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		<title>HR Resource </title>
		<link>http://www.hrresource.com/</link>
		<description></description>
		<language>en-us</language>
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		<webMaster>webmaster@hrresource.com (Webmaster)</webMaster>
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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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			<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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			<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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			<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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			<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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			<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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			<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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			<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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			<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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			<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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			<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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			<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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			<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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			<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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			<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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			<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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			<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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			<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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			<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>
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		<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>
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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=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>
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		<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>
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		<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>
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		<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>
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		<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>
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		<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>
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		<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>
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		<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>
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		<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>
		</item>
		<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>
		</item>
		<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>
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		<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>
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		<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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			<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>
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		<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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		<item>
			<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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		<item>
			<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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		<item>
			<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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		<item>
			<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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		<item>
			<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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		<item>
			<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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		<item>
			<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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		<item>
			<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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		<item>
			<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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		<item>
			<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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		<item>
			<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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		<item>
			<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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		<item>
			<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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		<item>
			<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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		<item>
			<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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		<item>
			<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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		<item>
			<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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		<item>
			<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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		<item>
			<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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		<item>
			<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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		<item>
			<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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		<item>
			<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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		<item>
			<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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		<item>
			<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>
		</item>
		<item>
			<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>
		</item>
		<item>
			<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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		<item>
			<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>
		</item>
		<item>
			<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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		<item>
			<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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		<item>
			<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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		<item>
			<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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		<item>
			<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>
		</item>
		<item>
			<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>
		</item>
		<item>
			<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>
		</item>
		<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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			<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>
		</item>
		<item>
			<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 Buddy Baker]]></title>
			<guid>http://www.hrresource.com/blog/buddybaker/</guid>
			<link>http://www.hrresource.com/blog/buddybaker/</link>
			<description><![CDATA[Walter (Buddy) Baker has over 30 years of experience in international trade finance. In September 2005 he joined Atradius Trade Credit Insurance, where he is responsible for assisting exporters and banks with structuring financing for export receivables.  Headquartered in the Netherlands, Atradius is the second largest credit insurer in the world, covering over $600 billion in world trade each year.  Prior to Atradius, Buddys career was on the banking side, most recently including 10 years with ABN AMRO Bank as Global Head of Technical Trade Advisory/Compliance.

Buddy is a recognized expert in trade finance and author of numerous magazine articles and the books Users Handbook for Documentary Credits under UCP 600, Documentary Payments & Short-Term Trade Finance, and The Regulatory Environment of Letters of Credit and Trade Finance.  He makes frequent presentations for national associations of exporters, importers, bankers, and lawyers.  Despite his move from banking to insurance, Buddy continues to serve as a member-at-large of the National Letter of Credit Committee of the International Financial Services Association and to be actively involved in establishing national and worldwide standard practices for L/Cs, such as the latest revision of the Uniform Customs and Practice for Documentary Credits (referred to as ?UCP600?), the official ICC guide for examining letter of credit documents, called the International Standard Banking Practices for the Examination of Documents under Letters of Credit (?ISBP?), the recent ?eUCP? supplement to the UCP, dealing with electronic documents, the International Standby Practices (?ISP98?), and Article 5 of the Uniform Commercial Code.  He acts as an advisor to the Wolfsberg Group, an international group that includes most of the largest banks in the world whose purpose is to set standards for combating money laundering, and to the Institute for International Banking Law and Practice.  He has also served on the Board of Directors of the FCIB, a multinational association of export credit managers.

