May 7, 2013

 

Here is the latest issue of “This & That” Tuesday. I hope you find it to be informative and useful.

 

Announcements

You can always check out my website for upcoming speaking engagements that are guaranteed to be of value to business owners or for a list of topics that I can speak on at Chambers, Clubs, Business Associations, etc. More details about the events, topics and Human Resources 4U, in general, can be found on my website.

 

Upcoming events are on May 23 "The Three Biggest HR Risks Effecting Business Growth" sponsored by FSRG and on June 25 my last HR4U 101 Workshop for 2013.

 

Nearly 70% of businesses affected by bad hire in past year (CareerBuilder study)

Sixty-nine percent of employers reported that their companies have been adversely affected by a bad hire this year, with 41 percent of those businesses estimating the cost to be over $25,000. Twenty-four percent said a bad hire cost them more than $50,000.

 

Whether it’s a negative attitude, lack of follow through or other concern, the impact of a bad hire is significant. Not only can it create productivity and morale issues, it can also affect the bottom line.

 

Price of a bad hire:

• Less productivity — 39 percent
• Lost time to recruit and train another worker — 39 percent
• Cost to recruit and train another worker — 35 percent
• Employee morale negatively affected — 33 percent
• Negative impact on clients — 19 percent
• Fewer sales — 11 percent
• Legal issues — 9 percent

Characteristics of a bad hire:

• Employee didn’t produce the proper quality of work — 67 percent
• Employee didn’t work well with other employees — 60 percent
• Employee had a negative attitude — 59 percent
• Employee had immediate attendance problems — 54 percent
• Customers complained about the employee — 44 percent
• Employee didn’t meet deadlines — 44 percent

Why bad hires are made:

• Needed to fill the job quickly — 43 percent
• Insufficient talent intelligence — 22 percent
• Sourcing techniques need to be adjusted per open position — 13 percent
• Fewer recruiters due to the recession has made it difficult to go through applications — 10 percent
• Didn’t check references — 9 percent
• Lack of strong employment brand — 8 percent

Twenty-six percent of employers stated they weren’t sure why they made a bad hire and said sometimes you just make a mistake.

 

Dillard's to pay $2 million to settle discrimination suit

Department store chain Dillard’s has agreed to pay $2 million to settle a class-action lawsuit accusing the retailer of breaking federal disability laws by requiring workers asking for sick leave to disclose private medical conditions.

 

The EEOC started investigating after a Dillard's worker in El Centro said she was fired after refusing to disclose her exact medical problems to a manager who would not accept her doctor's note in seeking sick leave.

 

The EEOC alleges that Dillard's implemented a nationwide policy in 2005 that affected thousands of workers, requiring those asking for excused absences for illness to not only give a doctor's note but also disclose the medical condition they were being treated for. That violated the ADA protecting workers from being forced to disclose private medical information, the commission charged.

 

The commission said it also investigated complaints that Dillard's fired workers for taking more sick leave than the maximum number of days allowed by the retailer, which also violated disability discrimination laws.

 

As part of the settlement, Dillard's not only agreed to pay $2 million to compensate workers affected but also to hire a consultant to review and revise its employment policy.

 

Fox Den Apartments to Pay $37,000 to Settle EEOC Disability Suit

Oxford Glenn, DBA Fox Den Apartments will pay $37,000 to settle a disability discrimination lawsuit brought by the EEOC.

 

The federal agency had charged that the owners of the Fox Den apartment complex, located in Augusta, GA, subjected the property manager of the complex to disability discrimination when they advertised to find a replacement for her position the same day she suffered a heart attack on the job.  The EEOC alleged that when the employee attempted to return to work, she learned that she had been terminated. 

 

Such alleged conduct violates the ADA which requires employers to provide reasonable accommodations-including leave-to individuals with disabilities absent undue hardship, and prohibits adverse employment actions based on disability. The consent decree settling the suit provides $37,000 for the former property manager and includes provisions for equal employment opportunity training, reporting, and postings. 

 

Factoids

• For 2011 there was an 8% voluntary separation rate
• Average turnover in 2011 was 15%
• Service industries was the highest at 35%
• Retail was at 22%
• High tech at 11%

• Smokers cost companies an average of $12,000 more per year on medical related issues.

• 86% of workers say they intend to look for a new job in 2013, only 5% say they intend to stay at their current job

 

Quotes

“Nothing is as frustrating as arguing with someone who knows what he’s talking about.”

~Sam Ewing~