewer job openings. Employers found themselves in the diametrically opposed position of laying off employees while still hiring for specialized jobs. Even so, naturally there was still employee turnover in all industries.]]></description>
			<pubDate>Tue, 07 Apr 2009 14:16:31 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Face to Face Communication, 5 Reasons Why It's Still Important]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1367</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1367</link>
			<description><![CDATA[In today's world, reliance on technology is a fact of doing business.&nbsp;However, the value of face to face communication within your organization and with your clients should not go unrecognized.&nbsp;Recently, K HR Solutions conducted a generational survey.&nbsp;56% of survey participants indicated that they prefer face to face communication with their boss and over 50% prefer face to face communication with their colleagues.&nbsp;The next highest was only 35% preferring e-mail.&nbsp;Whereas technology has increased the number of people that we can communicate with, it has also increased the amount of techno-chatter that we experience on a daily basis.]]></description>
			<pubDate>Tue, 07 Apr 2009 08:46:39 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[How to Justify Spending Money on Workplace Wellness During a Recession]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1368</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1368</link>
			<description><![CDATA[Make no mistake, there is no better time to look after your employees than when the pressure is on and demands on them are greatest. If you're working with teams who've had their numbers cut, they need to be engaged and motivated to focus on the job and not on insecurities around them. If your initiatives are properly designed, they will have an immediate impact throughout the business and get great results. A downturn is when your people need support the most.]]></description>
			<pubDate>Tue, 07 Apr 2009 08:46:06 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Time to Terminate an Employee? Rules For Handling the Unpleasant Task]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1369</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1369</link>
			<description><![CDATA[Rule #1  Get personnel file in order- Documentation is the single most effective defense if a suit is filed. Handwritten notes are fine. There should be specific instances noted in the employee's file concerning performance issues with as many details as possible. Performance reviews that document conversations about areas needing improvement and plans to meet those goals carry a lot of weight.]]></description>
			<pubDate>Mon, 06 Apr 2009 12:45:10 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Your HR Career - The Biggest HR Career Mistake Just About Every HR Professional Makes]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1370</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1370</link>
			<description><![CDATA[Many HR professionals are stuck in the old-school mindset that HR career success comes from following some kind of rigid, carefully laid-out career plan. Some companies have even taken years to develop carefully constructed "HR career paths" or "HR career ladders" for their HR folks. This is all a bunch of bunk.  And this is the biggest career mistake just about every HR professional makes.]]></description>
			<pubDate>Mon, 06 Apr 2009 12:44:52 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Are You Hiring the Best Candidates?]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1360</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1360</link>
			<description><![CDATA[Now more than at any time in recent history, it is vital that you hire only the best candidates for new positions due to growth, expansion or venturing into new markets, services or products. It's no secret that there are hundreds of thousands of unemployed nationwide. Many of these potential employees can bring creativity, dedication and excellent skills to a new position with your organization. I don't care if you are hiring a new janitor, CEO or Administrative assistant if you want to ensure that you continue to grow profitably it's critical that you only hire the best.]]></description>
			<pubDate>Fri, 03 Apr 2009 08:06:44 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[While Others Are Firing, You Should Be Hiring]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1362</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1362</link>
			<description><![CDATA[In tough economic times, most organizations' first and most predictable reaction is to cut expenses; in today's service economy, the largest expenses are manpower-related. The result is that thousands of talented employees have been released into the marketplace. This increase in talented unemployed workers creates a great opportunity. When others are cutting, now is the time for you to redefine, realign and rehire to pick from the best and create a more powerful and greater performing team.]]></description>
			<pubDate>Fri, 03 Apr 2009 07:57:13 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Top 3 Tips For Hiring in a Soft Economy]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1363</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1363</link>
			<description><![CDATA[Everyone knows we are in the midst of a pretty soft economy. It is not yet clear here in March of 2009 how long it will last. Most bets are it will be a long time. This means a lot of things to business people but it particularly impacts hiring...if you are lucky enough to do any hiring. Pure and simple, a bad hire can put you out of business. Here are 3 tips that help you hire right in a bad economy.]]></description>
			<pubDate>Thu, 02 Apr 2009 07:45:26 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Five Employee Retention Mistakes Employers Are Making Now]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1327</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1327</link>
			<description><![CDATA[Even though it's an "employer's market" with millions of capable people looking for work due to the recession, many employers are making five key employee retention mistakes.]]></description>
			<pubDate>Wed, 01 Apr 2009 08:38:12 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[10 Workplace Motivation Commandments That All Leaders MUST Follow]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1326</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1326</link>
			<description><![CDATA[Unmotivated employees have rightly been called "the  black holes of the business universe." Fortunately, motivation is not something  a person is born with or without. Applying these Ten Commandments can go a long  way to helping existing employees find their motivation.]]></description>
			<pubDate>Tue, 31 Mar 2009 15:44:16 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[10 Steps to Landing a Job During the Recession]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1325</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1325</link>
			<description><![CDATA[Ten ways to find a job in ten days. This article was written to help job seekers find a job in this recession. It  is geared towards job seekers that work with headhunters, third party search  firms, and recruiters. It can help you find jobs on the market in your industry  whether you are looking for a sales job or technology job, this article can help  you find a recruiter, has interview tips, and will help you negotiate your job  offer letter. With the recession there are a lot of job seekers, and this  article includes how to find a job during the recession.]]></description>
			<pubDate>Tue, 31 Mar 2009 15:39:39 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[7 Cost-Effective Ways for Business Leaders to Improve Communication and Collaboration]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1297</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1297</link>
			<description><![CDATA[Some business leaders may argue that it's not important for every employee to  be involved in, or even informed about the company's business strategy,  financial position or other seemingly "executive-exclusive" information. But, my  experience tells me that when companies strangle, or in some cases, sever the  critical lines of communication and collaboration amongst its employees, the  result can be catastrophic.]]></description>
			<pubDate>Mon, 30 Mar 2009 10:49:33 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Shutdowns May Have an Impact on Employees' FLSA-Exempt Status]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1293</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1293</link>
			<description><![CDATA[Many companies affected by the current economic downturn are searching for
ways to help weather that storm.&nbsp; Occasional reduction in work hours,
implementing mandatory vacations, or instituting short-term furloughs can
help an employer to retain experienced employees, while allowing the
company to achieve cost savings in this time of economic crisis.&nbsp; The
Department of Labor (DOL) recently released three opinion letters written
in January of this year in response to employer inquiries about the effect
of such&nbsp; short-term shut-downs on employees&rsquo; exempt status under
the Fair Labor Standards Act (FLSA).&nbsp;]]></description>
			<pubDate>Mon, 30 Mar 2009 10:43:09 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Employers Required to Pay Sick Leave- Will Work/Family Balance be Mandated by the Government?]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1295</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1295</link>
			<description><![CDATA[With a new administration and a dismal economy, new and amended laws are on
the horizon to transform the ever-changing world we call human
resources.&nbsp; Among these changes, Michelle Obama is making work/family
balance a top priority in her role of first lady.&nbsp; So what does this
mean?&nbsp; For the first time, the government is attempting to mandate
paid sick days and paid leave for businesses.&nbsp;]]></description>
			<pubDate>Wed, 25 Mar 2009 11:40:25 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Time Management Tips - Strategies for Success]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1292</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1292</link>
			<description><![CDATA[One cannot be successful in any field if he is not a disciplined in the area of time management, be he a student, an entrepreneur, or even a retired official. We have to stick some time schedule willy-nilly if we desire to succeed. Where business in concerned, one has to master the art of succeeding over unwelcome interruptions and concentrate on finishing his job on time. In this this write-up, I shall provide the cues for you to follow to ensure nothing comes in the way of your smooth execution of tasks and maintaining your deadlines.]]></description>
			<pubDate>Tue, 24 Mar 2009 14:05:05 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[The Effects of Unemployment]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1291</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1291</link>
			<description><![CDATA[The US market for instance is a highly unstable market in today's times. In fact, our current market trend is quite low. Although it is possible that we have higher economic growth compared to any other country and during our peak negative cycle, there is no doubt about it- we are in a recession right now. Millions of Americans are suffering such problems like job cuts, decreases in stock withholds and more. Although this is quite detrimental, this is actually a very common phenomena and occurs naturally in any global business setup and will regain its stability within a short span of time. In this article, we will evaluate the effect of unemployment on commerce and business so that we have a better understanding of these matters.]]></description>
			<pubDate>Tue, 24 Mar 2009 14:03:16 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Adapting Your Business to Change]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1290</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1290</link>
			<description><![CDATA[Change occurs in our lives, our homes and our businesses whether we like it or not. And, in order to be successful, especially in business, we need to be able to adapt to that change and use it to our advantage rather than having it become a downfall. Of course, successful adaptation doesn't just happen overnight. It happens through careful planning and organization. In other words, it happens through organizational change management.]]></description>
			<pubDate>Tue, 24 Mar 2009 12:05:03 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Human Resources and Recruiting During the Recession]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1289</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1289</link>
			<description><![CDATA[Defining a clear human resources strategy is key to long-term success during the current economic downturn. Some companies have to make the difficult decisions of who to let go, while others face the daunting task of sifting through a mountain of job applications for any position they have open. For those companies scrambling to stay afloat, analyze each job task and determine the business functions that have the most redundancy. Letting someone go is always a difficult decision, so make sure you act intelligently when you are forced to downsize.]]></description>
			<pubDate>Mon, 23 Mar 2009 09:29:14 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Human Capital: Modern Tools and Strategies For Human Resources]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1288</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1288</link>
			<description><![CDATA[Winston Churchill once said, "Healthy citizens are the greatest asset any country can have." An organization, be it a country or a company, is only as strong as the people who drive the process and agenda for that organization. In the modern business environment, Human capital is the driving force behind success and in many cases failure. The modern global economy has brought down barriers and opened up the market place. Under the mounting competitive pressures, many managers lose sight of their most valuable asset, their people. When it comes to employees, I trust the old business adage that an A class person with a B class product will always outperform a B class person with an A class product. Managers need to step back, take a breath and focus on 'who' will help take their company to the next level.]]></description>
			<pubDate>Wed, 18 Mar 2009 10:07:29 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Managing March Madness]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1287</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1287</link>
			<description><![CDATA[How do you manage March Madness?Do you ban office pools and game watching sessions?Or knowing it will only last three weeks, do you "turn your head"?Or do you participate just to "stay in the loop"?]]></description>
			<pubDate>Mon, 16 Mar 2009 10:11:44 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Lilly Ledbetter Fair Pay Act: What Employers Need to Know]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1286</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1286</link>
			<description><![CDATA[Have you heard about Lilly Ledbetter and the Ledbetter Act in the news? Here is a straightforward explanation of how this Act affects you as an employer.]]></description>
			<pubDate>Fri, 13 Mar 2009 10:06:16 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Performance Management - A Simple Four Step Feedback Model]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1285</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1285</link>
			<description><![CDATA[Providing clear and direct feedback is an essential function of management. The value of feedback is that it promotes learning and maintains performance in alignment with accepted standards. Frequent feedback provides more cycles of learning and allows employees to more rapidly move up the learning curve. And yet, giving feedback is often a challenge and a source of anxiety for managers. The need is readily recognized, but somehow the action gets put off. Following a simple four step method provides a framework for giving feedback and assures a successful outcome.]]></description>
			<pubDate>Fri, 13 Mar 2009 09:55:36 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Can NCAA March Madness Be Used Improve Employee Morale Without Destroying Productivity?]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1284</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1284</link>
			<description><![CDATA[It's that magical time of the year for basketball fans. That's right it's time once again for March Madness! During the coming weeks offices and workplaces around the country will be abuzz with the latest news and information about the big tournament and high hopes will be set for alma maters participating in the Big Dance. All this excitement brings with it office pools and wagers placed by workers who try to predict how the 64 team tournament will pan out. Not surprisingly all this extra-curricular office activity will have an impact on productivity: a 3.5 billion dollar loss in American productivity by some estimates.]]></description>
			<pubDate>Fri, 13 Mar 2009 07:58:36 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[It's Time to Pay Attention to Personnel ]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1283</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1283</link>
			<description><![CDATA[We should never lose sight of the fact that people make a company what it
is today and what it will be tomorrow. Also, we should not forget our
people in the development and organizational sense as well as the
retention situation. Have we taken our people for granted? Like other
industries, the employee in the Home Healthcare market does not always
feel as passionate as the owner about the mission of the organization, and
they may be confused about how they fit in to the organization's changing
future. Many employees are becoming discouraged when they hear or read
about the industry's problems relative to reimbursement schedules and the
expense involved with quality service.]]></description>
			<pubDate>Fri, 13 Mar 2009 07:44:56 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[President Signs Ledbetter Fair Pay Act ]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1280</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1280</link>
			<description><![CDATA[January 29th, President Obama signed the Lilly Ledbetter Fair Pay Act, only
two days after Congress passed the law (see Ogletree Deakins&rsquo; January
27, 2009 E-Alert). The Fair Pay Act is the first law passed by the new
Congress and the first law signed by President Obama. Civil rights groups
and their union supporters hailed the symbolism of the Act&rsquo;s
&ldquo;first law passed and signed&rdquo; status.]]></description>
			<pubDate>Thu, 12 Mar 2009 16:06:15 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Employee Retention: An Employer Hero in the Recession]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1279</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1279</link>
			<description><![CDATA[Although the television networks bring more devastating news about the economy every night, we also need to be aware of employers and employees who are making beneficial, even heroic, efforts to help each other and the economy. Here's an outstanding effort by an employer which will motivate and retain good employees while reducing costly employee turnover.]]></description>
			<pubDate>Thu, 12 Mar 2009 09:52:45 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Understanding your New & Pre-existing COBRA Requirements]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1276</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1276</link>
			<description><![CDATA[The Consolidated Omnibus Budget &amp; Reconciliation Act (COBRA) is designed to permit individuals who would otherwise lose their health insurance coverage to continue coverage through their employer, or former employer, at group rates. Employees electing COBRA coverage are responsible for paying the full premium themselves and may be required to pay a 2% administrative fee. COBRA applies to employers with 20 or more employees who offer group health insurance. However, many states have enacted their own COBRA requirements which cover employers with less than 20 employees. Download our COBRA Continuation by State form to determine whether or not your state has specific guidelines on the issue.]]></description>
