The implications of the #metoo era continue to spread far and wide. As a result, state governments across the country are making big changes. States are making an honest effort to make the workplace less hostile for women and we’re here for it. Take California for example. Cali is known for progressive policies and a pro-employee environment. Did you know that the state is making it mandatory for employees with a handful of employees to complete Sexual Harassment prevention training by the end of 2019? This article will give you a quick overview of what’s required and answer some questions on how Jumpstart:HR, LLC can help your organization meet these new expectations.
If you’re an employer in California, keep reading. And don’t worry, even if you’re not an employer in the Golden State, keep reading. Your state could be next!
Which employers are required to provide sexual harassment training?
As mentioned above, employers with 5 or more employees must provide sexual harassment training to all employees. This includes not just key decision-makers and HR but all employees and supervisors. The state provides some flexible learning options, too. Training can be done in a classroom setting or any other effective interactive training format. That means you can send your employees to training, conduct training in-house, or register for an online program that fits the requirements. The California Department of Fair Employment and Housing is requiring this training to be completed at least once every two years.
What type of sexual harassment training do employers have to offer?
According to the CA DFEH, employers are required to offer sexual harassment prevention training through one of the following:
Classroom Training
Interactive E-learning training
Live Webinar Training
While there are a few options for employers to consider, the main focus for the training is retention. Not just retention of employees (obviously) but retention of knowledge. Each training options must include the ability to interact with material and have questions answered. It’s not enough to sit through a lecture. The trainings have to be dynamic! Memorable! And complete with quizzes and attendee participation. For training that is offered online, employees must be able to contact a knowledgable trainer who can answer their questions within 2 days or less.
Training must cover not only the prevention of sexual harassment but also:
The definition of sexual harassment
Examples of sexual harassment
The limited confidentiality of the process
Resources for sexual harassment victims
And more!
California is investing in comprehensive training and each training must include quizzes and skill-building activities. Those activities are meant to assess the participant’s understanding and application of major concepts.
Wait – how does California define a supervisor?
I’m glad you asked! Because that can often be a tricky question to answer when people merely collaboration on projects as opposed to lead people. Supervisors, by definition, are employees within an organization that have the ability to offer a job and terminate employment. They can also appoint, reassign, reprimand, or reward other employees. California also considers people who have a significant influence in these areas as supervisors as well. These are important distinctions because being a supervisor is not about your title but rather your influence in an organization. For example, if there are two programmers that report to the same boss – yet one is more senior and can help shape the career path of the junior programmer – the senior programmer could be considered a supervisor. It would make sense, then, for the senior programmer to participate in supervisor training.
Does Jumpstart:HR offer sexual harassment training?
Yes, we do! Starting October 1, 2019, Jumpstart:HR will provide live webinar and online e-courses for employees and supervisors alike. While we traditionally support small businesses and startups, both the live webinars and online e-course are designed to support employers large and small. “Eliminating sexual harassment at work isn’t about the size of your company, but rather your commitment to making positive changes that make the workplace a safe space for everyone’ says Jumpstart:HR, LLC Owner Joey Price. Our training has been crafted with the help of legal professionals and stand up to the rigorous guidelines mandated by the California Department of Fair Employment and Housing.
Do You Know The Rules On Paid and Unpaid Internships?
“I’m looking for an intern because I just lost a critical employee.”
“We believe interns should be ready to contribute on the first day of their internship!”
“Our interns work as long as they’d like!”
If any of these three statements reflect your paid or unpaid internship experience, I hate to break it to you but you’re doing it wrong. Students who agree to join your organization shouldn’t be evaluated the same way as an entry-level employee because the rules of engagement aren’t the same. A quick rule of thumb is that employees are hired to SHOW and interns are groomed to GROW. If you’re in the middle of the hiring process for your summer interns and think you might be going about it wrong, we’ve got you covered!
This article will explain:
The merits of paid and unpaid internships
The seven factors that the Federal Government uses to validate an internship program
What to do if you’re stuck or confused
Are Internships Still Worth It?
If you’re a hiring manager at your organization, you’re probably wondering if internships still matter. In an era of AI and bots, lean teams and freelancers; the idea of hiring an intern might feel like an afterthought. Not only do interns legally require more hand-holding than other labor classes, but turnover is darn-near 100% since unlike Mike in Accounting who’s been at your company since the pre-Internet age, internships have to end at some point! In my professional opinion, internships are worth it for employers and interns alike! My thoughts on the subject are below but I’d love to hear your thoughts in the comments section or by tweeting me on Twitter (@joeyvpriceHR).
