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Bringing home a new pet is one of life’s most exciting experiences and many Americans appear to agree — 68 percent of households in the United States own a furry companion. Recognizing that our pets are important to us and part of the family, some companies are now offering their employees “pawternity” leave (also known as “furternity” leave.)
Pawternity leave acknowledges the growing role pets play in employees’ lives by giving them time off specifically for caring for a new baby pet, caring for their ill or injured fur friends, or for bereavement after a beloved pet dies. With millennials now representing the largest population in the workforce, as well as the largest population of pet owners (more than 35 percent), it’s easy to understand why more and more businesses are incorporating pawternity leave into their benefits packages. But don’t rush out to adopt pawternity perks as your company’s newest benefit just yet. Because it’s so new, what’s included in pawternity benefits varies widely from company to company. The types of animals covered by such policies fluctuate just as dramatically. Some companies include all types of pets for furternity benefits (even those that don’t technically have fur), while others offer leave for dogs and cats only. The concept of pawternity leave is catching on with more employers. A recent survey conducted by Nationwide and the Human Animal Bond Research Institute (HABRI) found that 91% of employees who work for companies with these types of pet-friendly policies are more engaged with their work. The number-one reason cited for adopting pet-related benefits is that it boosts employee morale. It shows heart and recognizes the important role pets play in many people’s lives, which translates to better employee engagement and retention. And that’s good for any business. Another advantage to the company: It may help you become an employer of choice when recruiting new employees, particularly millennials and Gen Zs searching for cutting-edge incentives since few businesses currently offer pawternity leave. Another potentially beneficial aspect of pawternity leave is that it has minimal financial repercussions for your business. Pawternity leave is simply a benefit that protects a person's position should they need to take a leave to be with their pet. It works this way: a person needs a week to be with their dog. If the employee doesn’t want to use PTO or sick time (or doesn’t have any remaining), then the employee can take a leave without pay and their job won't be in jeopardy. Zogics of Lenox, Mass. has a pawternity leave program and offers other benefits like discounts on pet insurance and a pet-friendly office. “Every day is take your dog to work day at Zogics [Pet Division], and more than half of our employees bring their four-legged friends to the office,” says CEO Paul LeBlanc. It’s because of policies like this that Zogics was recently named one of the Best Workplaces in America by Inc Magazine. The most obvious drawback to offering pet-related benefits is that, by definition, they’re not applied equally to all employees. For instance, if only half of your workforce owns pets, that means the other half won’t qualify for the extra time off or flexibility to work from home. If your firm is considering developing and implementing pawternity leave, there are some factors that should be considered. 1. What constitutes a pet? Defining this is the first hurdle you’ll need to clear before adopting pawternity leave. While cats and dogs are the most commonly owned pets, what about birds, bunnies, fish, rodents, snakes, lizards, and horses? What if an employee argues that their new goldfish needs help adjusting to its new home? Allowing leave for some types of pets and not others may leave you open to claims of favoritism. 2. How much time will be allowed in the policy? Just as HR policies have limits to sick days and vacation days, there should be limits to pawternity leave as well. For instance, an employee who fosters sick animals may cope with multiple animals passing away each year. Do you allow a day for each animal that dies, or just one day a year? Make sure you consider all angles and scenarios so that you’re not faced with excessive pet-based absences that may affect your business. 3. Does this benefit cover bereavement only? Or will you also provide days off or the flexibility to work from home upon the adoption of a new pet? What if their pet gets sick and they need to stay home? Whatever you decide, just make sure it’s clearly spelled out in your policies and employee handbook. 4. How many days will be available for bereavement? What about for new-pet adjustment? Again, the most important things to remember here are clarity and consistency. Communicate the specific number of days or the terms of any flexible arrangement allowed for each type of pawternity leave, and then apply your policy fairly to everyone. Do different needs allow for different amounts of time off? Taking care of a sick pet is different from bringing home a new puppy. 5. Will you offer pet health insurance? The American Pet Products Association's research shows a rise in spending on veterinary services. As the New York Times reported, some companies have started offering health insurance for employees’ pets as an additional benefit. 6. Is the policy unfair to other employees? Allowing extra time off for pet owners may leave employees who don't have pets feeling left out. The policy should take this into consideration to ensure employees are given approximately equal benefits as permitted by their contracts. Perhaps the easiest option is to be as generous with paid time off (PTO) as is financially feasible and to encourage employees to use their time as they need it. (This may require that you remind managers to control their judgmental comments about pet bereavement or puppy training.) You could also consider whether or not the employee can work from home and not use their PTO time at all. Other pet-friendly business strategies to consider may include:
Besides creating a new policy, there are many ways you can show your support for employees with pets. For example, you could welcome an employee’s new fur baby with a gift basket or kit that includes some treats and a toy, much like you would host a baby shower for a human child. Whether you want to incorporate a pawternity policy or are just looking for information about this new trend, it is a clear example of the changes that occur as society changes. Pawternity leave may just be a trend now, but in 10 years it may be standard practice in many industries and workplaces. Deciding whether or not to incorporate it can help a firm determine how it addresses its employees' needs both inside and outside the office. With a little creativity, the possibilities are endless.