			<pubDate>Wed, 11 Mar 2009 10:53:21 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Employee Handbooks: 5 Pitfalls]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1275</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1275</link>
			<description><![CDATA[Although Employee Handbooks are a must for most employers, whether they have a binding effect is another story. California presumes the employer-employee relationship is "at-will" (i.e. employers and employees can sever the employment relationship at any time with or without a reason). Yet the reality is that employees can get around that presumption and assert the existence of an employer-employee relationship requiring termination for cause only. Employees often use the employer's own handbook against them.]]></description>
			<pubDate>Wed, 11 Mar 2009 10:51:53 CDT</pubDate>
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		<item>
			<title><![CDATA[The Importance of Retention]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1274</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1274</link>
			<description><![CDATA[I predict that the topic of talent engagement will be one of the important issues for years to come. The current and future availability of talented executives are affected with anticipated changes in population demographics, more astute potential hires, technology and globalisation. Without a program to identify talent, strengthen the capabilities of existing leaders and increase the number of people in the leadership pipeline, a business is more likely to fail.]]></description>
			<pubDate>Wed, 11 Mar 2009 10:50:57 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[4 Trends Driving Workplace Flexibility]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1273</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1273</link>
			<description><![CDATA[Many organizations now offer an alternative to the traditional Monday through Friday 9:00 a.m. to 5:00 p.m. job. A workplace is thought to be flexible if employees have flexibility in scheduling (e.g., flex time and compressed workweeks), flexibility in the number of hours worked (e.g., part-time or job sharing), or flexibility in the location of work (e.g., telecommuting, satellite office). With benefits such as increased worker productivity, greater ability to attract and retain talent, and higher employee morale, capitalizing on the trend of workplace flexibility is important to your small business success in the coming years. Here are four driving forces behind the push towards increasing workplace flexibility.]]></description>
			<pubDate>Wed, 11 Mar 2009 10:49:21 CDT</pubDate>
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		<item>
			<title><![CDATA[CAN EMPLOYERS REQUIRE MEDICAL EXAMINATIONS WITHOUT VIOLATING THE DISCRIMINATION LAWS? ]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1268</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1268</link>
			<description><![CDATA[Can employers require applicants to take medical examinations as a condition of employment?&nbsp; Can employers compel&nbsp;employees to submit to medical testing?&nbsp; The answer to both questions is yes, but only when certain requirements of the Americans with Disabilities Act&nbsp;are satisfied.&nbsp; Certainly, medical examinations can be an integral part of maintaining a safe workplace;&nbsp;however,&nbsp;employers must adhere to specific regulations that allow an exception to the ADA&rsquo;s general prohibition against medical exams.&nbsp; ]]></description>
			<pubDate>Mon, 09 Mar 2009 08:20:08 CDT</pubDate>
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		<item>
			<title><![CDATA[Workers Compensation Insurance: Three Secrets You Must Know ]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1266</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1266</link>
			<description><![CDATA[For any organization, costs related to employment are without a doubt the largest and most expensive budget item. Often times the drain on your budget is from workers' compensation insurance premiums. Understanding more about these three secrets of workers' comp insurance will undoubtedly help to reduce your costs, and allow your profits grow.]]></description>
			<pubDate>Fri, 06 Mar 2009 15:08:01 CST</pubDate>
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		<item>
			<title><![CDATA[Are you giving employees enough W.A.R.N.ing?]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1261</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1261</link>
			<description><![CDATA[As the current economic crisis escalates and businesses are being forced to restructure their operations through mergers, acquisitions or workforce reductions, many employers are faced with the unpleasant tasks of laying off some of their staff members. When workforce reductions are needed, employers must be sure to comply with certain legal requirements. One such requirements is the Worker Adjustment and Retraining Notification (WARN) Act which mandates that under certain circumstances employers provide employees with 60 days advance notice in the event of a mass layoff or plant closing.In 1988, Congress passed the WARN Act to provide workers with sufficient time to prepare for the transition between jobs. Below are some specific guidelines to ensure compliance with WARN...]]></description>
			<pubDate>Fri, 06 Mar 2009 14:50:52 CST</pubDate>
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		<item>
			<title><![CDATA[The Workplace Observation]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1255</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1255</link>
			<description><![CDATA[In discussing network based, team based, boundary-less and traditional organizations, we first want to point out the facts of each type of organization. According to Dessler, a Network based organization is a system of interconnected or cooperating individuals. He describes three types of organizational networks to include formal, informal and electronics networks. Basically all managers and supervisors no matter what department they are in or their geographic location work together and have direct contact with one another. Better communication, more coordinated efforts and expedited results.]]></description>
			<pubDate>Wed, 04 Mar 2009 10:56:37 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[Understanding your Pay Requirements under the FLSA]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1254</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1254</link>
			<description><![CDATA[The Fair Labor Standards Act (FLSA) governs employer pay practices and sets requirements pertaining to minimum wage, overtime, equal pay, child labor, and recordkeeping. Under the Act, all non-exempt employees must be paid at least the minimum wage per hour and must receive overtime for all hours worked in excess of 40 in a given week.But, what are hours worked? Does time spent waiting to be called into work count as hours worked? What about time spent traveling for company business? Or time spent on breaks? The FLSA sets strict requirements pertaining to when employees must be paid given these types of circumstances.]]></description>
			<pubDate>Wed, 04 Mar 2009 10:51:35 CST</pubDate>
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		<item>
			<title><![CDATA[The 10 Most Frustrating Employee Work Habits & What You Can Do to Prevent Them]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1253</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1253</link>
			<description><![CDATA[We've all experienced it, or at least know someone who has: an employee who is habitually late to work, takes extended coffee breaks, or makes personal calls during work time - and leaves you or your co-workers to pick up the pieces. Work habits like these can put a damper on your bottom line. But, with a few simple changes you can turn these challenging employees into your star employees.]]></description>
			<pubDate>Wed, 04 Mar 2009 10:49:19 CST</pubDate>
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		<item>
			<title><![CDATA[Dealing With Employee Performance Issues]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1247</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1247</link>
			<description><![CDATA[As much as we hate to admit it, employee performance issues are just inevitable in any business. Fortunately, there is something that managers can do to remedy the situation. Unfortunately, however, this method is something that most managers do not commonly practice. This is not because the managers themselves do not have the time to do this method at all. Managers do have the time, and if they are busy dealing with managerial affairs, this is still something managers should take time to do. But this is not the issue at all because most managers actually avoid circumstances that would require them to do this activity. So, what exactly is this activity?]]></description>
			<pubDate>Fri, 27 Feb 2009 09:32:39 CST</pubDate>
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		<item>
			<title><![CDATA[The Art of Employee Motivation]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1246</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1246</link>
			<description><![CDATA[If you think that your employees' poor performance on their designated jobs is costing you a whole lot of lost profits, then instead of just doing a total overhaul of your employee roster, why not try to do some employee motivation tactics to get them to actually come around and be able to save your company from looming bankruptcy. It really is fairly easy and simple to rouse some employee motivation, you just have to take these techniques to heart...]]></description>
			<pubDate>Fri, 27 Feb 2009 09:31:21 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[Benefits Of Employee Incentive Programs]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1245</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1245</link>
			<description><![CDATA[Businesses often use employee incentive programs to increase profit for the company. But it does not end there. Employee incentive programs also pave way for employees to exceed their current status of "just another hired employee". And because of this, an employee incentive program is a great tool to make your business work and your employees happy. Here are some of the benefits of an employee incentive program.]]></description>
			<pubDate>Fri, 27 Feb 2009 09:28:59 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[Human Resources: What Drives An Organization]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1244</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1244</link>
			<description><![CDATA[The field of Human Behavior Organization emphasizes the importance of human resources in any business organization. The business filed offers too much focus on manpower development for it is the lifeblood of an existing industry. This consideration provided several honchos in trade enterprise to create spin off departments to cater on different structural framework of human resource management development.]]></description>
			<pubDate>Fri, 27 Feb 2009 09:26:47 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[Understanding the Relevance of HR KPI]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1243</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1243</link>
			<description><![CDATA[Familiarity with the concept of HR KPI will help management and human resource department heads measure their performance in line with organizational goals. Moreover, these factors help them identify strengths and weaknesses of the organization's human assets. HR KPI is actually an acronym for the words, human resource key performance indicators. Human resource refers to the people who are hired to perform certain functions for the company. Key performance indicators, on the other hand, are metrics or measures that are used to quantify organizational objectives that are in line with the organization's strategic performance.]]></description>
			<pubDate>Fri, 27 Feb 2009 09:20:28 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[The Workplace Observation]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1241</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1241</link>
			<description><![CDATA[In discussing network based, team based, boundary-less and traditional organizations, we first want to point out the facts of each type of organization. According to Dessler, a Network based organization is a system of interconnected or cooperating individuals. He describes three types of organizational networks to include formal, informal and electronics networks. Basically all managers and supervisors no matter what department they are in or their geographic location work together and have direct contact with one another. Better communication, more coordinated efforts and expedited results.]]></description>
			<pubDate>Thu, 26 Feb 2009 12:56:35 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[Cost Effective Strategies for Retaining your Top Employees]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1240</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1240</link>
			<description><![CDATA[Even given today's economic uncertainty, creating a reward system that attracts and retains talented employees is important for the success of any organization. While you may not be able to afford to offer your employees regular pay increases, there are some other simple and cost effective ways to reward your workers.]]></description>
			<pubDate>Thu, 26 Feb 2009 12:51:44 CST</pubDate>
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		<item>
			<title><![CDATA[Leadership Training- How to Increase Skill Sets and Empower Leaders]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1239</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1239</link>
			<description><![CDATA[More and more small businesses and large corporations are investing in programs, retreats, and sessions that focus on corporate leadership training. Companies enlist these leadership training services to teach their employees (and perhaps learn something themselves) vital business skills to empower them to not only be great team players but also strengthen their capabilities as leaders.]]></description>
			<pubDate>Tue, 24 Feb 2009 10:33:13 CST</pubDate>
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		<item>
			<title><![CDATA[Coaching Employee's As A New Supervisor]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1237</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1237</link>
			<description><![CDATA[When we coach our employee's, we have the opportunity to train, motivate, and communicate all at the same time. When we coach the right way, with our focus on "future success" and using great questions, we will make a positive impact on their future performance. However, if our coaching sessions turns into a lecture, we lose any rapport and respect we may have created.]]></description>
			<pubDate>Tue, 24 Feb 2009 07:51:11 CST</pubDate>
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		<item>
			<title><![CDATA[A Hire Purpose!]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1234</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1234</link>
			<description><![CDATA[Human resources, once considered only to be important to big businesses, has been playing an increasingly critical role in the success of today's small business. Savvy business owners and executives realize that the most critical element of their success is their people. The question becomes how to attract and keep the best ones working for you.]]></description>
			<pubDate>Fri, 20 Feb 2009 15:32:25 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[Is Disrespect Affecting Your Outcomes and Profits?]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1233</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1233</link>
			<description><![CDATA[If you think that treating people with respect is too touchy-feely for the workplace, think again.&nbsp; Respect in the workplace is a powerful motivator, and disrespect in&nbsp;the workplace is a powerful demotivator.&nbsp; Respect affects outcomes and profits because it affects employee morale.]]></description>
			<pubDate>Wed, 18 Feb 2009 14:35:56 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[The Potential Of Performance Management]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1224</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1224</link>
			<description><![CDATA[Managing Performance is the function of measurement of advancement, of an establishment, towards a coveted goal. It is the measurement, analysis and optimization of resources to furnish a service to a level that has been agreed upon It concentrates on the deliverance of service. The initial thought that is behind performance management is a procedure over which the management unites the people, schemes and schemes, to maximise both strength and efficiency so to deliver the preferred effects. Plainly put, the argument means, doing the precise things and doing the things right. That is, an industrious organization must include one scheme that incorporates leaders, and the other that insists on attaining excellent.]]></description>
			<pubDate>Tue, 17 Feb 2009 10:00:37 CST</pubDate>
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		<item>
			<title><![CDATA[Lilly Ledbetter Fair Pay Act Signed into Law on 1/29/2009]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1223</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1223</link>
			<description><![CDATA[On January 29, President Barack Obama signed the Lilly Ledbetter Fair Pay Act. This law applies to discriminatory pay complaints and remedies under several current laws, including Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act of 1967 (ADEA), as well as parts of the Americans with Disabilities Act of 1990 (ADA) and the Rehabilitation Act of 1973.]]></description>
			<pubDate>Tue, 17 Feb 2009 09:57:37 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[Supporting Employees with PTSD: Accommodations That Can Help Your Workers With Combat Stress - And Your Business]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1222</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1222</link>
			<description><![CDATA[Post-Traumatic Stress Disorder (PTSD). It's one of the signature conditions of the conflicts in Iraq and Afghanistan, and by many accounts, a great deal of returning service members will be coping with the effects of PTSD as they transition to civilian life. For employers, that brings up some important questions - among them, what should they expect from employees with PTSD, and how can they support them in the workplace.]]></description>
			<pubDate>Tue, 17 Feb 2009 09:56:10 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[Aligning Stock Option Valuation With The Market]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1220</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1220</link>
			<description><![CDATA[As we continue to adapt to the downturn, there are a number of factors around the valuation of companies that are coming into play and, in the end, motivating leaders to re-value options.&nbsp; We're seeing this trend develop in real time, and it prompted us to put pen to paper for our most recent Perspectives article, "Giving Stock Options A Second Look: The benefits of new grants at low values."]]></description>
			<pubDate>Tue, 17 Feb 2009 09:53:21 CST</pubDate>
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		<item>
			<title><![CDATA[NO SOLUTION FOR NO-MATCH LETTERS - WHAT TO DO IN UNCERTAIN TIMES]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1218</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1218</link>
			<description><![CDATA[Recent events have created confusion for employers trying to correct problems identified in the Social Security Administration No-Match letters, as well as to comply with Form I-9 requirements.&nbsp;&nbsp;Regulations on these topics are in a state of flux, making compliance extremely difficult.&nbsp; A preliminary injunction&nbsp;prohibits enforcement of the Department of Homeland Security&rsquo;s final regulations on employer responses to No-Match letters.&nbsp; Moreover, President Obama has delayed the implementation of the new Form I-9 until at least April 3, 2009.&nbsp; ]]></description>
			<pubDate>Tue, 17 Feb 2009 09:53:02 CST</pubDate>
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		<item>
			<title><![CDATA[Goal Setting As A Leader ]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1206</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1206</link>