Buddy received his undergraduate degree from Yale University and his MBA from Northwestern.  He can be contacted at buddy.baker@atradius.com.]]></description>
			<pubDate>Wed, 03 Sep 2008 08:54:14 CDT</pubDate>
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			<title><![CDATA[New Blog Author Richard Pennington]]></title>
			<guid>http://www.hrresource.com/blog/richardpennington/</guid>
			<link>http://www.hrresource.com/blog/richardpennington/</link>
			<description><![CDATA[Richard Pennington, is Of Counsel in the Denver Government Contracts Practice Group of McKenna Long & Aldridge LLP.  His law practice focuses on the federal, state, and local procurement environments.  Richard previously served as the Colorado State Purchasing Director and, later, director of the Division of Finance and Procurement, Colorado Department of Personnel & Administration.  The division included the office of the State Controller, State Purchasing Office, State Buildings and Real Estate Programs, and Central Collection Services.  He received the 2005 Manager of the Year Award from the Colorado State Managers Association.  Previously, Richard served with the state of Colorado as assistant attorney general, specializing in procurement and fiscal law, construction law and litigation, and bid protest litigation.  Richard remains an honorary member of the National Association of State Procurement Officials and received the NASPO Presidents Award in 2007.  Richard is a retired Air Force Colonel; he began his career as a B-52 pilot and ended it as an Air Force judge advocate, specializing in government contract law.  He was a distinguished graduate from the United States Air Force Academy with a B.S. in Engineering Mechanics, received his law degree from the University of Denver (Order of St. Ives), and has a Master of Laws degree in government procurement law from The George Washington University.  He is a Certified Purchasing Manager (C.P.M., Institute of Supply Management) and a Certified Public Procurement Officer (CPPO, Universal Public Procurement Certification Council).  Richard has  taught, presented, and written about public procurement, contract negotiation, UCC, intellectual property management, legal issues in project-based management, and organizational development (www.scopevision.net).]]></description>
			<pubDate>Tue, 26 Aug 2008 07:28:04 CDT</pubDate>
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		<item>
			<title><![CDATA[New Blog Author Scott Gregory]]></title>
			<guid>http://www.hrresource.com/blog/scottgregory/</guid>
			<link>http://www.hrresource.com/blog/scottgregory/</link>
			<description><![CDATA[Scott Gregory is a QuickBooks Specialist, QuickBooks Enterprise Specialist and CPA. He has been helping businesses gain a better understanding of QuickBooks software and improve their accounting systems for over twenty years. Scott has trained hundreds of QuickBooks users as an instructor at his local community college. Prior to forming Bottom Line Accounting Solutions, Scott was the CFO for a manufacturing company, with direct oversight of the accounting, IT, inventory control, purchasing and HR departments. Contact Scott today at www.BetterBottomLine.com.]]></description>
			<pubDate>Fri, 22 Aug 2008 07:43:30 CDT</pubDate>
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		<item>
			<title><![CDATA[New Blog Author Bob Faulhaber]]></title>
			<guid>http://www.hrresource.com/blog/bobfaulhaber/</guid>
			<link>http://www.hrresource.com/blog/bobfaulhaber/</link>
			<description><![CDATA[Bob is one of three principals with AEI, Architects Engineers and Planners.  He serves as vice-president responsible for firm management, planning and business development.  A registered professional engineer, Bob serves as principal in charge of AEIs civil engineering projects including commercial site development, infrastructure improvements and residential subdivision design.  As a civil engineer Bob incorporates Low Impact Development (LID) design strategies into all of his site and subdivision designs and focuses on working with the natural features of a site rather than against it.  

Bob also heads up AEIs sustainability efforts and is involved with implementing green design strategies into all of AEIs projects.  He is a LEED Accredited Professional and a local and national member of The United States Green Building Council (USGBC).  In his efforts to educate other design professionals and the public, Bob has authored numerous articles and regularly gives presentations on sustainable or green design.  He is also actively engaged with public officials in an effort to educate them about the advantages of sustainable design.  ]]></description>
			<pubDate>Fri, 08 Aug 2008 11:55:17 CDT</pubDate>
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		<item>
			<title><![CDATA[New Blog Author Michael Clark]]></title>
			<guid>http://www.hrresource.com/blog/michaelclark/</guid>
			<link>http://www.hrresource.com/blog/michaelclark/</link>
			<description><![CDATA[Michael E. Clark, a former federal prosecutor, has extensive trial experience in business and professional matters. He serves as an Adjunct Professor of Law, as a faculty instructor for NITA, is widely published, and speaks regularly on issues of importance to businesses and professionals. Within the ABA, he serves on the Standing Committee on Publishing Oversight; is the outgoing chair of the Business Law Sections White Collar Crimes Committee (and an Editorial Board member of The Business Lawyer); serves on the Governing Council for the Health Law Section and is the outgoing chair of its Publications Committee; and serves on the Planning Committee for the National Institute on Securities Fraud.  Mr. Clark is a Fellow of the American Bar Foundation and he developed and serves as the Editor-in-Chief of a treatise published in 2007 by BNA and the ABA Health Law Section about pharmaceutical law.  Mr. Clark has been Board Certified in Criminal Law by the Texas Board of Legal Specialization and the National Board of Trial Advocacy since the late 1980's.  

