The gun laws in Ohio have expanded the rights of gun owners to carry weapons in the state.  This includes allowing gun owners to carry weapons at the workplace.  People with valid concealed – handgun licenses may now bring their firearms onto employers’ parking lots (subject to certain conditions), even though this may have previously been banned by employers.  Don’t worry, the legislation provides Ohio businesses immunity from civil action for injuries, death, or other damages related to their gun policies, https://hr.osu.edu/public/documents/policy/policy705.pdf.

HR Magazine, “Ohio:  Gun Owners Gain New Rights”, May 2017

When writing letters, email, or any business related document, punctuation is very important.  $10 million is the amount an employer paid as a result of a missing comma in a Maine wage and hour statute.  Due to the missing punctuation mark ambiguity was created about the meaning of the last term in a list of exempt activities.  This shows, punctuation is important:  Some people find inspiration in cooking their families and their dogs.  Others find inspiration in cooking, their families and their dogs.

HR Magazine “Pricey Punctuation Problem” Allen Smith, J.D., May 2017

With more and more to do and technology allowing us to work from various places (nearly anywhere), work has become a constant presence for many.  This pressure added to the stresses and busyness of everyday life, while attempting to get everything we need to get done in a day can quickly become overwhelming and seemingly impossible.

The HR team at George Mason University is implementing a wide range of programming and resources to help employees navigate the ins and outs of life and work while focusing on their well being.   They have designed the programs and events around Gallup’s five essential elements of well being:  Career well being (liking what you do); social well being (having strong relationships); financial well being (managing your economic life); physical well being (good health ad energy); and community well being (engagement with where you work and live).

Every Wednesday, the campuses hosts a 30-minute lunchtime group walk with a designated “walk leader”.  Anyone wanting to lead the walk may sign up online and walkers meet at a designated start spot.  The leader may take the group anywhere on campus.  What do you think; would CFAES employees be up for a walking group once a week?

If outdoor exercise isn’t for you, at Mason they mapped out one-mile “trails” within campus buildings.  Would this appeal to CFAES employees?

They also created employee resource groups – working mothers, working fathers, a needlework group (they do charitable projects outside the university and make baby hats in school colors which are given to new parents at the university), a vegan society, a group for administrative professionals, an adult caregivers group, and more. What do you think; why types of resource groups would be beneficial to CFAES employees?

They provide vendor information via a database on in-home caregiver for childcare, eldercare, pet care, and home care.  The Employee Assistance Program, EAP, provides services and resources for child and elder care, as well as, referrals.  To schedule a meeting with EAP call 800-678-6265 or email, eap@osumc.edu or visit the website osuhelathplan.com/OhioStateEAP.

The HR team has partnered with financial service providers and other experts to bring seminars and resources to campus and online with the goal of providing opportunities for faculty and staff to increase financial knowledge.  The Employee Assistance Program, EAP, provides services financial counseling and an employee emergency fund for short-term financial crises.  To schedule a meeting with EAP call 800-678-6265 or email, eap@osumc.edu or visit the website osuhelathplan.com/OhioStateEAP.

The difference between perks and culture is that perks are a material investment to achieve short term happiness, whereas culture is an emotional investment.

If our HR team wants to work to change the culture we should:

• Engage senior leadership, faculty and staff in the effort
• Listen, listen, listen
• Collaborate when and wherever possible
• Keep track of results and share the data with leadership on at least an annual basis
• Be flexible and patient

Getting started is the most difficult step, so to get the ball rolling we could:

• Reach out to university partners
• Reach out to community partners
• Survey the faculty and staff to find out what they need
• Create a working group to look at options
• Have a conversation with senior leadership
• Brainstorm low-cost/no-cost well being options that are easy to implement (like a walking group)

Let’s show we care about our employees overall well being!

The Higher Education Workplace, “Building an Organizational Culture of Work/Life Balance and Well being”,  Spring 2017

I came across an HR article simply titled “Kindness” which made me reflect on how we treat each other in the workplace. I know for myself there have been times when I have forgotten to show someone that I was grateful. Usually, it just seems easier to focus on what someone does wrong or to blame others when things don’t go right. Why is it so hard to tell someone “thank you” or to tell them they did a great job. Why do we tend to focus on the negative?

 Finding ways at work to help others is one of the simplest things we can do to create an environment of kindness. In the article, it mentioned how one of the kindest things we can do is to lift others up around us. Asking someone their thoughts or input or sharing the recognition you receive with a colleague who helped make it happen, are all ways you can show others how much you value their leadership.

When we remember that our co-workers are all doing the best they can, it’s easy to appreciate our colleagues for their efforts and be supportive of those who might be struggling. It makes for a nicer work environment (think perk) and an even nicer life (think culture).

