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CBIA's 2007 Annual Report (PDF file)

 

Web-only features

Federal minimum wage poster

The revised 5-in-1 poster reflecting the new federal minimum wage is now available. To order, contact Lise Cliche at clichel@cbia.com or 860 244 1977. The Fair Minimum Wage Act of 2007 calls for a three step increase over the next three years, with the first increase to $5.85. It is the first raise in the federal minimum wage since 1997.

Changes proposed for H-2B program

 U.S. Citizenship and Immigration Services (USCIS) has proposed a series of rule changes that will streamline procedures for hiring workers under the H-2B program. The new rule supplements the extensive reforms of the H-2B program already proposed by the Department of Labor (DOL) in May.

When faced with a shortage of U.S. workers to fill temporary, non-agricultural jobs, employers may petition USCIS for permission to bring foreign workers into the country to perform that work. Once approved, these workers enter the U.S. in nonimmigrant status.

The proposed rule would:

  • Require employer verification of the scope of the H-2B employment and the use of recruiters to locate H-2B workers
  • Crack down on employers and recruiters who impose fees on prospective H-2B workers in connection with, or as a condition of, an offer of H-2B employment
  • Require an approved temporary labor certification in connection with all H-2B petitions
  • Disallow, with limited exception, changing the employment start date after the grant of the temporary labor certification
  • Require employers to notify the Department of Homeland Security when H-2B workers fail to show up for work, are terminated, or leave the worksite without cause
  • Change the definition of “temporary employment” to provide that a job is of a temporary nature when the worker's tenure will end in the near, definable future, and to eliminate the requirement that employers show “extraordinary circumstances” to be eligible to hire H-2B workers where a one-time need for the workers is longer than one year but shorter than three years
  • Prohibit the approval of H-2B petitions for nationals of countries that are determined to be consistently refusing or unreasonably delaying repatriation of their nationals
  • Establish a land-border exit system pilot program, which requires H-2B workers admitted through a port of entry participating in the pilot H-program to also depart through a participating port and to present designated biographic and/or biometric information upon departure. 
  • Reduce from six months to three months the time H-2B workers must wait outside the United States before they are eligible to re-obtain status under the H or L classification

USCIS will accept comments from the public until Sept. 19, 2008.

More information about H-2B visas.

 

Dip in federal bias complaints

A report from the Equal Employment Opportunity Commission (EEOC) shows that in fiscal year (FY) 2007, federal employees filed 16,363 complaints alleging employment discrimination—down from 16,723 in FY 2006 and 18,000 in FY 2005.

Agencies also reduced the average processing time for conducting investigations from 186 days in FY 2006 to 176 days in 2007, the best investigation times reported in the last 14 years. The average processing time for closing complaints was 355 days, a decrease from 367 days in FY 2006. Of the 7,673 cases closed on the merits, 2.8% resulted in findings of unlawful discrimination. The parties entered into settlements in 3,262 complaints, or 20.6% of the total complaint closures.

Over the last 10 years, there have been subtle changes in the composition of the federal workforce, says the EEOC. Overall, the representation of women, Hispanics or Latinos, African Americans, and Asians has slightly increased, although the number of people with targeted disabilities continues to decline.

 

Consultants say 'Don’t sack fantasy football'

Fantasy football leaguers could cost employers nationwide an estimated $9 billion on lost productivity over the 17-week regular NFL season (September through December), say researchers at Gray Challenger and Christmas.

Challenger’s calculation assumes that the nearly 37 million fantasy football participants spend about 10 minutes per day at work, or almost an hour a week, drafting players, setting rosters and plotting strategy. Yet the Chicago-based outplacement firm warns that employers that ban their employees from participating could risk damage to morale and loyalty.

Companies need different ways to bring people together to create relationships and make the organization more than the sum of its parts, says Challenger. If fantasy footballers build relationships with each other through participation in a league, that can be valuable to an employer. In the view of Challenger, the potential fallout from a ban could be far worse than the loss of productivity caused by 10 minutes of online team management.

 

Best-paying states for women

Women in Connecticut had the fifth-highest median earnings in the U.S. in 2007, according to a report from the U.S. Census Bureau.

Last year, women working full-time, year-round in Connecticut earned a median $41,868. The District of Columbia had the highest median earnings for women ($49,364), followed by Maryland ($44,022), New Jersey ($42,221) and Massachusetts ($42,062). Women had the lowest median earnings in Montana ($26,598.)

The report also showed that women had lower median earnings than men in each of the 50 states. In the District of Columbia, there was no statistically significant difference between women’s and men’s median earnings.

 

National preparedness month

The U.S. Department of Homeland Security is sponsoring the fifth annual National Preparedness Month (NPM) in September with support from more than 2,700 NPM coalition members, the largest number to date.