Houston's Top Lawyers for 2008 (H Texas Magazine); NITA Faculty (National Institute of Trial Advocacy, 2006); Fellow, American Bar Foundation (2005); LL.M. (Health Law) (University of Houston Law Center, 2000) Attorney General's Director's Award (U.S. Department of Justice, 1996) LL.M. (Taxation) (University of Houston Law Center, 1996)
Special Licenses/Certifications: Board Certified, Criminal Trial Advocate (National Board of Trial Advocacy, 1989); Board Certified, Criminal Law Specialist (Texas Board of Legal Specialization, 1988)
 
Bar/Professional Activity: Member, Standing Committe on Publishing Oversight (American Bar Association, 2007); Governing Council, ABA Health Law Section (2007); Former Co-chair, South Texas Region, White Collar Crimes Committee, ABA Criminal Justice Section (2007-2008); Former Chair, White Collar Crimes Committee, ABA Section of Business Law (2005-2008); Former Chair, Publications Committee, ABA Health Law Section (2005-2008); Advisory Board, University of Houston Law Center, Criminal Justice Institute (2005)
 
Pro bono/Community Service: Adjunct Faculty, University of Houston Law Center, Intersession Course: Taking and Defending Depositions, 2008
 
Scholarly Lectures and Writings: Author, Bribes, Creative Accounting Don't Cut It in International Business, Houston Business Journal (2008); Panelist, Webinar: Federal Sentencing Update After Kimbrough vs. The US, ALI-ABA; State Bar of Texas, 2008, Author, Health Care Fraud Redux, Business Crimes Bulletin, 2008, Speaker, Webinar: Pharmaceutical Payments and Generic Competition: Recent FTC Litigation and What Can be Done to Avoid Liability?, BNA LegalEdge, Life Sciences, 2008, Author, Evaluating and Minimizing the FCPA Risks when Conducting Business in Emerging Markets, The Practical Lawyer, ALI-ABA (April 2008), 2008, Editor-in-Chief, Pharmaceutical Law: Regulation of Research, Development, and Marketing (BNA/ABA Health Law Section) is an 800+ page treatise that addresses the fraud-and-abuse risks unique to this submarket of the health care industry; off-label marketing-selling of a drug for a purpose other than its intended use; and other hot risks areas facing this industry--including the potential for antitrust, securities law, and other compliance problems, Pharmaceutical Law: Regulation of Research, Development, and Marketing, 2007, Author, Evaluating and Minimizing the Research Misconduct Risks, CCH Health Care Compliance Letter, 2007, Author, Complying with The FCPA in Emerging Markets after SOX, Business Crimes Bulletin, 2007, Chapter Author, Antitrust and Intellectual Law Issues for Pharmaceutical Companies, PHARMACEUTICAL LAW: REGULATION OF RESEARCH, DEVELOPMENT, AND MARKETING, 2007, Chapter Author, Securities Law Issues and Disclosure Considerations for Pharmaceutical Companies, PHARMACEUTICAL LAW: REGULATION OF RESEARCH, DEVELOPMENT, AND MARKETING, 2007, Moderator, Foreign Corrupt Practice Act Issues in Emerging Markets: How to Evaluate and Minimize the Risks, ABA Section of Business Law, ABA Annual Meeting, 2007, Member, Institute Planning Committee / Moderator, Perspective and Proportion: Keeping Civil and Regulatory Matters out of Criminal Court, ABA's Second Annual National Securities Fraud Conference, 2007, Panelist, Trade Secrets and Confidential Business Information, ABA's First National Institute on Computing and the Law, 2007, Author, Stock Option Trading-Where Were the Lawyers and Auditors?, Business Crimes Bulletin, 2006, Author, A Step Forward in Recognition of Compliance Efforts: The SECs January 2006 Statement Concerning Financial Penalties, CCH Health Care Compliance Letter, 2006, Chapter Author, The Growing Importance of Securities Regulation for Publicly Traded Entities in the Post Sarbanes-Oxley Marketplace, 2006 HEALTH LAW and COMPLIANCE UPDATE (Aspen Publishers), 2006, Author, Patient Euthanasia After Hurricane Katrina -- The Government's Role, The Health Lawyer, 2006, Member, Institute Planning Committee / Moderator, Internal Investigations, ABA's First National Securities Fraud Institute, 2006, Moderator, Managing Parallel Proceedings in Securities Investigations, ABA Section of Business Law, Spring Meeting, 2006, Presenter, Current Update & Critical Developments in Anti-Fraud & Abuse/Stark & Physician Ventures, Virginia Bar Association's Second Annual Virginia Health Care Practitioners' Roundtable, 2006, Co-author, Corporate Cooperation in the Face of Investigations, The Health Lawyer, 2005, Author, Statements During Negotiations as Evidence in a Criminal Trial, Business Crimes Bulletin, 2005, Author, The New Advisory Role of Federal Sentencing Guidelines after Booker-FanFan, CCH Health Care Compliance Letter, 2005, Author, Daubert Motions in Business Crimes Cases, Business Crimes Bulletin, 2005, Chapter Author, Antitrust and Managed Care, MANAGED CARE LITIGATION (BNA/ABA Health Law Section), 2005, Panelist, Managing Complex Litigation, ABA & AHLA's Antitrust in Healthcare Seminar, 2005, Panelist, The Erosion of Attorney-Client Privilege: Is there Anything Left to Protect?, ACI's 3rd Annual Corporate Counsel's Guide