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View from the Ridge: The Future - a day at a time  | View from the Ridge | June, 2009 - Vol 3, Issue 5 | | | | In this Issue | | | | | Related Links | | | | | | | Dear Friend, | | | To quote Abraham Lincoln, "The best thing about the future is that it only comes one day at a time." Bombarded with frequently conflicting and disturbing news, we continue to seek answers to the issues of the day. While the economy seems to be improving slightly, many people remain unemployed or under-employed, and companies continue with strong cost cutting measures, including reducing staff. If you (your company or someone you know) are considering reductions-in-force or recovering from a recent RIF, Surviving Staff Reductions is a must-read. I've learned our future is built upon decisions made today. Another topic garnering strong media attention is Executive Compensation----the excesses and attempts on all fronts to control it. How do we make sense of this strange juxtaposition in the media of obscene executive pay and massive layoffs? What can we do to today with an eye on the future of our businesses? Beyond the Headlines on Executive Bonuses offers clarity on a recent Wall Street article and shares another perspective on a prudent business practice that can ensure companies will have the key talent and leadership it will need for the future.
Cypress Ridge Solutions,
creating real solutions for real people. | | Surviving Staff Reductions | |  The decision has been made, the employees informed, boxes are packed and in the cars heading home. Final checks and exit interviews have been done, so you think the worst of the layoff is over? Not necessarily. How you handled the layoff can affect those surviving employees' productivity, retention of your choice talent, and potential lawsuits.
- Notify each terminated employee privately and in person, not by email or summoning them into a room filled with other laid-off employees. Provide each employee some private time to absorb the information and gather their emotions before you hustle them into a conference room with others to go through the paperwork. It may be more efficient as a group, but it's certainly not humane. Remaining employees see how you treat those being terminated and this perception will have a lasting effect on their morale and future performance.
| | | Beyond the Headlines on Executive Bonuses | |  While Executive Compensation excesses certainly do exist, most companies, their executives and Boards act with the best interests of the company. They make decisions that are prudent, make good business sense, and seek to provide competitive total compensation for their employees, key talent and leaders. Succession planning and talent retention strategies include compensation and long-term rewards, all key to a strong business future.
On May 20th, 2009 the following article appeared in the Wall Street Journal, "Banks Use Life Insurance to Fund Bonuses." The author attempted to compare a cost-effective, legitimate business practice to a questionable practice known as "janitor insurance". (This refers to a practice where some major corporations including Wal-Mart and Walt Disney purchased policies on millions of rank-and-file workers, often without the employee's knowledge and when the employee died, the tax-free insurance policy proceeds were not paid to the employee's family, rather to the employer.)
| | | | | | While it's a common misconception, neither California nor federal law has a legal definition for "job abandonment." It is up to each employer to set a policy of how many days an employee may miss work without approval before the employer will consider the employee has abandoned his job. This sometimes is called a "no-call, no-show policy" or "voluntary quit by reason of job abandonment".
Sample language for a voluntary termination policy, including a definition of job abandonment, might be: "Voluntary termination results when an employee voluntarily resigns his or her employment at [the company], or fails to report for three consecutively scheduled workdays without notice to, or approval by, his or her supervisor." The rule does not need to be exactly three days; it could be more or less, as long as the employer clearly spells it out.
After an employee misses work without notice or approval for the specified number of days, the employer may consider the employee has voluntarily quit his or her job. (HRCalifornia/CalChamber) | | | | | For over 20 years, we have been providing valuable Human Resources and compensation solutions, as well as insurance planning and products to our valued clients. Our business has grown based upon referrals from clients and individuals like you who know us and worked with us successfully. If you know of an organization or individual who would benefit from the results we achieve, please let us know or forward this email to them with a note of introduction. | | |
phone: 408.358.7794 | |
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