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Well, here we are in 2020 and most people’s jobs have changed this year. The COVID-19 pandemic has changed how many businesses operate. Some employers are shifting workers' job duties to adjust to a new normal. Most workers have little recourse if their job duties or hours have changed because of the pandemic, even if they're unhappy with their new job assignments.
Changing job roles Employers can fire an employee at any time for any reason. They can reduce hours and change pay. On the flip side, workers can leave a job at any time, usually without having to give notice. What employers must remember is that any change to a worker's job duties must be "reasonable." You cannot expect an employee to take on responsibilities for which they have no training or understanding of that job. Especially if the job is in a position higher than what they have now, and the employer is not offering a higher wage. But even if the employer is challenged legally, given COCID-19, it's likely that employers changing employee job descriptions to fit the new normal would prevail (unless there's discrimination based on race, gender, age, or another protected group.) The Americans with Disabilities Act also requires companies to make reasonable accommodations for workers if they have a medical condition or disability that affects their ability to perform certain job functions. Changing Descriptions Common sense assigns the writing of job descriptions to human resources but be realistic in realizing that HR should not be the only piece of this duty. It takes a team including owners and managers to understand the essential functions of each position. In reality, it depends on your company’s resources and subject matter experts. Sometimes it is prudent to bring in an outside party to assist as many times the owner is the sole responsible person and is too close to the business to truly see each jobs’ exact requirements. Many times, the owner feels if they are a “jack of all trades” than their employees are too. Keep in mind that employees fulfilling each position should compare the job description with their daily activities when preparing for their periodic review and to ensure that both they and the employer and correct in what the job requires. And managers should evaluate the description accuracy as part of the performance management process. Businesses of all sizes have been drastically affected by the coronavirus outbreak. As things have unfolded over the last few months, it is an interesting time to be in marketing and communications.
One thing that is abundantly clear is that many businesses have experienced a situation unlike any before. The pandemic is a perfect example of a case for a communications plan. Having an emergency communication plan is essential for your business. You need to know what to say and when to say it. When you are faced with a crisis, you don’t want to be in a state of confusion scrambling around for the right things to say, regardless if it is an outbreak like coronavirus, a social issue, or an emergency within your staff or family. Your messages should be kept simple and updated regularly. The Communications Team It doesn’t matter the size of your company or whether you have a marketing team - you need to know who is responsible for communications. Ideally, this would include the CEO/owner, leadership team and a communications person. It is important to have all these members on the same page, but you’ll need only one person to craft the message and one person to proof and approve the message. This will help to ensure that one person is saying what they want to say and not representing the whole company. You may think a small business with one owner only requires that one person to be the point, however, if the emergency is impacting the owner, someone needs to communicate that. Also, allocate a responsible person to maintain phone numbers and emails for staff that is regularly updated. If your plan needs to be activated, you must be able to reach your employees in the easiest way possible. You will also need a media plan if the need arises to contact the press. Issues of Response It is important to know what issues will need a reaction from you, and whether these situations need responses internally, with customers, with the public, or all. Truthfully, there are small and large crises all the time, and you can’t really respond to every single one. Do you respond to national situations or a local tragedy? Do you respond to political situations? Something to think about is how responding (or not responding) to a situation aligns with your core values and how it looks socially. It’s also important to consider your customers and their concerns about the situation. Does the situation impact your customers’ ability to do business with you? Does responding to the situation reassure your customers or only cause them more worry? The messages and the delivery Regardless if it is just the owner or a team, it is good to always have an extra set of eyes on the message. So, if you are the business owner, you might be the one to draft your company memo but have your office administrator proof the message. If you are a marketing manager, you might write the message and have the business owner approve it. Some details to think about:
Determine What to Include in the Message When writing a message to staff, it is important to be positive in stressful times. Everyone reacts differently to situations. In the situation of coronavirus, some people may just want to keep working while others may be experiencing great anxiety. It is important leaders remain calm and be encouraging. For addressing staff in any situation, some things to highlight are:
On the plus side, despite the potential problems — which can be overcome if handled carefully — hiring through referrals represents a huge savingsto employers, who can dispense with the often exorbitant costs of advertising as well as the considerable time that is typically required to sift candidates and go through the interviewing process.
