UPDATE ON CUSTOMER SERVICE
EVERY ONCE IN A WHILE I WOULD LIKE TO DO AN ‘UPDATE’ TYPE OF BLOG THAT COVERS A MULTITUDE OF TOPICS….FOR INSTANCE, MY MOTHER HAS NEVER RECEIVED HER MONEY FROM UNITED HEALTH CARE FOR HER HEARING AID, ALTHOUGH WE CONTINUE TO PURSUE THE CAUSE, A FRIEND FROM OHIO POSTED A STORY ON FACEBOOK REGARDING HER POOR EXPERIENCE WITH AN ASSOCIATE AT A LOCAL WALMART…THAT, IN THE END, TURNED OUT TO BE A POSITIVE EXPERIENCE WITH THE MANAGER BECOMING INVOLVED….AND CAN’T FORGET MY EXPERIENCE WITH WEIGHT WATCHERS, THEIR COMPUTER SYSTEMS AND THE VERY, VERY TERRIBLE ATTITUDE OF THEIR CUSTOMER SERVICE AGENT ‘I CAN’T HELP YOU THERE…YOU WILL HAVE TO FIGURE IT OUT FOR YOURSELF’….I DID….I GOT A REFUND….ON A POSITIVE NOTE, I THINK THAT COMCAST IS CONTINUING TO DO A MARVELOUS JOB WITH THEIR NEW CUSTOMER SERVICE PRACTICES….
EXEMPT VS NON-EXEMPT - NEW FLSA RULE – DUE IN EARLY 2015
WE HR GURUS HAVE BEEN WAITING FOR THE NEW FLSA RULE SINCE THE FALL OF 2014. WE STILL HAVE NOT RECEIVED ANYTHING BUT THE FOLLOWING IS A ‘HINT’ OF WHAT IS TO COME:
***MINIMUM SALARY THRESHOLD WILL LIKELY INCREASE. RIGHT NOW IT IS $455/WEEK; IT IS EXPECTED TO DOUBLE TO $970/WEEK OR $50,440/YEAR;
***EMPLOYEES MAY NEED TO ENGAGE IN EXEMPT DUTIES AT LEAST 50% OF THE TIME IN ORDER TO BE CONSIDERED EXEMPT; CALIFORNIA ALREADY HAS THIS MINIMUM REQUIREMENT;
***A NARROWED EXECUTIVE EXEMPTION IS POSSIBLE; THE DOL IS ‘FOCUSED’ ON MODIFYING OR ELIMINATING THE 'PRIMARY DUTY' STANDARD.
The terms most high profile employment case – the Court will consider whether the Pregnancy Discrimination Act (PDA) requires employers to accommodate pregnant employees with work restrictions if employers accommodate non-pregnant employees with the same restrictions. It seems like a ‘no-brainer’ to me, however, UPS has a policy that only made ‘light duty’ available to drivers injured on the job, those with impairments covered by the ADA and those who temporarily lost DOT certification and does not include a pregnant woman with a 20 pound lifting restriction in light of her pregnancy. UPS’s policy is considered ‘pregnancy blind’.
A number of states and cities are now requiring employers to accommodate pregnant employees, however, there is no federal law requiring accommodation for a pregnancy. We shall see!!!
Top Five (5) Employee Deal Breakers
What makes employees walk away from a job….a consideration, especially in this economy:
***Not being trusted or empowered by their boss;
***Being expected to work or answer email during a sick day, during vacation or after work;
***A boss who shifts blame to employees when things go awry;
***Lack of flexibility for family responsibility;
***Not getting along with co-workers.
Flexible hours and fun projects are all well and good, but if you really want to attract this generation, you will need to show them BENEFITS and the MONEY….as well as Meaningful Work, a Positive Relationship with Co-Workers and Flexibility.
A survey of 548 adults ages 18-36 showed that 16% were unemployed after six (6) months in the job market; 24% applied to 11 or more full-time jobs prior to being hired or accepting a position (not always a distinction there) and 82% did not negotiate their salary because they didn’t feel comfortable doing so or didn’t think that they could….More education is needed here for this generation as to how to handle ‘job hunting’…
Quinoa and Food Security
I was avoiding Quinoa for a good while due to the fact that I read, somewhere, that the Peruvian/Bolivian/Columbian peasants that had originally farmed this protein loaded ‘grain’ and relied on this ‘grain’ for sustenance, were unable to continue to eat quinoa due to the increase in costs over the past 10-20 years. It turns out that I either misinterpreted the article or the article was incorrect because the United Nations has taken steps to insure that the farmer who cultivates this grain is given food security as well as secure the distribution of this healthy grain to the rest of the world. There is nothing more tragic that undernourishment and my concern was that these farmers were farming this product but unable to afford to ‘eat’ this product….the world is a better place because of the United Nations’ assurance.
Next BLOG will be an entire update on Wage Theft (employees not being paid for hours worked, among other FLSA violations)….I had written about this topic and my personal experience with it earlier in the summer….federal and state officials are agreeing that more companies are violating wage laws than ever before…there are a record number of enforcement actions that are being pursued. More employers, perhaps motivated by fierce competition, expensive lawyers or just poor business practices and a desire for higher profits, are flouting wage laws…..
Please remember to contact me, Rosanne Bennett at SCB Services, LLC at 484-947-7063 or at firstname.lastname@example.org if you have any comments, critiques or questions.