O&MM Fabricator - March/April 2017 - 33

"With a small staff, most employees will
have to wear more than one hat, so you can't
necessarily capture everything in a single
job description," says author Karen Young,
Stop Knocking on My Door, Drama Free HR
to Help Grow Your Business.
"Instead, outline the basic purpose
for each job and include one or two sentences about why the position exists. Don't
go overboard by including nonessential
functions. Simply add, 'All other duties as
assigned.'That covers the rest and prevents
employees from being able to use the old
'That's not in my job description' excuse.
"With a little forethought and diligence,
you'll find that the work you put into defining job descriptions now will pay off in the
months and years to come."
* Clarify Meal and Rest Period Policies
"Meal and rest period violations continue
to generate new class action lawsuits every
year," says labor attorney Todd Wulffson,
Managing Partner, at Carothers, DiSante &
Freudenberger, LLP., Irvine, Calif.
"It's important to provide employees with
a description of their rights to meal and rest
periods," he says. "Post this information on the
job site and train supervisors properly. When
the onus is on the employee to inform the
company of any missed break, the legal risk
is dramatically reduced with proper postings."
* Build Emotional Connections
Every human has a powerful need to feel
respected, to be accepted, and valued by
others. This need touches every aspect of
a person's life, and nowhere more strongly
than in a business environment. From brain
surgeons to salesclerks, the craving for
self-respect and recognition is so strong
that it can dominate and control employee
behavior and performance regardless of
financial considerations.
The work of an employee left with no
reason to think that his or her boss respects
and values his or her contribution is almost
certain to fall well below his or her potential.
In extreme cases, negligent or even harmful
behavior will be the eventual result.
Unfortunately, it's easy for an owner to
overlook an employee's need for recognition and self-respect. Consider this actual
exchange overheard between a business
owner and an employee passing in a hallway:
Employee: "Good morning, Mr. Smith.
Looks like we're going to have a nice day."
Boss: "Fine, thank you. And how
are you?"

That sort of disconnect between an
employee and a busy owner or manager
is not uncommon - and a clear message
to the employee that he or she and their
work are unimportant. Lack of recognition
such as this preys on the susceptibility of
many workers at all levels of our workplace hierarchy who are starving for selfrespect and the essential dignity that goes
along with it. Failing to supply it provides
a perfect setting for the loss of initiative
and lowered work ethic on the part of the
offended employees.
Fortunately providing the kind of recognition that satisfies this important need is
an easy task. One of the simplest and most
effective ways to develop and demonstrate
sincere interest in your employees is to
take a little time to learn something about
each one. Include such simple things as the
names of spouse and children, employee
hobbies, or special interests, and then following through from time-to-time with a
little conversation that shows you remember them and are genuinely interested.
* Avoid Favoritism
Favoritism, or even the appearance of it,
can be a deadly enemy of positive employee
attitudes. An employee who feels that he
or she is the victim of favoritism is likely to
develop an unseen grudge that can silently,
but effectively, damage your business.
Make a constant effort to show appreciation to your employees in a fair and
equitable manner. Any indication that you
regard one employee with more respect
or appreciation than any other is a certain path to negative employee morale.
While it's not always possible for you to
avoid regarding some employees more
highly than others, allowing that feeling
to become obvious to others is a serious
management failure, one that almost certainly will exact a costly penalty.
* Provide Recognition and
Other Non-cash Incentives
A report by the research firm McKinsey
& Co. on motivating people strengthened
the importance of recognition and non-cash
incentives in the workplace. In particular,
the report points out that non-cash incentives (including sincere praise and recognition from immediate managers) is often a
stronger motivator than traditional incentives such as bonuses and stock options.
This is of particular importance to businesses operating on tight budgets.

