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HR PROSE NEWSLETTER WINTER EDITION
December 2020

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  1.  Feature Article:  I Think I've  Survived         
  2.  Health Article:  Anti- Aging Hacks
  3.  Available candidates
  4. Available Jobs:  HRBP, Field Sales, Commercial Real Estate Sales
  5. HR Pros deal of the Quarter: Sexual Harassment Training 50% off for the first quarter only.
  6. Christmas Card
  7. Exciting News!
View my profile on LinkedIn
​Team HR Pros
Deb Sutton
Machelle Thompson
​Doris Santos-Williams
Cheryl Lamb-New
​Pat Bayer

​Brandy Lynch​​
Dawn Semones

It’s Almost 2021 – And I think I’ve survived
By:  Deb Sutton

  Let’s face it, human beings are for the most part social animals.  I believe that hermits like Walt Whitman, Grizzly Adams, and the Unabomber are few and far between.  Not too many of us choose to pack up and travel to the wilderness to be far away from it all. 
The 2020 Pandemic (the Corona Virus) will most definitely go down in history as a very uncomfortable time.  Although, like most anything there is usually a silver lining.  We learned a lot about the “new normal” and honestly, some of it is not too bad. Let me share some of my thoughts about the silver linings of 2020 along with the negatives (or storm clouds) of 2020.  I am in the state of Florida so I am familiar with what goes on here versus other states.    

Family:  On the plus side, due the virus, many families got closer.  Immediate family members were forced to shelter in place and not go off on their separate adventures for a long time.  Being together brought out new ways of living together as a family unit.  Game nights, movie nights and other inside activities were prevalent. On the negative side, families that do not live close or that are high risk to catch Covid 19, were separated and isolated from their loved ones.  The elderly being the highest risk, suffered greatly.  Many Grandparents were forced to stay away from personal visits with their grandkids.  Brothers and sisters, aunts and uncles who lived far away, could not travel for a visit.  Children also suffered the negative effects.  Wearing a mask, being told it was because of a deadly virus and other sobering realities is a cruel thing for little ones going through this.  Especially given that young children have a very low chance of catching the virus.
Work:  The new normal for work has positives and negatives.  On the up side, many who were working from home found that it added extra time and money to their budget.  Not having to commute, especially the city dwellers (NYC, Chicago, and LA/SF) found they had extra dollars each pay period. They saved on gas and wear and tear on their vehicles/commuting methods. The down side to the individual was that many lost their jobs or were furloughed.  The negative to the business owner is that they lost business which in many instances could not be recouped.  Many small businesses had to severely downsize or close altogether.  Additionally, business small and large lost great employees that ended up taking jobs with other employers.  
Business:  Businesses were thriving prior to the onset of Covid.  Many small businesses as well as certain industries suffered the wrath of Covid.  Restaurants, Hotels, the Travel Industry and Movie Theaters saw sharp decreases in activity due to the virus.  Just prior to the onset in the U.S., the stock market and the economic indicators like unemployment and the GNP were healthy and soaring in some cases.  Time will tell what the outcome will be of some of these industries and small businesses.  The silver lining is that new entrepreneurial ideas popped up and new products and services that are related to infection control and mitigation were developed and marketed. 
Politics:  This year marks the touchiest political year that I can remember and especial the presidential race.  The country was pretty close to split down the middle for each candidate.  Close election calls for the House and Senate happened as well. As of this writing, the Electoral College has not met so the Presidential candidate has not been named.  There is also much debate on both sides about election fraud in many states.  The investigations and law suits are pending.
Religion:  Churches, another part of our society that has suffered, are struggling and are doing many different things to stay active and open.  Some are open and require masks, some are open and do not require masks, and other accommodate for both mask wearers and non-mask wearers.  In Florida many of our churches meet in schools and with the Covid onset, schools stopped allowing churches to meet in their facilities.  This possibly created a financial hardship for those organizations as well as creating a dilemma to the general population of church goers who suddenly found themselves not having a church building.  The silver lining is that technology enabled them to have on-line church.  Once again though, many of our elderly population are not tech savvy.
Education:  For the first time that I am aware because of this virus, kids were prevented from going to school and in some cases starting school in the fall.  Additionally, many moms made the decision to homeschool, that in “normal” circumstances would not have done this.  This has put much extra pressure on working moms.  And, children of all ages are definitely suffering as a result of not getting their social needs meant. The fear factor of death and illness the virus represents must be terribly frightening to young children.  I am hard pressed to think of many positives here.  Hopefully history will show that the kiddos didn’t suffer setbacks in learning or social skills.
The vaccine for Covid 19 is close to being distributed and the predictions indicate it will be available 1st quarter 2021.  Time will tell how things will progress in 2021.  Will things go back to how they were before?  I somehow don’t think so.  Some of us are good with change and some, not so much.  I just hope and pray that first and foremost the death toll stops.  Next. that our freedoms and liberties are not in jeopardy of being taken away.  Concerns for this has been spoken in many different venues:  heard from my friends, family, news media and other sources.  I pray that the world as we know of doesn’t become any worse for the wear because of the Pandemic of 2020.

Anti-Aging Hacks
By: Deb Sutton

  Aging is an interesting phenomenon.  For instance, did you know that once you hit around 40 years of age, whether you're a man or a woman, your body starts aging FASTER than normal? Studies have shown that without the proper nutrients and exercise, your body will age about 6 months EXTRA for every year that passes. This is shocking (at least to me) to think about. If you are 40, that means by the time you hit 44 you will LOOK and FEEL 48. And by the time you reach 60, you will LOOK and FEEL 70 YEARS OLD!
Did you know that 90% of people over the age of 35 lose enough muscle every year to burn off an additional 4 pounds of body fat? That means you not only lose the only thing on your body that creates shape, tone, and strength—you also gain more fat every year, even if your calories stay the same.  YIKES!
Did you know that all of this is reversible at any age? That there are specific ways to move, eat, and think that tell your brain to STOP this rapid aging process... and even SLOW IT DOWN to the point where you're aging less than a year for every year?
According to the research that I have conducted, this information seems pretty accurate. Often we think we need expensive creams, supplements, or other gimmicky marketing tricks to fight aging. But I don’t buy those marketing ploys in all cases.  Here are some of my favorite Anti-Aging Hacks that I think will work for anyone, male or female, and at any age. 35, 45, 55, 65, 75... you name it.
  •  Preparation H  – is a fabulous way (easy to find and inexpensive) to reduce under-eye swelling and dark circles.
  • Coconut oil, lavender and vitamin E – a recipe for Eye Cream you can make yourself…
  • Tea Bags – Great for eye bags
  • Coffee grinds – great for dark circles
  • Sunscreen, Sun Hats and Sun Glasses – the sum can do a number on your skin
  • Quit smoking – Smoking ages you – especially around the mouth (those lip lines).
  • Limit alcohol – heavy drinkers age faster
  • Make-up – They say less is best as you age and I have found this to be very true.  Find products that conceal dark circles, soft lip colors, light weight foundations etc.
  • Hair Color and Style – Keeping one’s hair color lighter and brighter.  Don’t recommend going grey unless you really look good in it.  Staying current with popular hair styles – I recommend conservative though, something about granny’s with green or purple Mohawks – yea/no.  There are several apps that let you try out your face with hair and makeup.  This is both fun and educational.
  • Exercise – from a person who hates to exercise it has been proven that work-out routines can add to a more youthful look.
  • Good health habits are important today for many reasons.  Being a wise consumer and frugal spender can be advantages as well.​
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Jobs Available: ​ 

Human Resources Business Partner: State of Oregon, Great Salary and Benefits.  Must have at least two years’ medical experience (preferably in a hospital setting) Bachelor’s degree or may substitute 5 years of progressive, recent HR experience in lieu of degree.  HR Certification preferred.  Possible relocation.
Field Sales Professional:  Seattle, Washington; Can earn up to $150,000.00 and beyond by selling this brand.  Sales in B to C.  No cold calling – all leads are provided.  Must possess two plus years outside sales experience; a proven track record of closing sales, college degree or equivalent education and experience.  Ability to work a flexible work schedule.
Commercial Real Estate Sales Professional: Several openings, Houston, Texas.  Great variable pay plan and good benefits.  Manage a team and get above average quality training for this brand.  Must possess a Texas Real Estate License.  Must have Commercial Real Estate experience.

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Candidates Available:

John – Northern California; M.A., Industrial Technology / Cal Poly, San Luis Obispo, California – Graduated with Distinction; Sales manager, curriculum developer/trainer, and published author/writer Fifteen years’ experience in Manufacturing roles – biomedical and technology.
Dorothy – VP of HR; Tampa Bay area.  Bachelor’s degree in Computer Science; over 15 years of HR experience; SHRM-SCP Certification. Fully bi-lingual English/Spanish.


​Have you booked your annual required Sexual Harassment Training yet?  If not, this is your lucky day!  HR Pros is offering our Spring Special Discount:
Can do on site or Zoom Training

On- Site Training for all employees – 4 hours of training by a professional HR Trainer at your business location:
  • 10-30 employees (was $199.00/ee) if booked in April - June: $129.00
  • 31-50 employees (was $159.00/ee) if booked in April - June: $120.00
  • 51-100 employees (was $139.00/ee) if booked in April - June: $99.00
  • Over 100 employees (was $99.00/ee) if booked in April -June:$49.00
 
**Meets the State of Florida Sexual Harassment Mandatory Training Requirements. **
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​On behalf of Deb Sutton and the HR Pros, LLC team we wish you a joyous and blessed 2020 Christmas and 2021 New Year!
Brandy Lynch, Cheryl Lamb-New, Machelle Thompson, Doris Williams 

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Announcement
 
HR Pros. LLC is excited and pleased to announce that coming soon we will have a brand new web site that is updated and user friendly.  
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HR PROSE NEWSLETTER SUMMER EDITION 
August 2020

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  1. Lead Article: It is Okay to have a Good Cry
  2. Interesting Factoids
  3. Dental Hacks
  4. Jobs Available
  5. Candidates Available
  6. Summer Client Special
 
View my profile on LinkedIn
​Team HR Pros
Deb Sutton
Machelle Thompson
​Doris Santos-Williams
Cheryl Lamb-New
​Pat Bayer

​Brandy Lynch​​
Dawn Semones
​It is Okay to have a Good Cry
By:  Deb Sutton, CEO HR Pros, LLC

Crying is a natural response human beings have to a range of emotions, including, frustration, sadness, joy, grief and stress.  As I was home alone feeling isolated during our new normal – Covid-19 – I suddenly got that old familiar feeling of sadness and despair.  Sitting out on my Lanai I just couldn’t stop the tears from flowing and I wondered.  Is there any benefit really to a good (or for that matter bad or ugly) cry?
According to Medical News Today, crying has eight benefits.
  1.  It has a soothing effect
  2. Creates support from others
  3. Helps to relieve pain
  4. Enhances mood
  5. Releases toxins and relieves stress
  6. Aids sleep
  7. Fights bacteria
  8. Improves vision
Wow who knew?  It seems that our culture has made it a faux pas to cry in front of others.  Crying at funerals, at movies and in private seems to be acceptable.  I have to ask myself if there are so many health benefits why are we still hanging on to these old attitudes?  Perhaps this should be a part of our new normal also.  Crying seems to bring out the empath in others.  Our natural reaction is to hug and calm the crier.  That is unless we are truly a mean person.  Even crying in the workplace as long as it is not disruptive to others should be okay.  As a veteran HR person, I have had many a crying session in my office.
I do want to warn others that there is a difference between a good healthy cry and depression.  Please know there is help available for depression and make sure you do not let the situation escalate.  Have the number of your EAP or the Suicide Hotline if things have escalated to this point.