to Conducting and Managing Internal & External Investigations, 2005, Panelist, Regulatory Inquiries: Is There an Alternative to Cooperation?, ABA Section of Business Law, ABA Annual Meeting, 2005, Moderator, Handling Complex Litigation Involving the Healthcare Industry, ABA Health Law Section's Sixth Annual Conference on Emerging Issues in Healthcare Law, 2005, Institute Chair, Internal Investigations, CLE International's Internal Investigations Seminar, 2005, Chapter Author, 2005 HEALTH LAW and COMPLIANCE UPDATE (Aspen Publishers), 2005, Author, Hamstrung or Properly Calibrated: Federalism and the Appropriate Role of Government in the Post-Sarbanes-Oxley World, International Journal of Disclosure and Governance, 2004, Author, Prosecuting Energy Trading Fraud Under the CEA, Business Crimes Bulletin, 2004, Panelist, Liability of Accountants: The Aftermath of Enron, The 22nd Cambridge International Symposium on Economic Crime, 2004, Moderator, Federal Sentencing Guidelines and Criminal and Civil Damages, ABA's 14th Annual National Institute on Health Care Fraud, 2004, Panelist, Protecting the Company During Securities Investigations, ACI's The Corporate Counsel's Guide to Internal and External Investigations, 2004, Panelist, Placing Bankers on the Front Line, The 22nd Cambridge International Symposium on Economic Crime, 2004, Moderator, A 12-Step Program for Effective Corporate Compliance and Corporate Governance in the Post-Sarbanes-Oxley World, ABA Section of Business Law, Spring Meeting, 2004, Moderator, Trends in the Use of the False Claims Act Against the Healthcare Industry - Innovative Theories or Overreaching?, ABA Health Law Section's Fifth Annual Conference on Emerging Issues in Healthcare Law, 2004, Author, Steering a Course Between Antitrust and Patent Laws: Generic Drugs and Patent Fraud, BNA's Pharmaceutical & Medical Device Law Bulletin, 2003, Chapter Author, Legal Issues in Clinical Trials, 2003 HEALTH LAW and COMPLIANCE UPDATE (Aspen Publishers), 2003, Moderator, Fundamentals of White Collar Crime and Practice, ABA's 13th Annual National Institute on Health Care Fraud, 2003, Panelist, Implications of the Sarbanes-Oxley Act for Internal Investigations, Corporate Compliance, and Covenants not to Compete, Institute for Law & Technology's 41st Annual Program on Intellectual Property Law, 2003, Moderator, Criminal Securities Enforcement in the New Era: Simple Designs to Use for Living Well in Today's Environment, ABA Business Law Section, ABA Annual Meeting, 2003, Panel Moderator, Sarbanes-Oxley: The First Eight Months, ABA Section of Business Law's Spring Meeting, 2003, Author, Science Panels and Improving how Courts Address Expert Evidence: Seeing Both Sides, ALM's Medical Malpractice Law & Strategy, Health Care, 2002, Author, Clinical Research and the False Claims Act: The Next Wave of Enforcement Emphasis?, BNA's Medical Research Law & Policy, 2002, Whether the False Claims Act is a Proper Legal Tool for the Government to use for Improving the Quality of Care in Long-Term Care Facilities, The Health Lawyer, 2002, Moderator, Fundamentals of White Collar Crime and Practice, ABA's 12th Annual National Institute on Health Care Fraud, 2002, Panelist, Keeping the Government Outside the Boardroom, ABA Business Law Section, ABA Annual Meeting, 2002, Panelist, Understanding the Characteristics of Global Crime, International Summit on Cyber Crimes, 2001, Panelist, Criminal Enforcement Steps into the Boardroom (An ABA Presidential Showcase Program), ABA Business Law Section, Annual Meeting, 2001, Panel Moderator, Grand Jury Investigations, ABA's 9th Annual National Institute on Health Care Fraud, 1999, Panelist, Crime and the Business Lawyer: The Loss of Innocence - How to Avoid Indictment in Kansas City and Elsewhere, ABA Business Law Section, Annual Meeting, 1999, Panelist, Using the Internet in Health Law Practice, Annual Conference (State Bar of Texas), Practical Computing Course, 1999, Author, Nothing to Hyde? The Flood of Wrongful Recovery Suits has not Materialized, Criminal Justice, 1999, Panelist, Crime and Medicine: Today and Tomorrow, ABA Business Law Section, Annual Meeting, 1998, Presenter, Swimming in Stark-infested Waters while Focusing on Practicing Good Medicine, Texas Society of Internal Medicine & Texas Academy Chapter of American College of Physicians (Annual Meeting), 1998, Panelist, Crime and Medicine: What Health Care Providers Never Learned in School, and What You Need to Teach Them, ABA Business Law Section, Annual Meeting, 1997, Panel Moderator, Federal Sentencing Law: A Guide to the Guidelines, Federal Sentencing Law (State Bar of Texas / U.S. Sentencing Commission), 1997, Panelist, DOJ's Bankruptcy Fraud Initiative, Parallel Procedures and Forfeiture Issues, National Association of Attorney Generals (Annual Meeting), 1996, Panelist, Everything You Always Wanted to Know about Law Enforcement but Were Afraid to Ask, National Health Care Anti-Fraud Association (Annual Meeting), 1996, Author, A Prosecutor's Postmortem: How Two Companies Fared as Criminal Targets, ALM's Corporate Counsellor, 1996
 
