Do you have Employees Suffering from SAD?

Seasonal affective disorder (SAD) is a depression that occurs during a particular season of the year. Most people with SAD are depressed during the fall and winter, when the days are shortest. Their depression disappears in the spring and summer. A less common type begins in late spring or early summer. Changes in the amount of daylight may be the number one cause of SAD.

Although many people say they get the "blues" in the winter, a person with SAD has much more difficulty coping during this season. Like other forms of depression, SAD interferes with daily life. Overcast days can make a person with SAD feel worse. People with SAD have mild to moderate depression, and are low in energy, mental comprehension and alertness, and shows signs of continuous fatigue.

Signs/Symptoms of Winter SAD:

Symptoms of depression or feeling "blue" only during fall and winter

• Craving for sugary or starchy foods
• Oversleeping
• Weight gain

Someone with a mild case of SAD can ease symptoms by adding more daylight to daily activities. Spending time outdoors each day and getting regular outdoor exercise are two effective methods to combat SAD. For more severe cases, doctors may prescribe light therapy and possibly antidepressants. Light therapy involves using a full-spectrum fluorescent light for a certain amount of time each morning, and has shown to be highly effective. You can find these solar SAD lights on the internet.

What Can Employers Do?

• First be aware that this is a real event and not “in someone’s head”.
• Be mindful of changes that occur within your staff during these seasonal times.
• Understand that around the beginning of the year symptoms may intensify.
• Provide a lunch and learn seminar on the topic so that your workforce can become more proactive in seeking assistance for their family members or themselves.
• If you do see signs, don’t diagnose, instead refer the employee to your Employee Assistance Program. Your EAP provider can help set up the affected person with counseling and support groups to help deal with SAD.

Employee Opinion Surveys – Collective Empowerment

In today’s business world, employees’ opinions are generating more and more influence in the workplace – and that has a strong impact on companies, especially those striving to survive in an increasingly competitive business environment. Employee Opinion Surveys (EOS) can be an integral asset of a well organized, growing company.

An EOS can give management the knowledge needed to directly impact the bottom line. By addressing employee opinions, organizations can greatly increase productivity and employee morale, resulting in less turnover and higher quality performance. Often, companies can boost employee moral and productivity simply by implementing an Employee Opinion Survey.

Employers Group has evolved right along with the times so that your human resources management services and products meet the needs of today’s fast paced, high-tech business arena. Give your organization an edge in today’s fast-paced, competitive global environment by making Employee Opinion Surveys a key part of your company’s management strategies.

For information about implementing the EOS process at your company, contact Juan Garcia, Director of Research Services at jgarcia@employersgroup.com
or (213) 765-3969

Testimonial

“Team PCS has used EG’s pre-configured employee opinion survey for the past two years and find that it works very well for us. Employees can access and complete the survey confidentially simply by logging onto the website, which I believe is why we’ve had 80% or better participation. I also appreciate the ease with which I can access the survey results, and the multitude of reports available. The information gathered from these reports has been invaluable to us”

Carole Dyer
Director, Human Resources
Team PCS

Consulting FAQs

Q: Are the overtime laws for non-exempt employees the same in all states?

A: Overtime at one and one half times the regular rate for hours over 40 in the work week is the same in all states because it is required by the Fair Labor Standards Act, a federal law. Many states have their own overtime laws requiring time and one half for hours over 40 in the week. A few states have additional overtime requirements. If the state law requires payment for overtime that is more favorable to the employee, the state law must be followed.

Five states, Puerto Rico and the Virgin Islands have daily overtime requirements. California, of course, requires 1 1/2 over 8 hours in a day and is the only state requiring double time (after 12 hours in a day). Nevada and Alaska also require 1 1/2 after 8 hours in a day. In Alaska this applies to all employers with more than 4 employees. In Nevada it applies to companies with more than $250,000 in gross annual sales and to employees making less than 1 1/2 times minimum wage. California, Alaska and Nevada also have provisions for alternative workweek schedules.