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​Interesting Factoids: 
                                                     
  • 120,000 – The number of annual deaths due to workplace stress
Source:  Stanford University

  • 77% - Percentage of business leaders who plan to invest heavily in training to help their workforce acquire new skills and fill new roles.
Source:  Sun Trust Banks Inc.

  • 36% - The percentage of men surveyed who believe women shouldn’t earn equal pay if their employers give women more time off than men for family leave.
Source Randstad USA

  • 30% - The number of employees who say they have already dipped into their retirement savings.
Source Randstad USA

  • 2.2% - The percentage increase in real average hourly earnings from February 2018 –
Source:  US Bureau of Labor Statistics

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Dental Hygiene Hacks for busy lives

​Good Dental Hygiene is paramount to remaining healthy.   Keeping up with a good dental routine could make a difference not only in your health and wellness but could also make a difference in your financial situation, your employment continuation, your ability to stay the attractive and charming person you strive to be.
Here is how to keep your smile healthy no matter where life takes you.
  • Keep a travel-size toothbrush, floss and tooth paste with you wherever you may go
  • In the event you run out of tooth paste use baking soda
  • Use tiny interdental cleaners that can brush and floss, saving you time
  • Gargle with mouthwash or water to wash food particles away if you are unable to brush
  • Chew on gum which contains xylitol after meals to help combat plaque and oral bacteria
While these hacks can help maintain your dental health, there is no substitute for the benefits of regular dental visits.               
Source:  N of the River Dental
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Jobs Available
 
Compensation Professional – located in the Charlotte area.  Need 5 years of compensation experience to include a year of executive comp.  Unusually great company with lots of perks and upward mobility.  Pay $75K– $95K plus 20% bonus. Need 4 year degree and Executive Comp experience. Resumes to debsuttonhrpro@gmail.com
 
Customer Service Professional (inside sales) located in the Bradenton/Sarasota, FL area.  Excellent pay and benefits.  Two positions, one bi-lingual.  Unique vertical in the healthcare arena.  Resumes to debsuttonhrpro2@gmail.com
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Payroll/HR Coordinator -  Great company in Venice looking for an individual who has 2-3 plus years payroll/HR experience.  Payroll for 300 employees plus HR administrative duties.  Important part of job is acting as the HR department translator  of English/Spanish.  Must have excellent Spanish and English speaking, writing skills.  Great pay and benefits.  resumes to debsuttonhrpro2@gmail.com

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Candidates Available





John – Medical/Pharma/ Sales and Sales Training.  California any part – looking for $
  
Eileen – Experienced Recruiter, Customer Service Manager, Supply Chain, Baltimore MD area.  Salary expectations $75K plus.
 
Jim – Plant Training Manager – will relocate anywhere accept NYC & New England metro, $140K plus bonus.
 
Julia – HR Staffing, On-Boarding, Assistant.  Degree, Certification SCP, Nashville area. Salary negotiable at this point.
 


Quote of the Quarter: “Out of clutter, find simplicity.  From discord, find harmony.  In the middle of difficulty lies opportunity.” Albert Einstein.

​News
Exciting News – HR Pros, LLC is partnering with Susan Howard, Founder/Owner ERPlus.  Susan’s specialties are Payroll and HR compliance for small to medium size businesses.   I have known Susan for over twenty years and I am delighted to partner with her on projects.

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​HR Prose is published quarterly and written by Deb Sutton, HR Pros, LLC, an HR Consultant, specializing in consulting with small and medium-sized companies, employee recruitment and direct staffing and career coaching. www.hrprosllc.net. 941-776-0996 business. debsuttonhrpro@gmail.com
​

   


​HR PROSE NEWSLETTER SPRING EDITION 

March 2020

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​1.
Lead Article:  Dealing with a Frankinboss
2. Catch Your Z’s
3. Social Security Regrets
4. Jobs Available
5. Candidates Available

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​Dealing with the Frankinboss
Many of us have read about how to deal with "bad bosses" in all their different forms—the temperamental, the moody, the bullying, the disorganized, the micro-managers, and the ones who take credit for their subordinate's ideas and hard work.
But can a company avoid hiring a bad manager in the first place? Are there telltale signs during the hiring process that can tip someone off to a job candidate who may end up making employees miserable?
There are, say, hiring experts.
"Some people just aren't cut out to be managers because they lack communication and listening skills," said Brandi Britton, district president for Office Team, a Robert Half company based in Menlo Park, Calif. "These bad bosses often lead to decreased morale, stress, burnout, lack of productivity, and ultimately turnover." This type of boss can be bad news for the employer and the employee.
How can a company avoid hiring a Frankinboss?
1. Use interview and selection techniques such as assessments, developing legal but telling interview questions, and even "gut" reactions by the interviewers. Form an interview committee process and get feedback from other interviewers.
2. Thoroughly vet the employee. 
Develop questions to ask the references that might spot troubling managerial behavior. Check social media sites for inconsistencies and other unusual actions.
3. If you do end up hiring, make sure policies and procedures are in place to deal with any complaints and rumors or harassing behavior.  
 
Once hired, how can a subordinate spot and deal with a Frankinboss?
The poor manager often takes credit for a subordinates' work, plays favorites, or overreacts to mistakes, which leaves employees unwilling to take risks. Some poor managers so distrust their employees that they end up redoing all the employees' work. They can be disorganized and changeable—often requiring employees to restart or restructure assignments and projects.
"I have had a few bosses who were horrible," said Michelle Thompson, an attorney and employee relations professional for HR Pros, LLC, a human resources consulting firm in Bradenton, FL. "They had to be the smartest ones in the room, and you had to agree with them. They did not want to hear differing opinions. I have seen managers who were successful as individual contributors or as part of a team but never really had managerial experience. They usually believed they had to have all of the answers and were afraid to say, 'I don't know, but I will find out."
Then there are the insincere butt kissers who "act so sweet in front of senior leadership or their peers and seem concerned about their team to others but rely on management by intimidation. They are the worst but hard to ferret out at times."
What to Do if you have a bad boss:
There are a couple of things you should do if you have a terrible boss, and they rely on your personal, professional goals, your ability to tolerate stress and stressful situations, and your overall skill sets.
1. One thing you can do is put up with the bad behavior and hope the boss gets transferred or takes a position with another company. If this is the strategy you choose, I highly suggest that you document, document, document as much bad behavior as possible. Include dates, times, and anyone that may have heard the bad expressions besides you. Be very specific.
2. Try to talk with the individual in a politically correct way, so you don't come off as being insubordinate. 
Once again, thoroughly document the discussion. Of course, this could backfire, though, so walk through this carefully. I can emphasize recording this conversation as well as bad behaviors.
3. If the individual gets to the point that they seem to be harassing you, you can go to your boss's boss, the company employee relations officer, HR Manager, Company/CEO, or whomever your employee policies dictate as your next line of defense. The more documentation and specific examples of the behavior you can show, the better and if other people in your department are getting the same treatment – suggest that they join you. Your story will be less of a he said/she said.
4. Next strategy, you can ask for a transfer to another department. 
If there are no openings, you may have to choose to leave the job or even the company. 
This sort of behavior can lead to chronic illnesses, heart attacks, breakdowns, and more.
Unwarranted harassment can create a hostile work environment in which the employer may be liable. Also, Frankinboss' can cause individuals to suffer chronic illness, heart attacks, and physical or mental breakdowns. Company owners and stockholders do not want to be legally liable and face a lawsuit and bad press concerning the workplace.
Don't wait until your physical and mental health are suffering the consequences of a bad boss. Do what you can to rectify the situation.
 
Written by: 
Deb Sutton, HR Pros, LLC, an HR Consultant, specializing in consulting with small and medium-sized companies, employee recruitment and direct staffing and career coaching. debsuttonhrprollc.net. 941-776-0996 business. debsuttonhrpro@gmail.com
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Team HR Pros
Deb Sutton
Machelle Thompson
​Doris Santos-Williams
Cheryl Lamb-New
​Brandy Lynch​
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​Catch Your ZZZ’s

It is important for overall health to get enough sleep.  When I was younger ( 20 something) I paid no attention to sleep and became sleep deprived later on in life.  It has effected me in many ways.


Here are some great tips:
 
Melatonin helps you sleep through the night.
FALSE:  It can help you fall asleep.  It won’t knock you out rather it helps you relax and fall asleep easier.
 
You can make up for lost hours of sleep with a nap.
TRUE:  Research shows that just a few minutes of sleep will improve alertness, performance and mood. But substituting periodic naps for one night of sleep can create severe sleep deprivation
 
Exercise before bed keeps you awake.
FALSE: One study concluded that not only did evening exercising not effect sleep, but it also seemed to help people fall asleep faster, spend more time in a deep sleep.
 
The older you get, the fewer hours of sleep you need.
PARTIALLY TRUE:  The amount of sleep a person needs various from individual and is affected by several factors. Most adults need seven to nine hours per night.
 
Source:  FAB FIT FUN Magazine spring 2020
 
 

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Social Security Regrets

​What lessons can today’s workers learn from retirees who have filed for Social Security benefits?  Be better prepared these survey results say:
  • 3 in 10 filed at age 62 or younger
  • Nearly 4 out of 10 regret not filing later
  • More than Half (53%) filed out of necessity, such as not having saved enough.
  • Another one third filed as the result of unforeseen issues, such as health concerns or employment changes.
  • Couples could receive $2,000 to 3,000 a month less by filing for Social Security retirement benefits at age 62 instead of age 70. 
Source 2019 MassMutual Security Pulse Check
 

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Jobs Available: 

Human Resources Manager:  Excellent opportunity for an experience plant HR Manager for two non-union manufacturing facilities in Scranton, PA. National manufacturer with opportunity to move to other positions/operations in HR.   Must have Bachelor’s degree and at least 7 years HR experience 5 of which is in manufacturing.  Prefer certifications SPHR or PHR or SHRM CP or SCP.  To $120 K -will pay relocation. Resumes to Deb Sutton – debsuttonhrpro@gmail.com

Training Manager:  Great opportunity for an experience plant training manager to support 400 employees and two non-union plants.  Must have a Bachelor’s Degree in Training and Development, Instructional Design, Adult Learning or comparable/equivalent job experience.  $90 – 110K plus relocation.  Resumes to debsuttonhrpro@gmail.com.

