HR and Employment Law News
No matter where you work, Higher Education, Business, Ministry, Nonprofit work or a church, today’s workplace is changing almost daily. Now more than ever staying abreast to changes in Human Resources related issues is very important to you and your organization.
Thank you for visiting HR and Employment Law News provided by In HIS Name HR. We’re helping professionals navigate the HR legal landscape of the world of work. From the Affordable Care Act to changes in payroll compliance state by state, we bring you the most relevant stories affecting today’s workplaces.
So check out our weekly highlights on new workplace legislation, recent employment lawsuits and other important news for today’s human resources.
Here are our recent stories:
Now Recruiting Director of Operations Lancaster, PA
We are excited to be retained by this wonderful organization, Veritas Press to assist in recruiting a Director of Operations for their Lancaster Pennsylvania corporate office.
Veritas Press is a Christian organization dedicated to providing the best classical Christian education materials and services anywhere.
The Director of Operations will oversee all aspects of routine operations including AP, AR, HR, technology and special events under direction of VP of Finance and Administration with goal of maximizing revenues, planning for future growth, and containing costs at optimal levels.
Some Responsibilities Include:
- Negotiating terms and discounts with vendors of materials, curriculum and services.
- Oversee or actually purchase and maintain curriculum materials, update pricing and materials in MOM and Magento, acquire review copies, and research alternative materials, while working to minimize back orders and problem items.
- Assist VSA staff with course kit development, pricing, and structure.
- Oversee organizational health insurance policies.
- Oversee the operational systems, processes and policies in support of the company mission through management reporting, information flow and management, business processes and organizational planning for future needs.
- Play a significant role in long-term planning, including initiatives geared toward operational and fiscal planning.
- Assist Vice Presidents of Curriculum Development, Educational Services, Marketing, and International Business with special projects as appropriate.
- Manage facilities, including coordination with technology contractors, custodial services, property management, and facilities contractors.
- Continually seek to improve operational systems by reviewing other systems and researching alternatives.
- Coordinate and manage all aspects of special projects.
- Oversee website maintenance.
- Oversee management of warehouse, including shipping practices, employee scheduling, supply purchasing, receiving and stocking of materials, liquidation of overstock or damaged products, and annual inventory activities.
- Oversee the security of Veritas’s customer data including PCI compliance.
- Partner with management to ensure operational excellence;
- Develop operations system improvements by analyzing process work flow, manning and space requirements, and implementing changes when necessary;
- Foster an environment of teamwork while developing employees to achieve goals and objectives.
- Other responsibilities as determined by the Vice President of Finance and Administration.
Some Requirements Include:
- A bachelor’s degree
- Conversant with and supportive of the reformed faith and classical Christian education according to the VSA Statement of Faith and Philosophy.
- Extensive business administration experience is highly desirable.
- Experience with financial management and assisting executive staff.
- Work in the headquarters office in Lancaster, PA.
- Willing to work long hours when needed.
- Tech savvy and experience with generic office products.
- Strong ERP (Enterprise Resource Planning) experience
- Experience in implementation of software and process improvement initiatives.
- Experience in warehouse management and fulfillment including software and databases
- Experience with ecommerce
- 3+ years IT experience
Veritas employees always go the extra mile to serve their client’s educational needs. Want to join a winning team? Join Veritas today.
Location Will Be:
Veritas Press
1805 Olde Homestead Lane
Lancaster, PA 17601
Due to the overwhelming response we anticipate we ask that you are patient during the selection and interview process. All qualified applicants will be notified.
All qualified individuals may submit a resume and cover letter which includes why you should be considered for the position and what would make you the best candidate to:
Email HR@InHISNameHR.com
Veritas Press is an Equal Opportunity Employer.
Want to get future vacancies and blog updates? Subscribe here: Click
Kingdom Minded ~ Defining your Mission, Vision and Values
When we meet with people to discuss strengthening their HR practices, we often use the term “Kingdom-minded organization.” More often than not, they are intrigued as to precisely how we define what potentially encompasses a considerably broad scope or approach. Certainly, many Christian business people, academia professionals, pastors, and consultants have their own ideas as to what constitutes a Kingdom-minded organization. My own Kingdom-minded human resources organization has worked hard to develop what we feel is a clear, actionable, and measurable articulation of just what a Kingdom-minded organization means to us and how to achieve it, and, as a result, the organizational leaders we work with express enthusiasm to achieve these goals, and are willing to invest their precious time, dollars, and energy into making their organization a prosperous one, and one reflective of Christ and His teachings.