Colorado requires daily overtime over 12 hours in a day or for 12 consecutive hours in retail trade; food and beverage; health and medical; and service. industries. Oregon requires daily overtime after 10 hours in non-farm canneries, driers, or packing plants and in mills, factories or manufacturing establishments (excluding sawmills, planning mills, shingle mills, and logging camps).

California, Kentucky and the Virgin Islands also have special overtime rules for the 7th consecutive day of work in a workweek. In general, non-exempt California employees are eligible for time and one-half for the first 8 hours and double time after 8 hours on the 7th consecutive day of work in a workweek.

Our Helpline consultants put together the following 2005 quick reference summary for EG members:

Employers Group Quick Reference for 2005
Taxes, Wages, Benefit Max’s and Min’s

More Sexual Harassment Training Classes Added

Due to an overwhelming response to the recent legislation on Sexual Harassment, AB 1825, we have scheduled additional 2005 dates for "Sexual Harassment Prevention." The next dates are:

February 3, EG Orange County Regional Office
February 21, University of Phoenix Building, Ontario
March 3, Los Angeles Regional office
March 21, University of Phoenix Building, Ontario

Classes are filling up quickly.......

To register, please contact Member Services at (800) 748-8484, or Click Here.

When are Temps Really Temps?

HR BRIEFING:
Hiring and Managing Contingent Workers
The contingent workforce is steadily growing in today’s shrinking economy. Companies are constantly searching for the most efficient utilization of their resources, and the use of temporary and leased employees is gaining in popularity. This briefing will cover temporary employees hired directly by the company, as well as those obtained through a contract with an agency. Leased employees will also be covered.

Come and learn the answers to such questions as:

• Whose employees are these?
• Is there such a thing as primary and secondary employees?
• What are the requirements for leased employees?
• What is appropriate coverage for contingent employees under Wage & Hour, EEO, workers compensation, and ERISA laws?
• Who is responsible for potential liability in the co-employer relationship?
• What benefits do temporary employees receive, if any?

And also:

• Do I really have an independent contractor?
• Am I practicing “tax avoidance?”

Don’t miss this opportunity to address legal concerns and learn best practices for managing a contingent workforce.

February 8, 2005 9 a.m. – 11 a.m.
University of Phoenix
3870 Murphy Canyon Road
San Diego, CA 92123

February 10, 2005 9 a.m. – 11 a.m.
University of Phoenix
301 E. Vanderbilt Way
San Bernardino, CA 92408

February 15, 2005 9 a.m. – 11 a.m.
San Francisco Regional Office
120 Montgomery St. Suite 1050
San Francisco, CA 94104

February 17, 2005 9 a.m. – 11 a.m.
Los Angeles Regional Office
1150 S. Olive Street, H-1177
Los Angeles, CA 90015

February 22, 2005 9 a.m. – 11 a.m.
Orange County Regional Office
3070 Bristol Street, Suite 640
Costa Mesa, CA 92626

Costs:
$50 – Member
$60 – Nonmember
$35 – 3 or more Members

Protect your Company with an Updated Handbook
Sign up for a “limited time” special handbook promotion

When the Governor signed the revision (SB1809) to SB 796 (aka “Sue Your Boss” or the Bounty Hunter Law”) in August, many employers believed that the onerous provisions were completely rescinded.

They weren’t, and many employers are now starting to see penalties stack up against them. The penalty can be $100.00 per employee and former employees per pay period. Plus, 25% of the penalty money collected goes directly to the employee who reported the violation, which makes it attractive for employees (and their attorneys) to do so.

Don’t let out-dated policies come back to haunt you!

Incorrect, out-dated language in your handbook may become the basis of legal action. It is crucial to have all your documents—and especially your handbook—reviewed annually by an HR Expert.

Since organizations change internal processes frequently, and the laws can change annually, many of the policies in handbooks can become not only outdated but create obligations for the employer where none were intended or do not exist anymore. Also, as companies grow or downsize the laws that affect them may also change and need to be readdressed.