Account Executive:  Tampa Staffing firm has openings for AE’s with direct and/or temporary staffing experience.  Prefer some college and working for a staffing firm.  Medical staffing experience helpful. NO Job Hoppers.  $50 – 65K plus OTE – first year salary $90 – 100K plus.  Resumes to debsuttonhrpro@gmail.com.

Recruiter:  Tampa company has opening for staffing company recruiter.  Must have staffing company recruitment experience (medical a plus).  Prefer some college.  No Job Hoppers.  $45 -55 plus OTE – first year expectation 90 – 100K plus. Resumes to debsuttonhrpro@gmail.com.
 
B2B Account Executive:  Multiple locations 9 positions – Baltimore and White Marsh MD.Locations around the metro Baltimore/DC area.  Experienced Sales Pro – Hunter mentality, 90% of in the field work – contacting small to medium businesses.  Develop own leads.  Some college preferred.  2 to 5 years of experience $35 – 40K plus OTE – first year earnings 70 – 80K plus – unlimited commission.debsuttonhrpro@gmail.com.

Residential Sales Pro:  Fortune 50 company seeks a B2C sales pro in multiple positions Virginia. and MD. Entry level sales but would prefer some sales or customer service experience.  Must be able to work in inclement weather conditions.  Leads provided.  $26,000 plus OTE of $60k plus (unlimited commission. Will train - Outstanding benefits day one of training/employment.  debsuttonhrpro@gmail.com.

​Senior Systems Engineer:  Multiple positions – telework(remote) – 4 positions. Bachelor’s in Computer Science, Software Engineering, MIS or Equivalent work experience.  Knowledge of related applications, relational database and web technology.  5- 7 years’ experience as a Systems Engineer. Travel required.  Resume to debsuttonhrpro@gmail.com.


People Available:
​

Colleen – Recruiter – 22 years’ experience.  Prefers Remote but will consider other options.  Jacksonville, FL area. 

James – Training Manager 25 years’ experience. Willing to relocate to some areas.  Worked for large manufacturing concerns.  $140K plus bonus.
 
Eileen – Recruiter – 3 years’ experience recruitment and 18 years’ Customer Care Center Manager.  Maryland area.  $75K plus benefits needed.
 

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​From the staff at HR Pros – Deb Sutton, Brandy Lynch, Cheryl New, Michelle Thompson, Doris Santos-Williams

​HR Prose is published quarterly and written by Deb Sutton, HR Pros, LLC, an HR Consultant, specializing in consulting with small and medium-sized companies, employee recruitment and direct staffing and career coaching. debsuttonhrprollc.net. 941-776-0996 business. debsuttonhrpro@gmail.com


HR PROSE FALL EDITION 2019
10/27/19

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  1. Feature Article– Engaging a Multi-generational Workforce by Deb Sutton
  2. Hot Jobs
  3. Hot Candidates
  4. New at HR Pros, LLC
  5. Thank you for your Service
  6. Giving Thanks 
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How to Engage a Multi-Generational Workforce
By Deb Sutton, HR Pros, LLC
 
                                                                  My background and experience in Human Resources Management, Consulting Recruitment, and Career Coaching over the past years has taught me much about workforce culture and employee engagement. I have seen many employee cultural changes and have been involved with four generations over the years. During my career, I have always found different generations of employees fascinating to study.
This different generation of workers include employees from different educational levels, backgrounds, countries of origin, religious affiliations, sexual orientation, political differences, socio-economic differences, and many other variations of the human worker. 
From a Generational Standpoint, however, the gist of the workforce today is made up of 4 generations: baby boomers, Gen X, Millennial's, and Gen Z.
Motivation for each of these groups comes from a different place; finding out where this motivation comes from and how to best engage (recruit, hire, coach, and retain) these workers is paramount to maintaining a great workplace. 
Baby boomers are the senior workers, and they want to be recognized for their experience and longevity. These workers are getting their lives readied for retirement, and leaving the workforce can often be very traumatic. Boomers want employers to value their years of hard work and impressive work ethic. They want an opportunity to prove that they still can add value to the workplace.  
Gen Xers have different work values. They are in the process of climbing the corporate ladder or reaching the top of their salary potential. Recognizing them means they are moving up the ladder and are in control. They will feel a loss of power when their skills are replaced by someone in another generation. They are typically managers, directors, or senior individual contributors. They usually need to be able to prove themselves through promotion and more money. 
Millennial's are excited about introducing new ideas and creativity. They are often maligned for their being brought up by the older Gen Xers and younger Baby boomers. They can often be seen as living with their parents after high school or college graduation due in large by economic factors. Some studies report they are the “entitled generation.” Employers need to praise them for their new ideas and offer perks and incentives for them to stay on the job. 
The final and youngest of the generations are Gen Z’s. Gen Z’s are the youngsters of the workforce. Often called “snowflakes” because their parents taught them they were special, these younger workers cut their teeth on technology and thrive on the internet and social media. In the workplace, they may need a little extra hand-holding, but these are the folks you want to groom and give tech assignments too. There is also the stigma that they are less about-face to face encounters and use email, texting, and social media to extremes. Employers need to give Gen Z employees an opportunity to have fulfillment and excitement in their jobs. They, too, will jump ship to have community and social involvement at work as well as other perks and incentives to keep them engaged in the workplace.
 
By understanding what motivates these different generations of employees, organizations can assign them roles based on how they will best be engaged.
Boomers need to be assigned tasks that allow them to be subject matter experts and display their years of experience, which are winding down towards retirement. Generation X workers should be allowed to apply and win promotions and are typically your managers and director levels who need to display their leadership qualities. Millennial's would be the innovators who need to show their creativity and imagination whose roles should be to demonstrate these qualities. They are the entry-level managers or the independent contributors who are at the mid-stages of the career ladder. Finally, Gen Zs are just starting in their careers, and they need more entry-level roles. Paring them with Boomers will give boomers the mentor satisfaction and show the Z’s the value of a good work ethic. 
By keeping in mind the ages, values, and other variations of individuals of each generation, employers can successfully engage their workers and improve hiring, motivation, and retention practices as well as reducing the expensive cost of employee dissatisfaction and turnover.

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HOT JOBS
HR Pros, LLC is recruiting for the following positions:
  • Recruiters – 1099 – agency recruitment experience – excellent commission plan and flexible work hours. Remote needs a home office. Those recruiters who can bring clients and candidates to the show will be given the priority for hiring. Locations open –will consider all time zones in the U.S.  Opportunity to earn $50 – 75K annually.
  • Recruiter –Nashville– a great client who is growing business. Recruitment of technology or medical positions preferred. Degree and two-plus years of experience. $ 45K plus commission. 
  • Account Executives (4)– Tampa, FL, Degree preferred plus 2-5 years of b2b sales experience. Excellent work environment, little travel, super-compensation/bonus plan. $ 70 -90K
  • Field Sales Representatives (15 positions) multiple NE locations. B 2 C experience helpful. Excellent pay and benefits – first-year salary plus commission is mid $63K. Will train. Paid training. Ability to work some shift work.
  • Apply for these positions on Indeed and get full job descriptions or send resumes to debsuttonhrpro@gmail.com 
  • Note – use this information to put the jobs on the HR Pros web page
 
HOT CANDIDATES
Gerry – Excellent Senior HR Generalist Lives near Orlando– can do Lakeland or Orlando.
Tyrone - Technology Sales Manager – Looking to lighten travel load – remote position in the Houston area.
Terri – HR Business Partner ready for a Director or VP role. Tampa to Venice – open to relocation. Needs multi-industry experience. 
Polly – Bradenton/Sarasota – HR Manager – experience in profit and non-profit.
Jane– Degree plus 20 plus years in food & beverage – purchasing, supply chain management
​Todd– Senior Account Executive in the building trades Industry – Tampa, FL - will travel.

​Receive resumes on these individuals, contact HR Pros, LLC debsuttonhrpro@gmail.com  941-776-0996.
 
 
​New at HR Pros, LLC
 
HR Pros LLC is now a proud owner member of a consortium of Recruitment Agencies that numbers over 500 worldwide.  This opens up a whole new aspect for us in that if candidates that are looking to make changes apply with us and we do not have a position that fits their demographics, we can share them with a plethora of recruiters throughout the U.S. and abroad.  This is a fabulous addition to our bandwidth. 
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THANK YOU FOR YOUR SERVICE

​With Veteran’s Day fast approaching, the men and women that serve(d) our great nation are once again
on our minds. Most of us have hired Veterans in our roles as Human Resource professionals, but how
many of us actively target Veterans to fill open requisitions? Other than being socially responsible, there
are many reasons to consider building hiring initiatives that create pipelines of Veteran and Military
Spouse candidates. One of which is your P&L and recruiting budget.
Based on our research, most companies are unfamiliar with a Department of Labor program that
incentivize employers to hire Veteran and non-Veteran target groups that have historically faced
barriers to employment. The Work Opportunity Tax Credit (WOTC) program rewards companies with
tax credits up to $9600 per Veteran hired. There are no caps to the number of Veterans a company can
hire in a year and no caps on the associated credits earned. Because these are “credits” and not
deductions, the credits earned are dollar for dollar returns to your P&L.
Let’s face it, we’ve all been asked at one time or another, to find money or trim costs. Imagine if you
hired just ten Veterans in a year with an average tax credit of $5400. That’s an additional $54,000 of
found money. Could that help your recruiting budget? Could that fund an additional employee or save
one?
My bet is, you’ve not only hired Veterans in the past, but probably have unknowingly hired employees
from other WOTC target groups. Unfortunately, you can’t file in arrears for those hires, but you can put
things in place to ensure you don’t lose future credits. WOTC is a government program and of course it
comes with deadlines and requirements that have to be met in order to claim the tax credits.
Fortunately, there are companies that specialize in helping you with the paperwork so you maximize the
credits earned. VTC Veteran Tax Credits is one such company that offers a turnkey solution that is quick
and easy to implement. It combines a software platform that takes you from sourcing to credits with an
easy to use applicant tracking system. It also gives you access to source Veterans that are looking for
their next career and are pre-certified for the tax credit. The VTC software will process the required
paperwork for all target groups including the non-Veteran groups with the appropriate governmental
agencies on your behalf. They take the mystery and headache out of collecting these valuable credits.
To find out more, visit their website at https://veterantaxcredits.com. If you use the coupon code: HRPros, you’ll get the first month of the 1 Star subscription, discounted to $0 so you can try it out risk free.  
by:  Craig Washburn Founder/CEO VTC Veterans Tax Credits
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A Special greeting from the staff and management of HR Pros, LLC at Thanksgiving.  We are sincerely grateful for your business, friendship, confidence and loyalty to HR Pros, LLC, over the years and wish you and yours a heartwarming Thanksgiving Holiday!
 