			<description><![CDATA[When an artist sets out to make a sculpture, he gets a large rock and begins to chip away at it. Each day this rock becomes just a little bit more like the final product the artist has designed. If the average person sets out to create the same sculpture, the process begins the same way. The difference happens after 3-4 days. Most of us would begin to feel like this process is going to "take forever" or "we are not getting anywhere", and we quit and move on to something else.]]></description>
			<pubDate>Tue, 10 Feb 2009 07:40:39 CST</pubDate>
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		<item>
			<title><![CDATA[Wage & Hour Update: Failure To Pay Travel Expenses Costs Starbucks Millions]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1216</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1216</link>
			<description><![CDATA[A recent class action brought by Starbucks employees serves as a reminder to employers on the topic of travel expenses. The federal court employee class action alleged that Starbucks failed to reimburse employees for their travel expenses. The lead plaintiff, Jonelle Lewis, worked in a retail management positions at a Starbucks in California's Amador County community of Martell. During her year and one half of employment, she regularly used her personal vehicle to perform work-related duties. The duties included making bank deposits, getting supplies from vendors, and attending meetings. Ms. Lewis alleged that on several occasions when she and others requested reimbursement for mileage, they were advised that, as a matter of company policy, Starbucks does not reimburse employees for mileage expenses.]]></description>
			<pubDate>Fri, 06 Feb 2009 11:32:09 CST</pubDate>
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		<item>
			<title><![CDATA[With Employees, Preparation = Prevention]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1215</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1215</link>
			<description><![CDATA[Another year has come and gone, where does the time go? You need employees to run your business, but with employees come responsibility and headaches. As you start thinking about 2009 there are some important human resource practices you should be thinking about. Employment Screening - In today's society you can never be too careful who you are hiring. Are they a sexual predator? Do they have a criminal history? You could be putting your business and employees at risk. Turnover is costly and not screening applicants before having them join your company can be a tremendous liability - stop it before it's too late.]]></description>
			<pubDate>Mon, 02 Feb 2009 16:35:30 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[Are bad employees ruining your business? 4 Simple Steps To Identify and Clear Bad Employee Behavior]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1214</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1214</link>
			<description><![CDATA[It's a brand new day.&nbsp; You wake up after a great night's sleep and get ready for work.&nbsp; You have objectives to meet, deadlines approaching and meetings scheduled which will make for a very full day.&nbsp; After a quick breakfast and a cup of your favorite morning beverage, you head to work.&nbsp;&nbsp;Then your day goes haywire...]]></description>
			<pubDate>Mon, 02 Feb 2009 16:34:13 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[It's Time to Pay Attention to Personnel   ]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1205</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1205</link>
			<description><![CDATA[We should never lose sight of the fact that people make a company what it is today and what it will be tomorrow. Also, we should not forget our people in the development and organizational sense as well as the retention situation. Have we taken our people for granted? Like other industries, the employee in the Home Healthcare market does not always feel as passionate as the owner about the mission of the organization, and they may be confused about how they fit in to the organization's changing future. Many employees are becoming discouraged when they hear or read about the industry's problems relative to reimbursement schedules and the expense involved with quality service.]]></description>
			<pubDate>Mon, 02 Feb 2009 16:32:44 CST</pubDate>
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		<item>
			<title><![CDATA[Immigration Related Audits: What Employers Need to Know]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1211</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1211</link>
			<description><![CDATA[There are three potential "hot spots" for audits and investigations for the government related to the immigration and nationality laws. The first has to do with the documentation that the employer is required to maintain in connection with the H-1B nonimmigrant professional and specialty and occupation worker visa. The second area of potential audit concerns the employer's obligations under the Immigration Reform and Control Act of 1986 ("IRCA") [Pub. L. No. 99-603, 100 Stat. 3359] (known to HR Professionals as the "I-9 Process"). The third, and one more recent, area of audit surrounds the new Labor Certification Application Program called "Permanent Electronic Review Management" ("PERM"). Each of the foregoing government programs anticipates compliance through "audit". Even a rudimentary understanding of the complex documentary requirements for each of these programs can help and employer to avoid potential liability.]]></description>
			<pubDate>Mon, 02 Feb 2009 11:47:57 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[How to Win the War When Working With Wal-Mart]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1210</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1210</link>
			<description><![CDATA[One law firm&rsquo;s story of complying with the &ldquo;roll-back&rdquo; king&rsquo;s employer compliance program- Americans across the country are familiar with Wal-Mart for their "roll-back" prices and friendly service.&nbsp; What most people don't know is that, after their immigration&nbsp; scandals in 2001 and 2003, Wal-Mart has lead the country in enforcing employer compliance with requirements of the Immigration Reform and Control Act of 1986 ("IRCA").&nbsp; Since paying a record-setting $11 million to the United States Department of Homeland Security, Immigration and Customs Enforcement Division ("ICE"), Wal-Mart has become the reluctant leader in employer compliance programs.&nbsp; As anyone trying to sign a contract with Wal-Mart will tell you, it's no walk in the park to meet their strict demands, but it is the way of the future for employment verification procedures.]]></description>
			<pubDate>Mon, 02 Feb 2009 11:45:34 CST</pubDate>
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		<item>
			<title><![CDATA[LILLY SAYS: YOU HAVE LOTS OF TIME TO FILE CLAIMS]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1209</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1209</link>
			<description><![CDATA[On January 29, 2009, President Barack H. Obama signed into law (SB 181) an act amending Title VII (Civil Rights Act); the Age Discrimination in Employment Act (ADEA), the Americans with Disabilities Act (ADA) and the Rehabilitation Act to extend the period for filing claims. This period for filing claims is commonly referred to as the statute of limitations. This new law, known as the Lilly Ledbetter Fair Pay Act, reverses the United States Supreme Court's decision in Ledbetter v. Goodyear Tire &amp; Rubber Co., 550 U.S. 618 (2007).]]></description>
			<pubDate>Fri, 30 Jan 2009 11:33:34 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[Effective Teamwork Takes Practice And Patience ]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1204</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1204</link>
			<description><![CDATA[Teamwork is an integral part of most businesses today: it takes the effective interaction between members of a working team to bring about great results. In order to achieve your goals, your teams need to pull together as individuals unified by a common belief system. Achieving this delicate balance is no simple matter. Truly effective teamwork takes patience and practice. Here are some ideas to help improve your business's cohesiveness.]]></description>
			<pubDate>Fri, 30 Jan 2009 09:21:38 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[Increase Goal Commitment By Focusing On Positive Results For Employees]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1203</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1203</link>
			<description><![CDATA[It's the beginning of the year; a time for setting new workplace goals. But how do you get your employees to accept, or better yet, embrace those goals? You explain how achieving goals can positively impact employees. This involves answering the "what's in it for me" question. In other words, you give employees a personal reason for doing their best. Consider these three ideas...]]></description>
			<pubDate>Fri, 30 Jan 2009 09:20:49 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[Becoming a More Effective Manager]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1202</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1202</link>
			<description><![CDATA[Management has a lot to do with the desire to make things better. Since the manager's job description is to make the company that he or she works for more efficient and successful, it is a constant strive for perfection -- or the closest that you can get to perfection. For anyone who wants to become a manager, or a better manager than they already are, it's important to recognize that management goes way beyond the confines of one's job and title. The skills and knowledge that one uses as the manager of a company or department will help in managing one's own life, time, and talents. To learn more about management responsibilities and how to become a better manager, read on.]]></description>
			<pubDate>Fri, 30 Jan 2009 09:19:11 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[How to Conduct a Performance Review]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1201</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1201</link>
			<description><![CDATA[Managing Performance is the operation of measurement of progress, of an establishment, towards a sought-after goal. It is the measure, research and optimisation of tools to render a service at a level that has been agreed upon by both party's. It centers on the delivery of service. The basic idea behind performance management is a process over which the management unites the people, schemes and schemes, to maximise both potency and efficiency to be able to render the preferable results. Plainly put, the argument means, doing the precise things and doing the things right. That is, an industrious organisation must include one scheme that comprises leadership, and the other that insists on accomplishing quality.]]></description>
			<pubDate>Fri, 30 Jan 2009 09:15:26 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[Managing HR in Recession]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1200</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1200</link>
			<description><![CDATA[The recession is about the creative Human Resources Management. The HRM Function is asked to bring new ideas, to change the HRM Processes and to develop or change the procedures. And this effort has to be cheap or it has to cut the costs of the organization. The HRM Innovation is easy in times of the business growth, but the recession is not good for big innovative HRM Initiatives.]]></description>
			<pubDate>Fri, 30 Jan 2009 09:03:13 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[Remember to Talk to Them: Five Essentials For Communicating with Employees During Tough Times ]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1196</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1196</link>
			<description><![CDATA[There's a lot going on to make people nervous about the economy, their jobs and their futures. During difficult times, employers need to remember to communicate with their employees. The absolute worst thing employers can do at a time like this is to remain quiet. Uncertain times are just when companies should be communicating more--and putting their executives and leadership in visible positions, talking openly with employees.]]></description>
			<pubDate>Wed, 28 Jan 2009 09:42:06 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[A New Approach to Expatriate Compensation in 2009]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1195</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1195</link>
			<description><![CDATA[The challenges of ensuring expatriates are paid fair salaries across different countries, in the current economic climate, of the credit crisis together with rapid currency and inflation fluctuations are increasingly complex. The current economic climate has made it necessary to constantly review expatriate salaries. Rapidly fluctuating exchange rates and inflation can increase or decrease the amount of salary paid, and significantly impact purchasing power both positively and negatively in a very short period of time. The approach many organizations have taken is to convert a spendable percentage (typically 60%) of the expatriate's salary into the host country currency on a monthly basis and to provide non-cash benefits such as accommodation, transport, education of children etc. This can result in employers paying too much or too little salary in these volatile times.]]></description>
			<pubDate>Wed, 28 Jan 2009 09:37:12 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[Are Your Rewards Outstanding or Do They Reflect Your True Performance?]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1191</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1191</link>
			<description><![CDATA[Many business leaders and managers get frustrated when things don't go as
planned. It hurts when you have worked every hour and you have usually
been the last one to leave the building. On the other hand, it also hurts
because you usually have one or two real die-hards who commit to helping
you every step of the way, and you want to achieve so much for them as
well as for yourself and the business. It may also hurt because there
always appears to be a few happier people when the poor results arrive;
you know who they are, don't you?]]></description>
			<pubDate>Wed, 28 Jan 2009 09:33:37 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[Congress Goes Back to Work, Passes Two Key Employment Law Reform Measures]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1194</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1194</link>
			<description><![CDATA[Congress has hit the ground running in 2009 and is working hard to push
forward an aggressive agenda. During its first week back in session, the
U.S. House of Representatives rushed through two pieces of pay equity
legislation: the Lilly Ledbetter Fair Pay Act of 2009 (H.R. 11) and the
Paycheck Fairness Act (H.R. 12).&nbsp;The House passed similar measures
during its previous session, but the proposed legislation lacked
sufficient support in the Senate. Now, with better odds of clearing the
Senate &mdash; and no threat of a Presidential veto &mdash; the bills are
poised to become law in 2009. Both reform measures would make it easier
for plaintiffs to prevail in pay discrimination claims against employers.]]></description>
			<pubDate>Wed, 28 Jan 2009 09:33:34 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[Time Away From Work]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1193</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1193</link>
			<description><![CDATA[Everyone needs time away from work. Employers who provide time off benefits
for their employees are showing them that they truly care for each
employee's well-being. Having a work-life balance is hard to do, but when
the employer has an established time away from work policy, such as
vacation time, sick time and paid holidays, they are providing a way in
which employee's can take that much needed break away from work.]]></description>
			<pubDate>Wed, 28 Jan 2009 09:33:31 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[Serve Employees ... Not Manage Them]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1192</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1192</link>
			<description><![CDATA[The concept of management has changed greatly in the past few
years.&nbsp;Employees of organizations today are seeking the softer, more
loving kinds of leaders.&nbsp;Think of it this way: management styles
today should be like a nice hot cup of hot chocolate, snuggled next to a
fire with a good movie.&nbsp;Train your managers to be like this, or give
me a call and we can discuss strategies.&nbsp;Servant leadership has this
kind of warm, cozy feeling to it.]]></description>
			<pubDate>Wed, 28 Jan 2009 09:33:26 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[4 Musts for Managing Tough Times]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1186</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1186</link>
			<description><![CDATA[A group of business owners recently attended a workshop on doing business in a recession. The facilitator told them to cut costs, cut employee hours and raise prices. When it was all over, many participants asked themselves and each other, "Okay but --- how?'. As they talked about this, I could hear frustration in their voices. And could see fear on their faces. Or maybe I was projecting my own feelings - re-living some tough times of my own. Yes - I've had lots of experience - not with a recession quite like this - but with major budget crunches. Very challenging ones. Lots of perseverance needed. And creative problem solving. And teamwork. Resulting in lessons learned that I'd like to share here - hoping to help anyone hoping for help.]]></description>
			<pubDate>Fri, 23 Jan 2009 15:10:02 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[Why Projected Goals Are Key to Leadership Development]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1185</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1185</link>
			<description><![CDATA[The true desire and intent of my writings is to help people and organizations solve dilemmas and challenges pose before them. Many of us do work from the perspective of take things one step at a time, one day at a time moment by moment. I am not saying this is bad or unhealthy, as I have found those whom take things a bit more at ease seem to be quite content, with a blood pressure of 117 over 70, which I guess for them could be quite ideal. However, in the real world success is difficult to reach if you never turn on those inner excel orators and prepare for the future. Like there is a lot to be said about history, likewise there is a lot to be said about the future. And so, futuristic thinking requires the somewhat overwhelming thought of all that has to get done and what it might be like ten years from now.]]></description>
			<pubDate>Fri, 23 Jan 2009 15:05:13 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[Take Steps to Clean Up Workplace Profanity]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1175</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1175</link>
			<description><![CDATA[Vulgar or inappropriate language in the workplace is rising and along
with it an increasing number of court filings and complaints to human
resources departments and the Equal Employment Opportunity Commission
(EEOC).If your company doesn&rsquo;t have a specific language code,
take steps to include one in your employee handbook, along with policies
against sexual harassment and discrimination. The use of inappropriate
language can cost your company in lawsuits &mdash; not to mention the bad
image your firm can get if employees use profanity around customers and
suppliers.]]></description>
			<pubDate>Mon, 19 Jan 2009 15:16:23 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[And You Thought the Bailout Was Bad: Employment Law Risks in the Current Financial Crisis]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1170</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1170</link>
			<description><![CDATA[As the current economic crisis escalates and governmental plans to provide
billions of dollars to intervene in the capital markets take shape,
financial institutions and other businesses are being forced to
restructure their operations through merger, acquisition or reductions in
force. The tough economic climate will also, no doubt, lead companies to
reassess their benefit plans and executive compensation packages. However,
employers must evaluate their own responses to these developments to ensure
that they are complying with legal requirements and proceeding cautiously.