In terms of what comprises the framework of a Kingdom-minded organization, the model I developed contains principles that apply to marketplace organizations, colleges and universities, churches, and non-profit organizations alike.
A Kingdom-minded organization puts Christ first, with a focus on integrity, honesty, and straightforward dealings with students, alumni, parents, staff, contractors and suppliers, etc. Such an organization possesses clearly delineated mission, vision, and core value statements. It has agreed upon goals and objectives, especially in the realms of mission execution, customer service, production, and quality.
Being a Kingdom-minded organization does not in any way preclude prosperity. On the contrary, it aims to be prosperous for the benefit of its key stakeholders, leadership, owners, employees, and the organization’s community. They should—they must—strive to do great things, marrying their godly goals with the fruits of success, those of a job well done. By no means should they consider themselves as unable to participate in the results-driven culture of winning U.S. organizations.
Mission, Vision, And Values (MVV)
When mapping out the future of an organization that professes to strive to become high performing, management must create its mission, vision, and value statements (MVVs) or ignite existing ones by recreating them. Much has been written on what should comprise mission, vision, and value statements. I always suggest keeping them simple—simple concepts that all employees can remember and fully support. It’s difficult to fully commit to and “own” an organization’s ideals if they are so complicated, convoluted, or vague that the employees can’t remember them clearly.
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In His Name HR helps organizations build high performance Human Resources programs. Visit them at In HIS Name HR or e-mail them here.
Mark A. Griffin is the founder and chief consultant of In His Name HR LLC. Connect with him on LinkedIn or Twitter.
Now Recruiting Service Manager Camp Hill, PA
Join an organization that is growing! Lesher, in business for over 66 years, is now expanding into the Harrisburg West Shore area to better serve its clients as it grows. Lesher is both a full-service Mack and Hino dealer and a full-service truck leasing company.
Lesher management, sales staff, parts and service personnel always go the extra mile to serve their client’s transportation needs. Want to join a winning team? Join Lesher today.
Purpose of Position:
The Service Manager position provides the leadership and operational management necessary to ensure an efficient and profitable service department. The position will operate the department efficiently, control costs, develop new customers, build customer relationships, engage employees, implement continuous improvements, and coordinate well with other Lesher service locations.
Some Essential Responsibilities:
- Align service goals and actions to achieve organizational goals and YOY improvements.
- Establish and maintain good working relationships with customers to encourage repeat and referral business.
- Hire, train, motivate, counsel, and monitor the performance of all service department staff
- “Safety First” – Ensure that work area is orderly and kept clean (“5S” – Sort, Straighten, Shine, Standardize, Sustain); and that safety concerns are addressed on a timely basis.
- Direct and schedule the activities of all department staff
- Monitor the performance of the department through daily operating reports and key performance indicators (KPIs).
- Engage staff regularly in 1:1 and group settings to provide feedback and technical support; as well as assess and implement development and growth opportunities.
- Handle all customer complaints and actions to address.
- Break down estimates for labor and parts before repair order is started so technicians are aware of time allowances.
Required Personal Attributes:
- Alignment with Lesher Mission, Vision and Values
- Strong Interpersonal Skills – Demonstrated ability to work well, and communicate well, with others
- Goal-oriented and results-driven
- Dealing with Ambiguity – Ability to make decisions without a lot of direction
Some Position Requirements:
- High school diploma or GED; 8-10 years related experience and/or training; with dealership experience preferred.
- ASE certification preferred.
- Commercial truck experience in a repair facility preferred.
Supervisory experience. - Excellent communication, supervisory, and managerial skills.
- Ability to operate the department at a profit according to dealership guidelines.
Start building your brighter tomorrow today.
Location Will Be:
Lesher Hino
415 Railroad Ave
Camp Hill, PA 17011
Learn Why Customers Choose Lesher
Due to the overwhelming response we anticipate we ask that you are patient during the selection and interview process. All qualified applicants will be notified.
Cover letter should include why you should be considered for the position and what would make you the best candidate.
Email HR@InHISNameHR.com
Lesher is an Equal Opportunity Employer.
Want to get future vacancies and blog updates? Subscribe here: Click
Human Resources Perspective on Organizational Mission, Vision and Values
When I was asked to blog about forward-thinking human resources content to Christian Higher Ed Professionals, I knew I would have to start by constructing a solid foundation and build upon that. Having spent over 25 years in corporate America working alongside highly respected HR thought leaders at such organizations as Kodak, PepsiCo, and Merck Inc., I thought back to what makes certain organizations succeed while others fail.