Deb Sutton, Owner/Founder
Rick Sutton
Brandy Lynch
Cheryl Lamb New
Pat Bentley
Machelle Thompson
 
Deb Sutton, M.S, SHPR, SHRM-SCP is the founder and owner of HR Pros, LLC, a successful national recruitment, HR Consulting and Career Coaching business located on the west coast of Florida. She can be contacted at debsuttonhrpro@gmail.com (941) 776-0996 website: https://www.hrprosllc.net

HR PROS SUMMER EDITION 2019

7/3/2019

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  1. Feature Article -Employee Handbook – by Deb Sutton
  2. Summer Hot Jobs
  3. Summer Hot Candidates
  4. Brain Stretcher
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​​IT MAY BE TIME TO UPDATE YOUR EMPLOYEE HANDBOOK
 

As an HR Consultant I have developed many Employee Handbooks for my small and medium size clients, but interestingly, I have not updated too many.  This is what led me to wonder – How long has it been since you updated your Employee Handbook?
 
There have been some very interesting and compelling legal and social climate changes out there in the workplace and there is constantly new technology and resources that either make or break our job as HR Professionals. Here are just a few of some recent issues that I thought we might touch on:
 
1.Social Media and Data Privacy
Employee Handbooks definitely need to address these issues.  There is hardly any employment professional that I am aware of that does not check out candidates on LinkedIn, Facebook, and a myriad of other sites.  Make sure your recruiters and HR folks are protected in terms of EEOC when it comes to hiring practices. 
 
In terms of Data Privacy, there is fairly new legislation that deals with federal and state privacy laws that affect the workplace.  Make sure you check with your legal representative or HR Consultant to ensure compliance with all data privacy rules to ensure compliance. 
 
2. The Me Too Movement
I cannot help but say as a woman who has been discriminated against and sexually harassed in the workplace – YAY – ME TOO…However as an HR Professional this brings up many new and sticky Employee relations challenges covering sexual harassment, gender discrimination and retaliation in the workplace.  It also has and will more than likely continue to be a place where severe personal harm for both parties and their families can happen.  I have seen fairly innocent (but not completely) men lose their jobs, marriage and reputation because of an ignorant action they took.  Likewise, the victim of such behavior suffers often due to gossip, innuendo and worse.  Never the less, we as HR Professionals just deal with these issues in our workplace and our Handbook policies. 

3. Salary Inquiries
Many Cities and States have recently implemented a law that prohibits employers from asking about current salary.  As an HR Professional over the last 20 plus years I have always asked that question.  Well, no more because it is outlawed in many cities and states and an employer can be sued by a candidate for asking. One can only ask (in those legislated states) what the salary expectation is.   Because the law is changing daily, I suggest making it a practice to ask all candidates what the expectation is and not address actual current pay.  Again, make sure your handbook protects your recruiters and that they are trained in the appropriate language to protect the company.
 
I mentioned just three areas that would need updating in an Employee Handbook due to regulation, social change, technology or something else, however there are many other areas and a good HR Consultant or Legal Professional can handle what should be in and what should come out of an Employee Handbook. 

Make a Review of Your Employee Handbook part of your annual audit routine and hopefully your legal compliance bases will be covered.
 
Deb Sutton, CEO and Founder HR Pros, LLC. www.hrprosllc.net  debsuttonhrpro@gmail.com  941-776-0996.


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                         SUMMER HOT JOBS

 
     ​HR Pros, LLC is recruiting for the following positions:


​

  • Recruiters – 1099 – agency recruitment experience – excellent commission plan and flexible work hours.  Remote need home office.  Those recruiters who can bring client and candidates to the show will be given first priority for hiring. Locations open – but will consider west coast strongly.                                                                      
  • Recruiter – Tampa, FL – great client who is growing business. Recruitment of technology or medical positions preferred.  Degree and 3-5 years of experience. $55K
 
  • Account Executives (2)– Tampa, FL, Degree plus 2-5 years of b2b Sales experience.  Great work environment little travel, super compensation/bonus plan. $ 60K
 
  • Account Executives (2) remote but live in NC/SC – need home office. Degree plus 2-5 + yrs experience -  Sales of technology to medical facilities preferred.  $65K
 
  • Sales Analyst Nashville, TN – Corporate Hdqrs of expanding technology company. Bachelor’s Degree plus minimum of 2 years of experience in Sales Analytics - 20% overnight travel.  $50K
 
  • Enterprise Sales Executive – multiple locations – Superior company with great work/life balance features.  Experience in technology SaaS sales solution selling in the healthcare space preferred.  Experience with Workforce Management Solutions.  $90 – 130K plus additional 50 – 100K commission.
 
  • Enterprise Account Executive – Dallas, TX -$100 – 150 K plus commission.  Degree plus 5 – 8 years’ experience selling to telecommunications industry preferred.  Relocation paid for ideal candidate.
 
  • Senior Recruiter – San Francisco, CA - $100K plus great benefits/perks/ opportunity for advancement and travel.  Five years of healthcare recruitment experience.
 

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                                                                     SUMMER HOT CANDIDATES 


Gerry – Excellent Senior HR Generalist Lives near Orlando– can do Lakeland or Orlando.
Rod – Great Technology Sales Manager – Looking to lighten travel load – remote position in the Houston area.
Terri – HR Business Partner ready for a Director or VP role.  Tampa to Venice – open to relocation.  Has multi-industry experience. 
Polly – Bradenton/Sarasota – HR Manager – experience in profit and non-profit.
Lynn – Director of Finance and Operations – Shared Services and Financial services experience.  Recently moved to Tampa.  Excellent longevity and references.
 
To receive resumes on these individuals, contact HR Pros, LLC debsuttonhrpro@gmail.com   941-776-0996.

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​                                                                Brain Stretcher
Three people~Ms. Gold, Dr. Brown and Mr. Blue~live in the three houses on Shady Lane. But none of the three lives in a house that's the same color as their name. ~If Dr. Brown lives next door to Ms. Gold, where does Mr. Blue live? 
Source:  AARP 12/18
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HR PROSE – First Quarter 2019

12/31/2018

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Useful Tips for Working with a Third Party Recruitment Agency
 
​When I originally started the recruiting leg of my business, I wanted to stand out from other recruitment agencies. Keeping this in mind, what I really tried to do was contact the candidates whom I or my staff had interviewed and make sure that we left them with a positive customer service experience. I did this because I felt that the one thing that would help HR Pros, LLC stand out from a candidate standpoint would be great customer service. This was also solidified by the fact that when I asked candidates if they had a positive experience with other recruitment firms, 90 % of them said no. The reason was fairly universal: The Recruiters would call them and be “Gung Ho” about the job they were promoting but would not get back to them with any follow-up leaving the candidate without closure and feeling like the agency was only interested in them as a dollar figure. In other words, that the agency focused on providing good customer service to the companies that paid their fee but dropped the ball on customer service to the candidates who in my opinion are owed the courtesy of a follow-up call. Too many recruiters, it appears, are reluctant to tell the candidate they would not be considered for the job when the hiring manager selected another candidate. Instead of getting back to the candidate, many recruiters would just not give the candidate the courtesy of the truth (even though it was a rejection and hard to hear, it is the right thing for a recruiter to do). At HR Pros, LLC, we make every effort to engage with our candidates and to make sure we let them know if we have submitted them to a position and what the outcome is if any. Anyone that we engage with and submit to a position will hear back from us swiftly and specifically about their candidacy. Our corporate clients appreciate our follow-up with candidates as well. It just makes good business sense. 
 
3 things that make HR Pros, LLC stand out as a great recruitment firm:
  1. We follow-up with our candidates that we interview for a specific job with one of our clients rather than keeping them hanging about their candidacy.
  2. We treat our candidates “special”, we let them know that we may not be able to place them anytime soon but we will register them in our Applicant Tracking System and who knows the perfect job may come about down the road 1, 2 or 5 years from now.
  3. We ask them to keep in touch with us. If they change jobs, we want to follow their careers so that we can keep them in mind for future positions. We let our candidates know that by registering with HR Pros, LLC, we consider them part of the Staffing agency family and we take a personal approach as well as a business approach with our candidates.

In summary, 3rd party recruiters can be good or bad just like any business entity.  I have found that treating our candidates special and on par to the way we treat our clients goes a long way in making for a great 3rd party recruitment firm.

Deb Sutton is CEO and Founder of HR pros, LLC a Parrish, FL woman owned business that specializes in Recruitment, Career Coaching and HR Consulting.

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New IRS Company Car and Truck Rate Increases for 2019

The IRS has increased the standard rate that employers can use to calculate deductible expenses for operating company cars and trucks. This new rate, raised by 3.5 cents per mile to 58 cents per mile, will be effective Jan. 1, 2019. This amount, called the safe harbor rate, can be used to pay tax-free reimbursements to employees who use their own vehicles for business. Companies that don't change their vehicle reimbursement program to reflect the 2019 standard mileage rate may start hearing complaints from employees and this  may result in lawsuits.

The IRS announced Dec. 14 in Notice 2019-02 that, for 2019, standard mileage rates for the use of cars (also vans, pickups or panel trucks) will be:
  • 58 cents per mile driven for business use, up from 54.5 cents in 2018.
  • 20 cents per mile driven for medical or moving purposes, up from 18 cents.
  • 14 cents per mile driven in service of charitable organizations, which is unchanged from 2018.
While the standard mileage rates for business, medical and moving purposes are based on annual changes in the costs of operating an automobile, the charitable rate is set by statute.
Source: SHRM – HR Magazine
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Fighting Age Bias in the Workplace

We all know it’s out there and many of us have experienced it or read about others who have. A recent article in AARP Magazine “The Last Acceptable Prejudice” speaks to this travesty. One of the write-ins from the editorial is quoted as “I’d like to see new laws that ban any requirement (1.)  To list job, hire and degree dates on on-line job applications and (2).  A ban to listing more than ten years of job history and (3.)  To do away with requiring salary history (as 8 states have now mandated).   Age bias is still alive and well in today’s workplace albeit has become less egregious of late. Especially with the low unemployment levels and lack of qualified workers, I have seen an upswing in companies returning to their senses and not always hiring the younger cheaper less experienced workers.  Let’s hope this is a trend that will continue because baby-boomer (eg:  older workers) have a lot to offer in the workplace.
 
