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<b style="color: blue">Human Resource Associates</b>
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<span class="heading">HR - On The Job</span>
<p class="issue">Delegation</p>
<p class="subtitle">Lazy Boss or Good Manager?</p>
<p>Delegating authority, projects, and activities is one of the more significant criteria in the development and evaluation of managers. Whether done on a once-in-a-while basis or as a regular procedure, delegating is one of those flashpoint issues that can make or break a successful operation or a manager's career.</p>
<p>Some managers only delegate the work they hate to do. Others delegate only what they don't have the time to do. But, there's a lot more to delegating than “dumping.”</p>
<p class="section">Why Delegate?</p>
<p>Delegating can be the most efficient and productive way to get things done. It can also be the best way to develop and train the “delegator” and the “delegatee.” At its base, delegating means multiplying the effectiveness and productivity of one person to many persons. When you delegate, you are entrusting someone else with the power and authority to act on your behalf! How well that person does may actually mean how well <em>you</em> did!</p>
<p class="section">Select the Right Person</p>
<p>This will require a little thought. There may be an obvious choice. But, when it's not so obvious, there can be some politically sensitive situations such as picking your boss's best friend or not picking someone who asked for the assignment. Consideration should also be given to the opportunity to develop staff members who may gain valuable experience through the assignment. Be sure they have the skills, tools, and time to accomplish the end result. If they don't, provide it to them or delegate the assignment to someone else.</p>
<p class="section">Assign the Task</p>
<p>Focus on the result rather than the process. Set realistic deadlines but ask for completion a few days early to allow for review or for any unexpected or last-minute problems. Be sure that the person you are delegating to knows the end results you are expecting. Take a little time to orient them to the bigger picture and their place in it. Encourage questions and provide guidance.</p>
<p class="section">Be Available</p>
<p>But, don't become the bottleneck. Don't meddle or oversee all the data and communications. Be aware of what is going on, but don't micromanage the individual or the process. Offer help as needed. Assure her you welcome questions or assistance, that “we're in this together.” Overview, check up, and evaluate progress. Remember, you're not “dumping” the assignment, you're delegating it.</p>
<p class="section">Outsource It?</p>
<p>Some projects are best delegated to an outside vendor. Often less expensive and more productive, outsourcing also prevents your team from being sidetracked with one-time projects that interfere with their real goals.</p>
<p class="section">When the Assignment Is Done</p>
<p>Don't just take it off your mind take it off your list, physically. And, do it with the person to whom it was assigned. Spend a little time reviewing it. Recognize their accomplishment and effort with a note or a small gift. Be appreciative and you'll motivate people to want to do more.</p>
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<p align="center"><b><i>Have an employment question?</i></b></p>
<p align="center">Send it to <a href="mailto:[email protected]?subject=From HR On The Job">[email protected]</a>.</p>
<p align="center">Please include Company Name and Association in your e-mail. Company identification will be kept confidential.</p>
<hr />
<p class="heading">Hitchhiking on the Information Highway</p>
<p><b>Dateline:</b> October 2011</p>
<p><i>(Note: Although we attempt to provide the HRU update on the first of each month, we are normally delayed awaiting the release of several monthly government statistical reports. We will hereafter update the information as each report becomes available without waiting for all of them to be released.)</i></p>
<p class="section">NLRB Rushing To The Finish Line</p>
<p>The National Labor Relations Board (NLRB) has been hitting employers pretty hard this year. There seems to be an urgency to pack in as many new regulations as possible as quickly as possible. Some of the new rules went into effect almost as soon as they were announced. Most rules are focused on making it easier for unions to organize private employers where union membership is down to about 7½ percent.</p>
