By: Bill O'Hara
A fast approaching compliance deadline is approaching - December 1, 2013

Key compliance facts:

The Globally Harmonized System (GHS) is a globally standardized approach to label elements and safety data sheets. The basis of GHS encompasses practices utilized by major existing systems around the world, including OSHA’s Hazard Communication Standard and the chemical classification and labeling systems of other U.S. and international agencies.

Employers must provide the appropriate Hazard Communication GHS compliance training  prior to the compliance effective date.  Employers are required to be in compliance with either the existing HCS or the revised HCS, or both.  OSHA understands that there will be a period of time where labels and SDSs under both standards will be present in the workplace. This will be considered acceptable, and employers are not required to maintain two sets of labels and SDSs for compliance purposes.

The bottom line for meeting compliance standards for the December 1, 2013 deadline is that employers must train employees on the new label elements, which include pictograms, hazard statements, precautionary statements, signal words and the new SDS format. This training must take place prior to the effective date. Contact Bill O’Hara for further information.

The table below identifies compliance dates for meeting GHS requirements. 

Official Memos from the Obama administration have been identified to admit that it's not just a problem with the website, but that...

"The website memo describes filling out paper applications as basically an effort to buy time. The paper applications allow people to feel like they're moving forward, but we're all stuck in the same queue." 

By: Kandi Mensing, SPHR, MBA
In my career as a professional recruiter, I’ve interviewed thousands of candidates, and hired hundreds! It seems like most applicants don’t put much time into their resume. The typos, the inconsistent formatting, the grammatical and punctuation errors all reflect negatively. In fact, when I’m looking at applicant resumes, I circle these items with a red pen. The point of your resume is to get the interview, not necessarily to get the job. It is the interview that determines whether you get the job. Today, we share with you 5 resume tips to get the interview. 

Consistency. Lack of consistency is the number one reason resumes get kicked out of consideration. Some people don’t get chosen for an interview simply due to lack of consistency on their resume, especially if the job requires strong grammatical skills, attention to detail, or handling company correspondence internally or externally. Ensure your information is all formatted in the same way. If you have your job title first, then your company, format it the same for every job. Same with dates. Too often I see some jobs only have years, and some have months. Be consistent

Objective. An ‘Objective’ is often listed as one of the first things on a resume. Why? What is the point of the objective? Did you google “resume objective” and then choose the best sounding one? Yeah, so did everyone else. We see the same objectives all the time! Stop using objectives. If you insist on an ‘intro’ use a summary or a skills section instead. Objectives are not serving you. 

Your name. Make sure your name is large, and obvious. When a recruiter is looking at your resume, your name should make impression in their mind. All too often I see resumes that have the candidate’s name seemingly hidden in the text. This is YOUR resume; own it! 

Education. If you have a degree from a higher education institute, make sure it is listed first on your resume. The fact of the matter is that only 30.4% of the US population over the age of 25 holds a bachelor’s degree or higher (source: New York Times). The second component is to use the word “Acquired” next to your degree. If you just put dates, for example 1996-2000, that doesn't necessarily tell the recruiter that you obtained your degree, but rather that you attended that school for those years. Don’t short sell yourself. Make sure they know you have that degree. And, you don’t necessarily need to put the year you acquired the degree as much as you just need to make sure they know you have the degree. You will fill in the year on their application. Remember, the resume is intended to get you the interview. 

References. Stop using the phrase “references available upon request” on your resume. We all assume you’re going to give us references if we ask. Substitute that phrase for a quick “thank you” to the recruiter. You could say something like “Thank you for reviewing my resume. I look forward to interviewing with you” or anything that is friendly, thanks them, and speaks of you personally and the way you would talk with them. Let your personality come through. Another thing, don’t take up valuable space on your resume listing the references. Wait until we ask for them.

A local business with 5 non-owner staff called us in a frantic state.  They desperately needed organization in their employment process, but didn't know where to start. They felt they could be more effective and that ownership & their staff would be happier with  clear expectations and organization in  their employment process.

They engaged us in creating a handbook for them as well as implementing an  organized HR (human resources) function. Lastly, they wanted us to train the business owner how to maintain a legally compliant HR function to protect them from lawsuits & fines.