There are several, critical employment law issues that must be taken into
account in any organization&rsquo;s plan to address the new economic
realities especially if reductions in force are a part of the
organization&rsquo;s strategy.]]></description>
			<pubDate>Mon, 19 Jan 2009 15:16:16 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[DOL Issues Final Regulations Under ERISA Cross Trade Exemption]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1171</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1171</link>
			<description><![CDATA[On October 7, 2008, the U.S. Department of Labor published final
regulations, mandated by the Pension Protection Act of 2006, to implement
the new statutory exemption for cross trades of securities involving large
ERISA-governed employee benefit plans. The final regulations largely adopt
the provisions of the interim rule published in February 2007.]]></description>
			<pubDate>Mon, 19 Jan 2009 15:16:13 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[A New Political Environment for Labor and Employment Issues]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1174</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1174</link>
			<description><![CDATA[The election of Barack Obama as President and the Democratic gains in
Congress mean that employers face a new legislative, regulatory, and
enforcement environment on labor and employment issues. Employers should
use the transition period to the Obama administration to examine those
issues that are most important in their workplaces and to develop
strategies to prepare for this change.]]></description>
			<pubDate>Mon, 19 Jan 2009 15:16:02 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[Summary of Key Provisions of the Revised FMLA Regulations That Take Effect January 16]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1173</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1173</link>
			<description><![CDATA[On November 17, 2008, the U.S. Department of Labor published final
regulations implementing the 2008 amendments to the Family and Medical
Leave Act. Employers should act quickly to update their FMLA policies
before these regulations take effect on January 16, 2009. Below is a
summary of the most significant changes to the FMLA that will take effect
early next year. ]]></description>
			<pubDate>Mon, 19 Jan 2009 15:15:45 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[Long Awaited FMLA Regulations Released]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1176</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1176</link>
			<description><![CDATA[The United States Department of Labor has released final revised
regulations implementing the Family and Medical Leave Act.&nbsp; The
revised regulations are over 750 pages in length and adopt most of the
positions the DOL outlined in proposed regulations issued in February
2008.&nbsp; The regulations become effective on January 16, 2009, 60 days
from November 17, 2008, the date the regulations will be published in the
Federal Register. ]]></description>
			<pubDate>Mon, 19 Jan 2009 15:15:42 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[Coping with FMLA Intermittent Leave: Some Relief From the Courts]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1172</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1172</link>
			<description><![CDATA[A recent decision provides some relief to employers over the
troubling issue of intermittent leave mandated, in some circumstances, by
the Family Medical Leave Act.The FMLA imposes
extraordinary burdens on employers to accommodate eligible employees by
providing intermittent, as opposed to regularly scheduled, leave.
Intermittent leave is often difficult to schedule. It is also often
inconvenient to the employer and the eligible employee&rsquo;s co-workers,
who may have to cover for the employee who is on leave. ]]></description>
			<pubDate>Mon, 19 Jan 2009 15:15:39 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[15 Ways to Stay Focused With Effective Time Management]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1166</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1166</link>
			<description><![CDATA[Let's face it, there's a lot going on out there. Our economy is on the fritz and every news story tells us that one more multimillion dollar company needs a government bailout. Foreclosures are happening right and left. We have troops in harm's way, and Christmas is only a few short weeks away. And that's just the big picture! We haven't even mentioned your business and all the things that you need to keep up with on a daily basis. Here are 15 ways to keep yourself focused amid all the distraction. See what works for you!]]></description>
			<pubDate>Fri, 16 Jan 2009 14:16:09 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[Are your rewards outstanding or do they reflect your true performance?]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1165</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1165</link>
			<description><![CDATA[Many business leaders and managers get frustrated when things don't go as planned. It hurts when you have worked every hour that god sends and you have usually been the last one to leave the building. On the other hand it also hurts because you usually have one or two real die-hards who commit to helping you every step of the way, and you want to achieve so much for them as well as for yourself and the business. It may also hurt because there always appears to be a few happier people when the poor results arrive, you know who they are, don't you?]]></description>
			<pubDate>Fri, 16 Jan 2009 14:13:42 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[Confusion in the Ranks]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1158</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1158</link>
			<description><![CDATA[I have read article after article regarding the importance of employee retention. I have also read in a recent survey the American Society of Training and Development that the following are ranked according to how the best companies measure performance; 1) Productivity Improvement, 2) Ability to Retain Essential Employees, 3) Quality of Products and Services, 4) Customer Satisfaction, 5) Employee Satisfaction, 6) Sales and Revenues, 7) Overall Profitability, 8) Cycle Time Reduction or Improvement and 9) other.]]></description>
			<pubDate>Fri, 16 Jan 2009 12:26:47 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[Time Away From Work]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1157</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1157</link>
			<description><![CDATA[Everyone needs time away from work. Employers who provide time off benefits for their employees are showing them that they truly care for each employee's well-being. Having a work-life balance is hard to do, but when the employer has an established time away from work policy, such as vacation time, sick time and paid holidays, they are providing a way in which employee's can take that much needed break away from work. When employers provide paid time off for vacation, sick and holidays, morale and job satisfaction is higher. The time off, as outlined in your policy, can either be time accrued throughout the year or time off given at the beginning of the calendar or fiscal year. One benefit of providing accrued time off for employees is that the time is taken in a little more even and regular fashion versus the employees having all the time-off accruals in their PTO account at the beginning of the year, with the potential for using it up right away.]]></description>
			<pubDate>Fri, 16 Jan 2009 12:25:00 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[Employee Development - Whose Responsibility Is It? (Part I of II)]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1155</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1155</link>
			<description><![CDATA[Learn how to develop your employees more effectively]]></description>
			<pubDate>Fri, 16 Jan 2009 12:22:10 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[Will You and Your Employees Walk the Talk]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1156</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1156</link>
			<description><![CDATA[Have your actions been matching your words? Have the employees in your organization been getting their work completed in the ways its desired values are written? If your answer is "no" to either of these questions, you and your organization are most likely experiencing performance issues and not reaching an optimal potential. Since values demonstrate "how" you do what you do, your daily decisions and actions portray your ways of being and doing. Values shape behaviors and help to ensure your vision comes to fruition with the most effective and efficient approaches. They answer the questions, "How do we get our work done around here?", or "How do I build a relationship with someone?", or "How do we function as a team or family?".]]></description>
			<pubDate>Fri, 16 Jan 2009 12:22:05 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[The benefits of granting your managers and supervisors access to the HRIS]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1144</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1144</link>
			<description><![CDATA[Your organization finally implemented an HRIS system that will allow multiple users on the system. This is great right? Absolutely! However, during the design and implementation process there was discussion about what kind of access the managers and supervisors would have in terms of their employees' information. It's a great idea to share pertinent HR information with your managers and supervisors.]]></description>
			<pubDate>Mon, 12 Jan 2009 12:40:51 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[Introduction to HIPAA]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1149</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1149</link>
			<description><![CDATA[What is HIPAA? The Department of Health and Human Services has developed a series of privacy regulations known collectively as the Health Insurance Portability and Accountability Act of 1996 ("HIPAA"). These regulations are designed to protect the privacy rights of individuals with regard to their confidential medical records. The act greatly restricts the dissemination and transmittal of personal patient information and dramatically affects the way healthcare information is handled.]]></description>
			<pubDate>Mon, 12 Jan 2009 12:40:40 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[Remember to Talk to Them: Five Essentials For Communicating with Employees During Tough Times]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1148</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1148</link>
			<description><![CDATA[There's a lot going on to make people nervous about the economy, their jobs and their futures. During difficult times, employers need to remember to communicate with their employees. The absolute worst thing employers can do at a time like this is to remain quiet. Uncertain times are just when companies should be communicating more--and putting their executives and leadership in visible positions, talking openly with employees.]]></description>
			<pubDate>Mon, 12 Jan 2009 12:40:37 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[A Vital New Year's Resolution: Preparing Your Workplace for the New FMLA Regulations ]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1152</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1152</link>
			<description><![CDATA[On November 17, 2008, the U.S. Department of Labor published its long-awaited final regulations interpreting the Family and Medical Leave Act.&nbsp; The new rules become effective in mere weeks - on January 16, 2009.&nbsp; Serving as the first substantial changes to the regulations since the FMLA became law 15 years ago, the new regulations will significantly impact the manner in which employers administer the FMLA. &nbsp;Although employers will be able to obtain more detailed and timely information from employees and their health care providers (and have access to additional weapons to combat FMLA leave abuse), employers also will take on a greater responsibility to notify employees of their rights under the Act.&nbsp; Indeed, the new rules create a much greater administrative burden on employers than ever before.&nbsp;]]></description>
			<pubDate>Fri, 09 Jan 2009 14:46:51 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[Handling Employee Benefit Communication]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1147</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1147</link>
			<description><![CDATA[The human resources department traditionally spends a great deal of time developing written benefit information within the corporate communications structure. Most companies spent a great deal of resources on of general benefit information as well as summaries of health insurance or deductions are printed at the bottom of employee paychecks. Since the role of the HR department has evolved since the 1990s, when the department began to change its role in the workplace, employee benefit communication can be conducted in a number of different ways. The point of solid corporate communications strategies is to make sure that you are providing your employees with as much information as possible to be completely effective at their daily jobs.]]></description>
			<pubDate>Wed, 07 Jan 2009 11:46:02 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[5 Things You Can do to Avoid Payroll Mistakes]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1146</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1146</link>
			<description><![CDATA[Besides fines and angry employees, you also want to avoid penalties placed by the government because of mistakes made on your payroll taxes. Unless you outsource your payroll to a payroll service, like a professional employment organization or hire a properly trained payroll person to do your payroll and payroll taxes there are bound to be a couple mistakes. Here are five things you can do to avoid payroll mistakes.]]></description>
			<pubDate>Wed, 07 Jan 2009 11:28:18 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[Enhancing Business Productivity]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1145</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1145</link>
			<description><![CDATA[Productivity is an important element in the success of any business. However, it is truly surprising how little emphasis is placed on this very important aspect. Many people consider a focus on productivity to be a task that is undertaken in times of economic downturn. This is an absolutely incorrect assumption as productivity is not a tool to avoid business closure but a tool to boosts profits. If you want to aims at freeing your time for focusing on developing new products/services and devising strategies to beat the competition - all with the same resources at hand - then read on for five handy tips.]]></description>
			<pubDate>Wed, 07 Jan 2009 11:26:22 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[Are You and Your Employees Motivated and Taking Initiative]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1143</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1143</link>
			<description><![CDATA[Apathy and complacency can spread through an organization, like the plague. It is easy to catch if employees are not motivated to work. Take the initiative to spring ahead with fresh action steps that will increase your employees' motivation levels, and yours. Although, you must realize that no one can motivate another person except for the person who is to be motivated. Motivation is an inside job. However, there are ways to create environments that are motivating, which will empower personal and professional initiative-taking.]]></description>
			<pubDate>Wed, 07 Jan 2009 08:55:10 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[Employee Benefits are more than Health Insurance]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1142</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1142</link>
			<description><![CDATA[Providing health insurance is a great benefit your organization offers employees, but it is not the only benefit employees are looking for when contemplating different employment options. There are other insurance benefits such as dental, vision, life insurance, short-term disability insurance, and long-term disability insurance. There are also 401(k) and other retirement plans that benefit employees. And, vacation time is a great benefit to employees, too.]]></description>
			<pubDate>Wed, 07 Jan 2009 08:53:42 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[Department of Homeland Security Issues Supplemental Final Rule for "No-Match" Letters]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1140</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1140</link>
			<description><![CDATA[The Department of Homeland Security&nbsp;has issued a Supplemental Final
Rule for its &ldquo;no-match&rdquo; rule, which requires employers to
resolve discrepancies between employee Social Security numbers and Social
Security Administration records.&nbsp;The 100-page Supplemental Final
Rule, released on October 23, essentially reiterates the substantive
requirements of the Final Rule issued in 2007.]]></description>
			<pubDate>Wed, 07 Jan 2009 08:52:03 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[What Can Human Resources Do to Give Hope During Layoffs]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1141</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1141</link>
			<description><![CDATA[Just about every industry and employer is feeling the crunch of the
dwindling economy, and knows that they will have to lay off employees, if
they haven't already. A new Watson Wyatt study shows that 26 said they
already have laid off, and 25 percent&nbsp;stated they would have a hiring
freeze over the next 12 months. With this many companies already planning
on job cuts and downsizing, its probably safe to assume that those numbers
will increase. The most important thing to remember is that whenever you do
make those cuts, its going to be a very difficult time for your employees.