Other Outstanding Achievements: Adjunct Professor, Food and Drug Law; Antitrust & Health Law, Health Law & Policy Institute, University of Houston Law Center; Adjunct Professor, Civil Trial Advocacy; Criminal Trial Advocacy, University of Houston Law Center; Faculty, NITA Southern Regional Program (SMU); Faculty, NITA Deposition Program (University of Houston Law Center)]]></description>
			<pubDate>Fri, 08 Aug 2008 10:00:07 CDT</pubDate>
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		<item>
			<title><![CDATA[New Blog Author Jonathan Nirenberg]]></title>
			<guid>http://www.hrresource.com/blog/jonathannirenberg/</guid>
			<link>http://www.hrresource.com/blog/jonathannirenberg/</link>
			<description><![CDATA[Jonathan I. Nirenberg has dedicated his career to representing employees in discrimination and employment cases in New Jersey and New York since he graduated from Cornell Law School. He has extensive experience in writing and arguing appeals and has participated in several recent landmark decisions, including Zive v. Stanley Roberts, Inc. and Myers v. AT&T, two disability discrimination case which made it easier for New Jersey employees to have their discrimination cases resolved by juries, as well as Padilla v. Berkeley Educational Services of New Jersey, Inc., Brennan v. Norton and Muller v. Exxon Research and Engineering.

Prior to co-founding the firm of Resnick Nirenberg & Siegler  (now Resnick Nirenberg & Cash) in 2006, Mr. Nirenberg was a Partner with Deutsch Resnick, P.A. Mr. Nirenberg is the author of the articles When Does the Employer Have the Burden of Proof? (New Jersey Law Journal, March 17, 2008), Are Some Employees Entitled to More than 12 Weeks of Pregnancy Leave Under State and Federal Law (New Jersey Labor and Employment Law Quarterly, Spring 2002) and When Is an Employer's Failure to Provide Notice of FMLA Rights or Designate FMLA Leave Actionable? (New Jersey Law Journal, March 29, 2004).

