Some say it’s like the Clinton health care fight all over again. Check out any news source and you’re likely to get an eyeful about the ongoing health care debate. While the situation is far from resolved, it’s clear that the solution is likely to have a huge impact on small businesses. As a result, there’s action you may need to take while you’re waiting for this to get untangled (if it ever does).

 Even — or especially — in this economy, it’s no secret that employees value health insurance benefits. Surveys have shown that workers value health insurance coverage only second to monetary compensation, according to eHealthInsurance, a licensed health insurance agent. By offering such coverage, companies are better able to attract and retain talent. The problem, of course, is the cost.
 
Today, many small companies are either cutting back on health care coverage they provide or choosing not to offer it at all, says Sam Gibbs, a senior vice president at eHealthInsurance. Small-business owners reported that the cost and availability of health insurance is their No. 1 concern, according to a National Federation of Independent Business survey. In some cases, employers have switched to a contract workforce to avoid providing health care.

 It is possible, however, for small-business owners to provide health care coverage at a reasonable cost.  (more…)

The Greeks established a protocol within their military structure whereby if an individual was ‘promoted from the ranks’ to Officer level; he was taken away from his old unit and assigned to a new one. The thinking was obvious – it’s sometimes difficult to command respect from people who knew you way back when.

Unfortunately, this is not always possible in corporate America, especially in smaller organizations. So more often than not, a promotion within your department or work unit brings with it the challenges of supervising those who were once your peers. Some of the pitfalls include:

• Former peers may attempt to take advantage of you
• Former peers may feel that they should have been promoted
• You feel you may need to “overcompensate” just to prove there is no favoritism
• Friends may expect “inside information” now that you are part of management
• Separating personal relationships from professional relationships can be tough

As with many workplace challenges, communication can help to alleviate problems. Other tips include:

• Understand that the relationship has changed
• Address resentment – it will not go away on its own
• Do not show favoritism
• Delegate appropriately
• Remember what you liked and didn’t like as an employee.  Capitalize on your experiences.

According to the Associated Press, a woman who worked for Notre Dame catering events thought she was the beneficiary of a really big tipper (or so she says).

She received a $29,387 tip on an April 2009 paycheck.  She claims that she called the catering department 3 times to ask about the tip but that no one returned her calls.

By the time someone from Notre Dame called her about the check in June she had spent the money on a new car and bills.

The school alleges that she should have been paid a tip of $29.87 and requested that the money be repaid.

The now ex-employee says the money is long gone and it was the school’s not her mistake.  Notre Dame has sued alleging unjust enrichment and fraud.

CareerBuilder recently released their annual survey on sick leave usage and the results show nearly one-third (32 percent) of workers have played hooky from the office this year, and 28 percent of employers think more employees are absent with fake excuses due to increased stress and burnout caused by the recession.

While most employers reported they typically don’t question the reason for sick leave absences, 29 percent said they have checked up on an employee who called in sick and 15 percent said they have fired a worker for missing work without a legitimate excuse.

For employers, the best approach is to have a documented sick leave policy and communicate in the policy that a doctor’s note may be required when there is suspected abuse of sick leave, (such as excessive usage or a pattern of taking sick days only on Friday). 

Which makes me wonder…. Statistically, what are the odds that an employee only gets sick on Fridays?  I’m not sure, but I’d sooner play the odds at the local thoroughbred race track (which is where your employee probably is when he’s sick on Friday).

The CareerBuilder survey included more than 4,700 workers and 3,100 employers.