Six years ago, I founded and now lead a growing HR consulting firm that supports organizations across the United States, organizations with one thing in common—they are Christian-based, whether for-profit companies or ministries and churches, and all possess essentially the same strengths, weaknesses, and opportunities. No amount of technology or reengineering solves their issues. At the end of the day, it is the people within those organizations who make the difference.
What singles out certain organizations is the ability of their leadership to align their people effort to a collective MVV—mission, vision and values. Without this foundation, organizations flounder and employees lack direction. Without identified and established MVVs, HR leaders are unable to align their HR programs to achieve high performance. I have witnessed firsthand what happens when organizations lack this essential organizational mantra. What’s tragic is that establishing a company’s MVV is not only basic but quite simple to do. It requires nothing more than to identify why you do what you do and how you want to do it.
In the coming posts, I will guide you through the necessary steps to identify your core beliefs and goals, your MVV. Then we will explore how to skillfully integrate this MVV into your HR process to ensure you deliver on your mission, achieve your vision, and work within the values you establish. I will also define for you a term we use: “Kingdom-minded organization.” In my experience, the use of this Christian-oriented term illuminates how your organization will present its MVV differently to those of secular organizations.
Once you spend some time reflecting on what is meaningful to you and your organization, you will have taken the first steps on our journey together to create a Kingdom-minded organization of like-minded individuals working together to achieve high performance.
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In His Name HR helps organizations build high-performance Human Resources programs. Visit them at In HIS Name HR or e-mail them.
Mark A. Griffin is the founder and chief consultant of In His Name HR LLC. Connect with him on LinkedIn or Twitter.
Now Recruiting HR Coordinator Clarks Summit, PA
For more than 80 years, Clarks Summit University has prepared men and women for Christ-honoring careers and ministries across the globe. Located in the foothills of the Endless Mountains of Pennsylvania, the university offers programs ranging from a one-year Bible certificate to associate, bachelor’s, masters and doctorate degrees.
Purpose of Position:
Provides administrative support to the Vice President for Business Administration and Finance on all personnel matters and assists with payroll processing.
Some Essential Duties:
- Assists Department Heads / Hiring Managers as needed with recruitment and interview process; tracks applications, schedules meetings.
- Conducts onboarding and assists with orientation schedule with same as above.
- Assist in preparing for exit interviews for employees, volunteers, and student workers.
- Assists new employees with online investigation and background requests via user interface / web portals; specifically, ACT 153 for employees, volunteers, and student workers.
- Verifies I-9 documentation and sets-up/maintains files for employees, volunteers, and student workers.
- Assists TPA with yearly open enrollment as needed.
- Maintains institutional census for yearly open enrollment and administrative inquiries.
- Utilizes census data to complete 1095C’s related to IRS filings and IPEDS surveys.
- Processes, reviews and submits payroll with the oversight of the Director of Accounting
- Assists with processing of terminations and related communication.
- Records worker’s compensation claims and submits to Carrier for processing.
- Working with our Insurance Carrier, secures driver approval requests and adjust coverage.
- Reconciles the benefits statements and submits invoices for payment monthly.
- Performs customer service functions by answering or facilitating employee requests and questions.
- Updates HR spreadsheet with employee change requests and processes paperwork.
- Assists with the preparation of the performance review forms.
- Working with HR outsource and Department Heads, formulates and updates standard operating procedures.
- Assures compliance with all state and federal leave of absence laws, including FMLA.
Position Requirements:
- An Associate’s degree with at least 5 years related experience in a HR environment.
- Proven leadership skills to effectively direct employees while in a professional environment, ability to properly evaluate comprehension, and application of subject material.
- Must have a valid driver’s license.
- Knowledge of Windows, Power Point, Word and Excel or similar programs required.
Complete support of and willing adherence to Clarks Summit University’s Standard of Conduct and Confession of Faith. Applicant must hold these standards as his/her own.
Required Personal Attributes:
Just like all Clarks Summit University employees, the conduct of this employee must be consistent with good character, and must be an appropriate reflective of our organaization’s heritage. Complete support of and willing adherence to Clarks Summit University’s mission vision and values. Applicant must hold these standards as his/her own. A statement of faith will be required of all final candidates.
Benefits:
- 403b Retirement Plan
- Vision coverage
- Dental Coverage
- Health insurance
- Paid vacation/ holidays/ sick days/ personal days
Location Will Be:
Clarks Summit University
538 Venard Road
South Abington Twp., PA 18411
Due to the overwhelming response we ask that you are patient during the selection and interview process. All qualified applicants will be notified.
Cover letter should include why you should be considered for the position and what would make you the best candidate.
Due to the overwhelming response we ask that you are patient during the selection and interview process. All qualified applicants will be notified.