We recommend reviewing your employment practices on a regular basis, but at minimum once a year, to make sure they are in compliance.

Let us help keep your handbook compliant!

For the month of December and January we are offering two (2) “free” written policies (not currently in your handbook) with the purchase of new handbooks and handbook reviews.

Please contact mjackson@employersgroup.com for more details on this limited offer and for a listing of the free policies to choose from.

Terms and Conditions
This offer extends to companies that are current members of the Employers Group or become members through this offering. All proposals must be signed by the member by January 30th for them to be eligible for this discount. The handbook does not have to be completed by January 30th but we should have all handbooks completed within 60 days of the signed proposal unless there are extenuating circumstances that would prevent this.

Required Sexual Harassment Training Implies Accurate Record Keeping…

The new Sexual Harassment Training Bill (AB 1825) requires all employers with 50 or more employees to train their supervisors. What the law doesn’t literally state, but what is inferred, is that to protect your company from potential lawsuits, you must be able to track and maintain records of the training provided, including the date and who attended.

Tracking employees training is becoming more important as legislation and court cases makes employers responsible for proving they have provided the necessary training and guidance to their employees. Proper training and tracking of sexual harassment prevention, safety training, diversity or sensitivity training etc. can reduce an employer’s liability, and make the work place a safer, more respectful environment.

A good HRMS will have a training module that allows you to keep track of training requirements and courses attended by your employees. The ability to have this information in one easily accessible place can save hours of entering redundant information, tracking down information, answering questions, and reviewing your employees’ progress.

Here are just a few of the ways an HRMS can help you track training:

• The ability to have course outlines and schedules on-line for employees and managers to review.
• On-line sign-up for classes, right from the employee’s computer.
• The ability to restrict class size, and automatically close a class when enrollment is full.
• Training and HR Managers can quickly review course enrollment and print out course sign-in sheets.
• Keep track of required job related training, attendance, grade, etc.
• Track courses or continuing education taken at other facilities.
• Instantly access a specific employee and see their training history.
• Instantly access a course and see who has attended it, or who hasn’t.

Employers Group has two different HRMS solutions we offer our members. Whether you are looking for a web-based, outsourced solution like eeAccess, powered by UltiPro, or an in-house solution like Abra, we can help you.

For further information, contact Joyce Weldon, HRMS Product Manager, at Employers Group, at 1-213-765-3999 or jweldon@employersgroup.com.

Are You In Compliance?
Posting Requirements for 2004

The government is at it again. State and federal laws passed in 2004 require posting updates by employers to be in compliance for the new year. Some of the changes that took effect January 1, or will take effect in the near future, are:

• The Veterans Benefits Improvement Act of 2004 (SB 2486) was signed into law by President Bush on December 10, 2004. Among its provisions, the measure requires employers to post a notice informing employees of their rights under the Uniform Services Employment and Reemployment Rights Act (USERRA).
• California Workers Compensation was revised this last April and requires updated postings. If you didn’t buy new posters in 2004 or you updated before July, 2004 then you are out of compliance. If you have a 1/04 poster then a “Peal-and-Post” product is available to bring you into compliance. This update is included in our 2005 All-in-One poster.
• The Wage Orders dollar amount for computer professionals (Wage Order #17) changes every year. If your poster is out of date, and unless you bought a new 2005 version it is, then updating now will satisfy your posting requirements.

Don’t you just love legislative changes? The good news is that Employers Group can help you. With almost 40 posters to choose from, we can assist you in meeting all your posting needs. We have posters ranging from the “All in One” poster containing all state and federal labor law postings to “IWC Wage Orders” and “OSHA” postings.

And… the 10% off special offered at the end of last year has been extended through the end of January, 2005. Time is running out so don’t delay! To order call our Member Service Center at (800) 748-8484 option #3, or visit the EG Store at www.employersgroup.com. Get your posters and be in compliance.