Being kind to people means more than caring about their concerns or appreciating their contribution.  It means truly recognizing the humanity of a colleague without thinking about how what you do may benefit you.

Written by India Fuller

Conducting investigations when allegations are made of a hostile work environment due to one’s nationality insulate the company from liability – Myth

It is illegal to discriminate against someone who is perceived to be from a certain country, regardless of whether he or she is actually from there. – Fact

HR Magazine “7 Myths About National Origin Discrimination” Allen Smith, J.D., March 2017

1. Learn their strengths
2. Identify the problem
3. Be transparent
4. Be prepared
5. Communicate clearly
6. Show respect
7. Be fair

HR Magazine “Problem People” Dori Meinert, February 2017

At one time or another, we’ve all been around people (or even perhaps ourselves) that have used words or phrases in a way they are not intended to be used. To some, it can be distracting or even irritating to the ones that are receiving the message.

Regardless of the individual’s background, educational status or level of expertise in an area, the misuse of a word or words can reflect poorly on their reputation or status. Not only can it diminish the message by using the wrong vocabulary, it can also diminish the individual in how they are viewed by others.

We’ve all been there at one time or another and it’s very embarrassing when it happens. It may not seem like a big deal, however, if it’s affecting others or the organization for which you work, you need to do your best to correct it before it escalates and becomes a bigger problem.

Even the simplest words can catch us off-guard from how we perceive them to be and how they are meant to be used. Most times, we don’t even realize we’re using a word incorrectly.

Some of the most common words or phrases people use incorrectly are as follows:

• Ironic vs. Coincidence
  • There are three different types of irony (verbal, situational, and dramatic). Keep in mind that if something is ironic, it’s the complete opposite of what was/is expected to happen. The most common type of irony we use is verbal irony. Verbal irony is described as using words to mean something different than what someone actually says. For example, “Thank you officer for the ticket as you have just made my day.”
  • Dramatic irony typically occurs in the arts (movies, books, plays, etc.). It occurs when the audience is aware of something the characters aren’t aware of.
  • Situational irony comes into play when there is a discrepancy between what actually happens and what is expected to happen. There is however a difference between situational irony, coincidence and just plain bad luck. For it to be situational irony, something has to happen that leads someone to think a particular event is unlikely to occur.
  • Coincidence is when two or more things happen that are similar as a particular time simply by accident or chance. They are very difficult to explain. For instance, two colleagues where the same outfit into work on the same day…was this planned or coincidence?

• Affect vs. Effect
  • Affect is typically used as a verb meaning ‘to influence or make a difference to’. For instance, ‘the weather severely affected our plans for the day.’ Effect on the other hand is most commonly used as a noun meaning ‘a result or influence’. For example, ‘James stealing third base had a huge effect on the 8^th’ Effect can also be used as a verb meaning ‘to bring something about as a result’.
• Lie vs. Lay
  • Lie and lay have s definitions, however they’re most often confused. Lie means to reclineand lay means to put down. In order to differentiate between the two: Lay needs to have an object attached to it. Lie cannot have an object attached to it. For example, you might lay a newspaper on the table or lay a shirt on the bed. When you feel tired at the end of the day, you may lie down. But you can’t lie a book anywhere, and you can’t lay down (no object) at the end of the day.
• The verbs’ inflections are as follows:

• Accept vs. Except
  • Although these two words are pronounced the same way, they are spelled differently and have two completely different definitions. Accept is a verb meaning ‘to take or receive something that has been offered to you’. We can accept material or immaterial items. Accept is an action word. It describes what a person does.
  • Except means “other than” or “but not”. We often use it when we want to say “everything but.” Except modifies (describes it or restricts the meaning of) the sentence.
• Bring vs. Take
  • Keep in mind if the direction of travel is towards you, use bring and if the direction of travel is away from you, use take. You ask someone to bring things to you, and you take things to others. For example, you ask someone to bring you coffee, and you offer to take their dishes to the kitchen.

Some simple words of advice… Whether you’re going into an important meeting, sending a high profile e-mail or preparing notes for a speech, ask a colleague to proof read your documents before you send them out. We’re not perfect and all make mistakes so don’t be ashamed or embarrassed to ask for help. Keep in mind that spelling and grammar checks as they can sometimes steer you in the wrong direction. The best way to ensure you’re using the right word or form of a word is to learn and remember the rules.

Written by Bryan Dodrill

Some teams struggle because of workload demands, deadlines to meet, reports to file, committees to serve on, bosses to satisfy.  What can we do to help the struggling teams boost their performance?