These savings, however, are minimal compared to the other benefits of hiring referred candidates, because the latter have been found to work harder and stay longer than candidates who are hired through other more traditional methods. Not only does the employer winin terms of increased productivity, but in retaining the individual’s services for longer, they also avoid staff replacement costs, which can, in some cases, amount to up to ten times the employee’s annual salary. Consider these facts the next time you hire. For many businesses, the process of choosing and administering a health insurance benefits program is daunting. They often turn to benefits brokers to help them select and implement plans.
Traditional benefits brokers offer assistance in choosing plans, but typically lack the technological systems and solutions that help companies operate more efficiently and save money. Ultimately, a benefits broker should make the job of the business owner and the company’s human resources department easier. If a broker is not achieving this goal, it may be time to investigate options for a new broker. What Is a Broker? Benefits brokers are licensed professionals who assist companies, small business owners, individuals and families in choosing and administering health insurance plans. Using their expertise, they help businesses choose health insurance networks and plans that fit their needs and budget. In many cases, brokers have long-standing relationships with their clients and can assist them with enrollments, claim issues, compliance, and annual renewals. What a Broker Should Be Doing Establishing a comprehensive health insurance package for employees can be a challenging task for any business owner. With a seemingly endless array of choices, complicated enrollment procedures, and ever-changing legal requirements, even seasoned HR professionals may find the task overwhelming. For this reason, many companies turn to a benefits broker. Taking advantage of a broker’s expertise in plan options, procedures and rules is a smart choice for business owners. A good benefits broker will make sure that a client has the best benefits package for their needs and budget, and will reduce the workload for an HR department by handling the plan’s administration and paperwork. Part of this process is helping to ensure that you are aware of the types of plans and costs that your competitors are employing, as a part of the benchmarking process. A good broker should also ensure that numerous carriers are identified and use other creative planning to reduce both employer and employee contributions. Utilize Technology Systems and Solutions Appropriately One of the ways that brokers should be assisting their clients is through the use of a variety of resources to not only aid in the selection of a health insurance plan, but to administer it and provide year-round support. A benefits broker should use innovative technology to help clients compare and select plans, educate employees about plan options, create customized open enrollment communications, and comply with all applicable rules and regulations. Provide Help Through the Year Brokers should also be available to their clients throughout the year, offering support for problems or questions that arise about health insurance plans. A good broker will have sufficient staff to provide year-round assistance to clients — not only when it is time to renew a plan. For example, if a company has an employee with a major health problem or life event, a benefits broker should be available to discuss these issues – as well as assisting with other routine questions and employee education related items. Provide Assistance in Selecting Health Insurance Programs When it comes to selecting a health insurance programs, a broker should have access to a variety of products and plans offered by a number of carriers to meet a business’ needs and budgets. Brokers with limited options often cannot respond to their clients’ requirements, leaving companies with health insurance plans that are too expensive or that just do not meet employees’ needs. An experienced independent broker brings more to clients by way of leverage – including the ability to help troubleshoot challenging situations that may arise throughout the year. Explain and Support Compliance Finally, because the rules and regulations surrounding health insurance plans are complicated, a good benefits broker should protect their clients on all applicable compliance and regulatory issues. This includes making sure that the plan complies with all federal and state laws and regulations, that it is offered to all eligible employees and filing the required paperwork with the IRS and other government agencies. These tasks are important and necessary, but may overwhelm an HR staff and especially a small business owner. A benefits broker should take on this work for clients, easing the burden of administering a health plan – including the tools, and invaluable resources to assist with local, federal, and ACA compliance support. Is It Time for a New Broker? A benefits broker should be doing a variety of things to meet client needs, including offering a range of plan options, providing year-round support, and protecting clients on regulatory and compliance issues. If a broker is not doing all these tasks, companies should consider finding a broker who can meet their needs. Without these solutions, plan administration may be costly and time-consuming. Employees may also be dissatisfied if they do not have their preferred health insurance options, or if they feel that they do not have access to the information that they need and want about their benefits. If a broker is not offering a range of plans and carrier options, a company may not even be aware of lower-cost plans or plans that meet their needs better. If a broker is not assisting a business with compliance, the company may be penalized with fines for not filing the correct forms with state or federal government, not providing notices to their employees, or even through missed opportunities to lower their tax burden. The Advantage of Experienced Brokers When it comes to selecting and administering a health insurance plan, finding a broker with experience and knowledge of the PPACA is key. The world of health insurance is a fast-changing one, with evolving laws and market conditions that make it hard for the average business owner to keep up with the changes. A good benefits broker should deliver expertise on a broad variety of topics, from compliance with the Affordable Care Act to tax matters and benefits administration. A good broker should also stay on top of changing regulations and premium rates for their clients. Given the complex nature of health insurance benefits, brokers that provide ease of access to many carrier systems and solutions as well as providing year-round services and employee information is the key advantage over traditional brokers. Compliance Needs One such advantage of working with a broker can be seen in how brokers handle compliance with the ACA. While health care reform has provided more affordable insurance options for individuals and employers, it has also brought many rules and regulations. Employers need to determine how many full-time employees they have, ensure that their health insurance plans have the minimum value, determine what they have to report to the IRS, and then make sure that the proper paperwork is filed in a timely manner. Although there is no law that requires a company to have a personnel or employee handbook, it can be a wonderful tool to communicate your workplace culture, expectations and policies. You may think your business is too small or too informal, but you’ll see that having your policies in writing is a win-win for everyone.