"Cash is too expensive," says Dave
Peer, president of the Incentive Marketing
Association. "It costs a lot more to deliver
cash awards than non-cash awards," he
says. Peer reports that companies are
discovering that cash is not the panacea
they thought.
Non-cash awards can include such obvious things as a fruit or flower basket, or
dinner out with the boss. The only limit is
your imagination. But don't forget the one
often suggested as the most important of
all - praise and recognition from the boss.
None of this is to suggest that money in
the form of wages isn't the heart of positive motivation, only that money alone is
not likely to inspire the kind of motivation
that brings out the best of performance in
your employees.
* Be Clear About Your Expectations
"Most people want to do good work,"
says Young. "If you haven't defined 'good
work,' your employees are going to use their
own definitions."
Job descriptions are an invaluable tool
for defining the nature of what has to be
done, but it's management's responsibility
to clearly define how the work is to be done.
Employees have a right to know precisely what management considers a
good job, and they have a right to be kept
informed as to how well they are living up
to management's expectations.
LEGAL CONSIDERATIONS
* Display All Necessary Postings
"Nearly every U.S. employer must display up to six federal labor law postings,"
says Ashley Kaplan, senior employment law
attorney with ComplyRight, a provider of HR
compliance resources. "They include Equal
Employment Opportunity (EEOC), Minimum
Wage (FLSA), Military Rights (USERRA),
Workplace Safety (OSHA), Employee
Polygraph Protection (EPPA) and Family
and Medical Leave (FMLA)." Most states
will require additional ones.
"Compliance is not optional." cautions
Kaplan. "Businesses that fail to display
the necessary postings could face heavy
penalties. In 2016, all federal agencies with
labor law posting requirements bumped up
noncompliance fines to account for inflation. Some of these fines have more than
doubled under the Civil Penalties Inflation
Adjustment Act, such as the EEOC posting
fine jumping from $210 to $525.
March/April 2017 * O&MM Fabricator | 33



Table of Contents for the Digital Edition of O&MM Fabricator - March/April 2017

President’s Letter
NOMMA Network
Nomma Education Foundation
Dodge Planroom
The Hossfeld Bender
Common Challenges With Cable Railing Installations – and How to Overcome Them
2017 Top Job Winners Showcase
Skilled Employment Practices
Financing Acquisition Growth and Profits
Supplier Members
New Nomma Members & Iron Club Members
People
Products
Gargantuan, Pet-Inspired Fountain Center Stage in Canadian Park
Index of Advertisers
O&MM Fabricator - March/April 2017 - cover1
O&MM Fabricator - March/April 2017 - cover2
O&MM Fabricator - March/April 2017 - 3
O&MM Fabricator - March/April 2017 - 4
O&MM Fabricator - March/April 2017 - 5
O&MM Fabricator - March/April 2017 - 6
O&MM Fabricator - March/April 2017 - 7
O&MM Fabricator - March/April 2017 - 8
O&MM Fabricator - March/April 2017 - 9
O&MM Fabricator - March/April 2017 - President’s Letter
O&MM Fabricator - March/April 2017 - 11
O&MM Fabricator - March/April 2017 - 12
O&MM Fabricator - March/April 2017 - NOMMA Network
O&MM Fabricator - March/April 2017 - 14
O&MM Fabricator - March/April 2017 - Nomma Education Foundation
O&MM Fabricator - March/April 2017 - Dodge Planroom
O&MM Fabricator - March/April 2017 - 17
O&MM Fabricator - March/April 2017 - 18
O&MM Fabricator - March/April 2017 - 19
O&MM Fabricator - March/April 2017 - The Hossfeld Bender
O&MM Fabricator - March/April 2017 - 21
O&MM Fabricator - March/April 2017 - 22
O&MM Fabricator - March/April 2017 - 23
O&MM Fabricator - March/April 2017 - 24
O&MM Fabricator - March/April 2017 - Common Challenges With Cable Railing Installations – and How to Overcome Them
O&MM Fabricator - March/April 2017 - 26
O&MM Fabricator - March/April 2017 - 27
O&MM Fabricator - March/April 2017 - 2017 Top Job Winners Showcase
O&MM Fabricator - March/April 2017 - 29
O&MM Fabricator - March/April 2017 - 30
O&MM Fabricator - March/April 2017 - 31
O&MM Fabricator - March/April 2017 - Skilled Employment Practices
O&MM Fabricator - March/April 2017 - 33
O&MM Fabricator - March/April 2017 - 34
O&MM Fabricator - March/April 2017 - 35
O&MM Fabricator - March/April 2017 - Financing Acquisition Growth and Profits
O&MM Fabricator - March/April 2017 - 37
O&MM Fabricator - March/April 2017 - 38
O&MM Fabricator - March/April 2017 - 39
O&MM Fabricator - March/April 2017 - 40
O&MM Fabricator - March/April 2017 - Supplier Members
O&MM Fabricator - March/April 2017 - 42
O&MM Fabricator - March/April 2017 - New Nomma Members & Iron Club Members
O&MM Fabricator - March/April 2017 - People
O&MM Fabricator - March/April 2017 - 45
O&MM Fabricator - March/April 2017 - Products
O&MM Fabricator - March/April 2017 - 47
O&MM Fabricator - March/April 2017 - Gargantuan, Pet-Inspired Fountain Center Stage in Canadian Park
O&MM Fabricator - March/April 2017 - Index of Advertisers
O&MM Fabricator - March/April 2017 - 50
O&MM Fabricator - March/April 2017 - cover3
O&MM Fabricator - March/April 2017 - cover4
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