To build better teams we can take these steps:

Commit to the goals, roles and norms for guiding the team’s direction.

• Is there a shared goal(s)?
  • If not, set shared goals(s) with clear and measurable targets.
  • Roles should be well defined and utilize the skills and interests of the team members
• Establish norms, rules that help you manage communication, decision making and conflict

Check alignment between the agreements that the team members made and what they are actually doing

• Team behaviors become habits
• Create a safe environment for team members to feel it is safe to speak their minds
• Appoint a team member to play devil’s advocate and ask the tough questions

Close the gap between what team members are saying and doing

• Remind the team members of the goals, determine small, specific steps the team can take to get back on track
• Carve out time to work on the and be realistic about the challenges you may face along the way
• Highlight the positive impact the changes will have

HR Magazine, “Team Troubles”,  Dori Meinert, February 2017

Everyone occasionally needs a bit of help to remain engaged and motivated.  These are ideas for fun and easy workplace morale boosters.

1. Let it Grow – Plant flowers, in pots, which can be purchased for an average of $2 each. Employees could decorate their pots and grow the flowers at their desks.  This may even encourage team work by asking others to help water your flower when you are out of the office.  Generate more participation by offering competitive categories:  largest bloom or most decorative post.
2. Cool Treats – When it is hot out (or in some cases in the buildingJ), bring in cool treats, like Popsicles, and keep them in the freezer for employee to have whenever they want.
3. Fun Challenges – Pose a challenge to the team, such as make your best chocolate dessert and present it creatively. You could have a celebrity judge, such as someone in senior leadership.  Once all dishes were judged the team could enjoy the yummy treats.
4. Dip Off – Invite employees to bring in their favorite dip and have a dip off party.
5. RAK – Encourage Random Acts of Kindness, leave an apple for someone or a bottle of water, leave a note saying you’ve been RAK’d and pass it on.
6. Bingo – Take a little break one afternoon and play a game of Bingo.
7. Hand write a note – When you see someone doing something above and beyond their job duties, hand write a thank you note to give to them.
8. Fun Days – Have a board game day (or afternoon), cultural or “childhood favorite” potluck, or a spelling bee.

These things will increase morale on the team, show your team you appreciate them and all your team to have fun together!

https://shrm.org, “How to Improve Employee Morale” Dori Meinert, July 13, 2015

I can remember the first piece of advice I received from my father when I began working at the age of 16.  He would stress to me that working very hard is what leads to success in life.  This is a traditional belief that has been handed down from generation to generation. “If I work harder, I will be more successful.  If I am more successful, then I will be happier.”  However, according to a 2005 study, people who are happier tend to be more successful than people who are not as happy in three areas of their lives: work, health and relationships.  According to Happyify.com, 40% of happiness is within our control. The way we choose to spend our time, and the thoughts that we allow to linger can really impact our mood and long-term happiness. I believe it is time to change the old formula and replace it with a new one: Pursue happiness first, and then watch as the success in life follows.

The Happiness Advantage

Shawn Achor, founder of GoodThink Inc., says, “The single greatest advantage in the modern economy is a happy and engaged workforce. A decade of research proves that happiness raises nearly every business and educational outcome: raising sales by 37%, productivity by 31% and accuracy on tasks by 19%.”  In his acclaimed TED Talk, he explains that according to his research people can choose to create lasting positive change by focusing on several areas of their lives.  One way is to write down three new things that we are grateful for each day.  After just 21 days, the brain is effectively rewired to be more optimistic.  Other ways to train the brain to work more optimistically include, journaling, exercise, meditation and performing random acts of kindness.  If a person practices these proven ways that lead to positivity, they can be a more productive worker for their organization, and they can lead a happier life full of successes.

Be Mindful, Be Happy, Be Successful

When one invites mindfulness to every aspect of their life, they feel a foundational boost to their level of happiness.  So, how does one practice mindfulness?  One of the best working definitions of mindfulness I have ever heard comes from Jon Kabat-Zinn, “paying attention on purpose in the present moment and without judgement.”  Happiness is possible through intentional shifts in habits.  Accepting what is, with curiosity, compassion and focus in the present moment is the core of the practice.  Some examples of welcoming presence are: being awake to the feeling on the bottom of your foot as you take each step, or taking time to be aware of every bite of food at lunch today.  How does it smell? What is the texture like?  What does it taste like? Are you grateful and mindful for all the effort it takes for the food to be on your plate right now?  Even something as simple as taking a break for an hour from looking at your smartphone is a great way to invite awareness and attention into your life.  Cultivating ways to practice mindfulness and happiness is a change in habit that will result in success both at work, and in our lives outside of work.

Written by Kyle Bennett