Source:  AARP Magazine
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​HR Pros, LLC is Proud to Announce Our Selection by NPA to be a Member/Owner

HR Pros, LLC has reached a new milestone with the honor of being selected by the National Personnel Association (NPA) to become a member/owner.  This elite group of over 500 recruitment and staffing firms worldwide has chosen HR Pros, LLC to become a member.  The qualifications for membership include a vetting of experience, education, business ownership and success. 

As a member/owner, I now have over 500 fellow recruitment professionals that I can network with, split fees with (they may have the job and I have the candidate) and a community of folks in the same business to bounce things off of, etc.
I believe this will add value to the business and open up many new opportunities in 2019.
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​Jobs Available through HR Pros, LLC:
 
  • Senior Business Development Manager 2 positions in NYC. Great International company in the heart of Manhattan looking for degree and 3 -5+ yrs. solution selling information services and technology.  $70 – 90K plus uncapped OTE.  Outstanding benefits including 4 weeks vacation the first year.
  • Marketing Analyst – Nashville corporate offices of a great firm in the medical staffing industry.  60 – 70 K plus benefits.  Previous medical experience preferred plus degree in business/marketing.
  • Senior Client Success Manager – NYC great global giant in Manahatten.  Experience – technology sales  with Big 4 or fianancial district firms.  $60 – 80K plus OTE and awesome benefits.
 
In depth Job descriptions available – contact debsuttonhrpro@gmail.com

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Summer 2018 - HR Prose

8/27/2018

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Preparing for a Telephone Interview                 

                                                                            
By: Deborah Sutton
 
In a recent poll of Fortune 500 employers, 95% said that they always conduct a telephone screening interview prior to inviting the candidate to meet face to face.  When asked the purpose of such a phone interview, they pretty much unanimously responded: to screen out less qualified candidates and to ascertain (as well as possible) if the candidate may be a good fit for the position.
 
Based on the information learned from this poll, it seems that the Telephone Interview is a VERY important part of the Job Search Strategy.  Knowing how to prepare for and maneuver a successful phone interview is extremely important tool for today’s Job Hunter.  Here are some very practical yet useful steps you can take to prepare for this monumental step in the job hunting process.

  1.  Absolutely make certain that if you have an answering machine and that it has a professional recording on it.  Having an “unusual” message is a big turn off to hiring employers.  More than likely they would hang up rather than leave a message on a recording that is inappropriate or silly.  And, of course this is an opportunity lost. 
  2. Make certain that you alert your housemates, children, spouses or friends to answer the phone professionally and to take meaningful and legible messages.  Making a mistake on the name of a caller or jotting a wrong phone number can mean the possible loss of an interview.
  3. Designate a place in your home where you can have privacy to speak to employers and set it up like a professional office as much as possible.  Make sure you have note pads and pens, a clock, free of rock music or TV noise so that you can conduct a professional phone conversation.
  4. Consider the phone interview just as or more important than the face to face.  After all, if you do not wow them here, you won’t be getting a face to face.  Be prepared.  Have the Job Description in front of you and review it thoroughly.  Do your research on the company and the interviewer.  Use the company web site as well as registries like Hoovers and Dun and Bradstreet.  Check out the interviewer by Googling them, using the company website and using a social media site like LinkedIn.  You may have something in common with the interviewer that will give you points like:  graduating from the same college or being from the same hometown.
  5. Make sure that your social media sites are clean of foul language, politically in-correct information etc.  Employers do check you out on Facebook, Twitter, LinkedIn and other sites.
  6. Have a list of commonly asked questions that you have answered at your fingertips also.  Make sure you go over these several times and talk out loud when you answer the questions.  It may be beneficial to record your practice exercise and take note of where you need to be stronger or less intense, etc.
  7. During the interview call, stand up.  Make sure you are calm and not breathing too heavily.  An interviewer will take this as a sign of nervousness.  Your speech should be clear, audible and not too fast.  Remember you are trying to present yourself as a professional and communication skills are being evaluated.
  8. At the end of the phone call, remember to ask for the next step. Make sure you ask who, what, where, when…. Also try to ask if you will get a call back.  This is difficult because it takes a lot of courage and risk of rejection.  However, it is a perfect time to get important feedback.  It is possible that something you said may have been misinterpreted and this gives you an opportunity to correct any misconceptions.
Write out your ending: “May I ask what the next step in the process is?  Will you be recommending me on for the next step?  If not, may I know why not?”  Here is where you can hopefully fix any negative misunderstandings.
 
Finally, end the conversation by thanking the caller and letting them know it was a pleasure to speak to them and that you are extremely interested in pursuing the position.  Get their email address if you don’t already have it and follow up with a professional email again reiterating your interest in the company and the position and giving them a key point in the phone interview that reinforces you are a stellar candidate. 
 
Follow these steps and the chances of a face to face interview will be noticeably improved!!
 
As always – Best of luck on your job search!!
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Leading Change at Every Level – Training in Change Management
HR Pros, LLC is offering a deep discount during the months of November and December for this training:
 
Who should attend:      Executive, Supervisors, Managers, HR pros, rank and file
What size company:      Small to medium
When:  November – December sale:  Offered at ½ regular price
Where:  Your place of business                                                                 
                                                                                                                               
Learning Goals:
  • Understanding Change behaviors
  • Develop change leadership skills and behaviors
  • Generate support for change efforts
  • Improve ability to lead change
 
Contact HR Pros, LLC:  Deb Sutton – CEO – 941-776-0996 for more information.
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Weeding out Troubled Employees

 
By:  Deb Sutton, CEO HR Pros, LLC
 
Weeding out troubled employees is a topic of great concern in our current workplace.  Psychopaths, sociopaths and even narcissists can be troublesome and downright toxic to the workplace and are more common than some might think.
 
No matter how carefully an employer vets their employees, it is possible to have Psychopaths, sociopaths and narcissists slip through the cracks.  Once on the job and exhibiting these troubling behaviors, these employees must be treated like any other employee, says most industrial psychologists as well as legal counsel.
 
Important areas to note would be:  to document unusual behavior and keep as part of the performance review system.  A clear picture of the alleged behavior must be documented.  This would include areas such as dysfunctional work habits, poor job performance, abusive and disrespectful behavior.  It is suggested that company disciplinarians never use the terms psychopath, sociopath or narcissist because these individuals are smart and master manipulators and often use the law to their advantage as a weapon.
 
Even companies that use the most current and sophisticated methods to vet employees such as background checks, reference checks and drug tests, it is still possible to beat the system.  Small companies that do not utilize these practices could be setting themselves up for trouble in the future.  Need assistance with hiring, vetting, background testing, drug testing, EAP programs or the like?  Contact HR Pros, LLC we can assist you by recommending a vendor based on your needs, offering training programs for your supervisors or a myriad of other HR services to create more effective and efficient HR systems.
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Some Interesting Health Facts:                          
Source Newsmax 8/18
  • 78 Million estimated number of U.S. adults who will be diagnosed with arthritis by a Doctor by the year 2040
  • 54.4 Million the number of U.S. adults who have been told they have arthritis, rheumatoid arthritis, gout lupus or fibromyalgia
  • Bad Dental Habits are also bad for your heart
  • Eggs don’t increase heart attack risks in diabetics
  • Heartburn Meds are linked to pneumonia
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Spring 2018 - HR Prose

4/10/2018

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Spring is in the Air!

Have you booked your annual required Sexual Harassment Training yet?  If not, this is your lucky day!  HR Pros is offering our Spring Special discount:

On- Site Training for all employees – 4 hours of training by a professional HR Trainer at your business location:


  • 10-30 employees (was $199.00/employee) if booked in April - September: $129.00
  • 31-50 employees (was $159.00/employee) if booked in April- September: $120.00
  • 51-100 employees (was $139.00/employee) if booked in April -September: $99.00
  • 100+ employees (was $99.00/employee) if booked in April - September: $49.00

**Meets the State of Florida Sexual Harassment Mandatory Training Requirements.**


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reer Coaching and Counseling is a relatively new field that is gaining a lot of ground lately.  Have you ever considered the possibility of getting help in the job market?  Today, more than ever, career help is making a strong statement.  Finding jobs, though better right now than in several years (according to the Department of Labor) is still very time consuming and fraught with many new rules.  The workplace is full of new technology, practically hundreds of job boards and search engines, recruiters who generally are fresh out of college and perhaps do not know how to evaluate job skills and many other state of the art technological advances that many of us have not been exposed to.

How do I find a good Career Coach?
Finding a good, honest Career Coach can not only help when you are out of work but can also help when you are gainfully employed. Looking to advance your career may be an important goal for you but you may not have the time to pursue it due to many other responsibilities: “It can also help those who are facing a downsizing/rightsizing situation or those who are just plain unemployed.  The role of a Career Coach basically helps the unemployed, the underemployed and the over(qualified) employed.“ says Machelle Thompson, an Independent Career Coach and Legal Counsel.

What services does a Career Coach offer?  A Career Coach can offer a multitude of services to include:  
  • Resume writing/revision
  • Career Testing – offer DiSc, Myers Briggs and StrengthFinder
  • Mock interviewing Sessions (interview practice)
  • Career Search – Listing of jobs/openings candidate is suited for
  • Training on various Search Engines and Job Boards
  • Schools and classes for increased learning opportunities
  • Cover Letters, Thank you letters and many tools and samples that are key to finding the right job.

How does one go about finding a good Career Coach?
There are many ways:  Google Career Coach, ask a friend or relative if they know of anyone, and by checking your local news sites and social media for Career Coaches.

What is the Cost of a Career Coach?
That will vary depending on the services you require.  A good Career Coach should be able to give you a free 30-minute phone consultation and then write up a plan with pricing along with other details.

Do I have to go to their office?  No, many Career Coaches can do everything on the phone and will make it as easy on you as possible.  
Finding a professional, full-service and priced right Career Coach can be full of benefits and can help anyone from the college student who moved back home after graduation to the Senior Citizen who is looking for some part time income to add to their social security check.

Written by:  Deb Sutton, MS, SPHR, SHRM-SCP, is the owner/founder of HR Pros, LLC a full service HR Consulting firm that specializes in HR Consulting, Career Coaching and Recruitment.  More information can be found at www.hrprosllc.net.

State Legal Briefs

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Florida:  State Minimum Wage Rises

Starting January 1, 2018, Florida’s minimum wage rose to $8.25 per hour, up from $8.10 – a 2% increase, due to inflation.  Employers can still pay workers less than minimum wage if they are eligible for the tip credit under the Fair Labor Standards Act (FLSA) and if workers make up the difference in actual gratuities.  However, businesses must still pay tipped workers a base wage – which will rise to $5.23 per hour.

Employers need some information on FLSA may contact HR Pros, LLC.  www.hrprosllc.net or debsuttonhrpro@gmail.com.
Source:  HR Magazine


Examples of High-Potential HR Employees

Looking for an awesome HR Professional?  We have them and our fees are very reasonable – use a sliding scale depending on business size and work amount. Typically, we charge anywhere from 20% - 5% of the 1st years’ salary, depending on the amount of work you need done and your size.  Contact HR Pros, LLC for more information.