Mr. Nirenberg is also a member of the International Network of Boutique Law Firms, an organization of highly credentialed boutique law firms that have been hand selected as outstanding in their respective fields of law, as well as the National Employment Lawyers Association (NELA) and the National Employment Lawyers Association of New Jersey (NELA-NJ).]]></description>
			<pubDate>Mon, 04 Aug 2008 16:19:13 CDT</pubDate>
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		<item>
			<title><![CDATA[New Blog Author Valerie Bailey-Rihn]]></title>
			<guid>http://www.hrresource.com/blog/valeriebailey-rihn/</guid>
			<link>http://www.hrresource.com/blog/valeriebailey-rihn/</link>
			<description><![CDATA[Professional Experience 
Valerie Bailey-Rihn, a partner in the Madison office, concentrates her practice in the areas of commercial and business litigation, ERISA litigation, consumer litigation arising under federal and state regulations, and creditors rights/bankruptcy. Ms. Bailey-Rihns recent experience includes: 
1. Oral arguments to the Wisconsin Supreme Court and Seventh Circuit.

2. Significant experience in shareholder/partner disputes.

3. Representation of entities in Unfair Sales Act litigation. 


4. Representation of companies in connection with the Wisconsin Fair Dealership Act including a trial in the District Court for the Western District of Wisconsin.

5. Successful representation of a company seeking damages in excess of several million dollars as a result of a dispute involving pharmacy network services.

6. Defending a defendant in a temporary injunction hearing involving a non-compete agreement and representing a plaintiff in a TRO hearing regarding an easement matter.

7. Representing sellers in litigation involving business sales.

8. Several oral arguments in front of the Seventh Circuit involving ERISA issues.

9. Representing preference defendants in a significant preference action involving a large retail grocery chain. 


10. Representation of a significant stakeholder in the U.S. Airways and Kmart bankruptcies and in restructuring obligations in connection with a possible bankruptcy.]]></description>
			<pubDate>Wed, 30 Jul 2008 12:24:18 CDT</pubDate>
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		<item>
			<title><![CDATA[New Blog Author Dean Phillips]]></title>
			<guid>http://www.hrresource.com/blog/deanphillips/</guid>
			<link>http://www.hrresource.com/blog/deanphillips/</link>
			<description><![CDATA[Dean Phillips counsels private and municipal corporations on some of the biggest construction and transportation projects in the Portland area. His work includes major light rail initiatives and airport terminal expansion, as well as school district bonded remodeling. Dean provides counsel and arbitration and litigation assistance in a wide range of construction issues, including construction claims, design-bid-build and fast track arrangements, eminent domain and relocation issues, construction defects, and government contracting matters.

Recent Articles
Co-author, ?Legislature sends builders back to school,? The Daily Journal of Commerce, August 23, 2007 
Co-author, ?Legislative changes sweep up chimney workers, more,? The Daily Journal of Commerce, August 24, 2007 
Author, ?Home resell industry spurs host of myths,? The Daily Journal of Commerce,
June 28, 2007 
Author, ?Construction managers can help - in most cases,? The Daily Journal of Commerce,
June 22, 2006 
Author, ?Construction defect claims leave water, water everywhere,? The Daily Journal of Commerce, Jan. 26, 2006]]></description>
			<pubDate>Wed, 30 Jul 2008 12:04:11 CDT</pubDate>
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			<title><![CDATA[New Blog Author Victoria Pynchon]]></title>
			<guid>http://www.hrresource.com/blog/victoriapynchon/</guid>
			<link>http://www.hrresource.com/blog/victoriapynchon/</link>
			<description><![CDATA[After a 25-year career in complex commercial litigation and trial work, Victoria Pynchon, author of the Settle It Now Negotiation Blog and founder of the IP ADR Blog, became a full-time attorney-mediator.  Ms. Pynchon received her LL.M. in Conflict Resolution from the prestigious Straus Institute and her law degree, Order of the Coif, from University of California at Davis King Hall School of Law .    

Ms. Pynchon mediates the same type of complex commercial case she litigated for more than a quarter century with such firms as the Philadelphia-based Pepper, Hamilton; the Los Angeles-based Buchalter, Nemer and the San Francisco-based Hancock, Rothert & Bunshoft (recently merged with Duane Morris)  She is a neutral for the Southern California ADR firm, Judicate West  and serves as a mediator on her own specialty ADR panel, Settle It Now Dispute Resolution Services.      

Ms. Pynchon's broad buisness background gives her commercial mediation practice unusual depth in industry practices, management and finance.  She spent her commercial litigation career litigating "bet the company" antitrust, unfair competition, intellectual property and insurance coverage actions.  She has also prosecuted and defended nationwide consumer class actions and litigated securities fraud and professional liability actions.  Her clients have been in the garment and import-export industries, as well as in the health care, entertainment, banking and finance, manufacturing and insurance industries. 

