With the ever popular show, "What Not To Wear", in re-run status and showing on several networks at several different times you'd think we, as a society, would have gotten it by now. But no - sadly, we haven't. Business casual has somehow turned into jeans and a polo shirt for men, and a tank top with a short skirt for women.
So, for those of you who are looking for a policy directing your staff "What Not To Wear" - click here and mention this blog for a no charge policy that you can use to educate your employees. For those of you who are not sure what is acceptable at work, or are just needing some general guidelines, read on:
1. Ladies, no straps - no armpits - no backs. If you are exposing shoulders or your back, you are not business casual -that is summer wear. Be careful to cover bra straps. There is never a good excuse to show straps.
2. Men, no pants that have pockets at or below your knees. Cargo pants are not business casual - ever. Also, no pants that have a worn area around your wallet - throw them out and start over.
3. Ladies, no sandals. Open toed professional shoes are okay (in some office settings) - strappy sandals are for the beach.
4. Gents, if you are wearing a polo shirt - be sure it is pressed and in GREAT shape.
5. No matter who you are, your outfit should FIT. This means no tight pants, shirts or dresses. Err on the side of too big vs. too small. There is nothing worse than ill fitting clothing - everyone feels uncomfortable in that situation.
6. Men, Cosby Sweaters went out in the early '90's. Donate them and start over with some current trends.
7. There is no reason for fishnet or lacey tights at work. Please, don't do it.
8. Tattoos are personal. Keep them covered and out of site. Piercings too. Maybe it isn't fair, but others make judgements about you and your odd piercings. Take them out at work. The obvious exception - earrings.
9. Ladies, cleavage is NOT acceptable at work. As a matter of fact, there are studies that show a direct correlation between showing cleavage and a stagnated career. Move up the ladder by showing less, not more.
10. All, remember the 3 unacceptable "B's". No breasts, behinds, or bellies. Find clothing that de-accentuates your flaws and makes you look and feel great.
I've long said, "If you wouldn't wear it to an interview - you shouldn't wear it to work."
Look great - find success!
Ericka Heid
HR Now
www.h-r-now.com
Wednesday, March 10, 2010
Thursday, March 4, 2010
Job Descriptions - To be or not to be?
Because I mainly work with small and micro-businesses, I am frequently asked, "Are we big enough to need job descriptions?"
And because of the experience that I have had with small and micro-businesses, I answer with a resounding, "Absolutely, you do." As a matter of fact, I am of the opinion that small businesses may need job descriptions more than a larger company needs them. Here is why:
1. Smaller organizations often don't have the expertise of an HR person on-site, so they may "guess" more than larger companies. For instance, they may be hiring a new sales person and assume they can be paid a salary versus an hourly rate of pay. Every HR person worth their salt knows that a business owner can not choose how to pay an employee - the law does that for you - there is litmus test that can be applied to any position to help determine its status under the Fair Labor Standards Act (FLSA). A current and thorough job description helps the organization to critically think through the questions asked of the FLSA, thus leading to the "right" answer about the compensation of a position.
2. Smaller companies have employees who wear many hats. Unlike large organizations, who may have individuals focused on only one thing, the employees of small companies may be asked to perform several different tasks within one position. Linking specific tasks with a specific position allows the business owner to rest assured that everything is being handled - and each employee knows precisely what they are responsible for. Nothing falls through the cracks.
3. Compensation. Now more than ever, compensation structures are becoming outdated, irrelevant, and in many cases - wrong for the company. Job descriptions help to assess the qualifications and competencies needed and desired in a particular position. In doing so, they help you compare to positions outside of the company, bringing increased clarity to how the compensation structure should be developed. Without a proper comparison - you are comparing apples to oranges.
So, while small business owners may believe that job descriptions are optional - or not needed altogether, I encourage you to reconsider their importance.
Happy Managing,
Ericka Heid
HR Now
www.h-r-now.com
And because of the experience that I have had with small and micro-businesses, I answer with a resounding, "Absolutely, you do." As a matter of fact, I am of the opinion that small businesses may need job descriptions more than a larger company needs them. Here is why:
1. Smaller organizations often don't have the expertise of an HR person on-site, so they may "guess" more than larger companies. For instance, they may be hiring a new sales person and assume they can be paid a salary versus an hourly rate of pay. Every HR person worth their salt knows that a business owner can not choose how to pay an employee - the law does that for you - there is litmus test that can be applied to any position to help determine its status under the Fair Labor Standards Act (FLSA). A current and thorough job description helps the organization to critically think through the questions asked of the FLSA, thus leading to the "right" answer about the compensation of a position.
2. Smaller companies have employees who wear many hats. Unlike large organizations, who may have individuals focused on only one thing, the employees of small companies may be asked to perform several different tasks within one position. Linking specific tasks with a specific position allows the business owner to rest assured that everything is being handled - and each employee knows precisely what they are responsible for. Nothing falls through the cracks.
3. Compensation. Now more than ever, compensation structures are becoming outdated, irrelevant, and in many cases - wrong for the company. Job descriptions help to assess the qualifications and competencies needed and desired in a particular position. In doing so, they help you compare to positions outside of the company, bringing increased clarity to how the compensation structure should be developed. Without a proper comparison - you are comparing apples to oranges.
So, while small business owners may believe that job descriptions are optional - or not needed altogether, I encourage you to reconsider their importance.
Happy Managing,
Ericka Heid
HR Now
www.h-r-now.com
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