Michelle:  Looking for a back office HR job in Compensation, Benefits, Compliance. B.S. in Human Resource Management – 2016- experience from June 2016 – present- working for an Industry leading HR Consulting practice.  Position:  HR Coordinator and Talent Acquisition Specialist. Bradenton/Sarasota, FL location.

Pamela: Degreed and SHRM Certified professional with excellent generalist background in both non-profit and industry 5 years of HR Generalist experience.  Bradenton/Sarasota, FL – may go to Tampa for right opportunity.

Donna:  Senior HR Professional with fifteen plus years of experience.  B.S. degree and bilingual.  Industry experience in Banking, Financial, Consumer Products, Non-profit, Healthcare and Consulting.  Will travel - Tampa and surrounding cities.

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Fall Edition - 2017

10/6/2017

1 Comment

 
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Baby Boomers –
Not the Nanas and Pop-Pops of Earlier Generations

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By: Deb Sutton

There is good news for the Baby Boomer generation in regards to the employment situation. I believe now more than ever before Boomers have a great chance to compete in the job arena. Many of them felt the pangs of being discriminated against by employers who have hired younger less expensive workers. One popular theory is that boomers can successfully compete with the millennials and the other generations in all areas of the world of work. They are in many cases more educated, smarter, more customer service oriented, and have a plethora of experience which millennials and other generations cannot match. Their work ethic is strong, they do not call in sick at every little ache and pain. Additionally, they give their employers the best work quality out there today. Parents of boomers, who in most cases were from the World War II generation, taught them the value of working hard to make an honest wage.

Holly Wells (Human Resources Manager for Vastec in Tampa Bay) will occasionally get a call from a business leader who’s in a near-panic. “So-and- so’s getting ready to retire,” she says, summarizing their state of mind. “They’ve been with me for 40 years, and now I’ve got to replace that person. What am I going to do?”

As baby boomers begin to retire, similar scenes will be playing out more frequently on phone calls and in board rooms nationwide. Boomers who account for the largest generation and are aged between 52- and 70-years- old have a lot of knowledge, skills and good work ethic not often found in younger workers.

The Society for Human Resource Management (SHRM) a national organization of HR professionals recently polled its members about what their organizations were doing to prepare for the aging workforce. They were not certain that the younger generations were going to be able to keep pace with the current generations that were quickly exiting the workplace in retirement. In fact, 13% of the polled companies said they weren’t even aware of the issue, which is rather strange considering all the media attention on the subject. Many organizations don’t worry about the demographic shift until they actually start losing their key people.

The Recession of 2007 put a damper on the “war for talent” and ate into many older workers’ retirement savings, causing them to stay in the workforce longer than they’d planned and allowing some companies to put off facing the inevitable. Still, more than one-third of respondents to the SHRM survey are examining their policies and practices to prepare for the projected increase in the proportion of older workers, defined as those 55 or older.

The interesting phenomena that I now see happening is that Baby Boomers are feeling the pain of living on Social Security and maybe a small 401-K or pension. Many of them are living healthy lifestyles and are seemingly bored after a year or two in retirement and are eager to re-enter the workforce.

“Hopefully more and more employers will see the value of these older workers like I do” says Machelle Thompson, an Independent HR Consultant. “For the most part, their work ethic, skills level, knowledge and education makes them ideal workers. Boomers that decide to re-enter the work force can add value to the bottom line and can even mentor the younger work force as to those great work values. This is a win-win
scenario and fits with our current climate of “making America great again.”


The author, Deb Sutton, is the founder and owner of HR Pros, LLC a national consulting Practice located in Parrish, FL that provides HR Consulting, Executive Recruitment and Career Coaching.



Featured Job Opening


Entry Level Sales Representatives - Washington, DC 20004 USA

Compensation: $42,600 Annually (plus commission)
Benefits Offered: Medical, Life, Vision, Dental, 401K
Employment Type: Full-Time
 
Why work here?
“Awesome International Presence, Exceptional Benefits and Salary Package, Great Training and Magnificent Growth Opportunity”

We are seeking an Entry Level Sales Representatives to join our team! You will resolve customer questions and offer solutions to drive company revenue.

Responsibilities:

  • Present and sell company products and services to new and existing customers
  • Prospect and contact potential customers
  • Reach agreed upon sales targets by the deadline
  • Resolve customer inquiries and complaints
  • Set follow-up appointments to keep customers aware of latest developments
  • Create sales material to present to customers
​
Qualifications:

  • Previous experience in sales, customer service, or other related fields helpful
  • Familiarity with CRM platforms helpful
  • Ability to build rapport with clients
  • Strong negotiation skills
  • Deadline and detail-oriented
  • Proven success in education/work experience

About HR Pros, LLC:

Executive Recruitment firm specializing in Human Resources, Sales and Marketing, Healthcare, and IT professionals nationally.

Our client is an Employer of Choice company with an excellent reputation. Company offers great opportunity for advancement.

Featured Candidates

Dee HRPro:  Bi-lingual English/Spanish HR Director with over fifteen years of professional HR management experience - Bachelor’s in Computer Science - Industry experience: Non-profit; Healthcare; Banking; Retail; Consulting - Tampa Bay area


Ellie O’Toole:  Excellent work ethic - Background in estimating, moving and storage industry - Former franchise owner - Prefers Bradenton/Sarasota area

Janet Doe: Kansas City MBA with HR focus, working on PhD -  High level HR executive with 10+ years of experience -  Legal organization, transportation company -  willing to relocate almost anywhere, but prefers larger metro area


CONTACT HRPROS LLC IF INTERESTED IN ANY OF THESE OUTSTANDING CANDIATES.


New Venture Offers Up Some Excitement for HR Pros, LLC

HR Pros, LLC is proud to announce that they will be affiliated with Executive Showcase, a Professional Presentation Firm.  HR Pros, LLC will be providing Executive Showcase with Training Materials that can be customized for HR Professionals and small business owners who have no training department or a limited one.

The firm is a state of the art newly launched marketplace for acquiring training materials and various other HR Tools.  HR Pros, LLC will be featured as one of their Signature Consultants having provided the organization high quality training materials and consulting services.

More information can be found at their web site:  www.executiveshowcase.com.

Stand Out from the Crowd when Job Searching

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HR Pros, LLC offers individualized one on one Career Coaching for any type of position: executive, senior director level, middle management, hourly,  sales, human resources, accounting, estimating, store manager, nursing, and  medical technology are just a few samples of the careers we have successfully worked with.  

We will do everything from developing or revising your resume, career testing (use Myers Briggs and StrengthFinder) job placement, interview coaching and more.

Contact us today for a free consultation and cost analysis. debsuttonhrpro@gmail.com

1 Comment

Spring Edition - 2017

4/18/2017

0 Comments

 

HR Prose Newsletter

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Selecting Leaders in Today's Economy

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By:  Ron Hamilton - Practical HR Solutions
The demands of leadership change based on the environment and circumstances a leader faces.  There can be no doubt that the current economic climate is unique. Businesses are facing more competition, a greater pace of change and more uncertainty than ever. As a result the requirements for our leaders have changed as well.  Certainly there are some skills and traits that leaders need regardless of the economic environment.  The ability to attract, choose and retain top talent is a skill that transcends time and circumstances. 

It is impossible to maintain a successful organization without great talent filling the halls. Talent certainly cures a lot of ills in other facets of a company.  The one sustainable competitive advantage in this or any market is the quality of the people in the organization. 

A leader who doesn’t attract, choose, and retain top talent will not be a leader for long. 

​However, current economic conditions have dictated a change in emphasis to a new set of skills and traits for leaders. The new economy is characterized by an escalating pace of change, and the surge in competition from more diverse sources. As a result, there are three “core skills” that an effective leader needs to exhibit. The three skills are Flexibility, Ability To Learn and Strategic Thinking.

Flexibility
In today’s marketplace, a leader needs to be able to change direction based on an ever-changing analysis of the situation.  The rapid pace of change in the market and arrival of new and unique competitors forces flexibility.

The dogged Type “A” leader who refuses to vary from the plan has a much harder time being successful in today’s market.  This doesn’t mean the new leader changes for the sake of change. It does mean that planning is on-going and fluid enough to meet rapidly changing conditions. Today’s leader must constantly compare and analyze new information and take the appropriate action.

Ability To Learn
The ability to learn is defined as quickly absorbing new information and putting it into use.  Interestingly, we usually assign this requirement to entry-level employees.  In today’s market, this skill is a must for the effective leader. The changing market has caused many of the “traditional” solutions to problems to be rendered useless.  A leader who relies on past solutions may be doomed to failure.  Today’s leader needs to constantly upgrade their knowledge and skill set if they are to identify new and unique solutions to problems and challenges.

The best leaders I know all view learning as a continuous process that needs to keep pace with the pace of change around them.  They are great students and constantly invest in their own education. 

Strategic Thinking
Strategic thinking is the process of blending both short-term and long-term thinking and actions. The knee-jerk reaction when the environment is rapidly changing is to focus strictly on tactical issues.  Putting out today’s fires.  The strategic leader always weighs short-term actions against long-term consequences.

Selling out for either short or long-term is not the act of real leader in the new economy. Careful consideration is given to both and decisions made accordingly. There are certainly other traits and characteristics of leaders but these three because more prominent in this market.  The question now becomes how to select leaders in these challenging times.

The good news is the process of choosing leaders remains consistent.  It is always best to r
ely on the Behavioral Model.  This tells us that:  Past Behavior Predicts Future Behavior. Putting this into practice is as easy identifying the behaviors necessary for success in your environment and choosing people who behave that way.

When interviewing for flexibility, get specific examples from candidates of plans they adjusted on the fly.  Question them about how the decision was made.  Learn what options were considered and how the final decision was made.

Don’t just get one example. Multiple examples lead to more consistent behavioral patterns.  Using the behavioral model, it is possible to project the behavior to your environment with great accuracy. For the ability to learn, get multiples examples of how the candidate has improved their skill set.  Explore all the investments they made in their own education.  Get specific examples of how they put the new information or skill into practice. Never settle for generalities. Get specific examples with results attached. For strategic thinking, get examples of decisions the candidate made that considered both short and long-term consequences.  Go into great detail about everything that was considered. Get examples of decisions made that sacrificed either the short or long-term.  Once again, get all the details and have the candidate walk through everything that was considered in making the decisions. For every example get as much detail as possible.  Your goal is to learn all of the circumstances of the situation and all of the actions the candidate took.  The more data collected, the better the hiring decision.

The traditional profile of a leader needs to be modified as a result of the current market conditions.  New times call for new leadership models.