Helping them be prepared will make things go much more smooth.]]></description>
			<pubDate>Wed, 07 Jan 2009 08:51:50 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[Laws on Leadership]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1139</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1139</link>
			<description><![CDATA[Leaders are made, not born. You become a leader in your business in the world around you by practicing the qualities, attributes and behaviors of leaders who have gone before you. Like any set of skills, leadership is developed by practice, perseverance and repetition, over and over again, until you master it without being weary. The Laws of Leadership have been identified and discussed over and over throughout the centuries. They are taught in military schools, colleges and education institutions. They are taught in business schools and practiced every day in the businesses and organizations of our society. These laws and principles are followed by men and women everywhere who emerge to assume positions of power and authority whenever the situations demand it.]]></description>
			<pubDate>Wed, 07 Jan 2009 08:51:07 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[Confusion in the Ranks]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1138</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1138</link>
			<description><![CDATA[I have read article after article regarding the importance of employee retention. I have also read in a recent survey the American Society of Training and Development that the following are ranked according to how the best companies measure performance; 1) Productivity Improvement, 2) Ability to Retain Essential Employees, 3) Quality of Products and Services, 4) Customer Satisfaction, 5) Employee Satisfaction, 6) Sales and Revenues, 7) Overall Profitability, 8) Cycle Time Reduction or Improvement and 9) other.]]></description>
			<pubDate>Wed, 07 Jan 2009 08:48:43 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[Attitude: The Power of Positive in the Workplace]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1131</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1131</link>
			<description><![CDATA[Have you ever thought about how your attitude affects&hellip; Personality, work performance, career success, and teamwork? Your employees, customers, relationships and work environment? Bottom-line results? It all starts with attitude! A positive attitude is a priceless possession for personal fulfillment, career success and essential for creating a positive workplace. What is the first thing you remember about someone you meet? Chances are it's their attitude! Let's face it&hellip; no one can be positive all of the time! Events, circumstances, and messages - both positive and negative - can affect your attitude. What we do know is that a positive attitude makes problem solving easier and the more you expect from a situation, the more success you will achieve.]]></description>
			<pubDate>Mon, 22 Dec 2008 14:55:09 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[Why and How to Establish a Records Retention Policy for Your Staff Files]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1130</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1130</link>
			<description><![CDATA[When it comes to retaining personnel records of any sort, some people may panic as it can be very overwhelming trying to decipher the different records retention requirements. The best way to go about ensuring that your organization is compliant with the state and federal record retention requirements is to develop a policy surrounding personnel records retention. Even though there may be some rules and regulations surrounding how long you must legally retain staff records, particularly after an employee terminates, a good rule of thumb is to follow the state's statute of limitations on contract, fraud, and/or tort claims. In most states, this time will not usually exceed seven years. This is a good timeframe to follow even though some of the federal regulations stipulate three years for keeping personnel records.]]></description>
			<pubDate>Thu, 18 Dec 2008 14:21:47 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[Unemployment Benefits: 4 Steps to Filing a Successful Claim]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1128</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1128</link>
			<description><![CDATA[Unemployment benefits are designed to help people cope with the transition between jobs by providing temporary financial help to qualified individuals, based on their previous earnings, while they are looking for other work. Unemployment insurance replaces part of the income you lose when you become unemployed, and is available to workers who are out of work through no fault of their own. Unemployment insurance softens the impact job losses have on communities by maintaining the purchasing power in the area where workers live. The money for benefits comes from a tax imposed on employers. The four steps listed below will help you successfully file a claim for unemployment benefits.]]></description>
			<pubDate>Thu, 18 Dec 2008 12:43:43 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[The Counter-Intuitive Secret to Success in the Workplace]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1114</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1114</link>
			<description><![CDATA[My whole philosophy about fun in the world of business, and in relation to the executive, management, and professional audience is this: If you don't enjoy what you're doing, is it worth doing? Because the higher up you go, the easier it is to think that you have to get more "serious" about the work you do. Well, you were "serious" about it when you were lower down the totem pole, weren't you? And you were still having fun then. A lot of this has to do with responsibility. As we add on more, we often feel as though "fun" becomes responsibility's polar opposite. And it even starts at an early age. When we teach our children about responsibility, it's often a very serious thing, and rarely connected with having fun. Seriously. When's the last time you ever heard of a kid's board game with "Responsibility" in the title?]]></description>
			<pubDate>Thu, 18 Dec 2008 11:39:16 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[Human Resource Management.....Punishment or Pleasure?]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1108</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1108</link>
			<description><![CDATA[For those who are responsible for Human Resources, you know what I am talking about, for those of you that have not ever had the "pleasure" of Human Resource work, please allow me to explain. Your HR manager plays a vital role in your business. I-9's, Social Security issues, Workers Compensation benefits, these are just a few of the responsibilities in which they are held accountable. However, in many small and medium sized businesses, the HR person usually wears more than one hat. They are often also the accounting department, office manager, or owner. As we all know, wearing multiple hats can lead to a lack of attending to the "less" urgent matters (i.e. HR) Human Resources is a highly organized, carefully documented, area of expertise.]]></description>
			<pubDate>Tue, 16 Dec 2008 16:04:19 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[Money (and a Nice Boss, Benefits and Career Development) ... That's What I Want]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1107</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1107</link>
			<description><![CDATA[Get tips on how to land your dream job. Are you a young professional looking to quickly snag the position you want &ndash; complete with the pay you desire? And how about excellent benefits and an outstanding boss who is committed to your professional growth at a successful organization? Before you hit delete because this sounds like a fairy tale, consider this: If I can have the life I want at 30, so can you. Here&rsquo;s how.]]></description>
			<pubDate>Tue, 09 Dec 2008 14:52:41 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[Do you tip in the workplace?]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1099</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1099</link>
			<description><![CDATA[I recently came back from a 10 day trip from Japan and really had a great time with my family. It was really difficult to just let go of work but I felt that being able to let go and take a break is just as important as working hard. For the first 7 days of the trip, it was basically a guided tour. At the end of it, we had to give tips to the bus driver and tour guide. However, as I reflected on the whole tipping process, I believe that there are 2 lessons we can draw and apply in our workplace. Here are the following powerful techniques on motivating your staff to work hard and get results!]]></description>
			<pubDate>Tue, 02 Dec 2008 09:09:49 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[Can We Talk? A Guide to Political Expression In the Workplace]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1098</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1098</link>
			<description><![CDATA[This being a presidential election year, the topic of the &quot;right&quot;
of political expression in the workplace is of particular interest.
Moreover, given that this year represents the first real opportunity for
the election of an African American for president or a woman as vice
president, there are particularly strong feelings among the electorate,
including employees. As the campaign season continues and moves toward the
general election, many employers are reexamining their rights and policies
with respect to political activities in the workplace. ]]></description>
			<pubDate>Tue, 02 Dec 2008 09:08:56 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[Employee Medical Confidentiality - A Guide For Employers]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1097</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1097</link>
			<description><![CDATA[Although the Health Insurance Portability and Accountability Act (HIPAA)
became law in 1996, Title II, which contains the Privacy Rule, did not
take effect until April 14, 2003. The Privacy Rule establishes regulations
for the use and disclosure of Protected Health Information (PHI), which
generally includes any part of a patient's medical record. However, the
HIPAA Privacy Rule applies only to &quot;covered entities,&quot; defined
as a health plan, a health care clearinghouse, or a health care provider.
Importantly, the definition of &quot;covered entities&quot; does not
include employers unless the employer is the administrator of a group
health plan. ]]></description>
			<pubDate>Tue, 02 Dec 2008 09:08:51 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[Team Building - How To Build Effective Work Teams]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1096</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1096</link>
			<description><![CDATA[Corporate Team building is beneficial not only in improving the work environment but also glorifies the personal life and personality of a person. Decision making, enhancement in communication skills and self confidence are some important factors that help in minimizing stress and refreshing ones ability to think and adjust to the surroundings. People in every workplace talk about team building activities ideas, but only a few understand how to develop and work as an effective team. Thus it is very important to organize team building events exercises workshops at regular intervals. Working as a team is a feeling that makes you realize your importance as a team member and gives you a feeling of being something larger than yourself. And this feeling in turn leads to the better understanding of company's goals and objectives. Corporate drumming can be a good team building exercise to inspire and motivate teams of people.]]></description>
			<pubDate>Tue, 02 Dec 2008 09:02:50 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[Equal Pay and Questions on Violation of Labor Law]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1093</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1093</link>
			<description><![CDATA[The United States constitution takes protection of workers very seriously. Thus, any violation of labor law is also dealt with in court. The labor laws cover a variety of workers' rights, and it would be best to familiarize yourself with them whether you are starting your own business and employing your own people, or you are an employee looking for a job. One of the most frequent violations of labor law is the right to equal pay. The Equal Pay act protects this right. This Act was passed in 1963 aiming to address the wide disparity of wages between and women at that time. In addition, at that time, it was usually used in conjunction with the right of women from being discriminated in the workplace. In reality, this law may not only be useful for women but also for virtually anyone in the workplace, even male employees.]]></description>
			<pubDate>Tue, 25 Nov 2008 13:57:00 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[Performance Management: How To Train Employee - 8 essential tips]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1090</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1090</link>
			<description><![CDATA[Performance management and employee training done badly can cause misery, failure and frustration for everyone concerned. Done well it can create a culture of accomplishment and skyrocket an organization's success. It can make or break a career too! Are you looking for some key tips to guide you in tackling this crucial area? Here are eight to get you started...]]></description>
			<pubDate>Mon, 24 Nov 2008 10:55:50 CST</pubDate>
		</item>
		<item>
			<title><![CDATA['Training is overlooked' for most workers]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1089</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1089</link>
			<description><![CDATA[Training needs at work are overlooked believe almost 50% of employees and 33% would like to use the extra day in the leap year for training, according to a recent survey. The Learning and Skills Council (LSC) questioned over 1,000 employees to ask what they would most like to use the extra working day for, with training coming top. A Way To Get A Pay Rise... LSC's previous survey has shown that employees can increase their salary by $4,000 to $6,000 per year by getting the right training. Employers overlook training because: 1. Everyone is too busy and can't find the time for Training and Development 2. During hard times the Training and Development budget is slashed.]]></description>
			<pubDate>Mon, 24 Nov 2008 10:52:40 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[Employee Motivation Tip: Break the Golden Rule]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1082</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1082</link>
			<description><![CDATA[It looks very simple, right? "Do unto others as you would have them do unto you." The Golden Rule seems so undisputed that it might be a panacea for every relationship. Simply behave toward everyone the way you would like to be handled and all will run easily, yes?]]></description>
			<pubDate>Fri, 21 Nov 2008 13:09:21 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[Motivating Employees for Small Business Success]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1087</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1087</link>
			<description><![CDATA[Most small business owners are very focused on motivating their employees to achieve high performance levels. But is it really possible to motivate employees? In this article, I will highlight the keys to motivating employees that are well know to successful business owners, but seem to be hidden from most, such as those who complain, "You just can't get good people these days." My response to them is that they are looking in the wrong direction for the cause of the problem. While the concept of motivating employees may be problematic, it is certainly possible to demotivate employees. Many business owners actually create demotivation by creating a work environment that kills motivation instead of enhancing it.]]></description>
			<pubDate>Fri, 21 Nov 2008 12:40:50 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[Generations - Sharing Space in the Workplace]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1084</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1084</link>
			<description><![CDATA[What are Generation Gaps? Is corporate America the same now as it was 20 years ago? No. Is what you believed 10 years ago the same as what you believe today? Probably not. Or consider someone who is 20 years old today. Does he or she have different perceptions than someone currently in their 60s? Most likely, yes. These differences in attitudes, values, beliefs and even ways of working together and communicating are referred to as "generation gaps." Generational differences can lead to misunderstandings and conflict in the workplace.]]></description>
			<pubDate>Fri, 21 Nov 2008 11:38:27 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[Cut Employee Communications at Your Peril!]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1074</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1074</link>
			<description><![CDATA[No news is definitely not good news from an employee communications perspective. Uncertainty caused by lack of effective internal communications can cause staff to be less productive. It can also cause high performing employees to jump ship. Low morale within remaining staff can impact customer interactions and damage brand identity. In an increasingly competitive marketplace, effective employee communications plays a critical role.]]></description>
			<pubDate>Mon, 17 Nov 2008 10:10:19 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[Improving Employee Health]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1066</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1066</link>
			<description><![CDATA[Why the sudden interest in incorporating walking into the workplace? Walking has been shown clinically to prevent or mitigate the nation's leading diseases including Type 2 diabetes, heart disease and even some forms of cancer. It has been shown as an effective measure in promoting weight loss, disease prevention, improving mental and physical health and significantly decreasing the need for medical care. Shackled to desks, most Americans walk much less than the minimum recommended guidelines of 10,000 steps a day set by the Surgeon General (achievable in 3 hours at a treadmill desk). As a result we have an overweight population with all of the related health concerns and a $100 billion annual health care cost attributable to issues of obesity.]]></description>
			<pubDate>Fri, 14 Nov 2008 10:35:36 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[Love, The Greatest and Best Retention Tool]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1065</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1065</link>
			<description><![CDATA[Hold on now HR people, we&rsquo;re not talking about hugs and kisses.&nbsp;
No sexual harassment and hostile work environment situations.&nbsp;However,
my thoughts with this kind of retention strategy hover a bit above the
notion of love and caring for employees.&nbsp;In my opinion, it is in
fact, a greater retention tool than money, bonuses, gifts, cards, letters
or any other form of corporate concept to address high turnover.&nbsp;Not
to say that those items don&rsquo;t contribute in a positive manner to the
workforce, they just can&rsquo;t do it alone.&nbsp;What is it that your
employee&rsquo;s are asking you to do?&nbsp;]]></description>
			<pubDate>Fri, 14 Nov 2008 10:31:55 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[Corporate Wellness- Just a Buzz Word?]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1064</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1064</link>
			<description><![CDATA[Not anymore.With nearly 48% of our waking hours spent at work, coupled with America's ranking as the world's fattest nation, corporate wellness is not just a fluffy HR benefit - it's a business necessity that has far-reaching implications for corporations, their employees and society as a whole. Few will debate the profound effect a wellness program can have on the bottom-line-both literally and figuratively. It's a no-brainer for most employers: healthy employees add up to a happier, more productive workforce, resulting in lower health claims and decreased costs for employers, and a subsequent ROI on wellness programs. The real challenge is implementation and employee participation.]]></description>
			<pubDate>Fri, 14 Nov 2008 08:49:04 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[Good Recruitment Interviewing Skills Training Make Recruiting the Right Person Easy]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1063</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1063</link>
			<description><![CDATA[When you invest in new staff, you want to make the wisest decisions possible. It is in your best interest to make sure that the decision you make is made on an informed basis which has been brought about by the training you have received for recruitment interviewing skills. It is time well spent reviewing resumes and conducting informative interviews to make sure you hire the best people for the job. When you hire the right people to begin with, you will save yourself a substantial amount of time hiring and training replacement staff down the road. The more skillful you become at recruitment interviewing skills the easier you will make the recruitment and management process.]]></description>
			<pubDate>Fri, 14 Nov 2008 08:44:53 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[What Should I Do If I Am Layed Off From My Job?]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1062</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1062</link>
			<description><![CDATA[Try not to panic if this happens to you first and foremost! Unfortunately, in these economic times the number of people facing this dilemma of becoming unemployed is continuing to grow significantly. This seems to be the current climate due to the condition of our American economy. We are seeing record numbers of individuals in both blue collar and white collar jobs heading for the unemployment lines. You ask what should you do if you anticipate being layed off of maybe you have received your notice of termination from your employer? You may want to consider some of these tips before you leave your employer...]]></description>
			<pubDate>Fri, 07 Nov 2008 12:59:55 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[5 Reasons to Rollover a 401k to an IRA]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1061</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1061</link>
			<description><![CDATA[The global and American economy are in bad shape right now, just about every asset class you invest your retirement superannuation fund into are getting smashed! Ask yourself these questions? Will you retire in 5 years or 30 years? Are you investing for the short or long term? Do you need one or multiple retirement plans? Will you use one or diversify into multiple asset classes? What investment experience do you have? Do you need a financial advisor or professional help? Can you make enough money given your time frame to retirement? The following 5 reasons to rollover a 401k to an IRA may help you answer these questions.]]></description>
			<pubDate>Fri, 07 Nov 2008 12:58:43 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[4 Steps of Telecommuting]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1059</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1059</link>
			<description><![CDATA[There's a relatively new trend in business that is making more and more sense with each passing day. Telecommuting wasn't really possible as little as five years ago, but with technological advances, it's almost negligent to not at least explore the idea for your company. If you do have employees that telecommute, or are thinking about creating such a program, there are things you can do to ensure success.]]></description>
			<pubDate>Tue, 04 Nov 2008 14:51:33 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[Classifying Your Employees: Distinguishing Between 1099 and W2 Workers]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1055</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1055</link>
