AHI's We Couldn't Make This Up

Upon learning that a police officer lost his sense of smell in an off-duty accident, Collier Township (PA) honorably discharged the officer. The officer appealed the decision, insisting that he was able to perform his job. The Township countered that his inability to smell created a safety hazard, and noted that officers patrol alone and need to be able to detect drugs, alcohol, hazardous materials, and natural gas. If the sense of smell is so important, asked the officer, then why isn't the ability to smell a part of the physical exam required to become an officer? The only answer a Pennsylvania appeals court had was to uphold his discharge.

1. FEATURE STORY:
LOW-COST EMPLOYEE RECOGNITION IDEAS

Even when money's tight and unemployment is high, employers cannot let employee retention and motivation efforts fall by the wayside. Employees should be appreciated no matter what the economy. And when the economy turns around, you don't want employees jumping ship at the first opportunity. Recognizing employees for their hard work doesn't have to be expensive.

Carol Hacker, an HR consultant based in Alpharetta, GA, provided the following ideas.

Start a "wall of fame" where kudos can be viewed by your entire workforce. Or send a companywide e-mail or mention accomplishments in the company newsletter. The bottom line is that many individuals enjoy public recognition.
Give a paid day off to employees with perfect attendance.
Send employees out to lunch on the company's dime. Hacker suggests making it a "requirement" that the employees are not allowed to talk about work.
Present a "Kudos" granola bar or "Million Dollar" chocolate bar.
Give a prepaid phone card.
Offer a grab bag of privileges. That way, employees can be sure to get a reward that they really want.

Unfortunately, there's no single formula for a successful employee recognition program. And a poorly designed program can be counter-productive. Hacker warns about these common mistakes when setting up and administering your employee recognition program.

Criteria for winning a reward are unclear. Be sure that the criteria are definable.
Employees don't like the reward choices. Allow employees to provide input on the program.
Favoritism is shown. Proper management of the program will help you to identify and prevent issues such as this.
Rewards are not timely. Employees shouldn't have to wait too long to be recognized.
The program is treated as an "event." An effective recognition program is one that is ongoing, rather than a "band-aid" solution.

Want some more tips on developing a formal employee recognition program for your organization? Sign up now for Creating No-Cost/Low-Cost Recognition Programs That Boost Productivity, a live webinar to be presented by Carol Hacker at 1:00 PM on May 19.

Live Web Conference

Creating Low-Cost/No-Cost Recognition Programs That Boost Productivity

Date: Tuesday, May 19, 2009
Time: 1:00 - 2:30 PM Eastern
Presenter: Carol Hacker

If you think you can't afford the recognition and rewards it takes to keep your top performers happy...think again. Employee recognition is critical for maintaining morale, productivity, and retention...especially in today's rough economic climate.

Recognition programs don't have to be expensive. There are many no-cost and low-cost strategies that have worked effectively for a wide variety of employers. However, no two organizations are exactly alike. So, there are no "one-size-fits-all" recognition programs. Poorly designed plans can send mixed messages and actually reduce employee motivation and productivity. The key is figuring out which programs will work best for you and your organization.

In just 90 minutes, celebrated speaker and Senior HR Consultant Carol Hacker will show you how to accomplish this important task.

Click here for more information or to register. Or call customer service at 800-879-2441 and mention conference code: G14418.

2. CATHIE'S CORNER: EMPLOYEES REPEAT AFTER ME: HR IS NOT THE EMPLOYEE ADVOCATE

The most frustrating people we have to deal with are the ones who don't really understand what it is that HR does, and get angry with us for not doing what they think we should be doing....Continue the story.

3. PAYROLL MANAGERS SOUND OFF ON THE COBRA SUBSIDY/PAYROLL CREDIT

Payroll departments mostly toil away in anonymity. Now, all of that's changed, of course. The COBRA subsidy and related payroll deposit offset/quarterly credit have thrust Payroll into the spotlight. So we wanted to know how Payroll managers are coping with all this new found attention....Continue the story.

4. FREE REPORTS: SWINE FLU PREPAREDNESS & HIPAA UNDER ARRA

Check out the first of two recently published Free Reports, "Are You Prepared For Pandemic Influenza?", which provides you with step-by-step advice for protecting your employees and limiting the negative impact of a pandemic on your bottom line. Plus, discover how best to manage employees' emotions should a pandemic flu strike. Bonus: Frequently-asked questions about swine flu straight from the Centers for Disease Control (CDC).

The second Free Report, "HIPAA Compliance Complications Multiplied By The Economic Stimulus Law (ARRA)," explores timely compliance issues for covered entities and business associates. Find out how ARRA impacts HIPAA' s Security and Privacy Rules, learn more about the new notification and disclosure rules, and discover just how high penalties for violations have jumped.

5. HR SOAPBOX: WHY PARENTS MAKE GOOD HUMAN RESOURCES PROFESSIONALS

While mediating a recent disagreement between my 10-year-old daughter and my 8-year-old son (right before Mother's Day, of all days), it dawned on me that some of the skills I have acquired as a mother also come in handy in HR...Continue the story.

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