Dear Clients and Friends:
As our country continues to struggle in this economy, we can be grateful for the many businesses that are still “hanging in there” and retaining their workforce. I’ve provided some ideas below to help you during this time. If you have other thoughts that we can share with readers, please send them to me and we’ll get through this supporting each other. In addition, if there are other topics that you would like addressed in future newsletters, please let me know.
Have a prosperous January and don’t forget to have fun!
Terri Olson Spreen
In order to reduce company expenses and remain fiscally healthy during a declining economy, there are numerous things that can be done before considering cutbacks or a layoff. The best decisions will protect your most valuable asset…human capital! Consider the following:
- Employees can be engaged in developing strategies. Communicate your concerns to employees and ask for suggestions on cost-cutting and/or generating new revenue.
- Look at less profitable lines of business or activities in the company. Are there product lines that can be dropped or can you, at least, cut back on the marketing efforts? Are there redundant processes or other kinds of activities that could be eliminated to save money?
- If cutbacks are needed, are there top performers that you can move to other departments to protect their jobs, continue to benefit from their talents and give them a new challenge?
- If you’re paying 100% of the employees’ health insurance premiums, what is the impact on your bottom line to set up a 125 Plan and have employees pay 20% of their premiums with tax-free dollars? This helps stabilize the company and everyone gives up a little to protect their jobs and those of their co-workers.
- Check out the EDD; they have a part-time unemployment benefit for employees that job-share when the employer has cutbacks.
Need more ideas? Call or e-mail us.
Employers must track work related accidents (except first aid) during the year on Cal/OSHA Form 301 and complete the Cal/OSHA 300A report for posting February 1 through April 30th. The posting should be in an area accessible to all employees. Need the documents? Go to http://www.californiaosha.info
As you know, California now prohibits text messaging while driving (that just seemed like a “no brainer,” but nevertheless…). Make sure that your Employee Handbook addresses this issue for employees that drive on company time and for company business. In addition, you may also be experiencing problems with employees text messaging during working hours. This disciplinary issue should be addressed as soon as possible or employees will assume it is acceptable. Most employers don’t allow employee use of personal mobile phones during working hours or, at least, require employees limit their conversations to critical calls. Critical calls can include a latch-key child calling the parent to announce his/her safe arrival to home. Of course, a call interrupting your employee’s work to ask, “Mom, where is the peanut butter?” is not considered critical (well, maybe it is to the child!). Whatever your policy, make sure you include it in your handbook so all employees know of your expectations and boundaries for professional behavior and work ethics.
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