			<description><![CDATA[With contract employment on the rise, an increasing number of businesses are hiring specialized workers on a contingent basis in order to help with completion of a project, or to fill in for an absent employee. These contract assignments can last anywhere from weeks to years at a time. By hiring these contract workers, companies enjoy the benefits of hiring a team of qualified professionals on an as-needed basis, maintaing a flexible workforce and, in many cases, helping their bottom line. While bringing in contract employees can provide businesses with some much-needed relief during projects or busy seasons, it can also raise confusion when it comes to classifying them for tax purposes. IRS fines and penalties for incorrectly classifying employees are steep, but can be avoided by knowing the differences between employee classifications.]]></description>
			<pubDate>Tue, 04 Nov 2008 14:48:50 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[Why Do a Background Check on Someone? ]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1058</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1058</link>
			<description><![CDATA[Today more and more people are opening their eyes to the importance of background check. It has become in demand nowadays. All the time we see crimes being committed, people are being attacked, women and children violated and homes ransacked by robbers and you ask your self how can I be protected? Before if you want to do a background check on an individual you have to go to court houses, federal agencies, government offices and even the library to look for leads that will tell you about the person you are searching for. This task is made harder by the fact that each state holds its own records of criminal and other violations.]]></description>
			<pubDate>Tue, 04 Nov 2008 14:48:06 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[Employee Motivation]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1057</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1057</link>
			<description><![CDATA[Cash continues to be the most used form of employee motivation while merchandise and travel come in second and third, respectively. It should be asked whether or not these are ordered based on effectiveness in the workplace. Some companies believe whole-heartedly in their incentive programs and other companies do not believe in giving rewards at all. In all probability, the way to motivate an employee is going to be different in each situation and with each employee. But overall, what method of motivation seems to work best?]]></description>
			<pubDate>Tue, 04 Nov 2008 14:45:52 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[In Uncertain Times, The Tough Step Up]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1056</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1056</link>
			<description><![CDATA[When times become uncertain and the economic forecast is bleak, people lose faith in themselves, ultimately affecting their image. In today's business environment, with companies reducing work forces, and mergers or acquisitions occurring weekly, it has become even clearer that to stay at the top you need to project a great image. To remain highly competitive in today's job market, whether you are intent on keeping your current position or hoping for a career move up the corporate ladder, it's critical that you evaluate your attitude and your involvement in helping your organization achieve great long-term results. In this article I've shared a few tips with you to help you stay in everyone's mind at your company so that when the economy turns around and they need someone in a higher position, you are the one that quickly comes to their minds!]]></description>
			<pubDate>Tue, 04 Nov 2008 14:42:11 CST</pubDate>
		</item>
		<item>
			<title><![CDATA[What Can Human Resources Do to Give Hope During Layoffs]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1037</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1037</link>
			<description><![CDATA[Just about every industry and employer is feeling the crunch of the dwindling economy, and knows that they will have to lay off employees, if they haven't already. A new Watson Wyatt study shows that 26 said they already have laid off, and 25% stated they would have a hiring freeze over the next 12 months. With this many companies already planning on job cuts and downsizing, its probably safe to assume that those numbers will increase. The most important thing to remember is that whenever you do make those cuts, its going to be a very difficult time for your employees. Helping them be prepared will make things go much more smooth.]]></description>
			<pubDate>Thu, 30 Oct 2008 12:36:21 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[7 Steps to Successful Workplace Investigations]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1036</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1036</link>
			<description><![CDATA[Everyone complains about work. They complain to their wives, husbands, and friends. With every passing day, however, more and more of these complaints are making their way from the bedroom to the boardroom. In fact, the number of official work-related complaints and allegations are on the rise. "There has been an increase in complaints due to a misperception of what employment law really is," says Patricia C. Perez, SPHR, Attorney at Law. "I think there has been an increase in claims because there has been a shift in our population's perception of fairness at work." Perez, founder and CEO of Puente International Consulting located in San Diego, California, combines her legal expertise and human relations background to offer clients a number of practical business solutions. These solutions include creating human relations departments, providing HR training, mediating employee disputes, and conducting internal workplace investigations.]]></description>
			<pubDate>Thu, 30 Oct 2008 12:34:20 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[New Reason for Employees to Whistle - Consumer Product Safety Improvement Act]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1034</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1034</link>
			<description><![CDATA[The Consumer Product Safety Improvement Act of 2008, recently signed into law by President Bush, provides a new cause of action for &ldquo;whistleblowers&rdquo; who engage in protected activity related to defective products.Although the legislation was prompted by last year&rsquo;s high-profile recalls of toys and other children&rsquo;s products, its protections apply far beyond manufacturing, and far beyond the toy and children&rsquo;s product industries. Employers covered by the CPSIA include not only manufacturers, but also private labelers, distributors, and retailers. And &ldquo;protected activity&rdquo; encompasses the CPSIA as well as any other Act enforced by the Consumer Product Safety Commission, and any order, rule, regulation, or standard under any such Act.The whistleblower protection provisions (Section 219 of the CPSIA), will be enforced by the Department of Labor, Occupational Safety &amp; Health Administration. The whistleblower protection provisions of the CPSIA went into effect on August 14, 2008, the day the Act was signed into law.]]></description>
			<pubDate>Wed, 29 Oct 2008 09:43:51 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[What is there to know about EFCA?]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1025</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1025</link>
			<description><![CDATA[Politics is always a touchy subject, and if any conversation about politics should ever be started, there is no end to the torturous paths it may take. However, there is an aspect of politics that should interest us very much, and that is about the specific laws that are passed and how they affect us. Any laws that pass are meant to affect us in one way or another. Whether they are increasing taxes, lower wages or influence our rights, there is always something that will submit us to some changes. Because of this you should always be aware of the content of any law and what will be changes in your life because of it. Let's talk about one of the bills that are meant to influence employees and employers in America. The Employee Free Choice Act is something that can alter the employment system in America significantly. This is something you should know about and what aspects are included in it, how they could help or harm you or how they can influence your activities.]]></description>
			<pubDate>Tue, 28 Oct 2008 11:30:56 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Decreasing Employee Turnover with Effective Recognition Programs]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1024</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1024</link>
			<description><![CDATA[In today's shaky economy, it's more important than ever for businesses to hold on to valuable employees. According to a recent Maritz&reg; Poll, the cost of employee turnover may be as much as one and a half times an employee's first year salary. With so much at stake, employers are looking for more innovative ways to reduce employee turnover. And while salary and benefits are often deciding factors in the job market, a good employee recognition program can go a long way toward showing employees how important they are to your company.]]></description>
			<pubDate>Tue, 28 Oct 2008 11:28:50 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Getting Hired During a Recession ]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1023</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1023</link>
			<description><![CDATA[Getting a job is a sale and requires the skills of a top sales person. Unfortunately most people never learned how to sell, even most sales people. To complicate the matter further this sale is about you, which is very emotional. The good news is that your product knowledge is second to none. So to make the sale of yourself happen faster follow these strategies, tactics, techniques, reasoning's and examples and you'll land the job of your dreams 1 - Sell Yourself To You First.Become Confident.]]></description>
			<pubDate>Tue, 28 Oct 2008 11:27:01 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Pre-Hire Assessments: What Do They Assess?]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1022</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1022</link>
			<description><![CDATA[What Are Pre-Hire Assessments? Pre-hire assessments are, often, equated with risk management programs. This is because poor, timeworn hiring practices can cripple even the best organizations. A good hiring process can bring several key benefits. This includes engineering effective individual and collective performance to establish an organization's competitive advantage. The economic downside to bad hiring is that it could lose millions of dollars for an organization due to wasted effort, low productivity and excess administrative costs. Take the real life example of most Asian call centers that are known to conduct pre-hire assessments on a large scale. Certain call center companies test for abilities such as language proficiency, multitasking and responsiveness. The ability to handle stress is also checked. Random hiring practices are also prevalent as there are several companies that hire job seekers based on handwriting analysis too.]]></description>
			<pubDate>Tue, 28 Oct 2008 11:20:35 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Is Attention Deficit Disorder Protected Under the ADA?]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1021</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1021</link>
			<description><![CDATA[Recently our staff was asked if children with Attention Deficit Hyperactivity Disorder were protected under the American with Disabilities Act of 1990. This parent wrote that if in fact Attention Deficit Hyperactivity Disorder was included in the Disabilities Act, her child was being discriminated against by his school. Parents want the very best for their children. And people tend to want everything that they feel that they are entitled to from the government. But sometimes we can expect too much from our public agencies, and sometimes we look in the wrong places for help. The answer to this question is somewhat long and complicated. So we will begin with writing that while someone with Attention Deficit Hyperactivity Disorder may qualify for protection under the Americans with Disabilities Act, not everyone with the diagnosis of Attention Deficit Hyperactivity Disorder will qualify. And that may include you or your child.]]></description>
			<pubDate>Tue, 28 Oct 2008 10:31:59 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Compensating Domestic Employees]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1019</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1019</link>
			<description><![CDATA[A domestic (household) worker such as a maid, sitter, health care provider, or gardener is generally considered an employee of the homeowner if the homeowner can control how the work is done. Whether the worker is full or part-time and how the worker is paid have little determination on whether the worker is an employee or independent contractor. Domestic employers are required to withhold and pay FICA tax on wages of $1,600 or more per year per employee ($1,700 in 2009).&nbsp; However, they are not required to withhold federal income tax unless the employee requests that taxes be withheld.&nbsp; If the employee does request withholding, the employee must complete Form W-4 so that the employer can determine how much tax to withhold.]]></description>
			<pubDate>Mon, 27 Oct 2008 09:23:42 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[President Signs Major Overhaul of the Americans with Disabilities Act]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1018</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1018</link>
			<description><![CDATA[President George W. Bush signed into law a measure (S. 3406) that significantly amends the Americans with Disabilities Act. Ironically, the original ADA was signed in 1991 by his father, former President George H.W. Bush. The ADA Amendments Act of 2008, which was negotiated by business groups and the disability and civil rights communities, together with its principal congressional sponsors, passed the Senate by unanimous consent on September 11, and it was approved by voice vote in the House on September 17.]]></description>
			<pubDate>Mon, 27 Oct 2008 09:07:38 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[HRAs Good or Bad?]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=1002</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=1002</link>
			<description><![CDATA[Employers looking to reduce the costs of offering group health care to their workers are quite happy with HRAs, as they offer a lot of advantages, not the least of which is they aren't like a plan and don't have the same level of intense management other health care plans do. Another feature employers seem to like is the ability to place caps on the amount of money they are willing to pay out for employee's health care expenses. The system is fairly easy to administer, just post notices in the workplace letting people know what is available, have them sign up and they're in business. The only thing employees need to know is what categories the employer will pay in and the amounts. HRAs are portable which makes employees happy, but they might not like the caps employers put on them. However the simplicity of just submitting receipts after paying for medical services using pre-taxed dollars is pretty enticing overall.]]></description>
			<pubDate>Fri, 24 Oct 2008 11:25:45 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Federal and State Payroll Laws]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=999</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=999</link>
			<description><![CDATA[The following are basic procedures for maintaining Federal and State payroll legislation. Following these procedures will help to sure that you stay on track correctly with your payroll obligations. Failure to comply with these laws can result in severe consequences. Obtain your Federal Employee Identification Number or EIN. This allows you to hire and pay your employees and registers them for tax levies and deductions. Use the W-4 form available on the IRS web site to calculate the payroll for your employees correctly. The IRS requires a W-4 for all new employees for the marital status and the number of tax allowances claimed. Based on the number of allowances claimed, employers can determine the amount of federal income tax to withhold. This can be revised at any time that an employee marries or has a child.]]></description>
			<pubDate>Fri, 24 Oct 2008 10:30:49 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Form I9 Verification]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=998</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=998</link>
			<description><![CDATA[What is I-9 Form? I-9 form or Employment Eligibility Verification Form is a drafted file that has to be furnished by the employer, if he/she is hiring a new employee. This serves as a legal document mandated for the employees approval and to ascertain their entitlement to work legally in United States. An I-9 form must be completed for every person your firm hires to perform labor or services, in return for wages or remuneration (including food and lodging).Also, adhering to the mandatory requirement of Form 1-9, enables employers to easily conduct legal "right to work" form I-9 employment verification, on new employees. The I-9 form verification helps you to properly scrutinize the candidate's status about his legal permission to work in United States. Any non-complying company, employing illegal immigrants or people who have not been entitled to work in U.S, may have to face sever legal and financial consequences as imposed by the Department of Homeland Security.]]></description>
			<pubDate>Fri, 24 Oct 2008 10:28:54 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Not Hiring? That's Okay, I'm Not Looking]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=992</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=992</link>
			<description><![CDATA[Dude, where's my bailout? A few weeks ago, Harvard Business School mounted its own emergency rescue mission on Wall Street. In the school's first intervention on behalf of newly minted graduates, 7 Harvard career coaches flew to New York to huddle with 18 members of the Class of 2008 who had taken jobs at troubled firms like Lehman Brothers and Merrill Lynch. At last word, most were still working, but didn't know what the next days or weeks would bring. The ranks of passive job seekers are growing as workers decide now is not the time to look for a new job. There are 9.5 million people out of work and prospects for rising unemployment are expected to continue into 2009. So what's up with the growing number of job seekers who have decided now is not the time to look for a new job?]]></description>
			<pubDate>Mon, 20 Oct 2008 09:48:14 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Alcoholism and Substance Abuse in the Workplace ]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=991</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=991</link>
			<description><![CDATA[Alcoholism and substance abuse is a very common work related problem that human resource managers have had to encounter and solve. Reliable surveys reveals that at least fifty percent of alcoholics are women, twenty five percent of them being white collar workers , forty five percent being in senior management positions while thirty seven percent happens to be fresh graduates after receiving their first paycheck. When effects of alcohol and substance abuse on workers and work are severe, both the quantity and the quality of work decline radically.]]></description>
			<pubDate>Mon, 20 Oct 2008 09:45:24 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Disability & Accommodations: 3 Easy Steps to Establishing & Implementing a Reasonable Accommodation Policy]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=985</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=985</link>
			<description><![CDATA[I've worked with a large number of One-Stop or workforce development agencies across the State of California. As part of the technical assistance and training we provide, I often engage staff in a conversation around the agency's Reasonable Accommodation Policy. I'm often surprised at the number of staff that are either unaware of whether they actually have a policy (all should) or what exactly the policy says. I say that all should because it is a requirement under Workforce Investment Act (WIA) Section 188 as well as other disability-related laws that apply to federally funded programs. If you're unsure if you need a policy, a good question to answer is whether or not your agency or business is required to provide reasonable accommodations under the American's with Disabilities Act or the Fair Employment Housing Act (CA Only). If you are, then you should have a policy, and this applies to you.]]></description>
			<pubDate>Fri, 17 Oct 2008 11:33:46 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Organizational Development - A Process of Continuous Improvement]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=984</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=984</link>
			<description><![CDATA[When we talk about an organization or business, we mean two or more people working towards a common set of goals. Sometimes, the development of a business may reach a point of stagnation due to bigger challenges facing the organization. In such a case, the organization generally undertakes a process of change that includes a series of steps to bring about improvements. This process is known as organizational development. Over the years, organizational development has come to be recognized as a business discipline in itself and is part of the course curriculum in major business schools across the world.]]></description>
			<pubDate>Fri, 17 Oct 2008 11:31:25 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Performance Appraisals - Improving and Rewarding Employees]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=983</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=983</link>
			<description><![CDATA[As a general rule, managers are apprehensive about having to give performance appraisals to their subordinates. And no wonder. It involves an uncomfortable face-to-face interaction with an employee, who might be performing below his capabilities. In addition, most managers are united in their emphasis that paperwork and standardized forms don't really give a true picture of an employee's worth for the simple reason that there isn't just ONE type of employee in the company.]]></description>
			<pubDate>Fri, 17 Oct 2008 11:29:24 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[General Orientation....Set The Tone For Success]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=979</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=979</link>
			<description><![CDATA[General orientation.&nbsp; Do those words make you shudder?&nbsp; Most workers go through so much of this stuff that it is simply agonizing just to hear the words "general orientation."&nbsp; Some companies spend more than one day conducting orientation classes.&nbsp; Other companies spend little or no time at all in this area.&nbsp; It can be painful, or it can be one of the best days one can have at work.]]></description>
			<pubDate>Wed, 15 Oct 2008 08:19:40 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Fair Opportunity for Disabled Employees]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=926</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=926</link>
			<description><![CDATA[There are certain forms of workplace discrimination that are not allowed in the United States under the Employment Law. The employer must be discriminating on the basis of a protected category in order for the discrimination to be considered illegal.Such forms of illegal discrimination protected under the area of Federal Equal Employment Opportunity (EEO) Laws include age, gender, race, sexual orientation...]]></description>
			<pubDate>Wed, 15 Oct 2008 08:18:58 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[With PTSD - Sleep is a "Major Life Activity"]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=964</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=964</link>
			<description><![CDATA[In Desmond v. Mukasey, 07-5139 (D.C. Cir. July 1, 2008), the U.S.