All qualified individuals may submit a resume and cover letter which includes why you should be considered for the position and what would make you the best candidate to:
Want to get future vacancies and blog updates? Subscribe here: Click
Why Developing A High-Performance Employee Review Process Matters
Most employees loath them; many managers avoid them. High Performance Organizations have them, and they do what they’re designed to do—evaluate precisely the performance of each employee.
Feel like you don’t need them? Here are 10 great reasons that should change your mind.
- Aligning performance to goals and objectives
Most organization employees we meet with say they have no idea what the yearly top two or three goals are for their organization. A great performance program sets these goals as their starting point. Ninety-nine percent of employees in this country want to do well at work, but we lack leaders who know how to align their desire to achieve to the organizational goals.
- Providing a basis for promotion/transfer/termination
Many organizations are not transparent concerning how to be promoted. A performance review process more readily identifies those employees who deserve promotion and those who require lateral shift (transfer) or need to enter into a remedial program. This system also aids career planning.
- Enhancing employees’ effectiveness
Most people really do want to be better at their jobs! Helping employees to identify their strengths and weaknesses and informing them of the organization’s expectations concerning their performance helps them to better understand the role they play and increases work efficiency. Feedback reinforces good performance and discourages poor performance.
- Aiding in designing training and development programs
Instead of creating “programs of the month,” you can use performance review data to more accurately ascertain training needs and identify skills that need to be developed in order to tailor-make the most effective training and development programs.
- Building teams
Counseling employees corrects misconceptions, which might result in work alienation. Performance management also helps employees to internalize the norms and values of the organization. (I have met leaders who have not talked to their employees about their performance since 2009!)
- Removing discontent
Performance management puts all employees on the same measuring tape. Identifying and removing factors responsible for worker discontent motivates them to perform better at work. Performance management helps to create a positive and healthy work environment in the organization.
- Developing interpersonal relationships
Relations between superiors and subordinates can be improved through the realization that there exists a mutual dependence that leads to better performance and success. By facilitating employees to perform introspection, self-evaluation and goal setting, their behavior can be modified. Better interpersonal relationships lead to team building.
- Aiding wage administration
Performance management can help to develop fairer and more equitable base lines for reward allocation, wage fixation, raises, incentives, etc.
- Exercising control
A performance review process provides a means to exercise control of projects focused on, and helps keep employees aligned to the agreed upon annual goals and objectives.
- Improving communication
Performance management serves as a mechanism for improved communication between superiors and subordinates. Often times managers shy away from counseling employees. When the right system is in place, especially is it is employee driven, it forces discussions on a regular basis.
In closing, my experiences lead me to support employee driven programs. Programs that rely on managers and leaders have a higher propensity for failure. Simple yet meaningful programs that include goals, objectives, behaviors, an employee development component and stretch assignments meet what most employees’ desire.
How important are employee performance reviews in your organization? We would like to know. Please leave comments below.
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In His Name HR helps organizations build high performance Human Resources programs. Visit them at In HIS Name HR or e-mail them here.
Mark A. Griffin is the founder and chief consultant of In His Name HR LLC. Connect with him on LinkedIn or Twitter.
Now Recruiting For: Event Planner/Brand Strategist/Administrative Assistant Guilford, CT
We are excited to be retained by this wonderful organization, Agemy Financial Strategies Inc. to assist in recruiting a Event Planner/Brand Strategist/Administrative Assistant for their Guilford, CT location.
Agemy Financial Strategies exists for the purpose of helping people achieve their personal and financial goals. Their philosophy is to deliver quality financial programs and teach principles for successful living.
This person handles the promotion of the company for the purpose of developing and managing new relationships. They find creative ways to enhance the Agemy Financial Strategies brand and the services and education we provide. They establish marketing strategies which complement the objectives of the company in building relationships with clients and probable clients.
Start building your brighter tomorrow today.
Some Essential Responsibilities:
- Research and develop innovative marketing campaigns to generate leads for probable clients.
- Develop innovative marketing campaigns, brand awareness and themes for various events.
- Create and implement multiple programs to develop and grow general inquiries and leads across multiple channels, including but not limited to:
- Internet marketing,
- Direct mail,
- Email solicitation,
- Integrated telemarketing,
- Various radio,
- Print media, and
- Any other avenues
- Build and maintain the Branding Platform comprised of:
- Social Media,
- Newsletter,
- Blogs,
- Website,
- Magazines,
- Drip Mailing, etc.
- Organize and implement customer relations through programs provided thru partners and outsourcing, including but not limited to:
- Trade shows,
- Customer surveys,
- Educational/instructional events,
- Referral events,
- Annual client appreciation event, and
- Other events and activities.
