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Welcome to the California Employer's Association blog. CEA provides cost-effective solutions for California human resource and labor relations issues.
We will be posting short, industry-related news, articles, and analysis on our blog.
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Wednesday, 09 May 2012 12:38 |
Steps to a Successful Company Contest
Everyone has a little competitive streak inside. Even if the streak is usually dormant, it can be awakened when challenges are put before us with public recognition and rewards waiting at the finish line.
Some companies issue challenges or announce contests among sales or production teams to meet certain monthly, quarterly or annual goals. These are intended to motivate individual performance among the team members and support friendly competition within the group. However, if handled incorrectly, contests can have a negative effect on employees and accomplish the opposite of the intended results.
To ensure the success and positive results of your award program, keep the following five thoughts in mind:
- Communicate Program Prior to Participation –When announcing the contest, ensure the criteria is clear for participation including how to win and what the rewards will be. Let team members know exactly what is expected and what they can expect in return.
- Set Appropriate Goals to Engage ALL Employees – Do not set the goals so high that participants immediately feel as if it is impossible to reach. Make sure the goals are achievable for everyone, and there are no unfair advantages associated with employee classification, shift, division, etc.
- Provide Regular Feedback – Competitive people tend to track their individual progress and that of their competition. Keep the teams motivated by providing feedback/scores/rankings at regular intervals. Continue to emphasize the fun of the contest.
- Impartial Judging – Make certain an impartial third party from another part of the organization is keeping score. Nothing can destroy motivation for the remaining teams faster than a sign of favoritism or partiality between those judging and those competing.
- Publish More Than Just Numbers – Promote More Than Just Winning – When the winner’s names are announced, be sure and publicly present the winning results, how they were scored and how they were achieved. Those who did not win still need to walk away feeling they lost “fair and square” in order to stay motivated for the next contest.
Like any successful program, focus on people, even if the competition and rewards are individual based. Create a team spirit. Build an environment of inclusion while providing focus and direction. With management support, reward those things that are important while encouraging all employees to enjoy the journey. This article was written by our sister association in Charlotte, NC, “Capital Associated Industries,” one of CEA’s many nationwide resource tools.
If you have questions regarding this issue, please contact CEA or your regional director.
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Steps to a Successful Company Contest
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Wednesday, 25 April 2012 07:14 |
Funky Payday Facts
Test Your Knowledge
1. When are wages due if payday falls on a Sunday or legal holiday and your business is closed?
a) 48 hours before or after the holiday/Sunday
b) No later than the next business day
c) On the business day preceding the holiday/Sunday
2. How do you pay a nonexempt employee who fails to turn in a time card?
a) Wait until you receive an accurate time card and pay the employee on the next payroll
b) Pay all wages that would normally be due for the employees work period and make any deductions for overpayment or additional payments for overtime on the next payroll.
c) Either a or b is fine, it’s up to the employer
3. For each workday you fail to provide an employee a meal period/rest break you owe the employee:
a) One additional hour of pay at his/her regular rate of pay for both the meal period and the rest break (maximum of 2 hours penalty/day)
b) One additional hour of pay at his/her regular rate of pay for either the meal period or for the violated rest break policy (maximum of 1 hour penalty/day)
c) One additional hour of pay at his/her regular rate of pay for all violations of meal and break periods (maximum of 3 hours penalty/day)
4. What if my business issues a paycheck that is returned for insufficient funds?
a) My business can provide the employee with another paycheck without penalty.
b) My business will need to provide the employee with compensation equal to one day’s pay for each day the wages remain unpaid, not to exceed 30 days.
c) My business can provide the employee with another paycheck with a one day wage penalty.
Answers: 1:b, 2:b, 3:a, 4:b |
Permanent Link:
Payday Facts
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Tuesday, 24 April 2012 09:51 |
Loaning Money to Employees and Payroll Deductions
At CEA we never recommend that an employer loan money to an employee, no matter what the situation. Personal loans set a bad precedent in your business and most employers don’t understand that there are limitations on how that money can be repaid. All of this said, life happens and we receive many calls each year from owners regarding employee loans. Here are some of our responses:
If you do loan money to an employee you can:
- Ask him/her to sign a promissory note which guarantees repayment.
- Receive repayment in the form of a personal check(s) or another form of payment, but never through a payroll deduction.
Other ideas instead of loaning money to an employee include:
- Changing your policies and procedures to allow for advances on vacation and PTO time (just remember, if an employee ends their employment with your company with a negative pto or vacation balance, you will not be able to deduct that time from their final paycheck).
- Offering to “cash out” a week (or more) of vacation time for an employee in a given year, with management approval.
You cannot deduct money from an employee’s paycheck for:
- Cash shortages
- Breakage or loss of equipment
- Ordinary wear and tear to uniforms and equipment
- A uniform (You can require an employee to purchase a uniform only if it is generally worn in a particular occupation, example of nurse’s uniform or white shirts and dark pants and shoes for waiters.)
- Equipment (You can require employees to purchase customary hand tools and equipment only if they earn at least twice the minimum wage.)
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Permanent Link:
Loaning Money to Employees
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