Court of Appeals for the District of Columbia Circuit held that sleeping
is a major life activity for the purposes of the Rehabilitation Act of
1973. The act prohibits federal agencies from discriminating in employment
on the basis of disability, defined in part as an impairment which
substantially limits one or more &ldquo;major life activities.&rdquo;
Under the Code of Federal Regulations, major life activities mean
functions such as caring for one&rsquo;s self, performing manual tasks,
walking, seeing, hearing, speaking, breathing and learning.]]></description>
			<pubDate>Wed, 08 Oct 2008 14:45:05 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Can California Law on Noncompete Agreements Affect You?]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=966</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=966</link>
			<description><![CDATA[California is known as one of the most difficult places to enforce a
noncompete agreement. The California Supreme Court&rsquo;s recent decision
in Edwards v. Arthur Andersen LLP reinforces that reputation.
Though Edwards interprets California noncompete law, it carries
repercussions for employers outside of California.]]></description>
			<pubDate>Wed, 08 Oct 2008 14:44:46 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Supreme Court Restricts States' Ability to Limit Employer Speech]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=965</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=965</link>
			<description><![CDATA[In a highly contested case, the Supreme Court of the United States, in
Chamber of Commerce v. Brown, recently addressed the issue of
whether a state could enact a statute that restricted employer speech
during a union organizing campaign. The California statute at issue in
Brown was passed in an effort to undermine the effectiveness of
employer opposition in response to union organizing campaigns.]]></description>
			<pubDate>Wed, 08 Oct 2008 13:45:04 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[ADA Amendments Act Passed By House and Senate]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=967</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=967</link>
			<description><![CDATA[In a sweeping display of bipartisan support, the Senate and the House of
Representatives have passed the ADA Amendments Act of 2008. The Senate
approved the bill (S. 3406) by unanimous consent on September 11th, and
the House, which passed a similar measure (H.R. 3195) by a vote of 402-17
in June 2008, approved the Senate&rsquo;s version of the bill less than a
week later. President George W. Bush is expected to sign the ADAAA into
law within the next few weeks. Once signed by the President, the
legislation is set to take effect on January 1, 2009.]]></description>
			<pubDate>Wed, 08 Oct 2008 13:44:44 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Health Insurance Plan - The Easy Way to Getting Health Insurance]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=959</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=959</link>
			<description><![CDATA[Even though more and more people are realizing that they need health insurance many are apprehensive about getting a health insurance plan for them. This is because there are too many choices that leads to confusion as to which plan will serve the health needs of them and their family. By learning some basics about health insurance, one can easily get a health insurance plan that is right for their needs. ost of the health insurance plans are got by going through the employer. These days most companies provide health insurance to its employees through a group plan. As most of the employees will be covered through a group, the premium for health insurance comes down. Many of these plans are designed not only to cover the employee but also the family members of the employee. Although this increases the premium paid out, the plan covers the entire family thereby increasing the benefits of the plan. To go by this route through the employer, one needs to check with the department of human resources in the company and check the policy of the company towards health insurance. Every employee should be able to begin an individual health insurance plan through the group scheme at any point of time during the tenure with the company.]]></description>
			<pubDate>Wed, 08 Oct 2008 07:34:32 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[The Benefits of Employment Management System]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=958</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=958</link>
			<description><![CDATA[Employees are the most important element of every business. Their contributions play a significant role in determining the success of any organization. Companies with a medium or large scale employee base rely on employee management systems to manage and utilize their workforce to the maximum advantage. Outsourcing employee management services is becoming an increasingly popular and sought after option for many companies around the globe.]]></description>
			<pubDate>Wed, 08 Oct 2008 07:30:39 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[What is I-9 Form?]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=956</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=956</link>
			<description><![CDATA[I-9 form or Employment Eligibility Verification Form is a drafted file that has to be furnished by the employer, if he/she is hiring a new employee. This serves as a legal document mandated for the employees approval and to ascertain their entitlement to work legally in United States.&nbsp;]]></description>
			<pubDate>Wed, 08 Oct 2008 07:26:05 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[THE NEW ADA AMENDMENTS - WHAT CAN EMPLOYERS EXPECT IN 2009? ]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=957</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=957</link>
			<description><![CDATA[In September of 2008, President Bush signed into law the Americans with Disabilities Act Amendments Act of 2008 (&ldquo;ADAAA&rdquo; or the &ldquo;Amendments&rdquo;), which will become effective on January 1, 2009.&nbsp; The ADAAA amends the Americans with Disabilities Act of 1990 (&ldquo;ADA&rdquo; or the &ldquo;Act&rdquo;) in an effort to expand protections to persons with disabilities in the workplace.&nbsp;&nbsp;The Amendments&nbsp;create further burdens on employers and will probably increase the number of claims filed, but on a positive note, may&nbsp; reduce&nbsp;confusion with respect to who is disabled under the&nbsp;ADA. ]]></description>
			<pubDate>Wed, 08 Oct 2008 07:25:48 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Bad Economy Makes Business Owners Targets of Employee Lawsuits   ]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=921</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=921</link>
			<description><![CDATA[It's no surprise that when the economy takes a nose dive, people get extremely anxious about money. And what do we do in this country when we are low on cash? That's right, WE SUE! All of a sudden seemingly normal people start paying closer attention to all those lawyer ads on TV. After all, somebody must be responsible for this. Since most lawyers know that suing the government is a big waste of time (and money), who is the most logical choice? Why employers, of course.]]></description>
			<pubDate>Fri, 03 Oct 2008 15:52:42 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Sexual Harassment in the Workplace ]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=930</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=930</link>
			<description><![CDATA[All employers are always responsible for harassment by a supervisor that culminates in tangible employment actions. If the harassment did not lead to a tangible employment action, the employer is still liable unless it proves that reasonable care was exercised to prevent and promptly correct any harassment and that the employee unreasonably failed to complain to management.&nbsp;]]></description>
			<pubDate>Thu, 02 Oct 2008 16:05:24 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Exit Interviews: Easily Overlooked - Too Valuable to Disregard]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=876</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=876</link>
			<description><![CDATA[What is an exit interview? Exit interviews are individual meetings to
question departing employees about their reason for leaving as well as
their attitudes and observations about the company. These interviews are
conducted in a variety of ways: the formal interview in which specific
prepared questions are asked, a casual conversation interview, and the
written questionnaire. As a general rule, written questionnaires are not
effective because they do not allow for follow up questions and they do
not protect against evasive or incomplete answers. The most successful
exit interviews are those that follow a preplanned format, like the formal
exit interview, and are conducted in a casual conversational manner. These
types of exit interviews allow the employee to feel relaxed, thereby
allowing the interviewer to elicit information about the employee's work
experience and decision to leave.]]></description>
			<pubDate>Tue, 23 Sep 2008 06:57:43 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Flip-Flops on Friday: Summertime in the Workplace]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=875</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=875</link>
			<description><![CDATA[For many of us, summer will always seem like the time to relax, be more
casual, and, of course, take vacations. But transferring the spirit of
summer to the workplace always raises a number of issues for
employers.&nbsp;To find out more about these issues, including dress
codes, use of mobile devices while on vacation, the impact of the economy
on employee vacations, the use of summer interns and how to be more
&ldquo;green&rdquo; this summer, read on.]]></description>
			<pubDate>Mon, 22 Sep 2008 12:45:33 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Federal Overtime Requirements - Who may take advantage of the Fluctuating Workweek Method of Calculating Overtime? ]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=873</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=873</link>
			<description><![CDATA[With some exceptions, both hourly and non-exempt salaried employees are entitled to overtime pay at a rate of one and one-half the regular rate of pay for all hours actually worked over 40 in any given workweek.&nbsp; In some instances, the &ldquo;fluctuating workweek&rdquo; method of calculating overtime may be applied to reduce the employer&rsquo;s overtime pay obligation to one-half the regular rate of pay for overtime hours worked in excess of 40.&nbsp;&nbsp;]]></description>
			<pubDate>Wed, 03 Sep 2008 11:41:42 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Tenth Circuit Endorses "Fluctuating Workweek" Method of Calculating Overtime for Misclassified Salaried Employees]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=867</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=867</link>
			<description><![CDATA[In a decision that could lead to significant litigation cost savings for
employers, the U.S. Court of Appeals for the 10th Circuit endorsed the
fluctuating workweek method of calculating back pay awards for
misclassified salaried employees in lawsuits arising under the Fair Labor
Standards Act. In Clements v. Serco, Inc., 2008 U.S. App. LEXIS
13806 (10th Cir. July 1, 2008), the 10th Circuit held that the district
court properly used the fluctuating workweek method to calculate a back
pay award for unpaid overtime, rather than the alternative time-and-a-half
formula, because the parties had a &quot;clear mutual understanding&quot;
that the plaintiffs would be paid a fixed salary regardless of the number
of hours they worked each workweek. In addition, the court joined the 1st
and 4th Circuit Courts of Appeals in rejecting the proposition that the
fluctuating workweek method applies only where the parties also had a
&quot;clear mutual understanding&quot; as to how overtime pay would be
calculated.]]></description>
			<pubDate>Tue, 02 Sep 2008 07:10:33 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Employers Face Increase in Donning and Doffing Suits]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=868</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=868</link>
			<description><![CDATA[Any company can be targeted for a donning and doffing lawsuits as long as
its employees wear uniforms or protective gear, or spend pre- or
post-shift time performing a task like booting up a computer. This
includes food processing companies, power plants, chemical manufacturers
and call centers to name a few.]]></description>
			<pubDate>Tue, 02 Sep 2008 07:10:20 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Addressing Reasonable Compensation]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=866</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=866</link>
			<description><![CDATA[Executives tend to be well paid in corporate America.&nbsp; In response, the media is debating whether these executives are really worth the amounts they are taking home.&nbsp; And, since the answer to that question has dramatic tax consequences, the Internal Revenue Service is paying close attention to this debate. The income tax laws allow corporations to deduct "ordinary and necessary" expenses incurred in carrying on their businesses.&nbsp; This includes compensation for services performed by stockholders and their family members, but only if the amounts paid are "reasonable" for the services performed.&nbsp;]]></description>
			<pubDate>Tue, 26 Aug 2008 08:49:00 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[New DOT Drug and Alcohol Testing Regulations Will Become Effective August 25, 2008]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=865</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=865</link>
			<description><![CDATA[On August 25, 2008, certain newly created U.S. Department of
Transportation&nbsp;drug and alcohol testing regulations will become
effective. The new regulations amend or create new sections to 49 C.F.R.
Part 40, and contain new or revised guidance on issues related to
adulterated, substituted, diluted and invalid urine specimens.]]></description>
			<pubDate>Tue, 26 Aug 2008 08:34:36 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Seven Ways to Improve Your Working Relationships]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=860</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=860</link>
			<description><![CDATA[Each of the seven steps can help litigators de-escalate the conflict inherent in litigation before all-important settlement negotiations, whether they are conducted with the assistance of a third party neutral or not.&nbsp;One or more of them might&nbsp;also help ease tension in the law firm -- a very tense place these days given the recession, lay-off's, the de-equitization of partners and the shedding of non-productive practice groups or of those&nbsp;that might conflict with the law firm your firm is about to merge with.&nbsp;]]></description>
			<pubDate>Tue, 26 Aug 2008 08:04:40 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[U.S. Supreme Court - U.S. Supreme Court Rules In Key Benefit Cases]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=856</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=856</link>
			<description><![CDATA[In the closing days of its most recent term, the U.S. Supreme Court issued
two decisions relating to the design and administration of employee
benefit plans. The first, Metropolitan Life Insurance Company v.
Glenn, addressed (without giving significant guidance) the question
of whether a conflict of interest exists when a plan administrator who
decides questions of eligibility for benefits is also the person
responsible for paying any benefit claims, and the effect of such a
conflict on a reviewing court's analysis. The second, Kentucky
Retirement Systems v. EEOC, addressed the question of whether a
pension plan's failure to increase benefits to disabled retirees once they
reach normal retirement age (but continue working) violates the Age
Discrimination in Employment Act. ]]></description>
			<pubDate>Thu, 21 Aug 2008 09:32:29 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[NLRB General Counsel Issues Guidelines On Political Advocacy In The Workplace]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=855</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=855</link>
			<description><![CDATA[On July 22, 2008, the Office of the General Counsel for the National
Labor Relations Board issued General Counsel Memorandum GC 08-10 to all of
the NLRB&rsquo;s regional directors, officers in charge, and resident
officers setting forth the General Counsel&rsquo;s guidelines concerning
the handling of unfair labor practice charges involving political
advocacy.The memorandum was issued in response to the numerous ULP
charges filed in late 2006 and beyond by employees disciplined after their
participation in demonstrations protesting legislative proposals imposing
greater restrictions and penalties on immigrant employees and their
employers. The purpose of the memorandum is &quot;to provide guidance to
employees, unions, and employers in this important and developing area of
the law.&quot; Specifically, the memorandum sets forth a framework for the
NLRB regional directors and their personnel to review, consider and rely
upon in the processing of all ULP charges involving political advocacy.
