Archive for the ‘KnowHR’ Category

HR How-To: How to File Your Company’s EEO-1 Report

Aug 30

As 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…

  1. Do you have at least 50 employees who each make at least $10,000?
  2. 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.

Waiting and Wondering

Aug 24

Years ago I was standing at that train station in Berwyn, PA, waiting on a young colleague. The train she was supposed to be on came and went. Then a SEPTA worker yelled across the tracks.

“Are you Frank?’

I nodded.

“H____ left you a message. She’s at Bryn Mawr. She got off at the wrong stop.”

I had been waiting for her at Berwyn. She was coming out there so that we could go to an important first client meeting. If you’ve been on the R5 you know that “Bryn Mawr” and “Berywn” sound a lot alike when said over a train loudspeaker. H____i got off at the wrong stop. As a result, she was going to miss her first client meeting because I didn’t have enough time to drive to the other station to get her and get to the client meeting on time.

She was resourceful, though. Somehow got the Bryn Mawr station manager to call the Berwyn station manager to relay a message. That took moxie and perseverance. And told me a lot about the kind of person she is. It would have been so easy to make up something. Say she was sick. Anything. Nope, she just got off the train at the wrong stop.

She ended up being one of my favorite colleagues of all time. We worked on lots and lots of bigtime projects together. And she went on to have a stellar career in HR and operations.

I was waiting and wondering today about that moment years ago. The power grid for trains on the Amtrak system went down this morning for the entire East Coast. I could have been frustrated, but instead I got a smile about a nice moment.

HR People Who Should Be Fired

Aug 13

We 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:

    Get rid of those who…

  • …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

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 10

Do 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.

80s computers

Where's a power suit when you need it?

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.

80s power suit

Maybe they spent their downtime on the phone.

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.

old server

im in ur closet eatin ur data

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.

dirty fan

This is not actually exaggeration, it is a common problem.

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 5

I 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.

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