We first finalized a handbook for their employees, outlining processes as well as expectations and standards and held a meeting to introduce the handbook. We surveyed the employees and provided ownership with feedback from these surveys to better their processes. We expanded their benefit package, at no cost to the employer. One of the owners enrolled in our Elite HR Business School in which they were trained on HR compliance & we conducted a personnel file audit to correct non-compliance.  They are now happy & protected.

The US Department of Labor has passed laws that prohibit discrimination when it comes to a company’s hiring practices. Most companies know that it’s illegal to ask about or make decisions about employment based on protected classes. Some of these classes include age, gender, disabilities, sexual orientation, religion, national origin, and of course, race. 

Not only does such discrimination show that a company is prejudiced and stuck in a former century, but it can cost that company in exorbitant lawsuits or fines. 

M.C. Dean, Inc., is learning that lesson the hard way. The US-based multinational contractor will pay $875,000 to settle discrimination claims involving hundreds of African American, Hispanic, and Asian American job applicants. The 381 applicants claim that M.C. Dean failed to provide equal employment opportunity. After an investigation, the Department of Labor concluded that the contractor “used a set of selection procedures, including invalid tests, which unfairly kept qualified minority candidates from securing jobs as apprentices and electricians." 

The company has agreed to review its hiring processes. Meanwhile, the former applicants will receive back wages, and some may be given job offers, as the M.C. Dean will extend 39 job offers to the class members as opportunities become available. The company has also agreed to go through self-monitoring procedures and personnel training to ensure its employment practices are compliant. Because M.C. Dean has held more than $600 million in contracts with federal agencies, they must comply with Executive Order 11246, which prohibits federal contractors and subcontractors from discriminating in employment on the basis of race, color or national origin.

When you go through the hiring processes, all questions should be aimed at determining if candidates are qualified for the position. If you are asking personal questions that reveal family, religious, or racial information, you may want to rethink your hiring practices before it’s too late!
For more information on this story, click here.

Tune in for the final installment of Healthcare Trivia, featuring contestants Joel Harrison from EliteHRTeam.com and Heavy-Weight Champion, OBAMACARE! 

Transcript:

MC: Welcome back to healthcare trivia. Joel Harrison from EliteHRTeam.com is leading Obamacare 7-1, although Obamacare might be able to make up some points. 
It’s time for the lightning round. 
You’re busy people and I need a sandwich, so let’s get this going.
You know how this goes. This is the lightning round, so answer as many questions as you can. 
What are the penalties for individuals who do not purchase coverage in 2014? 
Obamacare: (buzz) Shared responsibility payment.
Joel: 1% of an individual’s income as a tax penalty. That number increases to 2.5% in 2015.
It is also important to note that without healthcare coverage, you are breaking the law, and a hospital’s only responsibility is to stabilize and release you, so good luck with that one.
MC: Joel, that’s correct. Next question, can an individual purchase insurance for themselves?
O: You don’t have to! The government did it for you.
J: Yes, an individual can shop on the marketplace, or in the private sector, to find the best deal. However, it’s better to use a broker. It doesn’t cost you any more money, and they will be more knowledgeable about your options. 
MC: One more to Joel. How long until an employer has to add a new hire to his group plan?
Joel: Coverage must be effective by the 90th day of employment.
MC: Joel is correct. Next, why should individuals be looking at their options now? 
O: Don’t be tardy to the party! Kayak.com!
Joel: Besides the risk of penalties, if an individual switches now, there are companies that do not have a rate increase until 2015. They can also be assigned into a “healthy” group, which gives them the ability to have lower costs later on when the price does increase. And it’s best to explore your options now. In some cases, people can actually save money with some plans, if they were paying high group premiums or COBRA before.
MC: That looks like all the time we have. Joel Harrison has proven that he understands more about Obamacare than Obamacare itself! Why let all that learning go to waste, folks. Use him as a valuable resource and save yourself the headache! This has been brought to you by our sponsor, MCS Generic Painkiller! MCS takes care of the parts of the business you hate, so you can focus on the parts you love.
We are your outsourced HR department. Our toll-free number is: 1-855-MENSING. Or, fill out a free quote request at www.EliteHRTeam.com 
And if you’re a business, contact us today for your co-branded exchange, which was due to be distributed to your employees October 1.