- Initiate Adult Ed programs in various regions.
- Test and Measure: Track and monitor performance and metrics of events to determine effectiveness and report regularly to management.
- Continuing development and administration of a menu of various venues, with forward planning of 12+ months.
Some Position Requirements:
- Bachelor’s degree in Communication or Marketing, or five (5) years related experience and/or training; or equivalent combination of education and experience.
- One (1) to five (5) years of in fast paced office environment, a plus.
- Time management skills.
- Valid driver’s license.
- Must be able to work days, evenings, and weekends for scheduled events.
- Proficient use of Microsoft Office Suite, including Word, Excel, and Outlook.
- Experience using mainstream social media platforms.
- Complete support of and willing adherence to Agemy Financial Strategies, Inc. mission, vision and core values. Applicant must hold these standards as his/her own.
Some Required Personal Attributes:
- Represent the firm with the highest standards of professionalism and integrity.
- Have a willing attitude to help out as necessary.
- Articulation and creativity are essential.
- Ability to work as a team member and as an individual contributor.
- Ability to manage multiple projects effectively.
- Ability to organize and prioritize.
- Show respect to clients, vendors, other team members and those in authority.
Benefits:
- 401k with match
- Dentel plan
- Health insurance
- Paid vacation/ holidays/ sick days/ personal days
Location Will Be:
Agemy Financial Strategies
741 Boston Post Road #308
Guilford, CT 06437
Learn Why Customers Choose Agemy Financial Strategies
Due to the overwhelming response we ask that you are patient during the selection and interview process. All qualified applicants will be notified.
All qualified individuals may submit a resume and cover letter which includes why you should be considered for the position and what would make you the best candidate to:
Email HR@InHISNameHR.com
Agemy Financial Strategies Inc. is an Equal Opportunity Employer.
Want to get future vacancies and blog updates? Subscribe here: Click
Great Organizations Are Built on Solid Job Descriptions
“Job descriptions (JDs) are just so 1980s,” a young HR graduate recently commented to me, He could not be more wrong. Having worked in HR for over 25 years, I can tell you that some things just don’t change—and shouldn’t change. New technology consistently bombards us; faster, better, and sleeker processes seem to overwhelm us.
One thing that will never change is the fact that, in order to be a High Performance Organization, you still need to get some “old school” work done. Don’t let technology and “the new workplace” fool you. Now, more than ever, you need JDs.
Here are eight good reasons why:
Recruitment – As you grow and expand, it is almost impossible to hire legally or correctly when lacking a solid, well-written job description.
Teambuilding – It is difficult for Teams to form and support each other when job duties are gray and tasks constantly conflict or interrupt each other. It is enlightening to know what each Team Member is responsible to accomplish.
Performance management – This enables you to set measurable performance goals based on duties listed in the corresponding job description. Having them listed, in writing, signifies their importance.
Training and employee development – You can use job descriptions, along with descriptions of possible job promotions, as a tool to determine what to pursue in regards to classes, seminars, and other career development activities in order to close gaps.
Compensation- JDs can be helpful in developing a standardized compensation program with minimums, maximums, and target pay for each position. They help highlight internal equity issues to decision makers and contribute to fairness.
Recognition and rewards – You can use job descriptions as a baseline for performance, and as a tool to encourage performance “above and beyond” the job description, in order to distribute recognition and rewards or just plain old praise!
Discipline – Sometimes employees just don’t do what needs to be done. Hopefully, this does not happen at your place of work, but sometimes Team Members fail each other. If you need to, you can use job descriptions to illustrate when employees are not performing up to agreed-upon standards.
Essential job function analysis – The physical and environmental setting is important in order to provide employees, including new hires, who need accommodation. Not only is this the right thing to do, but it is also the law. As of July 1992, the Americans with Disabilities Act (ADA) mandates that an organization assist an employee when a request is made for a reasonable accommodation under the ADA.
Some Key Points to Ensure a Great Job Description Process
- Have the employee own their description
- Remember that no one knows the job better than the employee doing it
- Make the employee accountable to complete it and have HR review it
- The manager should have final JD authority and reserve the right to make changes to the final document, incorporating dialogue with the employee
Don’t make JDs more work then they have to be. Instead, make it a process to enjoy and learn from—it does not have to be awful.
Be joyful and helpful with the process, and your staff will love you for it!
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In His Name HR helps organizations build high performance Human Resources programs. Visit them at In HIS Name HR or e-mail them here.
Mark A. Griffin is the founder and chief consultant of In His Name HR LLC. Connect with him on LinkedIn or Twitter.
