Wednesday, July 18, 2012
Where's WineTalent: Europa Europa 2012
Happy to be home after a great trip to Europe. Thought I'd get your help figuring out where some of these photos were taken. Help me please!
First up, I had a layover in a wonderful city. I was jubilant to arrive in June, and went back through in Olympic time in July. The weather was wonderful--something they are hoping will return soon. My hotel was right next to the future beach volleyball site--and a very verdant park. Where was I?
Tuesday, July 17, 2012
Thursday, April 12, 2012
Employer Alert: Brinker Decision
If you have hourly employees and are a California employer, take note of today's California Supreme Court decision. Today the court announced it's decision on an employer's obligation to provide hourly employees a meal break. Please visit Cook Brown's website for a full explanation of this issue. Here is a brief excerpt from their announcement:
On Thursday, April 12, 2012, the California Supreme Court issued its long awaited decision on key issues confronting California’s employers – the extent of the obligation to provide nonexempt employees a duty free meal period, when such meal periods are required, and when rest periods must be allowed.
In a unanimous decision authored by Justice Kathryn M. Werdegar, the Court held that an employer’s duty under Labor Code Section 512 is to “provide” a duty-free meal break every five hours. This obligation is satisfied if the employer relieves employees of all duty, relinquishes control over their activities and permits them a reasonable opportunity to take an uninterrupted 30 minute break. This means that although employers cannot impede or discourage employees from taking meal period breaks, employers are not required to compel employees to take them.
Not all employers are subject to Labor Code 512, which expressly excludes employees in specified industries and those subject to certain collective bargaining agreements. However, the holding is a critical one for the majority of California’s employers because of the prior uncertainty regarding the extent of the meal period obligation. The open questions which have increased litigation in the past several years – with each side gambling on an interpretation in its favor – are now resolved.
This is an important decision that clears up any previous ambiguity about an employer's responsibility in providing breaks for their employees.
On Thursday, April 12, 2012, the California Supreme Court issued its long awaited decision on key issues confronting California’s employers – the extent of the obligation to provide nonexempt employees a duty free meal period, when such meal periods are required, and when rest periods must be allowed.
In a unanimous decision authored by Justice Kathryn M. Werdegar, the Court held that an employer’s duty under Labor Code Section 512 is to “provide” a duty-free meal break every five hours. This obligation is satisfied if the employer relieves employees of all duty, relinquishes control over their activities and permits them a reasonable opportunity to take an uninterrupted 30 minute break. This means that although employers cannot impede or discourage employees from taking meal period breaks, employers are not required to compel employees to take them.
Not all employers are subject to Labor Code 512, which expressly excludes employees in specified industries and those subject to certain collective bargaining agreements. However, the holding is a critical one for the majority of California’s employers because of the prior uncertainty regarding the extent of the meal period obligation. The open questions which have increased litigation in the past several years – with each side gambling on an interpretation in its favor – are now resolved.
This is an important decision that clears up any previous ambiguity about an employer's responsibility in providing breaks for their employees.
Monday, January 9, 2012
Book Review: The Rare Find
The Rare Find: Spotting Exceptional Talent Before Everyone Else by George Anders. This book was recommended on a few websites, and anything about talent is a must read for WineTalent--so I dove into the book this fall. This book studies the different ways successful companies screen potential candidates and also outlines some helpful recruiting tips. I think this is a great book for every Human Resources professional to read and use to find exceptional employees for their organizations.
This book studies how large, public entities screen for talent, as well as small upstarts. The recruiters who specialize in finding soldiers for the elite Special Forces group explained the rigorous physical and mental testing they do to find individuals who have what it takes to be a Green Beret. There is also a section about how the University of Utah Professor David Evans found top-notch computer programmers who had anything but stellar work and education histories. With Dr. Evan's ability to see what really stimulated these young programmers he established an exceptional computer engineering program and mentored students that went on to make major contributions in computing.
George Anders also describes how leading hospitals find surgeons, how major league sports teams find their next star players and how music executives find their next superstar. Facebook's talent acquisition is studied, as is Teach for America's system detailed. Some of these recruiting strategies are quite inventive, while others use traditional systems to understand candidates in new ways.
This book was very good at outlining how successful companies develop talent acquisition models, how they adapt ones that aren't working, and some things that you and I can do during our recruiting. Now when I'm screening resumes I'm looking for jagged ones--and then investigating what happened to cause those irregularities. My long-time interest in looking at those extracurricular items added to resumes was also encouraged in this book--saying that it allows you to see other dimensions to a candidate's personality. Earlier this week an Olympic track athlete's resume was in my inbox. I had a different view of that person than if I hadn't seen that.
If you are in the talent acquisition and management field, this book is definitely worth reading, and putting to work. If you don't, I will!
This book studies how large, public entities screen for talent, as well as small upstarts. The recruiters who specialize in finding soldiers for the elite Special Forces group explained the rigorous physical and mental testing they do to find individuals who have what it takes to be a Green Beret. There is also a section about how the University of Utah Professor David Evans found top-notch computer programmers who had anything but stellar work and education histories. With Dr. Evan's ability to see what really stimulated these young programmers he established an exceptional computer engineering program and mentored students that went on to make major contributions in computing.
George Anders also describes how leading hospitals find surgeons, how major league sports teams find their next star players and how music executives find their next superstar. Facebook's talent acquisition is studied, as is Teach for America's system detailed. Some of these recruiting strategies are quite inventive, while others use traditional systems to understand candidates in new ways.
This book was very good at outlining how successful companies develop talent acquisition models, how they adapt ones that aren't working, and some things that you and I can do during our recruiting. Now when I'm screening resumes I'm looking for jagged ones--and then investigating what happened to cause those irregularities. My long-time interest in looking at those extracurricular items added to resumes was also encouraged in this book--saying that it allows you to see other dimensions to a candidate's personality. Earlier this week an Olympic track athlete's resume was in my inbox. I had a different view of that person than if I hadn't seen that.
If you are in the talent acquisition and management field, this book is definitely worth reading, and putting to work. If you don't, I will!
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