Archive for the ‘KnowHR’ Category
HR How-To: How to File Your Company’s EEO-1 Report
Aug 30As you may know, the U.S. Equal Employment Opportunity Commission is now requiring private employers and federal contractors to file a report that identifies the breakdown of their employees on the basis of job titles, ethnicity, race and gender. This report, called the Employer Information Report (EEO-1), will be required for companies with more than a certain number of employees. And the September 30 filing deadline is quickly approaching. The question is—are you ready?
We promise it’s not as complicated as it seems. Here you’ll figure out if you need to file, and how to do it.
Does my company need to file?
If you’re a private employer…
Does your company have at least 100 people, and are you subject to Title VII of the Civil Rights Act of 1964? (If yes, you need to file.)
If you’re a federal contractor…
- Do you have at least 50 employees who each make at least $10,000?
- Do you have a federal contract of at least $50,000, serve as a depository of government funds, or work for a financial institution that sells U.S. Savings Bonds and Notes?
(If both are yes, you need to file.)
What do I need to report?
If your business only has one location…
File a Standard 100 Form.
If your business has multiple locations…
File a separate report for each branch with at least 50 employees. (You’ll also need to file a consolidate report that includes all employees who work at branches with less than 50 employees.)
How does my company file?
You can access the report here. When filing, you can use any payroll period during 3rd quarter as the snapshot that’s filed in the EEO-1, must be between July 1 and September 30, 2010.
This blog post is only a summary. Check out this page on the EEOC’s website for full details.
HR People Who Should Be Fired
Aug 13We had a conversation at breakfast this morning about IT people looking at employee email and gossiping about it. That aggravates me to no end. Those people should be fired. Actually, kicked in the ass, then fired. Here’s a list of more HR People Who Should Be Fired:
- …gossip about employees
- …work with IT to read employees’ email
- …think it’s okay for IT to look at employees’ email
- …let managers pay women less than men
- …let any group of people suffer pay discrimination
- …don’t speak truth to power
- …think training is a substitute for real management
- …let a CEO run roughshod and get away with it for a long time
- …let that Shirley Sherrod situation happen
- …want a place at the table, but only to gorge
Get rid of those who…
How about some others? You must know some. In a time when unemployment is super high, why would we have crummy HR people? Let’s get HR to be all winners. The losers can go home. And stay there.
Tech Tuesday – Get Out of the Stone Age
Aug 10Do you want to know what the one thing that will make all of your technical people giddy with joy is? Just one tiny little thing. You don’t have to give them all raises or take them to Six Flags for a day, or have a company party where they all get drunk and dance on tables. No. What you need to do is promise they’ll never see a 20 year old computer in the office again.
I know how tempting it is to cut corners on technology. But, you say, my employee already has a computer, why do they need a new one? I will tell you why. Do you know how awful it is to use web software (i.e. webmail, backpack, bug trackers, and all of the software we develop) on IE 6? Let alone try to create software that still works for those poor, poor souls? Please, give us all a break. If your employees’ hardware came with Windows 2000 or 98 installed, don’t just consider buying new computers. DO IT.
I once worked in a company where the customer service people had ancient computers. They waited more than 2 minutes to load a single PDF. Unfortunately for these employees, they dealt primarily with faxes that had been scanned into PDF format. They lost HOURS of productivity every day just blankly watching their screen while the CPU chugged away loading that PDF.
Another major issue that often gets overlooked is old servers. It’s easy to assume that if the server hasn’t gone down in years, it probably won’t tomorrow. In a study Google performed on their thousands of servers, however, they discovered that “the observed range of annualised failure rates varied from 1.7 percent, for drives that were in their first year of operation, to over 8.6 percent, observed in their third year.” Almost a 10% chance that a 3 year old hard disk will suddenly crash on you. I suspect that if you are not keeping your hardware up to date, you are probably not doing regular backups. So right now you should consider all of your important data on that server to be expendable.
Lastly, don’t go the cheap route. Buy new computers. Maybe you don’t need the most top-of-the-line laptops for every employee, but used computers are really a case of buyer beware. Especially with laptops, as they go anywhere and everywhere, often even into the bathroom with users. Yum.
So now that you know why you need to get your employees out of the stone age, you are going to be checking out some new computers soon. Right? After that, there will still be time for drunken table dancing.
Finding the Why of HR
Aug 5I saw this video at Jay Shepard’s fabulous The Client Revolution. Jay talks about how the TED Talk video by Simon Sinek transformed his thinking. Mine too.
And it made me think about Finding the Why of HR.
Watch the video first. Then let’s talk.
Subscribe
Follow Us





