NPM coalition members, consisting of national, regional, state and local organizations, will combine efforts throughout the month to encourage all Americans to prepare for emergencies before they happen.

The coalition urges individuals across the nation to take important preparedness steps that will greatly improve their ability to survive and recover from all types of emergencies, whether natural or man-made. These steps include getting an emergency supply kit, making a family emergency plan, becoming informed about the different emergencies that may affect them, and getting involved in community preparedness and response efforts.

Employers can learn how to prepare for a workplace emergency by visiting http://www.cdc.gov/niosh/topics/prepared/ .

 

Telecommuting helps with work-life balance

Today, work-life balance is one of the most important issues facing employees – and as a result, their employers. Employees are looking for ways to juggle their responsibilities, both on the job and in their personal lives, and often can benefit from flexibility in their work schedules.

Offering a telecommuting option is one tool employers can use to facilitate work-life balance. Telecommuting programs also provide employers with a competitive advantage in recruiting, retention, productivity and customer service levels – and profitability.

For example:

  • Employees who are better able to balance the demands on their time are more satisfied and content.
  • With satisfied employees, employers usually experience increased productivity, reduced turnover, a stronger team spirit and loyalty.
  • A lower turnover rate leads to a decrease in the cost of training new employees and reduced costs associated with informal training provided to new team members by existing employees, which result in increased profitability.

 

The state Department of Transportation’s Telelcommute Connecticut consultants can help you develop a telecommuting program that not only helps employees reduce stress and save money but also meets your specific business needs.

 

Telecommute Connecticut provides employers with free consulting assistance to design, develop and implement telecommuting programs including HR policies and teleworker agreements and training. For more information, visit www.telecommuteCT.com or cal1 1-800-255-7433.

 

 

New web seminar, Sept. 18 at 10 a.m.…First AidTeams: Recordkeeping, Confidentiality and Liability Issues. Learn straight-forward requirements, guidelines, and procedures for providing proper supplies and delivering effective, appropriate first aid in the workplace. Includes a discussion of Good Samaritan laws and their limitations. Presented by Chip Darius, president, Safety Priority Consultants, LLC. For more information or to register, go to

http://webportal.cbia.com/Events/CalendarEventsListView.aspx.

 

 

Sign up now…annual Connecticut Workplace Law Symposium. CBIA once again is partnering with Jackson Lewis, one of the nation’s premier employment law firms, to bring you a full day of the latest guidance on employment law, compliance, and HR management strategies. Friday, Oct 17, Marriott in Trumbull. For a list of program topics or to register, go to http://www.cbia.com/training/genbus/JacksonLewis08.htm.

Legislative advocacy training for HR Professionals

When state legislators go back to work in just a few months, they'll make many new proposals that could impact your company -- which will launch many alerts from CBIA and others about what's going on at the Capitol.

Here's an opportunity to understand what those alerts mean, so you can give your company informative updates. That's important, because what you don’t know could affect you, your career, and your company.

Plan now to attend a free Legislative Advocacy Training Day for human resource professionals on Friday, Sept. 12, 2008 at the State Capitol in Hartford.

CBIA is partnering with the Human Resource Association of Central Connecticut (HRACC), ConnCAN, University of New Haven SHRM Student Chapter, League of Women Voters, and our sponsors: Bearingstar Insurance and the law firms of Jackson Lewis and Reid and Riege.

Besides gaining an understanding of the legislative process, You'll get hands-on skill building to establish a comfort level engaging legislators in meaningful discussion on issues affecting the HR profession, the companies we work for and the communities in which our businesses are located and our employees reside. 

National SHRM Government Affairs Manager, Bob Carragher will participate in a panel discussion, with James Shea, Esq. of Jackson Lewis LLP.

Voter registration forms and guidance on how to register will be distributed, so you can help your employees who may not yet be registered to vote in the upcoming election.

Lunch is also included, and the day will conclude with a tour of the historic and beautiful State Capitol and Legislative Office Buildings.

To register for this FREE EVENT and view the day’s agenda, go to HRACC’s Web site: www.hracc.org.

 

Program notes:

 

Update on top state, federal employment issues

Over the past year, there has been a flurry of activity in the areas of federal and state employment law. The courts also made a number of significant rulings sure to have a long-lasting impact on employers. Join CBIA and the U.S. Chamber of Commerce for a synopsis of recent legislative and regulatory developments, and gain insight into positions the government is likely to take in the future, on Tuesday, Sept. 30, starting at 8:30 a.m. in CBIA’s offices in Hartford. The program is free to CBIA members; to register, contact CBIA’s Lise Cliche at 860-244-1900.

 

When you top managers grow, your company will, too. Register now for CBIA’s Management Institute series —a convenient, affordable way to prepare your employees for the increased responsibility that comes with leadership. Classes are held at CBIA in Hartford.