If you’ve ever looked at entry-level job descriptions (or written one lately), you know the conundrum that early-stage employees face. Many “entry-level” jobs require at least 1 or 2 years of experience in the industry… But how does one get this experience without having experience? Well, a perfect way is through an internship. Whether a student has a paid or unpaid internship, there’s redeeming value for the student who makes the most of their time at work. Yes, unpaid internships continue to be a hot topic on college campuses but they do pay off. Unpaid internships offer a whole host of opportunities for students who make the most of their limited time on your team:
Valuable work experience
Opportunities to network with industry professionals
A chance at reducing college tuition debt
Internships also benefit employers in many ways. They offer employers a way to begin building a pipeline of future talent, increase brand recognition among early-stage professionals, and may provide skilled labor at a discounted cost to help support mission-critical tasks. However, internships also come with a degree of risk, and an unsuspecting employer may find themselves under scrutiny or facing legal penalties and fines if their internship programs do not measure up to Federal, State, and local guidelines.
What Mistakes Do Employers Make When Hiring Interns?
Perhaps the biggest issue that arises when providing internships is whether the experience actually constitutes an internship, or if it is considered to be employment. Remember, internships are meant to be an educational experience first and foremost. Thankfully, there is Federal guidance on what makes a good internship program! The following criteria and tests can be used when determining whether or not your internship program is truly an internship:
Both the intern and the employer understand that the intern is not entitled to compensation
Make it clear to your interns from the very start that they will not be paid for their efforts as an intern. Try to capture this in writing either when you offer the internship to the student, or in the original announcement to which the intern applies.
The internship provides training that would be given in an educational setting.
Say goodbye to the days of making your interns take everyday coffee runs, lunch orders, and other menial tasks. The work that an intern is asked to complete should be similar to that of what they would otherwise do or learn in the classroom (business majors should learn about business functions and processes, political science majors should gain an understanding of the political process, etc.)
Completing the internship entitles the intern to academic credit
So, if the intern isn’t getting paid in money, what should they be paid in? Why, academic credit of course. Work with academic institutions’ internship coordinators to coordinate how many hours an internship will be expected to work, and how many credit hours the intern may be expected to receive.
The internship is limited in duration and educates the intern
Put a time limit on how long the intern will be expected to work for your company. This helps in setting expectations for your interns, as well as in determining the number of credits your interns will receive for their experience. How long should an intern last, you might ask….?
The internship corresponds with the academic calendar.
Depending on the State, college, or academic program, this length might differ. However, make sure that the internship corresponds as closely as possible to the academic calendars of the colleges in which your interns are enrolled.
The work complements, rather than displaces the work of a paid employee
Plain and simple, your interns should not replace your regular workers. Doing so almost universally results in your interns being considered regular, paid employees. Not to mention, it is also unethical and, if your interns continue not to be paid, could result in stiff fines for your company.
The intern is not entitled or promised a paid job at the end of the internship.
Promising an intern a job doing essentially the same things they’ve been doing as an intern causes problems. Mainly, it essentially creates an “unpaid trial service period” to test out employees until they become regular employees. A documented or promised job at the end of the internship also can be seen as creating an employment relationship.
By no means does this list preclude you from paying your interns for the work they do for your company. In fact, you may need to pay your interns in order to be competitive and attract top college talent to intern for your organization. However, it is important to keep the above 7 factors in mind, regardless of whether your interns are paid or unpaid.
Help Prevent Sexual Harassment with Our New Training Program.
Do You Want to Build The Perfect Internship Experience?
If you’ve gotten this far in the post, pat yourself on the back! It shows that you’re committed to helping your workplace be a launching point for successful students who benefit from mentorship at your office. If you’re interested in building out your internship program – or refining it – contact us today! It never hurts to have a second set of professional eyes reviewing your program to make sure it’s perfect. Jumpstart:HR, LLC can assess your internship program for the following:
Does your internship program pass the seven-step test?
Is your internship program one that students want to sign up for?
How do you make the most of the time your interns have with you?
How do you attract interns that resonate with your brand/mission/values?
What do I need to know/do if an intern doesn’t quite work out and needs to be terminated?
These are all big questions that we talk for small businesses and small teams at larger institutions. Drop us a note and let’s chat!