Spring is in the Air! Enjoy HR Pros Spring Specials

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Have you booked your annual required Sexual Harassment Training yet?  If not, this is your lucky day!  HR Pros is offering our Spring Special Discount:

On- Site Training for all employees – 4 hours of training by a professional HR Trainer at your business location:
  • 10-30 employees (was $199.00/ee)  if booked in April - June: $129.00
  • 31-50 employees (was $159.00/ee) if booked  in April - June: $120.00
  • 51-100 employees (was $139.00/ee) if booked in April - June: $99.00
  • Over 100 employees  (was $99.00/ee) if booked in April - June: $49.00

**Meets the State of Florida Sexual Harassment Mandatory Training Requirements.**

Health Insurance Benefit Info

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Each employee who smokes cost a Florida business roughly $3,400 annually.

Providing comprehensive tobacco cessation treatment as a health benefit not only improves the health of Florida’s workforce but it also improves your
$$$$$$$   BOTTOM LINE.   $$$$$$$

Find out how to get help by visiting
FTCAlliance.com.


The Tax Man Cometh – or What to do with the Tax Refund This Year?

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By:  Deb Sutton, MS, SPHR, SHRM-SCP – HR PROs, LLC

It's tax season, and if you are like me you have probably been daydreaming about how you might spend your tax refund.  It seems like every year my husband and I have the same conversation that goes something like this:

Me: "Honey let’s use our refund to take that trip to the Islands we’ve been dreaming about.”
Hub:  "I think we need to take our tax refund and pay down our debt with it and then maybe put the remainder in savings.”  

Argh!! I am glad I married a logical and financially sound man who keeps us from drowning in debt but I wish he was a little more open to spending on some fun stuff.
So, in the spirit of both my wonderful husband Rick and myself, here are some ideas on how to get the best use from your refund.

Rick’s favorite:  Pay down your debt:  Of course this solution helps alleviate all kinds of stress that comes along with a heavy debt load.  Many of us have student loans, mortgages, credit card debt and car payments that weigh us down emotionally each month when those bills arrive.  Good financial Planners will advise you to use your tax refund to alleviate much of your debt.  According to recent survey, the average household has a $17,000 in credit card debt which amounts to close to $1400 in interest per year.

Gen X and Gen Y favorite:  Pay down or off your school loan:  Many 20 and 30ty year olds are stuck in the college load debt debacle.  They often are in so deep that they cannot qualify for a home loan thus forcing them to rent and often may have to work 2 jobs for a while to get the loan paid off.

Another of Rick’s favorites:  Use the tax refund to save for retirement.  Baby boomers have not been the best at savings for retirement and most of us are going to have to work well into our 70ies.  By taking a fraction of our refunds each year and putting the funds into a retirement account, we can benefit a great deal.

Deb’s fun ideas to use tax refund for:  Use to do something fun from my bucket list  - hot air balloon ride, safari vacation, start my dream business, begin a new hobby, join a gym, get weekly massages, cleaning service etc. etc.

Yes there tons of ideas out there to use your tax refund.  My advice is to be mindful of those areas that are creating stress in your life because of debt and use the formula: pay off debt 1/3, use for fun 1/3, and save for rainy day 1/3 and you can’t go wrong.


Examples of Strengths in the Workplace

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By: Luanne Kelchner
(article originally found here: http://smallbusiness.chron.com/examples-strengths-workplace-18568.html)

Employers evaluate the strengths of employees when making decisions for promotions, pay raises and participation on special projects. Exhibiting the strengths an employer values can help workers advance in their careers. Workers seeking a new position should highlight activities that illustrate the strengths, such as leading a group or work on team projects.

Flexibility
Flexibility is the ability to transition between tasks and learn new duties. The ability to learn new skills is an important characteristic of a flexible employee, but workers must also have a willingness to learn and try new tasks. Flexible workers can change priorities quickly as work conditions demand as well. Employers will consider those with flexibility for new and challenging projects for their ability to adapt quickly to new work conditions.

Teamwork
Working well with others is a strength in a team environment, such as a place of employment. Workers who are team players have the ability to relate to others, moderate conflicts and motivate team members. Team players promote the success of the team or organization above their own personal success. A strong team player will promote the ideas of his teammates if it is in the best interest of the organization.

Communication Skills
The employee with communication skills has the ability to convey a message to others through verbal and written communication. Communication skills also include the ability to listen and relate to others. Employers value workers with the ability to communicate effectively, and require it from those seeking management or supervisory positions.

Dependability
Employers look for workers who are dependable and responsibility. The dependable worker shows up to work every day and on time. In addition to showing up to work, a dependable employee is one the employer can turn to for a new task or project. With responsible employees, the manager or supervisor can rest assured the worker will complete the project on time.

Leadership
Leadership skills are a strength employers look for when promoting workers to a manager or supervisor position. Employees with leadership skills can motivate others to work at their highest level to reach the goals of the organization. Strong leaders coach and mentor other workers, identify strengths and weaknesses in others and manage employees to reach goals in an efficient manner.


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Summer Edition - 2016

8/8/2016

1 Comment

 

Summer 2016 Edition - HR Prose Newsletter

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Are You Ready for the New FLSA Changes?
 
Several changes to overtime rules will take effect on December 1, 2016. Some of the most important changes, that could affect you, are explained below:
 
1. Salary Threshold Changed to $913/week ($47,476 per Year)
This threshold doubles the current salary threshold level.  While this level is slightly lower than the threshold in the proposed rule, it still encompasses many employees that are currently classified as exempt. The Society for Human Resources Management (SHRM) was disappointed that the Department of Labor did not offer a more reasonable increase and set the threshold, as it has in the past, at a level designed to encompass those employees that are clearly not engaged in exempt-type work.
 
2. Automatic Salary Threshold Increases Every 3 Years (Not Annually) to Maintain Level at 40th Percentile in Lowest Wage Census Region
The Department of Labor reduced the frequency of the automatic increases in response to concerns raised by SHRM and others. Instead of annual increases, the threshold will be adjusted every 3 years to maintain the level at the 40th percentile of full-time salaried workers in the lowest-wage census region. Automatically updating the salary threshold, however, does not allow the government to take into account changing economic conditions, specific impact on certain industries, or regional differences.  It also denies the public the ability to have input on the threshold as required by the regulatory process.
 
3. Duties Tests Are Unchanged
The absence of a duties test change is a significant win for the thousands of SHRM members who expressed concern in this area. The DOL did not make changes to the standard duties test.
 
4. Effective Date is December 1, 2016.
These changes are to take place on December 1, 2016.  SHRM advocated for a longer implementation period than the standard 60 days and the final rule provides additional time for employers to prepare. With the rule going into effect on December 1, 2016, HR professionals should immediately review their current workforce to determine which employees are affected and whether to re-classify those employees and execute a communications strategy. HR should keep in mind the periodic adjustments and set a regular review process.
 
5. Highly Compensated Employee (HCE) Exemption Is Now $134,004 per Year
The final rule retains the methodology in the proposed rule setting the threshold at the 90th percentile of full-time salaried workers nationally.
 
For further clarification and additional information on these rulings and or the need for an Exemption Status Review contact Deb Sutton, HR Pros, LLC 941-776-0996 – www.hrprosllc.net.

 Summer is the Time to Keep Bugs at Bay

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I don’t know about you, but I am a little freakish, or maybe slightly phobic, when it comes to some insects.  Living in the South, we certainly get our share of bugs.  I have learned to live with Palmetto Bugs, (which is the sweet name for a cockroach).  I don’t even mind most spiders; I have killed my share.  But, when it comes to mosquitoes, I can get very freaked out. I once read that these tiny insects could carry more than 50 diseases; and, since they are vampires, per se, it is pretty scary what you could potentially contract if bitten.  Here are a few of the most common diseases and some statistics regarding these cases:    
  • Dengue – 46 cases in the US territories – Florida, Hawaii, Puerto Rico and the US Virgin Islands.
  • West Nile – in 2015 there were as many as 2015 cases in every state but Alaska and Hawaii.
  • Zika – 596 cases in the U.S. Territories.
 
All three of these mosquito-borne illnesses are serious, and some may be fatal.  If you find symptoms, make sure you seek treatment right away.


They Say It's Your Birthday

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The following places offer free items on your birthday: 
 
1. A&W All American Food – Get a free root beer float on your birthday by joining the Mug Club.
2. Ace Hardware – Receive a free $5 off coupon when you join Ace Rewards.
3. Applebees – Sign up for their Email Club and get a free dessert on your birthday.
4. Barnes and Noble (Kids) – Sign up for the B&N Kids’ Club and your child gets a free cupcake on his/her birthday.
 
We will be giving you more and more of these ideas – so make sure you check out our next publication of HR Prose coming in the fall!!!
(source:  Penny Hoarder)


Featured Jobs & Employees

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Featured Jobs:

Executive Compensation Lead - New York, NY
Be a Key Player for a leading organization. Ability to develop and implement executive level compensation policies, plans and programs. Benchmarking analysis, third party surveys, compensation bonuses, salary offers, sign-on bonuses and retention plans development and implementation experience expected. Developing job descriptions and vendor management are also part of the duties for this excellent organization. Individual should be analytical, team player with supervisory experience and ability to Project Manage at a large organization.
 
Position Requirement:
-Bachelor's degree
-Certified Compensation Professional (CCP)
-Familiarity with HRIS systems
-Strong Analytical Skills - excel super user
 
Human Resources Leader - Lynchburg, VA
Excellent well-known company seeking an HR professional to lead the organization in the following: Develops and administers human resource plans, procedures and policies. Plans, organizes and controls all activities of the department. Participates in developing department goals and objectives. Develops and maintains affirmative action program; maintain other records, reports and logs to conform to EEO regulations. Maintains responsibility for compliance with OSHA rules and regulations; conduct safety training or coordinate the use of appropriate vendors for required training. Prepare and conduct training classes as needed. Conduct recruitment efforts for hourly workforce and assist managers in recruitment efforts for salaried workforce. Develop and maintain handbook on policies and procedures; communicate changes to supervisors and employees and ensures proper compliance is followed.  

Human Resource Generalist - Raleigh, NC
Work in collaboration with team members to effectively execute HR processes including talent acquisition and development, Leadership Development Review (LDR), Performance Management (PFT), diversity, salary planning, and incentive compensation planning and recruiting. Partner with other managers to understand key business challenges and organization needs, and identify and execute programs to address gaps. Lead and facilitate change initiatives through the use of HR consultation skills. Provide advice and counsel to managers on a variety of topics to optimize employee engagement, team development, and organizational effectiveness. Lead talent and employee engagement activities including planning events for employees and the community. Update local HR policies and provide guidance to employees on these and other HR policies. Work with employees and managers on investigations and employee relations matters Work within a complex matrix environment, balancing competing priorities and engaging appropriate stakeholders. Lead initiatives and participate in continuous improvement activities. Ensure compliance with all applicable governmental regulations. Administer various programs within HR such as the safety shoe vouchers, wage garnishments, military and disability leave and more. This person may also manage the company wellness program. Initial projects may include: Complete job ladders for hourly employees and get buy in from all parties Work with operations to create a more standard skills matrix and training plan. 