Ms. Pynchon's credentials include extensive academic and practical teaching experience at the undergraduate, graduate and post-graduate levels, including more than a dozen years of teaching experience with the National Institute of Trial Advocacy.

Since commencing a full-time neutral practice, Ms. Pynchon has taught negotiation skills at the Summer Entrepreneurship Institute, Anderson School of Management, U.C.L.A., at the Straus Institute as an Adjunct Faculty member and as a guest lecturer at the University of Southern California School of Law.  

Ms. Pynchon has given her continuing education Negotiation Seminar to prominent international law firms located in the greater Los Angeles area, including O'Melveny & Myers; Mayer, Brown & Platt; Katten, Muchin; Squire, Sanders & Dempsey; Musick, Peller; Heller, Ehrman, Rutan and Tucker, among others. 

Ms. Pynchon has published widely in the field of dispute resolution in both the academic and professional press.  She is a frequent contributor to and columnist (the Human Factor) for The Complete Lawyer and a Featured Blogger at Mediate.com.  

Ms. Pynchon was recently appointed to the California State Bar's Standing Committee on Alternative Dispute Resolution.   Her term in office begins at the end of September 2008 and will continue through September of 2010.

Ms. Pynchon blogs here at writes about Intellectual Property ADR issues at the IP ADR Blog, which she maintains with her colleagues at IP ADR Services. 

Some of her recent professional publications include:

Why Lawyers are Unhappy, The Complete Lawyer, Vol. IV, Issue One 

Take Steps to Ensure that Mediated Settlement Agreements Can Be Enforced (with Deborah Rothman) The Los Angeles Daily Journal, October 20, 2006, reprinted at Mediate.com

Ten Settlement Conference Traps for the Unwary, Douglas County Bar Association Newsletter, November 2006

Some of her recent professional presentations include:

Settlement Techniques that Give You the Winning Edge, Pincus Professional Education Seminars, Los Angeles, November 13, 2007 (soon to be available as a home study course). 

IP Litigation and Dispute Resolution Conference Conference: IP ADR in the USA: Big Ideas and Fresh Perspectives, London, England, October 2007. 

ALFA Annual 2007 Labor and Employment Seminar: Point-Counterpoint: the Pros and Cons of ADR with DHL Senior Legal Counsel Joshua Frank and San Diego Employment Litigator James M. Peterson, October 2007 Half Moon Bay, California. 

Ms. Pynchon's short fiction, literary non-fiction and poetry has been extensively published in the small University Press.]]></description>
			<pubDate>Wed, 30 Jul 2008 11:36:33 CDT</pubDate>
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		<item>
			<title><![CDATA[New Blog Author Steve Kaplan]]></title>
			<guid>http://www.hrresource.com/blog/stevekaplan/</guid>
			<link>http://www.hrresource.com/blog/stevekaplan/</link>
			<description><![CDATA[Steven B. Kaplan is a principal in the Hartford law firm of Michelson, Kane, Royster & Barger, P.C., where he practices in construction and surety matters, and civil litigation. He received his J.D. degree from the University of Connecticut School of Law, where he was editor in chief of the Connecticut Law Review. He received an M.A. degree from the University of Massachusetts and a B.A. degree from Columbia University. Mr. Kaplan has taught ?Law of Public Construction Contracts? at the University of Connecticut School of Law, and he also teaches graduate and undergraduate courses in ?Construction Law? and ?Construction Documents? at Central Connecticut State University for the Program in Construction Management. Mr. Kaplan is a member of the American Bar Association Forum Committee on Construction Law and the ABA Surety/Fidelity Law Section, as well as a founding member and vice president of the Connecticut Bar Association Executive Committee on Construction Law. He is a member of the board of directors of the Hartford County Bar Association, as well as co-chairman of the HCBA Technology and Intellectual Property Committee. He also is a panel member of the American Arbitration Association (arbitrator and mediator for construction and commercial disputes) and a member of the AAA Advisory Board for Connecticut, as well as a panel member for American Dispute Resolution Center and Dispute Resolution, Inc. Mr. Kaplan is a frequent lecturer and has authored numerous texts and articles on construction law issues. ]]></description>
			<pubDate>Fri, 25 Jul 2008 13:36:35 CDT</pubDate>
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		<item>
			<title><![CDATA[New Blog Author Brandon Alexander]]></title>
			<guid>http://www.hrresource.com/blog/brandonalexander/</guid>
			<link>http://www.hrresource.com/blog/brandonalexander/</link>
			<description><![CDATA[Brandon Alexander is responsible for oversight of various company marketing materials including brochures, advertisements and postcard mailers. In addition, Alexander is responsible for collection and distribution of marketing data. 