Even though employees won’t always follow the rules, they do like to know them. Employees, both good and bad, like to know what conduct is expected by the company and what punishment they might expect if they fail to follow the rules. Written correctly, the handbook allows a company to address a wide variety of rule violations without limiting the company’s ability to respond on a case-by-case basis as necessary. If your handbook isn’t used or updated consistently, your business may not be running as efficiently as possible and may be at a high risk for costly employee relations issues. You want your employees to behave in a certain way Your company handbook should tell employees what your company expects not only to avoid disciplinary action, but also to tell them how they can succeed. For example, the employee handbook should tell an employee how to: request time off, inform the appropriate manager about possible harassment or discrimination, keep a time record, report possible theft, dress in an appropriate manner, etc., ensuring that the foundation is set for the employee to continue to effectively accomplish their job duties. You want your employees treated in a consistent manner Ideally, various managers will respond to similar rule and performance violations in a similar manner. A well-written handbook tailored to the manner in which your company does business helps to ensure this desired consistency. While a handbook cannot be an “instruction book” on every conceivable problem or issue, it should provide a framework for managers to follow in dealing with various circumstances. Remember, the primary purpose of a handbook is to provide instructions to employees, not serve as a “manager’s guide.” To the extent that your company uses a manager’s guide or believes that such a guide is a good idea, that guide should be a separate document from the employee handbook. Describe the benefits you offer Companies spend a great deal of money on each and every employee in ways that the employee often does not see or appreciate. An employee handbook is an excellent way for a company to take credit for all that it does for the employee. Without a great deal of detail in any policy, an employee handbook should list all the benefits provided by the company at no cost to the employee (for example, workers’ compensation), subsidized by the company (for example, many types of health insurance benefits), or available for purchase at reduced rates due to the company’s group membership (for example, credit unions). Additionally, a handbook should include the various types of paid and unpaid time off given to employees even if such leave is mandated by the government. You want to win unemployment claims In most states, winning an unemployment claim for a terminated employee requires proof that the terminated employee was on notice of a certain rule (or rules) and had been warned that violating the rule would lead to disciplinary action up to and including immediate termination. A well-written employee handbook is the beginning of a successful defense. The page of the handbook containing the applicable policy, as well as the signed acknowledgement page, should be the first step of any unemployment paperwork submission for a rule violation or poor performance termination. You want to win lawsuits Many employment-based lawsuits hinge on consistent treatment of employees and/or ensuring that employees were on notice of important company policies and procedures. A well-written employee handbook that reflects a company’s actual practices serves both of these purposes. The employee handbook and the employee’s signed acknowledgement form are nearly always exhibits in a lawsuit and can help a company win. Imagine a jury looking at your current employee handbook. What does it say about your company? Is it out of date? Does it contain unlawful provisions? Does it look “homemade” or cobbled together from multiple sources and documents? Does it contain inconsistencies? Could it be a better reflection of your company? Important considerations for any employee handbook Your handbook needs to reflect compliance with applicable federal, state and local law. This does not mean that every law needs to be specifically addressed and reiterated in detail in the handbook. Rather, the handbook should not conflict with any applicable law and should contain a clear statement that the company intends to comply with all applicable laws. Your handbook should be tailored to your company and should clearly reflect how your company does business. Copying another company’s handbook or just adopting a handbook you find online, even from a very reputable source, may do more harm than good. Your handbook is a reflection of the company. Handbooks that contain typos, are copied askew, are out-of-date, contain another company’s name, contain policies that don’t apply to your company in whole or in part and/or look sloppy or unprofessional, send a message that the company doesn’t really care about its employees. For a small investment, any company can publish a well-edited, well-written, legally sound, professional looking employee handbook. In the end, even the very best handbook fails to provide a benefit to the company if employees did not have easy access to it, and if the company cannot “prove” the employee received the handbook and understood that he or she was required to abide by it. To have such proof, a company needs a signed acknowledgement form. By creating a custom handbook for your company that complies with the points listed above, both the company and the employee benefit. Employment branding is the term commonly used to describe an organization's reputation as an employer and its value proposition to its employees, as opposed to its more general corporate brand reputation and value proposition to customers.
