1. 1 Personnel From A-Z Paul Greufe

2. 2 Human Resources Local Impact - WIIFM – Quality – Money – Lawsuits (personal liability)

3. 3 Human Resources Overview – Job Description – Recruitment – Selection – Orientation – Performance Appraisals – Discipline – Corrective Action

4. 4 Human Resources Overview – Sexual Harassment – Compensation – Unions – Health, Safety and Security – Policy Manuals

5. 5 Human Resources Job Description – Staffing –Training – Performance Appraisal – Compensation –Legal –Safety

6. 6 Human Resources Job Description – Job Analysis Work Activities Interaction Financial Impact

7. 7 Human Resources Job Description – Job Analysis Machines and Equipment Working Conditions Supervisory Role Education Knowledge, Skills and Abilities

8. 8 Human Resources Job Description Overview Examples Process, sign off Legal review –ADA, FMLA, FLSA, discipline, performance, compensation requests, training…

9. 9 Human Resources Recruitment – Job Description – Pool – Sources Internal External Internet Temporary

10. 10 Human Resources Recruitment – Why Affirmative action Business necessity

11. 11 Human Resources Selection – Job Description Pre-established qualifications – Discipline, testing, interview… » Consistency » Weighted » Numerical

12. 12 Human Resources Selection – Job Description Interview questions – Behaviorally based Team approach

13. 13 Human Resources Selection Testing – Reliable – Valid

14. 14 Human Resources Selection Legal – Applications only accepted when there is an opening – Must fill out application – “On file” for specified time – Must apply for specific job

15. 15 Human Resources Selection Reference Checking – Dig! – Liability release Legal – Liability » Violent former employee

16. 16 Human Resources Orientation - Training – Checklist Overview Working hours Pay policies / Policies Handbook Insurance benefits Lunch with boss?

17. 17 Human Resources Performance Appraisal – Job Description – Overview Identify Encourage Measure Evaluate Improve Reward

18. 18 Human Resources Performance Appraisal – Who? Supervisors – employees Employees – supervisors Team members – team members Outside sources Self appraisal 360 degree

19. 19 Human Resources Performance Appraisal – What? Quantity of output Quality of output Timeliness of output Presence at work Cooperativeness

20. 20 Human Resources Performance Appraisal – How? Essay Graphic rating scale (continuum) Behavioral rating approach (most common) Self appraisal 360 degree

21. 21 Human Resources Performance Appraisal – When? Probation 6 month Annually Hire date Same time

22. 22 Human Resources Performance Appraisal – Rater errors Recency effect Rater bias Halo effect

23. 23 Human Resources Performance Appraisal – Goal setting SMART S pecific M easurable A ction R ealistic T ime frame

24. 24 Human Resources Performance Appraisal – Form Paper Software – Compensation Pay policy based on score

25. 25 Human Resources Discipline – Corrective Action – Statutory Rights – Contractual Rights Implied contracts – Employment at Will Public policy – Whistleblower

26. 26 Human Resources Discipline – Corrective Action – Just Cause Employee warned of the consequences? Employer’s rule reasonable? Investigation?

27. 27 Human Resources Discipline – Corrective Action – Just Cause Investigation fair and impartial? Evidence of guilt? Rules and penalties applied evenhandedly? Penalty reasonable?

28. 28 Human Resources Discipline – Corrective Action – Progressive Discipline Verbal Written Suspension Termination

29. 29 Human Resources Discipline – Corrective Action – Reserve the right to administer discipline at any level deemed appropriate given the circumstances of the situation.

30. 30 Human Resources Sexual Harassment – Quid pro quo – Hostile environment

31. 31 Human Resources Sexual Harassment – Employee consequence (No) Tangible employment action – Employer action (No) Affirmative defense – Employer liability

32. 32 Human Resources Sexual Harassment – Establish a policy – Communicate regularly – Train managers – Investigate complaints

33. 33 Human Resources Compensation – Pay grades – Broad banding – Hay Analysis – Surveys – Hourly - Salary

34. 34 Human Resources Compensation – Exempt – Non-exempt Overtime eligibility Hourly vs. “paid to do a job”

35. 35 Human Resources Compensation –FLSA Exemptions »Executive, Administrative, Professional and Outside Sales »Discretionary authority, % of time, earnings level

36. 36 Human Resources Compensation – Compensatory Time Voluntary 1.5 time Limit accrual, not use Compounding

37. 37 Human Resources Unions – Organizing Organizer contacts employees Authorization cards Petition PERB Bargaining unit determination

38. 38 Human Resources Unions – Organizing Election Recognition

39. 39 Human Resources Unions – Bargaining Mandatory Permissive Illegal

40. 40 Human Resources Unions – Bargaining Traditional Interest based bargaining

41. 41 Human Resources Unions – Bargaining Intent to bargain Team Data collection Current contract

42. 42 Human Resources Unions – Bargaining Ground rules Negotiate TA Ratification Administration

43. 43 Human Resources Unions – Impasse Mediation Fact finding Arbitration Strike

44. 44 Human Resources Unions – Grievances Steps Arbitration

45. 45 Human Resources Health, Safety and Security – Workers’ Compensation Mandated On the job injuries Employee lawsuits Controlling costs – Active administrator

46. 46 Human Resources Health, Safety and Security – Unemployment Compensation Mandated Experience rates / pay as you go 26 weeks @ 50-80% salary Gross misconduct

47. 47 Human Resources Health, Safety and Security – FMLA 50 or more employees 12 months, 1250 hours

48. 48 Human Resources Health, Safety and Security – FMLA 12 weeks (intermittent) Serious medical condition – Birth, adoption or placement – Spouse, child or parent – Employee

49. 49 Human Resources Health, Safety and Security – FMLA Return to same position Health benefits continue Required to use accrued leave (not comp. time)

50. 50 Human Resources Health, Safety and Security – FMLA 30 day notice Employer requirements Employee requirements

51. 51 Human Resources Health, Safety and Security – ADA Reasonable accommodations “Look” at current practices and procedures

52. 52 Human Resources Health, Safety and Security –OSHA (Occupational Safety and Health Act) Safe working conditions Audit, employee driven Rights

53. 53 Human Resources Health, Safety and Security –OSHA (Occupational Safety and Health Act) Fines First report of injury OSHA 300

54. 54 Human Resources Health, Safety and Security –Safety Management Program Safety Policies Safety Training

55. 55 Human Resources Health, Safety and Security –Safety Management Program Committees Incentive Programs – Change – Entitlement

56. 56 Human Resources Health, Safety and Security – Essential Functions of the Job Job Description FMLA, ADA, Workers Compensation, Non- work Related Injury

57. 57 Human Resources Health, Safety and Security – Workplace Violence Security cameras Guards – bailiffs ID badges Discipline

58. 58 Human Resources Policy Manual – Policies Consistent (No good deed goes unpunished) Necessary Applicable (General guidelines to the masses)

59. 59 Human Resources Policy Manual – Policies Understandable Reasonable Distributed and communicated (Did the employee know?)

60. 60 Personnel From A-Z Paul Greufe 563-271-7561 Greufe@me.com