Green Means Go

For the first time in over 30 years, the “Permanent Resident Card” — commonly known as the “Green Card” — is actually green.

The USCIS started issuing the new more secure cards this spring. Newly issued cards are valid for ten years. Older cards with an expiration date will remain valid until that date or replaced by the newer card. Holographic images, laser engraved fingerprints, and high resolution micro-images make the new version of the card nearly impossible to reproduce.

Additional information about the new green cards is available on the USCIS Web site.

Final Regulation of Electronic I-9′s

The Department of Homeland Security (DHS) has issued a final regulation (75 FR 42575, July 22, 2010) concerning the use of electronic signatures and storage for Form I-9s. The final rule is similar to the initially proposed rule, with a few modifications.




The Final Rule
1) An I-9 must be completed within three business (not calendar) days of hire.

2) A receipt or confirmation is required for an employee only if requested by the employee.

3) An electronic audit trail is required when the form is created, completed, updated, altered, modified, or corrected, but not when merely viewed.



I-9 materials are available at http://www.uscis.gov/i-9.

Creating a High Performance Work System

Employers can truly build successful teams if they incorporate the following principals in their organization:

1.) Information Sharing

2.) Training / Knowledge Development

3.) Creating Links Between Rewards & Performance

4.) Creating a True Team (member style) culture

Information Sharing:
Employees can make suggestions on how to reach goals or improve processes when organizations share business performance, business plan and business strategy information. Employees will have a greater understanding of how they contribute to the success of the business. If management does a good job of communicating with their employees about performance, plans and strategies, they will create a culture of information sharing. Employees will be more willing (and able) to work toward the goals for the company.

Training / Knowledge Development:
If you’re operating your business with a smaller staff and are trying to compete through people, you must invest in employee development. When employees are better informed and educated, they can and will do better work. Invest in your employees so they can invest in you. Employees will also feel valued and understand that you want to help them grow as both an individual and as a member of the team.

Creating Links Between Rewards & Performance:
Organizations tend to run more smoothly when employee and organizational goals align. Employees will pursue achievements that will mutually benefit themselves and the organization. Truly amazing outcomes can result from proper alignment of rewards and performance.

Egalitarianism:
Employees want to feel like members, not just workers, in an organization. All too often, status and power differences tend to separate employees in such a way that makes collaboration and true team work seem impossible. There shouldn’t be an “us versus them” mentality from managers or employees. When employees can look beyond status and power differences in their interactions and approaches, they can increase collaboration and teamwork. Organizations should create employee involvement groups to keep everyone together and informed on the same level.

If you make you’re employees fell like their part of the “team”, train them on how to perform their job better, share information about company goals, strategies and plans and link performance to rewards….you will start creating a stronger team. This in-turn will create better results and allow processes to become more fluid. There are numerous benefits to implementing these strategies in your organization.