Were Comments Made By President Trump Harassment? @InsideEdition asks HR Expert Joey Price

Were Comments Made By President Trump Harassment? @InsideEdition asks HR Expert Joey Price

Sexual Harassment Training is Needed in US Workplaces

Recent reports show that 1 in 3 US women have experienced sexual harassment at work – but did President Trump’s latest run-in with a reporter add to that total? Inside Edition spoke with Jumpstart:HR, LLC CEO Joey V. Price (@JoeyVPriceHR) about this matter and what should happen if someone requests an investigation at your office.

Contact us today for sexual harassment training, investigation, and policy creation.

Sexual harassment is a serious offense that should not be taken lightly. When requested, an investigation requires the utmost due diligence, empathy, trust, and documentation of facts, feelings, and recollections. If you are in need of HR consulting services to help protect your workplace from sexual harassment risk – or to carry out an investigation, contact us right away.

View the segment:

President Trump is taking some heat for singling out an attractive reporter in the Oval Office Tuesday during an important meeting. “Where are you from? Come here, come here,” he told Caitriona Perry, the Washington correspondent for Ireland’s leading TV channel, RTE. Trump was having a phone call with Ireland’s new Prime Minister, Leo Varadkar, when Perry caught his eye. “She has a nice smile on her face so I bet she treats you well,” Trump told the new prime minister. More Inside Edition episodes on YouTube

 

Contact us today for sexual harassment training, investigation, and policy creation.

Expert Interview Series: Joey Price of Jumpstart:HR on Why Good HR People are Compliance Experts, Talent Consultants, and Workforce Planners

An excerpt from a recent Expert HR leader interview of Jumpstart:HR CEO Joey V. Price:

What are some of the recent compliance issues that are causing small businesses to alter their HR practices and procedures?
The false-start on overtime compliance regulation changes, potential minimum wage hikes, and the national conversation on immigration reform have small business HR experts on the edge of our seats trying to strategize for what comes next.

The false-start around overtime compliance caused a ton of headaches since employers invested time and resources into telling staff members about drastic federal policy changes that ultimately never happened – and it made companies evaluate their business practices. Those business practices that were impacted by the threat of overtime rule changes include: employee scheduling, accessing email while off-the-clock, greater emphasis on ROI from a 40-hour workweek, and job misclassification for employees in roles such as administrative assistant and non-managerial corporate employees.

Minimum wage hikes will cause employers to adjust pay scales from the ground up. Some retail and fast food companies are moving towards chatbots and artificial intelligence to manage customer order taking/tracking and reduce labor related expenses. Immigration reform is a huge agenda item for our current president. It’s resulted in a cutback on corporate travel for foreign-born and naturalized citizens, a push for unity and stronger corporate D&I stances, and a look at hiring practices for STEM careers (positions often dominated in the H-1B visa application process). It will be interesting to see how each of these challenges plays out because they all represent external forces that impact the way small businesses conduct themselves.

If a startup business owner were to say to you, “I don’t need to worry about workforce planning for the future. I’ll just hire on more people as I need them,” how might you respond?
I’d simply tell them about the old saying “failure to plan is a plan to fail!” You have to visualize and plan for what a successful organization looks like, or you’ll be driven to change based on the flavor or fire of the day.

Practically speaking, workforce planning while in the startup phase is the best thing you can do to chart a course for where you want a company to be and what values you want it to reflect. This is critical because it allows you to have clarity regarding the right person to attract to your organization and how to support them once they arrive.

This exercise adds value in the following measurable ways:
Read the full interview at JohnMattone.com

Expert Interview Series: Joey Price of Jumpstart:HR on Why Good HR People are Compliance Experts, Talent Consultants, and Workforce Planners

An excerpt from a recent Expert HR leader interview of Jumpstart:HR CEO Joey V. Price:

What are some of the recent compliance issues that are causing small businesses to alter their HR practices and procedures?
The false-start on overtime compliance regulation changes, potential minimum wage hikes, and the national conversation on immigration reform have small business HR experts on the edge of our seats trying to strategize for what comes next.

(more…)

What to Do if Your Job Offer Is Put on Hold

 

I was recently asked by eFinancialCareers.com “what should a person do if a job offer is put on hold?” Here is what I shared:

If a job offer is put on hold, I suggest the following:

  • Follow up with a note of thanks that emphasizes the value that you add to the organization. Sometimes it helps to show that the ROI of offering you a job is more beneficial to the employer than the cost savings of not offering the job at all.
  • Suggest a temp-to-perm or contractor role on a trial basis. This is your best way to get your foot in the door. TTP and Contractors offer a direct cost-savings vs a full-time employee because they are not paid benefits and do not count towards an employers mandatory employer tax burdens. While this may not be an ideal way to start off, it secures income and allows you to perform on the job rather than not having the job at all. Consider it like one of those 30-Day Money Back Guarantees that we see so much on TV these days. Their risk is minimize and you can really excel if you save the employer while they are in a pinch.
  • Continue pursuing other opportunities. Until you have a firm offer, you don’t have a job. It is in your best interest to continue to pursue other job opportunities because you never know – something better may come along and/or the current offer may fall through.

Just as a bonus…

Why job offers are put on hold:

  • Hiring Manager is still unsure that you are the best fit for the job (or they may still be unsure about what they want from the person in the role).
  • The company is considering re-aligning internally and want to give their experiment time to catch on or not.
  • You have a snag in your references or background check (if this is the case then I suggest looking for a new position especially if they uncover a lie or some other misleading information about what you have previously communicated to them).
  • The company wants to wait until a new fiscal season to ensure budget allows bringing someone on.
  • Hiring Manager would like to see more candidates.
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