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.

Avoiding Termination-Based Lawsuits

During Hunter Lott’s speech, for his annual “Please Sue Me” session at the Society for Human Resource Management Conference and Exposition, he discussed avoiding termination-based lawsuits. 

Termination is not only hard on the fired employees, but also the managers.  Lott recommended a list of questions to keep everything in check and to avoid a hasty termination.

1. Was a specific policy violated and does the violation warrant termination?
2. Show me the policy!
3. Have other employees been held accountable to the same policy?
4. Can you prove the employee knew the policy?
5. Do you have confirmation that the employee did indeed violate the policy?
6. How did the employee react when confronted with the violation?
7. Has the employee complained of harassment or unfair treatment?
8. Has the employee recently filed a workers’ compensation claim?
9. Is the employee about to vest in certain benefits or involved in union activities?
10. Has the employee returned from, or applied for, military/medical leave?
11. Has the employee recently complained of company wrongdoing or a safety issue?
12. Are there any current grievances or complaints pending?
13. Were any promises made verbally, or in writing, to this employee by senior management?
14. Were any requested accommodations denied to this employee?
15. Is there evidence of discrimination based on age, sex, race, religion, national origin, disability or any other legally protected characteristic?

You should delay termination if ANY of these questions suggest a problem.

To evaluate your termination procedures, pull the last three terminations and check documentation. 

Recurring challenges… new COBRA rules?  FMLA intermittent leave?  Overtime?  ADA accommodation? Sexual Harassment?  Ect.?  HR.BLR.com is “everything in one website.”  This is a go-to reference for all your questions; the program is free of any costs or commitments!

Avoid Wrongful Termination Claims

Employers must be cautious when terminating employees. All too often, employers make poor decisions in their hiring and firing practices causing them to end up in court. Litigation is very expensive and at times, not affordable depending on the severity of the case.

Employers are prohibited from terminating employees in regards to Public Policy, Breach of Contract, Breach of Implied Contract, Breach of Covenant of Good Faith and Fair Dealings and Discrimination.

For example:

1.) Violation of Public Policy
- Terminating because an employee filed a Workers Comp Claim
- Terminating an employee for filing a complaint with OSHA, EEOC, and EPA….
- OR terminating an employee for “Whistle blowing”

2.) Breach of Contract
- Typically pertains to labor union contracts

3.) Breach of Implied Contract: Verbal agreements or implied guarantees
- Promotions, benefits, pay, etc

4.) Breach of Covenant of Good Faith & Fair Dealings
- Terminating an employee to avoid promoting them, giving them a raise, or any other benefit

5.) Discrimination
- Terminating an employee based on their protected class
· ADEA – individuals over 40 years
· ADA – individuals with disabilities
· Title VII of Civil Rights Act (race, skin color, religion, age, sex (gender), disability or national origin
· EPA – equal pay

Payroll Barbie - Bristol Palin and Levi Johnston Engagement!

NEW Payroll Barbie video on www.payrollbarbie.com.

Find out what she thinks of Bristol Palin and Levi Johnston's engagement!!

Be sure to ask any question and find out how Payroll Barbie will answer!

Get Ahead of Your Competition in the Summer

Summer seems to be the slow season in the workplace, but this is the best time of the year to get ahead of lazy competition.  While clients, employees and vendors are taking vacation time and thinking of fun in the sun, your business should be channeling this free time to staying focused on making the company tick.

According to theHRSpecialist.com, here are six ways to avoid summer slack off:

1. Vow to make this the Summer of Strategy.

2. Plan the work and work the plan.

3. Don't let people use their vacation as a get-out-of-work-free card.

4. Update clients once a week.

5. Leverage the freedom of summer to generate fresh ideas.

6. Look for ways to keep people refreshed.

For more information, check out the full article here.