 

Learn from some of the most experienced HR experts in Connecticut by participating in CBIA’s Human Resources Council., a five-meeting series covering a range of HR topics.The council will meet at CBIA in Hartford from 8:30 to 10:30 a.m. To register or for more information.

 

'What To Do about Personnel Problems in Connecticut'

CBIA is partnering with Connecticut Human Resource Reports LLC to offer members one of the most comprehensive sources on HR issues in Connecticut. What to Do About Personnel Problems in Connecticut delivers clear, straightforward, state-specific guidance for handling all the employment related and HR issues that crop up in your organization on a daily basis. It’s a single resource — updated regularly — that offers guidance in hundreds of key areas, from absenteeism to FMLA leave to overtime pay to workers’ compensation.

This unique guide is available to CBIA members for only $350. That’s a $50 savings off the regular price. For more information or to order, contact Lise Cliche at 860-244-1977 or e-mail her at lise.cliche@cbia.com .

 

CBIA’s Management Institute will make your best managers even better

CBIA's Management Institute, a series of courses designed to prepare your top managers for that next promotion. This series of courses covers topics ranging from business strategy to accounting to marketing and negotiating. They were developed to offer member companies a cost effective and convenient means to provide their talented mangers with the academic underpinning that allows them to take on a greater role in their companies. More information and to register.

CBIA's 2007-2008 Compensation Report

Find out if your company’s wages and salaries are in line with those of similar businesses right here in Connecticut. Competitive compensation is key to attracting and retaining top performers. This report contains real wages and salaries paid by small, large and midsize Connecticut employers representing various industries and sizes.

More than 150 positions are included in the areas of manufacturing, engineering, accounting, data processing, clerical/administration, purchasing and sales/marketing. Data are reported on a statewide basis and more narrowly by geographic region when possible. The report also includes information about bonuses and the minimum, midpoint and maximum salaries for established position ranges.

In addition, for the first time CBIA has partnered with Adecco, a leader in human resource solutions, to include their salary survey data. As a result of this partnership, we’ve created a comprehensive document that provides a better analysis of salaries and wages paid in Connecticut.

Includes information about more than 150 positions! • Accountant/Financial • Advertising Director • Administrative Assistant • Assembly Foreman • Bench Assembler • Buyer • Customer Service • Director of HR • Director of Marketing • DP Manager • Drill Press Operator • Engineer • Lab Technician • Machine Operator • Mechanical Engineer • Personnel Manager • Production Worker • Programmer • Purchasing Manager • Safety Engineer • Tool, Die and Gauge Maker • TQM Manager

To order, visit the CBIA Store:"Compensation Report"

Who should telecommute?

The success of a telecommuting program largely depends on which employees are chosen to become telecommuters. Not all employees are suited to telecommuting or even want to telecommute; so determining who can be a successful telecommuter is key.

     Employees best suited for telecommuting are:

  • Familiar: Those who are familiar with their work, organization, its culture and colleagues.
  • Autonomous: They are independent, self-starters who do not require hands-on supervision to complete their work.
  • Disciplined: They are motivated, self-disciplined and able to ignore distractions and focus on the work without being “managed.”
  • Communicators: Are adept at communicating quickly and effectively with colleagues – when they work remotely.
  • Independent: Telecommuters should not need constant social interaction with colleagues in the office.
  • Equipped: Successful telecommuters have well-equipped home offices that are safe, quiet, ergonomically sound and meet the needs of the requirements of the company’s telecommuting program.

     Telecommute Connecticut recommends that employers use a “Self-Nomination Form,” which gives employees the option to describe their pro-telecommuting characteristics, the telecommuting site and proposed work to be done while telecommuting. This helps both employers and employees determine if they are suited to telecommuting.

It’s important to remember that telecommuting should be offered at the discretion of the employer. In fact, it is always a good idea to mention that telecommuting is neither a perk nor an entitlement or benefit.

     Telecommute Connecticut!, a commuter service of the Connecticut Department of Transportation, provides Connecticut employers with free assistance to custom-design, develop and implement telecommuting best practices for qualified employees. For more information about Telecommute Connecticut!, visit www.telecommuteCT.com or call (800) 255-7433.

Are you in compliance with state and federal posting requirements?

CBIA has all the posters you need to comply with your state and federal posting obligations. Click here to find out what your company needs to post. After you find out what you need to post, click here for more information on CBIA's poster kits.
Don’t waste valuable time trying to research and track down the posters separately. Depend on CBIA to take care of your poster needs — we’ve already got the posters ready for you. To review our available posters or for a complete CBIA Poster Compliance Kit, click here.

 

 

 

 

 

 

 

 

 

CBIA Telecommute CT Archives

 

CBIA Programs, Seminars and Conferences