Mr. Alexander joined Modtech? in September 2005 as Strategic Marketing Analyst. During his time with Modtech, Alexander has been personally involved with the marketing and promotion of one of the first green classrooms built using Off-Site Construction. As part of this effort, it was necessary to learn technical details of the building and convert into customer benefits.  Prior to Modtech, Alexander was Marketing Manager for a national recreational vehicle manufacturer. Alexander has approximately 10 years of experience in marketing and has 8 years of experience in the construction/manufacturing field. He holds Bachelor of Science and Master of Business Administration degrees from the University of California, Riverside.]]></description>
			<pubDate>Fri, 25 Jul 2008 13:20:17 CDT</pubDate>
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		<item>
			<title><![CDATA[New Blog Author Michael Murphy]]></title>
			<guid>http://www.hrresource.com/blog/michaelmurphy/</guid>
			<link>http://www.hrresource.com/blog/michaelmurphy/</link>
			<description><![CDATA[Michael K. Murphy, LEED AP, was an elected member of the board of directors for the Detroit Regional Chapter of
USGBC. Mr. Murphys background includes over $300 million in construction of industrial, commercial, educational and
health care projects. As a member of Turners Michigan Green Team, Mr. Murphy supported the construction of Turners
green projects, including: the Blue Cross/Blue Shield Parking Deck (Certified); Haworth, Inc. Corporate Headquarters
(Gold); Harper Woods Library (Silver); Metropolitan Hospital (Gold); and Henry Ford West Bloomfield Hospital (Silver).
His current assignment is manager of engineering for Turner Construction Company in Salem, Oregon. He is working on
a ?green? Patient Care Tower at the Salem Hospital campus, which is seeking certification under the Green Guide for
Health Care (GGHC) rating program.]]></description>
			<pubDate>Thu, 17 Jul 2008 08:05:10 CDT</pubDate>
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		<item>
			<title><![CDATA[New Blog Author Paul Josephson]]></title>
			<guid>http://www.hrresource.com/blog/pauljosephson/</guid>
			<link>http://www.hrresource.com/blog/pauljosephson/</link>
			<description><![CDATA[Paul P. Josephson is a partner of Hill Wallack LLP. He is partner-in-charge of the firms Regulatory & Government Affairs and Gaming Law Practice Groups.

Mr. Josephson concentrates his practice in Regulatory Law, with a focus on Redevelopment, Gaming, Government Procurement, Complex Civil Litigation, Election and Campaign Finance, Government Ethics and corporate compliance issues.

An accomplished commercial and administrative litigator, he has represented many national and state corporations in legal disputes and advised numerous State agencies on licensing, enforcement, procurement and real estate development and redevelopment matters. He is also experienced in all aspects of the gaming industry, including casino, horse racing, lottery and Internet issues. He has also published numerous articles on gaming and ethic law. He spearheaded the historic merger of the New Jersey Turnpike and Garden State Parkway and the successful effort to fix EZ Pass. Mr. Josephson has also served as counsel to numerous Senate, House and Gubernatorial candidates, including Governor Jon S. Corzine, and has represented many of New Jersey's other top elected officials. Mr. Josephson was listed in the top tier of PoliticsNJ.com's list of most influential attorneys in New Jersey for 2002 and 2004, and recognized for distinguished legislative service by the New Jersey State Bar Association. 

Prior to joining Hill Wallack, Mr. Josephson served Chief Counsel to the Governor and as Chief of Authorities, representing the Governor on more than 50 bi-state and state authorities including the Port Authority of New York and New Jersey, New Jersey Transit, the Casino Control Commission, the State Ethics Commission and the State House Commission. He later served as Assistant Attorney General and Director of the Division of Law within the New Jersey Department of Law and Public Safety. In that capacity, he managed a 550-attorney division responsible for all civil representation of the State of New Jersey.

Mr. Josephson is a 1987 graduate of the University of Michigan, from which he graduated with a B.A. degree in Political Science and served as Student Body President. He is a 1990 honors graduate of George Washington University Law School. 

Mr. Josephson is admitted to 