Soapbox Masthead
AHI Home | PublicationsFAQs | Free ReportsLabor Law FormsLabor Law Posters
October 19, 2006
Volume 6, Number 6

In This Issue...        SEVEN YEARS OF BAD LUCK AND OTHER SUPERSTITIONS

PTO Cover2006 Survey Of Traditional Time Off
And PTO Program Practices

This national survey report gives you everything you need to benchmark your time off policies. You will learn how almost 800 organizations responded to over 25 key paid time off questions like:

  • How much time off is given for vacations, holidays, paid sick leave, personal time, etc., by companies that use traditional leave programs?
  • How much time off is given for vacations, holidays, paid sick leave, personal time, etc., by companies that use PTO banks?
  • Can implementing a PTO leave bank reduce absenteeism?
  • Can employees borrow, carry over, cash out...how much and when?
  • Is unused vacation/PTO paid upon termination?
  • Is sick leave included in your PTO bank or is it tracked separately?
  • When do employees acquire the time they can use to take days off?
  • What's the biggest problem pinpointed by PTO practitioners?
  • How do the 2006 survey results compare to those of 2005? Are any trends emerging?

This valuable report contains expert guidance you can use immediately to:

  • reduce the amount of administration time you have to spend calculating vacation and sick time
  • effectively convert to a PTO system
  • put a steel trap on your top talent by ensuring you stack up well against your competitors when it comes to paid time off.

Visit our website to get your copy of AHI's 2006 Survey Of Traditional Time Off And PTO Program Practices today!

Sign Up For AHI's Free E-Mail Newsletters:

Employment Law Today
Benefits Alert
HR Soapbox

Use This Link To Sign Up.

Share The Knowledge:

Forward To A Friend
Forward this newsletter to a colleague.

SEVEN YEARS OF BAD LUCK AND OTHER SUPERSTITIONS

During a recent NLCS playoff game between the St. Louis Cardinals and the New York Mets, an announcer interviewed the father of the Cards' starting pitcher, Jeff Suppan. The conversation between the two quickly turned to the proud papa's game-time superstitions. Mr. Suppan admitted that he didn't eat or drink anything while his son was pitching — a ritual he started back when Jeff played high school ball.

After Jeff pitched eight scoreless innings and left the game, the camera panned to Mr. Suppan who was happily chowing down on stadium fare. With Jeff in the dugout for the remainder of the game, it was once again safe for him to indulge. His fasting, however, was not for naught — not only did Jeff hold the Mets to three hits, but also the Cardinals went on to win the game 5-0.

Respond to this HR SoapboxCertainly, Mr. Suppan isn't the only superstitious person out there. As a matter of fact, athletes are notoriously superstitious people. A number of baseball players believe it is bad luck to step on the baselines while running on and off the field during innings. Most basketball players bounce the ball for good luck before taking a foul shot. And more than a handful of hockey players think it is bad luck for hockey sticks to lie crossed.

But you don't have to be a famous athlete or celebrity to be superstitious. Everyday people like you and me (yes, me included) have private rituals or superstitions that either bring them good luck or, at the very least, help them to avoid bad luck. Who hasn't avoided walking under a ladder, thrown salt over their shoulder, steered clear of a black cat, or tried their hardest not to break a mirror at some time or another?

Yet as silly as some of these rituals may seem, a number of people bring their superstitions into the workplace. Take, for example, the clothes workers choose to wear. On the day of a big presentation or meeting, employees admit to wearing their "lucky" suit or tie. Conversely, employees avoid wearing clothes that supposedly have bad karma. Many employees have sworn never again to wear the dress or shirt they were wearing when their boss berated them or they received a pink slip.

And superstitions are not limited to the clothes on an employee's back. Workers describe eating certain foods for breakfast before a big presentation, using specific writing utensils when preparing an important speech, and drinking out of the same mug for fear that something dreadful might happen that day if they dare to drink coffee out of a different cup.

For the most part, superstitions are harmless, even if they are a little bit crazy. As long as you don't allow your superstitions to affect your decision-making or dictate your every move, who cares if you wear your lucky underwear to help you achieve professional success.

Good luck, stay legal, and don't break any mirrors!

Stacey L. Ziegler
Stacey L. Ziegler
Editor

TOP 5 RESOURCES FOR HUMAN RESOURCES PROFESSIONALS

HR Professionals' Toolkit1.
HR Professionals' Toolkit

This CD-ROM gives you quick yet comprehensive solutions to the toughest HR questions and problems you field every day on topics like: performance appraisals, sexual harassment, discipline, conducting legal background checks, legal pay practices, complying with the Family and Medical Leave Act, overcoming workplace negativity...and more. No matter what urgent problem suddenly lands on your desk, you'll never be blindsided when you have this valuable resource at your fingertips.

Performance Appraisals2.
Performance Appraisals: The Ongoing Legal Nightmare

Shows you the latest methods for conducting employee reviews safely, including what you can — and can’t — say during a performance review, what safeguards you need to deter legal action, how to skirt the most common pitfalls surrounding the appraisal process, and how the courts view comments made on company appraisal records.

Complete Policy Handbook3.
The Complete Policy Handbook

Shows you how to safeguard against the damage that loopholes in your employee handbook can cause. You'll get a CD-ROM containing a complete set of ready-to-print policies for a foolproof manual of your own...policies that have stood up to courtroom challenges...with language that has worked in defending other employers.

Record-Keeping Requirements4.
Employer's Guide To Record- Keeping Requirements

Covers all the records, files, and documents demands made on employers by state and federal laws and agencies; as well as what you must post on company property to stay on the right side of employment laws.

Employee Problem Solver5.
Employee Problem Solver

Gives you a solid mix of practical advice seasoned with legal experience for attacking the problem, not the personality, in difficult situations that you and your managers face every day. Each general problem area is designed to offer immediate practical steps for preventing, attacking, and solving tough personnel problems.

Copyright © 2006 by Alexander Hamilton Institute, Inc.
Employment Law Resource Center at www.ahipubs.com
emailnewsletters@ahipubs.com
(800) 879-2441 • 70 Hilltop Road • Ramsey, NJ 07446