<p>Most NLRB board members have a close relationship and a long history with the unions so there’s a reason for the union favoritism and there’s a reason for the rush. The chairman’s term expired August 31, and another Democrat’s term will expire on December 31. The remaining two members (one Democrat and one Republican) are insufficient in number to form the required quorum. And no business can be conducted without a quorum. Although there are several candidates for the available seats, it’s pretty clear that Republicans who are combating the NLRB will not approve a Democrat nominee and Democrats will not approve a Republican nominee. That’s a situation that could last through the next election. So the rush is on to pack in as many new regulations as possible as soon as possible. Will December be the finish line for new regulations?</p>
<p class="section">But Stumbles Along The Way</p>
<p>In late summer the NLRB announced a new requirement for employers. By November 14, all employers will be required to post an announcement telling employees how to join unions and who to contact to do so. As mentioned above, there is resistance to the NLRB actions and this action has been postponed. The new announcement must now be posted by January 31, 2011. There’s a lot of opposition to the posting and even law suits commencing. We’ll have to wait to see how this one turns out.</p>
<p class="quote">“Stress, the confusion created when one’s mind<br />
overrides the body’s basic desire to choke the living daylights<br />
out of some jerk who desperately deserves it.”<br/>
–Mickey Gorman</p>
<p class="section">When You Do That Voodoo That You Do So Well</p>
<p>There’s surely readers who remember that line from an old and great Cole Porter Song. But some employees in Texas may be reviving it. An ex-employee from the Texas Health and Human Services Commission has sued the agency for religious discrimination citing Voodoo as her deeply held religious belief. Her employer says that Victoria Vaughan was fired because she threatened employees with Voodoo curses. Victoria denies this saying she was merely discussing her deeply held beliefs. She is seeking damages for mental trauma, lost wages, benefits, punitive damages and attorney’s fees. I think I saw this movie. Doesn’t everyone turn into Zombies?</p>
<p class="quote">“There is a theory which states that if anybody discovers what the universe is for and why it is here,<br />
it will instantly disappear and be replaced by something even more bizarre and inexplicable.<br />
There is another theory which states that this has already happened”<br />
–Douglas Adams, <i>Hitchhiker's Guide to the Galaxy</i></p>
<p class="section">What Happens When The Unemployment Office Runs Out Of Unemployment Money?</p>
<p>When you’re out of work that unemployment check can be a welcome friend and possibly your only salvation. You want it to be there when you need it. But what happens if they run out of money before they get to you? That’s about to happen in some states.</p>
<p>With some folks getting 99 weeks of unemployment at almost $600 per week, it can be tempting to ride that out. In some areas there are employers unable to find workers even while the unemployment rates climb. State investigations are reporting an expanding wave of abuse and fraud including cases of employees collecting unemployment every year even while they are working full time.</p>
<p>Several states are trying to forestall the problem with new rules that include reducing the size of the benefit, shortening the length of eligibility, tightening eligibility requirements and broadening the definition of ‘misconduct’ which can disqualify a claimant for benefits. Not being publicized much are the investigations into employers who may be in collusion with employees to obtain unemployment benefits. Cases of employers and employees with voluntary unemployment arrangements have resulted in employers being charged and required to repay the state for the improper payments.</p>
<p class="quote">“You’re on your own, and you know what you know.<br />
And you’ll be the guy who’ll decide where you’ll go.<br />
Oh the places you’ll go”<br />
–Dr Seuss</p>
<p class="section">Why Didn't I Get That Promotion?</p>
<p>A new CareerBuilder survey asked 2,800 employers which personal attributes would make an employee less appealing for a promotion. The top six reasons:</p>
<table>
<tr><td>Piercings</td><td>37%</td></tr>
<tr><td>Bad breath</td><td>34%</td></tr>
<tr><td>Visible tattoos</td><td>31%</td></tr>
<tr><td>Wrinkled clothes</td><td>31%</td></tr>
<tr><td>Messy hair</td><td>29%</td></tr>