It can be expensive to fail at hiring a new employee in a small business or startup. In this video, Joey Price, of Jumpstart:HR, LLC gives you everything you need to know about low quality of hire and how to improve candidate experience and your employee onboarding results.
“I’m so burned out but how can I take a vacation without falling behind at work?”
Phone calls. Texts. Emails. Slack Messages. 24/7. The alerts never stop!
It has become entirely too easy to connect with work and extremely difficult to retreat for even a day or two of relaxation. The result of this twisted relationship with technology and work is less joy and more burnout. Wouldn’t you agree? I remember a time when I worried constantly about leaving my company for a few days to travel to Italy – for fear of the whole thing imploding and having to rebuild like the ruins in Rome! If you struggle with wanting to take a vacation from work but feel guilty about doing so – you’re not alone. A recent survey found that 54% of Americans fail to use all of their vacation days each year. In addition to that, big cities like DC, SF, and LA lead the way in this “vacation-less” lifestyle. No wonder we’re all stressed out!
Now is the time to seriously consider taking that vacation. Whether to improve mental health, connect with your family and friends on a deeper level, or to regain purpose and creativity at work, these are the reasons why you should say “Yes!” to PTO and not even think twice about it:
Vacations are good for your mental [and physical] health.
If I told you that perfect attendance at work might be a cause of that flu that knocked you out last month, would you believe me? Or – what about those 10 pounds you can’t seem to shake off in order to reach your goal weight? For better or for worse, constant work creates stress in our lives and the impact of that stress can be felt deeply on the molecular level. Here’s what Psychology Today says about the dangers of work-induced stress:
When you’re stressed out and tired, you are more likely to become ill, your arteries take a beating, and you’re more likely to have an accident. Your sleep will suffer, you won’t digest your food as well, and even the genetic material in the cells of your body may start to become altered in a bad way. Mentally, not only do you become more irritable, depressed, and anxious, but your memory will become worse and you’ll make poorer decisions. You’ll also be less fun to be with, causing you to become more isolated, lonely, and depressed.
Combat stress and build up your defenses by making vacation travel an integral part of your life!
Have You Heard Our Award-Winning
Professional Development Podcast?
Vacations help you build deeper connections with the people who matter most to you.
Have you ever found yourself saying “gosh, I wish I spent more time with [Insert Employee Name] in Accounting more often!”? Probably not. But have you ever kicked yourself in the butt for not spending enough time with your spouse, your kids, or your friends who all get lost as we race to climb the ladder of workplace success? Probably! Vacation is a powerful way to connect with people you care about while building memories that can last a lifetime.
Don’t believe this is incredibly important? Here’s an exercise for you:
Step 1: Think about – and write down – your favorite memory from your last staff meeting.
Step 2: Think about – and write down – your favorite memory from a vacation you took as a child.
Step 3: Pause and think about which memory made you smile more… My guess is that it was the latter and not the former. And that warm feeling of joy that you got from your vaction memory? That’s actively elevating your mood and putting you in a better headspace!
When you retire, or change jobs, or sell your company (if you’re an entrepreneur) – you’re going to want to have people around you that enjoy being in your company. Don’t be that guy or girl who works so much that no one close to you really knows the real you!
Vacations help you “think outside the box” when it comes to creative approaches to tackling workplace issues.
Now, this might seem a bit counterproductive for me to encourage you to take a vacation if you want to become better at work – but it’s true. In a recent NBC News article, NYC-based Psychologist Dr. Kathryn Smerling says:
“By taking time off, you’ll find a renewed sense of purpose, more energy to carry out tasks and in general, an overall sense of happiness.”
The long and short of it all is that taking the time to step away from work just might be the very thing you need to help you step up at work! Who knows? You might meet someone in your field at the pool bar and chat about best practices. You could finally get the time to read that great self-help book you’ve been meaning to tackle but never found the time. Or, the quality of your time away might give you the time you needed to reflect on your life purpose and give you the push you need to really get into the driver’s seat of life!
Vacation is an incredibly powerful tool for both relaxation and career. It settles your spirit which helps combat work-induced stress and it gives you the time and space to build new memories with the people you love.
Take that vacation and fight work-related burnout as if your life depends on it because the reality is that it does.
News flash: Your company is literally throwing money down the drain by not focusing on employee wellness. If you’re not intentionally focused on the health and wellness of your employees, it’s literally costing you tens – if not hundreds – of thousands of dollars a year. Your employees are getting sicker because of it and profits are going down the drain.