-BA/BS degree with four or more years of experience in human resources at a manufacturing plant is required. MBA or MS in HR related field is preferred.

In order to be considered as a candidate, the following experience must be reflected on your resume: Four or more years of HR experience in a manufacturing setting is required. Proven ability to manage a wide variety of HR programs, change management and roll-out of corporate HR initiatives. Employee relations experience is required Knowledge of HR laws and regulations including but not limited to FLSA, FMLA, ADA and EEOC is required Staffing and recruiting experience is required Other experience that we will be looking for through the screening process: Proven ability to change the business through creative problem-resolution, policy creation or lean efforts. Ability to build and maintain relationships with leadership as well as employees. Strong project management and organizational skills. Strong knowledge of lean manufacturing and the ACE operating system. Excellent presentation and facilitation skills as this person will also conduct supervisor training and present in meetings.


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Featured Employees:     (Credentials are real, names are fictitious)
1. Johnny Appleseed – Insurance Professional - Experienced, Bilingual Insurance Appraiser.  Associates degree.  Motivated to start work immediately.  Tampa, FL area.

2. Dora Explorer - 20 years in increasingly responsible HR management roles.  Bi-lingual, multi-functions and verticals.  Bachelor’s Degree, SPHR, SHRM-SCP. Tampa Bay, FL.  Looking for a VP or Regional HR role.

3. Bunny Energized – Young, hard-working Marketing Manager – Bachelor’s Degree – Marketing from a prestigious college, very detail-oriented and creative.  Prefers Sarasota/Bradenton, FL but will go to St. Pete or Tampa, FL for “right opportunity."

4. Annie Admin - Administrative Assistant – Bilingual, hard working with a proven 13-year work history.  Legal experience.  Bradenton/Sarasota, FL.

5. R. Legal Beagle – JD in Employment Law – Excellent background working as a Labor attorney.  Located in the Big Apple – Published author.
 
Employers can contact Deb Sutton, Owner/Founder HR Pros, LLC for information on hiring these outstanding individuals at 941-776-0996.


1 Comment

February 2016 Newsletter

2/22/2016

0 Comments

 
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How to Hire Great: Keeping Succession Planning in Mind as the End Game
Deb Sutton


Most recruiters will plan to stay in touch with their new recruits through the end of the probationary period and at the end of their probationary period will then cut them loose to go their own way. But a unique recruitment method I recently heard about from a friend who recruits for a large manufacturing company, is to hire with succession planning in mind.  What does this mean, you ask? Well it means (simply put) to hire top graded talent that will be able to fill the shoes of those top individuals who will be leaving the company primarily due to retirement but also perhaps due to poor performance (Peter Principle) disability or death.  To think forward 10, 20 or 30 years is quite a time span, however, if hiring, training and career development are all part of your succession planning process, it would just come naturally that the talent you choose today would be able to progress to top. This type of forward thinking, planning and molding your talent is extremely beneficial because the people that have time and grade with the company are more than likely also going to have loyalty and commitment to the company’s core values, mission and goals.  These are the folks who have made an investment in the products and services the company provides.  They know the distribution channel, the production scheduling techniques and the marketing analytics to make the business a success.

This concept is not new….Remember the Japanese and their “lifetime employment model?"  Of course we westerners "poo-pooed" this approach as impossible for selfishly motivated up and coming Americans.  But the way our corporations have changed lately and the negative ideas that employees are expendable and are easy come easy go makes for a very interesting case study.  When recently polled a large Midwestern college had positively embraced this model as something to work towards in the future to guarantee continued success and a continuation of a company’s strategic planning process.

If the millennium generation is/was the generation that had no loyalty and would jump ship at the drop of a hat, this next generation may be the one to prove that sticking with a company for 10, 20, 30 years plus has many positives points.  One being that they will have a “faster track” to get to the top positions in the company and another that they and their family members would feel more secure and stable if they were working at the same company environment for many years.  There is something very soothing about security and it has been shown to go along way with upward mobility and productivity.

All and all it should be interesting to follow company’s who choose this new model in their strategic talent acquisition process.  Please kindly share your own thoughts and experiences.


Currently Featured Jobs & Employees:

Featured Job:  Project Manager, NYC
If you started your career as Business or Technical Analyst and have been managing small to mid-size software implementation or integration projects, this role may be the next big step for you!
The ideal person will have track record of assessing and balancing priorities and a reputation for communicating expertly across different areas and lines of businesses. As a PM, you’ll become a subject matter expert in product configuration and will be called upon for consultation as to the best use of the application in various client business scenarios. This is an exciting opportunity to grow with a global organization, work directly with clients, and gain extensive experience managing large software implementation projects.

  • Bachelor's degree in Computer Science with a minor in finance, accounting or economics (preferred).
  • Three or more years of PM experience with good knowledge of PM tools and methodologies (MS Project, Prince 2, PMP) Certification helpful to have
  • Solid knowledge of C#, SQL, syntaxes and HTML
  • Advanced Excel; VB Scripting, Pivot Tables, V-Look-ups, and building macros.
  • Spanish or Portuguese Language fluency a plus.

Featured Employees:  (Names are fictitious)

Virginia Love:  B.S. Business Administration
  • 12 years experience – Top security clearance
  • Workday, Share point, MGI, ERP, Advance Excel; pivot tables, v-lookups, macros
  • Large Government Contracting Background
 Salary: expectation  $110K

Charisma Cupid:  Honors Graduate B.S. Business with HR major
  • 8 years progressively responsible experience in multi-plant facilities
  • 2 years HRM healthcare background
  • Will travel
Salary expectation - $100K.

We Are Excited to Introduce Our New Partners!

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Patrick Thornton, CEO
Anderson Thornton Consultants
“Adding Value to Your Benefits”
15429 N. Florida Ave
Tampa, FL 33613
Phone: 813-979-1588
Cell: 813-477-0104
info@andersonthornton.com
www.andersonthornton.com
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Duke Mills, President
WorkComp Solutions
Tel: 863.646.4642
Mobile: 863.712.0990
Duke@workcompsolutionsfl.com
www.Workcompsolutionsfl.com
www.wrapupexperts.com



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The Archer Company has been providing valid and reliable human resource management services and systems to both the public and private sector since 1975. Our company's award winning, state of the art copyrighted systems are considered the standard for advanced human resource management systems as related to pay
and compensation, performance appraisal and employee satisfaction (QWL) surveys.

Tel: 1-803-366-2400
Fax. 1-803-366-1082
www.archercompany.com
archere@comporium.net
0 Comments

January 2016 Newsletter

1/19/2016

0 Comments

 

"I Wish I Would Have Known Then What I Know Now"

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Contributed by: Duke Mills - President WorkComp Solutions, Inc.

“I wish I would have known then what I know now”

Typically, there’s never a happy ending after this statement, “Because, if I knew, I would have done things differently.”

So, after years of uncontrolled rants on workers’ compensation claim management, I think I’ve made a dent.  We’ve created a checklist that identifies the leading indicators (predictive modeling) that produce adverse outcomes.  Yes, these claims cost you a lot of money and time. Employers blame insurance companies, insurance companies blame employers and doctors’ blame everyone.

It’s not the cut finger or catastrophic injury, we get that right? It’s the soft tissue, neck or knee coupled with the employee who has a sense of entitlement, unhappy at work and has a long list of co-morbidity
issues. “Houston, we have a problem.” – crew of Apollo 13

The problem is, these injuries migrate through the adjuster system with no real sense of urgency and strategy to bring quick closure that will reduce the duration and cost of a claim. So let’s be more specific and use the Pareto Principle or 80/20 rule. It’s the 20% that’s driving 80% of the cost.

Can we agree the system is wrought with fraud, waste and abuse? If so, you can no longer rely on the treating physician, adjuster, pharmacist, injured worker and the cast of supporting vendors to keep the cost down. You have to take control by gathering the information to determine the characteristics of the type of injury, employee and treatment plans, have enough red flags that have historically led to adverse outcomes and delayed recovery.

Here’s a few to think about:
  • Was the employee recently reprimanded?
  • If you’re aware, does the injured workers spouse collect disability benefits?
  • Are there co-morbidity issues with the injured worker that would complicate recovery?
  • If litigated, does the injured worker owe back child support?
  • Did the injured worker complain about treating physician?

You get the idea. By shining light on this information with the adjuster you can develop strategies to mitigate or deny this claim.

Take it one step further and ask:
  • Are the accident investigation, witness statements, employee report of injury and physician notes consistent?
  • Has the employee been injured before and if so, was this an aggravation to a prior injury?
  • Are prescriptions filled by treating physician or an independent pharmacy?

In summary, there’s a widening gap of talent in today’s workplace.  The fundamental job of H.R. Professionals is prediction. It’s the ability to combine big data intelligence with gut instincts. Here’s your opportunity to scale up and lead. Let’s create the new normal, push back and refuse to let a broken system be our guide.


Announcement!

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HR Pros, LLC is pleased to announce that Deb Sutton, CEO and Founder of HR Pros, has earned the new Certification from the SHRM (Society of Human Resources Management) national organization to qualify for the SHRM-SCP Senior Certified Professional.  She successfully completed the initial criteria to qualify for this certification. This involved testing her body of Human Resources knowledge through the Value of HR Competency Models. SHRM is the prestigious and preeminent national organization for Human Resources Professionals nationwide. Congratulations, Deb! :)


Salary Increases Going Up Ever So Slightly in 2016

According to Mercer’s 2015/2016 U.S. Compensation Planning Survey, the average salary increase budget is expected to be 2.9 percent in 2016, up slightly from the average increase budget of 2.8 percent in 2015. The survey includes responses from 1,504 midsize and large employers across the U.S. and reflects pay practices for more than 17 million employees.

For more information on salary increases or for other compensation expertise, contact us at 941-776-0996.

Are You in Compliance?

Recent federal revision activity includes five major updates to your 2016 mandatory Florida labor law posting requirements. A revised OSHA “It’s the Law” notice (revised 4/20/15), OSHA’s final recordkeeping and reporting rule (effective 1/1/2015), a revised EEOC final rule increasing fines for posting violations (effective 4/18/2014) and two revised 2016 IRS notices.  In addition to recent federal posting updates, state agencies are constantly updating their mandatory state postings, including the recent change to the mandatory Florida Minimum Wage Notice.

Need additional information on legal compliance ?  Give us at call 941-776-0996.
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December / Happy Holidays, 2015

12/20/2015

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~ From your friends at HR Pros ~

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