An employment brand is the market perception of what it's like to work for an organization. In other words, it's the image that your prospective, current and past employees have in their minds about the employment experience at your company. Employment strategies cover several components which often influence employee retention. Some strategies include:
To help build and/or improve on a brand, it is vital to consider the channel of how employment branding is marketed upon others. Some popular channels are the company’s website, media ads (television, radio, print), collateral materials such as brochures, appearances at job fairs, campuses, or at other types of sponsored or non-sponsored events. In today’s job market, employment branding is becoming important as the demand for skilled and talented workers increases. With the latest reliance on technology, the job searching and recruiting process has also impacted who is and who is not applying with particular organizations. The need for employment branding cannot be overlooked since it implies that hiring and retention rates may be stabilized. The goal is to make sure employees are satisfied, ensuring business goals are met, while being competitive and unique to one’s own core values.  The workplace is going to look different over the next several years. With people living longer and often postponing retirement for financial reasons, we are entering a phase where four, possibly even five generations will be working side by side. Over the next few years, this change can lead to employers managing a wide age range of employees from any of these five generations: Traditionalists (born prior to 1946), Baby Boomers (born 1946-64), Generation X (born 1965-78), Generation Y or Millennials (born 1979-1997), and the newest to enter the workforce, Generation Z (born 1998 – ongoing). Each generation has distinct characteristics and values stemming from the particular time in history that they were raised. These common experiences affect their attitudes, motivations, and the way they approach work and life. It is important not to stereotype but to take these general differences into account. Here are some best practices and tips to make the multi-generational workplace more productive and harmonious.
Encourage Feedback Keep the lines of communication open and establish a process for receiving feedback from everyone. You need to be aware of the particular generational issues that exist in your workplace so you can design your strategy to address any particular concerns. Establish a Culture of Respect Facilitate regular discussions on generational issues and help employers and employees better understand each other’s differences. Include this topic in manager training, as leaders will set the tone for the entire organization. Your goal is to create an open and inclusive environment where all ages can contribute and work with one another to grow the business. Focus on End Results, Not the Journey Workers from different generations will often have different learning styles, communication and work setting preferences. Focus on the work that is produced rather than the way he or she chooses to get it done. If you can be flexible and offer perks such as telecommuting, your employees will be able to choose the work environment that suits them best. Try to Engage Everyone High employee engagement leads to higher performance, productivity and overall employee happiness. Employees in different stages of their careers will have different needs and contributions. Seasoned employees need to know that their contributions and experiences are valued while younger, newer employees may enjoy extra projects that can help them gain experience in areas outside of their core job responsibilities. Use your employees’ strengths and interests to keep them connected to your company’s mission and give them opportunities to further develop their skills and experience. Learn From One Another Set up a program where more experienced employees can share their career knowledge and younger employees can offer training in technology and share a fresh perspective. Employees can help each other grow in multiple areas. Accommodate Different Styles The way we communicate in the workplace has changed over the past few decades so it is helpful to deliver your messages in multiple ways to effectively reach everyone. Some traditionalists, baby boomers and gen Xer’s may prefer communicating in person and on the phone, while generation’s Y and Z may be more comfortable with email, texting and instant messaging. However, it’s important not to assume a communication preference or technical ability. Communication styles are based on other factors aside from age including personality and experience. Communicate in the way that employees and co-workers prefer and help avoid miscommunications and misunderstandings. Review Your Recruiting and Rewards Your business may need to re-evaluate the compensation package and reward system that currently exists. Different generations may value certain perks and benefits and this may need to be taken into consideration. Each generation in the workforce may look, communicate and perform differently from each other but it’s important to develop practices to bring out the best in everyone. If employees can’t communicate or work together effectively, this may lead to low morale and increased turnover. |
Boost Your BusinessMaria NovakI have over 35 years' experience in Marketing Small Businesses. Categories
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