According to the CDC, employee absenteeism (taking the day off when you’re sick) costs American corporations $1,685 per employee in productivity. The numbers aren’t much better either for presenteeism (staying at work when you’re sick). The Harvard Business Review has found that employees who show up to work while not well result in two-thirds the total cost of employee illness. Not to mention the fact that many illnesses are contagious and can spread from Sarah in Accounting to Michael in Marketing just because they’ve touched the same door handle – yuck!
So often we immediately default to physical challenges and dietary lifestyle changes when we think about employee wellness initiatives but it’s time to upgrade our thinking. These days, it’s not a lack of physical exercise that is the biggest hurdle to employee wellness and it’s not the fact that the break room isn’t stocked with apples and oranges. No, it’s the stress we feel at work that causes employees across the country to cope with unhealthy habits.
How many times have you sat on the couch with pizza and wings for a weekend of Netflix binging because you needed to forget about the incredibly stressful challenges you’ve faced at work? How much has your waistline expanded since your last promotion – or since you launched your company – due to the exhausting pressure you feel to perform? You’re not alone.
The stress elephant in the room can be avoided no longer. We can no longer pretend that the proper response to ailing and demotivated employees at work is smoothies and step challenges. We need to reengineer the way we work and the expectations we have about work. We need to be intentional about creating an atmosphere where people feel mentally free and confident in their ability to stop and take a breather from time to time.
Here are a few helpful employee wellness tips to make your organization less stressful and more healthy and productive:
1. Encouraging Employees to Take Vacation
If we want to create an atmosphere of employee wellness, we have to encourage our employees to come up for air from time to time and take vacation. It doesn’t matter if that time away from work is spent at home decompressing or traveling to a new city, employees need vacations to reset and recharge their mental battery. A recent study by Project: Time Off revealed that Americans take a whole week less of vacation per year verse what Americans took off in 1978. Could you imagine what you’d do with an additional week of time spent with family and friends or adding cool pictures to your Instagram? I guarantee you’d be a much more refreshed and focused individual while at work and your employees would too.
There’s also a financial incentive to taking more time off. Believe it or not, HBR says that employees who take more time off get more raises than people who don’t. How’s that for combating the stigma that you’ve got to be in the office grinding away in order to get that promotion?
2. Incorporate Mindfulness Practice
Yoga. Meditation. Prayer. No matter your employee’s pathway towards reaching zen, it’s a worthwhile pursuit for you to encourage and celebrate. In a recent Business, Life, and Coffee podcast interview with Yoga Master Michael Kohan, we spoke about the vital role that mindfulness plays on awareness, engagement and productivity. Between the fights we have with our spouses before work this morning to the project deadline that looms ahead of us, we have many thoughts that compete for our attention during the day. Having the presence of mind to capture these thoughts and be present in whatever moment we are in is extremely powerful.
What if your organization was innovative enough to have a collective time of mindfulness. A five to ten minute “meeting” where you encourage employees to still their minds and seek peace. Mindfulness helps encourage self-control, flexibility, and peace of mind – all of which are important goals when addressing the next point.
3. Seek and Destroy Type-A Behavior
Behind the smile of every Type-A personality is the unbearable stress of a seemingly unmanageable workload. Okay, so that might not be true but Type-A personality often take work very seriously and display hostile and aggressive behavior that doesn’t work well in a small team environment. Scientist have produced study after study that show Type-A personalities get that way due to increased stress and that stress can be deadly. Take the image below:
The chart shows Type-A behavioral patterns as a direct implication of home and work stress. Left unresolved, this behavior can contribute to physical manifestations of health challenges, low engagement, and lack of concentration. This behavior is exponentially toxic when displayed in a manager of people. I guarantee that there is a strong link between employees who “join organizations but leave bosses” who exhibit Type-A behavior and lash out on their teams.
If someone on your team has Type-A behavioral patterns, it’s time to speak up. What if we saw Type-A personality not as a badge of honor, but a sign that it’s time to pump the brakes a bit and take some time off? I’m sure your employees would benefit greatly from this approach.
These are just a few innovative ways you can increase mental and physical well-being at work. Employee wellness is not just about physical fitness but it’s also about mental health, focus, and clarity of mind.
Got another employee wellness tip to share? Comment below.