The guidelines set forth within the memorandum are especially pertinent to
employers in light of the upcoming presidential elections and the continued
national debate on immigration reform.]]></description>
			<pubDate>Thu, 21 Aug 2008 09:32:11 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[DOL Provides Guidance Regarding Hours Worked Under FLSA]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=853</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=853</link>
			<description><![CDATA[The U.S. Department of Labor has clarified compensable work time under
the Fair Labor Standards Act in regard to meal breaks, straight time and
overtime. In an opinion letter dated May 15, 2008, the department reached
the following conclusions:If an employee fails to take a
30-minute unpaid meal break and the failure to take a meal break does not
cause the employee to work more than 40 hours in the workweek, no
additional compensation is due to the employee if the employee's total
wages for the workweek divided by the compensable hours worked equal or
exceed the applicable minimum wage.]]></description>
			<pubDate>Tue, 12 Aug 2008 07:24:52 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[IRS Provides Guidance on Proper Income Tax Withholding for Nine Common Supplemental Wage Payment Scenarios]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=854</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=854</link>
			<description><![CDATA[In Revenue Ruling 2008-29, the IRS has provided specific guidance on the
proper amount of federal income tax an employer must withhold in nine
different situations under the supplemental wage regulations1
that became effective January 1, 2007. Typically, states with income taxes
default to following federal regulation principles for distinguishing
between regular and supplemental wages. In addition to federal income tax
withholdings, states also look for proper withholding on supplemental
wages for state income tax purposes.]]></description>
			<pubDate>Tue, 12 Aug 2008 07:16:02 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[President Signs Executive Order Requiring All Federal Contractors to Use E-Verify]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=850</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=850</link>
			<description><![CDATA[President George W. Bush signed an Executive Order requiring all federal
government contractors to use E-Verify to confirm the employment
authorization of new hires and persons assigned to perform work on future
federal contracts.&nbsp; E-Verify is the internet-based system operated by
the Department of Homeland Security in partnership with the Social Security
Administraion to electronically verify employment eligibility of newly
hired employees.]]></description>
			<pubDate>Fri, 08 Aug 2008 07:48:45 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Court Holds that FMLA Provision in Handbook May Create Employer Liability Despite Employee's Ineligibility Under FMLA Statute]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=847</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=847</link>
			<description><![CDATA[The United States Seventh Circuit Court of Appeals recently concluded that an employee may rely on language contained in an employee handbook to support his claim for family and medical leave benefits regardless of the employee&rsquo;s actual ineligibility for such benefits under the Family and Medical Leave Act.&nbsp; This decision highlights the importance of a carefully drafted employee handbook, as well as proper attention to detail when determining whether an employee is eligible for various company benefits.&nbsp;&nbsp;]]></description>
			<pubDate>Fri, 08 Aug 2008 07:46:05 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[The WARN Act - Basic, Intermediate, and Advanced Concepts]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=839</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=839</link>
			<description><![CDATA[Many businesses are feeling the pinch that comes with the current economic downturn.&nbsp; In response, businesses are increasingly deciding to layoff employees.&nbsp; As a human resources professional you must be aware of the federal law that places certain obligations upon companies laying off employees, the Worker Adjustment and Retraining Notification Act ("WARN"), 29 U.S.C. sections 2101 et seq.&nbsp;]]></description>
			<pubDate>Wed, 30 Jul 2008 11:19:40 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Take Your Guns to Work? Florida Passes the Preservation and Protection of the Right to Keep and Bear Arms in Motor Vehicles Act of 2008]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=478</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=478</link>
			<description><![CDATA[On April 15, 2008, Florida Governor Charlie Crist signed the Preservation
and Protection of the Right to Keep and Bear Arms in Motor Vehicles Act of
2008. The act, which takes effect July 1, 2008, will impose significant
restrictions on the ability of employers and businesses to prohibit and
monitor the presence of firearms within automobiles owned by employees and
customers on their property. The law is intended &ldquo;to codify the
longstanding legislative policy of the state that individual citizens have
a constitutional right to keep and bear arms &hellip; and that these rights
are not abrogated by virtue of a citizen becoming a customer, employee or
invitee of a business entity.&rdquo; The act&rsquo;s approval comes less
than a month after the United States Supreme Court heard argument in
District of Columbia v. Heller, a case in which the Court is
expected to analyze the issue of whether an individual citizen has a right
to own a firearm under the Second Amendment of the United States
Constitution.]]></description>
			<pubDate>Wed, 30 Jul 2008 08:10:15 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[LACK OF CELL PHONE DRIVING LAWS MAY NOT PROTECT AGAINST EMPLOYER LIABILITY FOR EMPLOYEE ACCIDENTS]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=799</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=799</link>
			<description><![CDATA[Regardless of whether your state or municipality has enacted a hands-free device law to regulate the use of cell phones while driving a vehicle, your liability as an employer for the vehicular negligence of your employees has increased as a result of the invention of the cell phone.&nbsp; This is because employees are more likely to be on business calls during off-duty hours, and while driving to and from work now that everyone over the age of ten has a cell phone.]]></description>
			<pubDate>Wed, 30 Jul 2008 08:08:35 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Opinion Letters on Compensation Paid by Charities]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=801</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=801</link>
			<description><![CDATA[The Internal Revenue Service now keeps a close eye on charities and social welfare organizations to ensure that their tax-exempt status is not abused.&nbsp; One of the primary factors the IRS examines is the amounts of compensation and benefits provided by these tax-exempt organizations to their key employees. The IRS believes that some officers and other employees may be taking advantage of their influential positions by setting their own compensation at above-market levels.&nbsp; The IRS has begun a wide-spread initiative to find those overpaid individuals.]]></description>
			<pubDate>Thu, 10 Jul 2008 10:33:34 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[FLSA Preempts Duplicative State Law Claims, Fourth Circuit Rules]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=477</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=477</link>
			<description><![CDATA[Ruling that an employee cannot circumvent the federal Fair Labor Standards
Act by pleading causes of action under state common law, the
U.S.&nbsp;4th&nbsp;Circuit Court of Appeals in Richmond rejected an
attempt to invoke North Carolina state laws to obtain relief that is only
available under the FLSA. Anderson, et al. v. Sara Lee Corp., et
al., No. 05-1091 (4th Cir. Nov. 19, 2007). The court, which has
appellate jurisdiction over Virginia, Maryland, North Carolina, South
Carolina and West Virginia, affirmed a district court's dismissal of
several state law claims and remanded the remaining state law claims to
the lower court with instructions to dismiss them without prejudice, to
give the plaintiffs an opportunity to pursue claims under the FLSA.]]></description>
			<pubDate>Wed, 09 Jul 2008 13:28:37 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Associational Discrimination Claims a Growing Concern for Employers]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=476</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=476</link>
			<description><![CDATA[Title VII of the federal Civil Rights Act of 1964 prohibits employers from
discriminating against employees based on race, color, religion, sex or
national origin. Title VII also prohibits discrimination against employees
who have opposed any practice that is an unlawful employment practice under
Title VII, or who have made a charge, testified, assisted or participated
in any manner in an investigation, proceeding or hearing involving an
alleged violation of Title VII. Employers typically know that they may not
take adverse action based on their employees&rsquo; protected
characteristics, and that it is impermissible to retaliate against
employees based on their own protected activity. Two recent cases,
however, demonstrate that Title VII also may provide an employee with the
right to allege discrimination or retaliation based, not only on his or
her own protected characteristics or activity, but on the employee&rsquo;s
association with another individual who comes within a protected
classification or who has engaged in protected activity.]]></description>
			<pubDate>Wed, 09 Jul 2008 13:27:30 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Tortilla Maker Accused of Religious Intolerance Against Muslim Workers]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=639</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=639</link>
			<description><![CDATA[As reported in the Minneapolis Star Tribune on May 28, 2008, a group of Muslim workers allege they were fired by a Mission Foods tortilla factory for refusing to wear uniforms that they say were immodest by Islamic standards. Employers are reminded, by this example, of their obligation to reasonably accommodate religious beliefs and practices.]]></description>
			<pubDate>Mon, 30 Jun 2008 13:10:07 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[I-9 Audits Return, Verification Expands]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=484</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=484</link>
			<description><![CDATA[While promising to continue its strategy to increase raids and prosecutions
of companies it claims have knowingly hired large numbers of unauthorized
workers, U.S. Immigration and Customs Enforcement has signaled a plan to
expand random and targeted audits of employers' I-9 forms that reflect the
employers' federally required efforts to screen out unauthorized workers.
This comes as pressures intensify on many fronts toward electronic
employment verification.]]></description>
			<pubDate>Mon, 30 Jun 2008 13:09:32 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Legislation to Ban Discrimination Based on Genetic Information Passed by Congress]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=474</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=474</link>
			<description><![CDATA[On May 1, 2008, the House of Representatives, by a vote of 414-1, passed
the Genetic Information Nondiscrimination Act, which prohibits
discrimination on the basis of genetic information with respect to health
insurance and employment. The Senate had previously approved the bill,
with a 95-0 vote, on April 24, 2008. President Bush is expected to sign
the bill within the next two weeks.]]></description>
			<pubDate>Mon, 30 Jun 2008 13:09:02 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Request for Coffee Prompts Employee to Sue for Sexual Harassment]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=638</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=638</link>
			<description><![CDATA[Tamara Klopfenstein was a part-time receptionist for National Sales &amp; Supplies for six weeks. During her employment, two vice presidents regularly asked her to bring them coffee. Her job description did not reference coffee service. However, she was told in her job interview that her supervisors did expect her at times to get them coffee. The individuals who held the position of receptionist before Ms. Klopfenstein were required to do so, and they performed the task without objection.]]></description>
			<pubDate>Mon, 30 Jun 2008 13:07:47 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Armored Truck Company Has Ironclad Defense to Disability Claim]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=637</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=637</link>
			<description><![CDATA[Employers frequently experience the following scenario: Employee is suspected of wrongdoing. Employer investigates and decides to terminate Employee. At the eleventh hour, before he is fired, he claims that he is injured and disabled. He files a workers&rsquo; compensation claim. Employer wants to fire Employee, but is concerned about the appearance of discrimination and retaliation. Has the employee trapped the employer?]]></description>
			<pubDate>Mon, 30 Jun 2008 13:06:36 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[State and Federal Regulations of Summer Jobs for Teenagers]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=636</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=636</link>
			<description><![CDATA[Summer is here and many teenagers will be hitting the workforce to earn a few extra dollars. Companies who hire teenagers should be aware that state and federal law restricts the use of minors or &ldquo;child labor.&rdquo; The laws apply to &ldquo;minors.&rdquo; The California Labor Code defines &ldquo;minors&rdquo; as people under the age of 18 who are required to attend school. The definition also includes people under age 18 who are not required to attend school because they are not California residents. The definition also covers any child under the age of six.]]></description>
			<pubDate>Mon, 30 Jun 2008 13:05:08 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[DOL Opinion Highlights Need For Accurate Record Keeping Under FLSA]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=634</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=634</link>
			<description><![CDATA[On May 15, 2008 the Department of Labor (&ldquo;DOL&rdquo;) issued an opinion in response to an inquiry concerning an employer&rsquo;s break and meal policy under the Fair Labor Standards Act (&ldquo;FLSA&rdquo;).  In addition to other areas of inquiry, the DOL responded to the question of what happens when an employee fails to take a meal break or other allotted break during the day.  In some instances, the employee&rsquo;s refusal to take the allotted break is in violation of a company policy stating that employees must take all such breaks during the work day.  Issues raised by this problem include: whether the employee is entitled to additional straight time if the hours worked in a given workweek do not exceed 40; whether the employee is entitled to overtime if the hours exceed 40 in a given workweek despite the employee&rsquo;s violation of company policy; and, what is the role of FLSA&rsquo;s recordkeeping requirement for employers in such situations?]]></description>
			<pubDate>Tue, 24 Jun 2008 08:15:45 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Evolution Of Social Networks Into Virtual Organizations]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=626</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=626</link>
			<description><![CDATA[Although modern social networks such as MySpace.com, FaceBook.com, Orkutt, LinkedIn, and XING are enjoying a great deal of notoriety and success these days due to their popularity with--and wild embrace by--today's youth and the business community, their roots can be directly traced to Classmates.com and SixDegrees.com, both of which were formed in 1995 and 1997 respectively.&nbsp; In other words, it took 13 years for modern social networks to finally reach their peak--become ascendant-instead of some spontaneous explosion in popularity.&nbsp; Therefore, contrary to the idea that this is some sort of new Web 2.0 phenomena, this ascendant position most resembles the supernova stage of social networks and the beginning or emergence of a new phenomena.&nbsp;]]></description>
			<pubDate>Fri, 20 Jun 2008 15:04:02 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Is There A Doctor in the House?]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=475</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=475</link>
			<description><![CDATA[Fifty years ago, a sick or injured worker in a manufacturing plant did not
have to leave work to get health care &ndash; the worker simply went to
the plant clinic and saw the company doctor.&nbsp;Today, the idea of the
company clinic is making a come back, but with a new emphasis on wellness
and prevention.]]></description>
			<pubDate>Wed, 18 Jun 2008 10:36:15 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Existing Shift Rotation and Swap Policy for Title VII Religious Accommodation May Be Insufficient]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=473</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=473</link>
			<description><![CDATA[An employer's existing shift-rotation system and voluntary shift-swappolicy alone may not constitute a reasonable accommodation for employeesasserting they are unable to work on certain days due to their religiousbeliefs, the U.S. District Court for the Western District of Pennsylvaniahas found in denying summary judgment for the employer under the federalCivil Rights Act of 1964.&nbsp; EEOC v. Aldi, Inc., No. 06-01210(W.D. Pa. Mar. 28, 2008).]]></description>
			<pubDate>Wed, 18 Jun 2008 10:34:08 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[To Avoid Becoming EEOC Statistic, Plan Ahead]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=472</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=472</link>
			<description><![CDATA[The economic woes dominating the headlines provide plenty of toughissues for employers. The federal Equal Employment Opportunity Commissionhas added one more item for concern &ndash; the level of discriminationcharges. Private-sector discrimination charge filings with the EEOCjumped 9 percent&nbsp;in the last fiscal year (2007), the largest annualincrease since the early 1990s. The total number of charges, just fewerthan 83,000, represents the largest number of charges filed since1992.]]></description>
			<pubDate>Thu, 12 Jun 2008 09:53:58 CDT</pubDate>
		</item>
		<item>
			<title><![CDATA[Intermittent Leave Under the FMLA]]></title>
			<guid>http://www.hrresource.com/articles/view.php?article_id=486</guid>
			<link>http://www.hrresource.com/articles/view.php?article_id=486</link>
			<description><![CDATA[In some situations, FMLA leave may be&nbsp;requested in&nbsp;short increments of&nbsp;time such as&nbsp;partial day absences from work, reduced leave schedules, or absences from the work station in small increments of time.&nbsp; When intermittent leave involves the serious medical condition of the employee or of an immediate family member of the employee,&nbsp;and the FMLA&rsquo;s requirements are met, the employer may be required to honor such requests for intermittent leave.&nbsp;&nbsp;&nbsp;]]><