<tr><td>Dressed too casually</td><td>28%</td></tr>
<tr><td>Too much perfume/cologne</td><td>26%</td></tr>
</table>
<p class="quote">“You can never make the same mistake twice.<br />
Because the second time you make it, it’s a choice.”<br />
–Unknown</p>
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<p style="text-align: center"><sub>© William J. Cook</sub></p>
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<span class="heading">Labor Stats</span>
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<b>Federal Minimum Wage</b>
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<p align="center">
<b>$7.25</b>/hour<br />
</p>
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<b>Average Income</b>
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<table>
<tr><td /><td class="u">September 2011</td><td class="u">September 2010<td></tr>
<tr><td class="i">Hourly</td><td class="b">$23.12</td><td class="b">$22.70</td></tr>
<tr><td class="i">Weekly</td><td class="b">$793.02</td><td class="b">$776.34</td></tr>
</table>
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<b>Federal Povery Level</b>
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<table>
<tr><td class="i">one person</td><td class="b">$10,956</td></tr>
<tr><td class="i">family of four</td><td class="b">$21,954</td></tr>
</table>
<hr />
<b>IRS Mileage Allowance</b>
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<p>July 1, 2011 through December 31, 2011</p>
<table>
<tr><td class="i">business</td><td><b>55.5</b> cents/mile</td></tr>
<tr><td class="i">medical or moving</td><td class="b">23.5</b></td></tr>
<tr><td class="i">charitable</td><td class="b">14.0</td></tr>
</table>
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<b>Postage</b>
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<table>
<tr><td class="i">1 oz</td><td><b>44</b> cents</td></tr>
<tr><td class="i">postcard</td><td class="b">29</td></tr>
</table>
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<b>Population</b>
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<table>
<tr><td class="i">world</td><td class="b">6.9 billion</td></tr>
<tr><td class="i">U.S.</td><td class="b">311.9 million</td></tr>
</table>
<p align="center">
<i>one birth every </i><b>8</b><i> seconds;</i><br />
<i>one death every </i><b>11</b><i> seconds;</i><br />
<i>one new immigrant every </i><b>45</b><i> seconds;</i><br />
<i>net gain of one person every </i><b>15</b><i> seconds.</i>
</p>
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<b>U.S. Civilian Workforce</b>
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<table>
<tr><td /><td class="u">September 2011</td><td class="u">September 2010</td></tr>
<tr><td class="i">Total</td><td class="b">154,017,000</td><td class="b">154,124,000</td></tr>
<tr><td class="i">Employed</td><td class="b"> 140,025,000</td><td class="b">139,378,000</td></tr>
<tr><td class="i">Unemployed</td><td class="b">13,992,000</td><td class="b">14,746,000</td></tr>
<tr><td class="i">Want A Job</td><td class="b">6,241,000</td><td class="b">6,236,000</td></tr>
<tr><td class="i">Unemployment Rate</td><td class="b">9.1%</td><td class="b">9.6%</td></tr>
</table>
<br /><hr />
<b>U.S. Workforce Productivity</b><br />
<sub><i>(The amount of goods produced, divided by the number of work hours it took to produce it)</i></sub>
<hr />
<table>
<tr><td class="i">1992</td><td class="b">3.7%</td></tr>
<tr><td class="i">1993</td><td class="b">0.5%</td></tr>
<tr><td class="i">1994</td><td class="b">1.3%</td></tr>
<tr><td class="i">1995</td><td class="b">0.9%</td></tr>
<tr><td class="i">1996</td><td class="b">2.5%</td></tr>
<tr><td class="i">1997</td><td class="b">2.0%</td></tr>
<tr><td class="i">1998</td><td class="b">2.6%</td></tr>
<tr><td class="i">1999</td><td class="b">3.3%</td></tr>
<tr><td class="i">2000</td><td class="b">3.4%</td></tr>
<tr><td class="i">2001</td><td class="b">2.9%</td></tr>
<tr><td class="i">2002</td><td class="b">4.6%</td></tr>
<tr><td class="i">2003</td><td class="b">3.7%</td></tr>
<tr><td class="i">2004</td><td class="b">2.8%</td></tr>
<tr><td class="i">2005</td><td class="b">1.7%</td></tr>
<tr><td class="i">2006</td><td class="b">0.9%</td></tr>
<tr><td class="i">2007</td><td class="b">1.9%</td></tr>
<tr><td class="i">2008</td><td class="b">1.8%</td></tr>
<tr><td class="i">2009</td><td class="b">+5.8%</td></tr>
<tr><td class="i">2010</td><td class="b">+3.6%</td></tr>
<tr><td class="i">2011 1<sup>st</sup> quarter</td><td class="b">+1.8</td></tr>
<tr><td class="i">2011 2<sup>nd</sup> quarter</td><td class="b">(-0.7)</td></tr>
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