what do you think

What You Need to Know about the Paycheck Fairness Act (PFA)

I got an email today from SHRM to tell me more about the Paycheck Fairness Act. It could go to a vote as soon as tomorrow, April 9, you want to get versed on it pretty quickly.

SHRM’s take on the PFA is that the PFA would significantly limit the flexibility of HR professionals to compensate their employees.

After doing a bit of research, I’m inclined to agree. We have the Equal Pay Act of 1963 — why do we need the PFA? I’m not sure that I totally buy that it will help equalize pay between men and women. I actually still have some questions on the “wage gap.”

Here are a few more points from SHRM (quickly and nicely packaged) in why the PFA is not a good idea:

*  Restrict employee compensation – The PFA would effectively prohibit an organization from basing its pay decisions or compensation system on many legitimate factors, such as an employee’s professional experience, education, or the company’s profitability. In practice, this would take away many factors HR professionals use to compensate their employees and could particularly discourage employers from providing bonus pay. Also, employees would be barred from negotiating for higher wages because of the wage disparity that could result.

*  Allow government wage data collection – The PFA would empower the U.S. Equal Employment Opportunity Commission and the Department of Labor to collect wage information from employers of all sizes, a time-consuming and unnecessary exercise that would only facilitate litigation.

I personally am not all about the second bullet — one, it feels too “big brotherish” and two, its one more administrative thing for HR pros to have to spend time on managing.  The bill is suppose to help impact the wage gaps between men and women… but I don’t think that this is the way to go about it.

Here are a few other reads that I think you should check out — but you know me, I’m always going to tell you to do some research, get the information, and arm yourself with knowledge — make your own opinion. Put down Facebook, Pinterest, and Instagram and get after it.

Now this isl egislation — as always, don’t think about this from a “party line” issue — look at it objectively — look at the issue and THEN make up your own mind. Let’s discuss — but keep to the issues of HR and pay — and not the politics. Although so many of the articles are pinning things one party against the other — try to ignore that and stay neutral.

These will help you get started:

So what do you think?


Get your research on!


Social Media Oversharing #makingthehrconnection

I read this recently article from Time.Com, Social Media: Sex, Alcohol and Oversharing and on this Friday morning, as we look forward to the weekend, I wonder how many of us are “oversharing.” Hopefully those of you who are job seekers understand the line between what is appropriate for social media and what is not. People ARE looking — when I’m hiring, I’m not sure that I’m necessarily looking at people’s facebook account — although I’m for sure looking at people’s LinkedIn. But… just because I’m not looking doesn’t mean that others on the interview panel or other co-workers aren’t. Same is true anyone really — be mindful of what you share, who you tag (“where you tag” if you’re using locations), and who you share it with.

On a personal note re: oversharing — IF I know YOU as a real person outside of social media — then I really don’t mind. Likely its something that you would have told me in person anyways – and I’m probably already used to the “TMI” affect — we’re friends and we’ve already established that relationship. I know a person who gave a very detailed account of the birth of her child (DETAILED!) — but she doesn’t do it very often and it was in the spirit of information sharing for other expecting mothers or those who were thinking about it. I think of it as a way of connecting with others and trying to share a common experience.. and to show a sign of trust.

Ask yourself: Is your online persona an accurate reflection of you from the POV of a close friend? a total stranger? What does your social media profile SAY about YOU? Friends AND strangers DO make a judgement call about who you are once they look at your social media outlets — once it out there, its out there.

What do you think of Social Media Oversharing? TMI or just people being authentic?

Making the HR connection, yours, the girl in HR (TGIF!)

There it is. On your Facebook feed: a picture of a tall, clear glass full of what looks like a red smoothie. “That looks good,” you think. And then you read the caption: “Mommy’s First Placenta Shake. It tastes like heaven. I put lots of pineapple, orange and mango sorbet. Yummmm!”

Congratulations: you’re a victim of an extreme social-media overshare. Maybe your annoying neighbor told everyone about his appendectomy. Or perhaps you sister posted too much about her attempt to conceive Baby No. 3. Either way, you’re surrounded by people who blab their business online — and it’s happening more and more

via Social Media: Sex, Alcohol and Oversharing | TIME.com.

Is It Ever Really Ok to Talk About Your Salary?

Is It Ever Really Ok to Talk About Your Salary? LearnVest.

My two cents — no. And maybe I’m old school or weird secretive but even in organizations where this is 100% transparent it still seems to cause un-neccesary problems and friction between employees.

I think that under the right circumstances it could work however, but the company needs to have the right transparent structure in place and employees need to understand their pay, compensation strategy, and how rewards are managed in order for it to work — I haven’t seen an org that does that really well — even the ones where the salaries are posted for everyone to see. Managers needs to be equipped with the tools to have those tough conversations and the tools and methodology need to be easy and simple for employees to understand.  I offer an example  of a popular comp philosophy–  we all “know” what a meritocracy is, but do we all “know” what that means from a dollar and cents perspective when it comes to what you’re getting paid and what that means to the individual (me) vs my co worker who sits next to me and doing the same thing — or my co work who doesn’t sit next to me and doing the same thing — or my co worker who doesn’t sit next to me or do the same thing.


But back to me and my personal thoughts — I like transparency. I like honesty — I don’t, like talking about money — with ANYONE (well maybe my manager and my bank). My sig-o doesn’t even know exactly what I make and we share a home (I don’t think its any of his business –:) — I know I know — I’m going to get some disagrees on that one) — but if I don’t talk about those things with my family, I’m not going to be comfortable talking about it with co-workers. Does knowing what I make impact what you think of me or my quality of work?

This is always an interesting topic — what do you think!

Post Election Day – Obama/Biden, 4 more years

What does the re-election of Obama mean to you, your employees, and/or your business — does it change anything? If not, should it?

PS — politics is a lil taboo (okay, a lot taboo) – so respect each others opinions and  keep it related to human resources, business, and the impact to our employees.









Today is Election Day

Today is election day!

I try to keep the political talk to a minimum and directly tied to “making the HR connecection”and/or understanding impacts to your employees.. but wanted to remind everyone to go vote!

Here is some discussion for you —

  • I thought that there might be too much going on on actual election day so I wanted get ahead of the game and early vote. There was a bit of a line, but totally worth it to have the privilege to cast a ballot. Did you early vote?
  • Do you have “election time” or another benefit for your employees so that they can take time away from work to vote — or maybe just PTO (paid time off) or ETO (earned time off)?
  • I was chatting with some friends and a few of them admitted that they had never voted before  — are you one of them? And if so, why? With my friends, the common consensus was that they didn’t think that their vote mattered, so why waste the time.
  • Making the HR Connection –>Do you think that there are topics at work or times when you call for feedback and people just opt out because they think that their “vote” or feedback doesn’t matter? If so, thoughts on how you could make it more inclusive for them.

Okay… discuss!

Have a wonderful day!


The likeability factor

So… I don’t normally read this kind of stuff — but I stumbled on this article, “Kate Gosselin Fired from Coupon Cabin.”

An insider at the company tells RadarOnline.com that Kate was “difficult to work with, often making outrageous demands and just didn’t fit in with the company as a whole.”

That made me think about a simple question — “how important is the ‘likeability’ factor?” You know, how important is it that people LIKE you and WANT to work with you — are you easy to work with, a team player, and a culture fit?

If you think its just about Kate Gosselin and celebrities — you’re missing the bigger picture. Your likeability factor could impact the job you have, the job you might want in the future, or maybe even getting a job if you’re looking (IMHO).

I want to explore this more, but first — what do you think ? Is there something to the “likability factor” or is it all just fluff?