HR managers can never rest. It’s just one crisis after another. Apparently the next looming crisis could come from the snack aisle. The culprit is popcorn…burned popcorn. Reports of triggered fire alarms, dispatching of fire crews, evacuated buildings, destroyed microwaves, and complaints regarding “noxious lingering smells” resulting from inattentive or improper popping seem to be circulating. The Associated Press reports that Seattle officials have distributed memos to employees outlining the serious costs and impacts of wayward popping. While a popping ban has yet to be implemented, city officials have indicated it is possible if popping behavior doesn’t improve. Can a popping policy be far behind?

One wouldn’t normally think of August as a month associated with college graduation. I never did. At least until this week. A month or so ago I received a ‘summer term’ graduation announcement from the eldest son of family friends, who is graduating from Brigham Young University. The commencement took place yesterday. I was expecting a small ceremony with perhaps a few hundred graduates. I was surprised to see a commencement program listing nearly 2000 summer term graduates. While some of these graduates will go on to pursue masters or doctoral degrees, most will conclude their academic years and enter the job market. What can they expect to find?

On top of having great products, HRN is also a wonderful place to work (Paul will need to fill you all in on “Pie Day”). And while we are typically a pretty happy bunch of people, we are particularly excited on “Release Day”. The morning we launch new features for Performance Pro, we all take a moment and collectively cheer! So it’s with great pleasure I announce that newest upgrade has arrived. Here’s an overview of the latest and greatest that Performance Pro offers:

Human resource professionals have a never ending list of “basic and critical” issues that must be addressed and reviewed periodically to reduce litigation risks and keep things running smoothly. Of late, the following items seem to be of greater concern to our clients. How are you doing on them?

I’m back on my retirement savings soapbox again this week. I guess I could just scream to the masses . . . “Just get started! Contribute and invest as much as possible towards your retirement account NOW - no matter what age you are! Tax advantages, and employer match benefits aside; an employer provided retirement savings accounts is the least disciplined, highest return manner that most of us will be able to save a substantial amount for our retirement years. Heck, at the very least start contributing even 1 or 2% into a moderate growth mutual fund. The pre-tax deduction from your gross earnings will hardly make a difference in your take home paycheck amount.” With that declaration off my chest you really don’t have to read any further. But just to humor me, hang in there and check out some statistics that demonstrate the message is being heard.

The conventional wisdom, which sometimes is neither wise nor conventional, is that Congress will not enact any comprehensive immigration law reform. In light of this likelihood, several other forces are at work on the immigration reform issue. The Department of Homeland Security is poised to issue new regulations on how employers must react to notices reporting that employee Social Security numbers and names do not match each other. Congress is looking at breaking the comprehensive reform bill into several parts, e.g. passing one bill addressing only the issue of whether employers must use the national pilot Social Security number verification system. A number of states are also considering immigration reform legislation. One common feature of the state legislation I have heard about includes mandated employer use of the national verification system as well as other items, such as stricter penalties on employers who hire undocumented workers.

The Equal Employment Opportunity Commission (EEOC) has issued a new policy guidance dealing with the issues of how employers should treat employees who have family care responsibilities. The guidance notes the following possible problems and illegal acts by employers, "sex-based stereotyping and subjective decision making regarding working mothers; assumptions about pregnant workers; discrimination against working fathers and women of color; stereotyping based on an association with an individual with a disability; and hostile work environments affecting caregivers." The guidance offers tips to employers, employees and EEOC staff on how to deal with such issues. You can read the guidance at www.eeoc.gov/policy/docs/caregiving.html

It's a laid back Friday in the middle of a beautiful summer say and I'm not particularly inspired to get into anything too deep or serious with today's post. Therefore it was my good fortune to come across a recent CareerBuilder.com survey (CB does some of the best HR surveys) that asked more that 5700 workers which TV show boss reminded them of their own boss. From today's primetime hits to yesterday's classics, workers found striking similarities between their real life bosses and TV characters and personas. When asked which TV boss most reminds them of their own boss, the most popular responses from workers included:

The former general counsel (i.e. chief lawyer) with the Equal Employment Opportunity Commission (EEOC) gave an interesting presentation last month at the National SHRM conference in Las Vegas on how to deal with the government agency. The presenter explained how the EEOC receives 80,000 charges of employment bias each year but annually only files 400 lawsuits. All EEOC charges are filed either “A” (watch out—they’re after you), “B” (unclear where the case may lead) or “C” (likely merit-less).

HR Daily Advisor recently published an interesting list called the nine deadly sins of hiring. The sins are: 1) failing to plan before hiring, including failing to have in place an accurate job description for the open position; 2) using a poorly designed application that asks illegal or inappropriate questions; 3) failure to retain applications for proper periods of time; 4) allowing untrained supervisors to conduct interviews; 5) failing to ask about noncompete agreements and restrictive covenants; 6) not doing reference and application checks; 7) using no offer letter or an inadequate one; 8) insufficient employee orientation; and 9) not getting help when needed.

According to a recent Harris poll, only about a third of workers in the U.S. will have enough money saved to retire in comfort. Twenty-seven percent don't expect to have enough saved, and 39 percent aren't sure. According to the survey, less than half, or about 45 percent of workers, do participate in a 401(k) or 403(b) plan. Fourteen percent have the option but do not participate, and 35 percent are not given the option by their employers. And although the 401(k) is a good way to save for retirement (and can yield a bigger benefit than a traditional pension plan if done right), Americans are still not very good at saving for retirement. Statistics show that nearly half of U.S. workers cash out their 401(k)'s when they switch jobs instead of rolling the accounts over.