Many Americans Lose Work Hours from AHA Measure

This post examines one impact from provisions of the Affordable Healthcare Act

Joan worked two part-time jobs for her local school district. As a special education teacher’s aid, she worked one-on-one with children while the special education teacher worked in larger groups. As an assistant secretary at the same school, she worked with the principal and faculty. She felt her efforts made a difference with children and families. In April the district informed her that she would be terminated from one of the jobs because she could not work more than 30 hours as of May 1. If she did, they would have to pay her medical benefits according to the Affordable Healthcare Act. They chose not to pay the benefits. She lost half her income.

Good Intentions Gone Wrong

The Affordable Healthcare Act intended to increase healthcare coverage for all Americans either through their company or individually. It provided that companies of a certain size had to provide insurance for all employees working more than 30 hours.

One provision stipulated that (as explained by Monster.com):

“Penalty for not providing insurance: Employers with over 50 employees that do not provide insurance must pay a penalty of $2,000 for every employee in the company if even one employee opts to obtain insurance through an exchange. However, the first 30 employees are not counted in calculation of the penalty. Example: an employer with 75 employees would pay the penalty for 45 workers, or $90,000 (45 x $2.000).”

The intent of the provision was to increase the number of Americans receiving insurance benefits through their employer.

Foreseen Consequences Coming True

Lobbyists for corporate America, including the US Chamber of Commerce predicted that the costs of the rule were too great. They predicted that instead of increasing people receiving insurance, companies would decrease the number of hours people worked.

We see that prediction coming true as school districts, nonprofit and for-profit organizations started reducing hours for many employees from 40 hours to 28 hours to avoid the penalties.

Friday we discuss trends in workplace and labor relations that continue to hurt Americans

1st Quarter Salary Raises Fail to Keep Up with Cost Increase

This continues our periodic review of wage, salary, and costs of living expenses

Gus worked as a truck driver for a grocery conglomerate. The company failed to give salary raises for 8 years. Instead, they awarded their drivers a lump sum bonus each year. The bonuses not only never increased in seven years, but decreased by $1,000 in the 8th year. Gus and 9 others asked for salary increases. They quit when the company declined.

Results of Recent Studies Bode Ill

Most Americans don’t enjoy the prosperity and growth in the American economy. Paul Davidson and John Waggoner published Profits don’t flow through to wages in the May 6 edition of USA Today. They wrote

“Hourly wages ticked up 4 cents in April to an average $23.87, rising at about the same tepid 2% annual pace since the recovery began in mid-2009.

But taking inflation into account, they're virtually flat. Workers who rely on paychecks for their income have been running in place, financially speaking. Adjusting for inflation, an average worker who was paid $49,650 at the end of 2009 is making about $545 less now — and that's before taxes and deductions.”

These figures become even scarier when you consider that the average American worker pays more on health insurance premiums now than in 2009—and those costs, with others, will increase in the next three to four years.

 

Companies Not Passing Profits to Employees Hurts the Economy

Davidson and Waggoner continue

“We're not seeing the living standard growth of American workers that we should be seeing," Shierholz says.

Stagnant wages also hurt consumer spending. Low- and moderate-income workers typically spend nearly all of their paychecks, juicing the economy, while high-income workers tend to save a significant portion, says Dean Baker, co-director of the Center for Economic and Policy Research…

Consumer spending, which has been growing at an average annual rate of about 2% during the recovery, would be rising by 2.5% if employers simply passed their productivity gains onto their workers, Zandi says.”

Wednesday we will discuss the impact of the Affordable Healthcare Act on weekly work hours

Stop Saying Stupid Stuff 12: Start Saying Smart Stuff

This concludes this series to help you stop saying stupid stuff that can stall your career

Sharon wanted to find a new job. She didn’t enjoy her current job. She didn’t get along with her supervisor. The supervisor possessed a temper and would frequently criticize her employees. She would also punish people she felt offended her by cutting their hours and giving them the worst of the tasks at work. Sharon did not agree with her manager’s tactics. She voiced her concerns to co-workers. She also told her supervisor how she felt. She spoke boldly and clearly. Her tone of voice also betrayed her annoyance. In other words, she said stupid stuff to her boss and lost her job immediately.

Stupid Stuff Focuses on Your Needs

We discussed several situations in which people say stupid stuff that stall their careers. Usually, these things occur when you focus on your wants and needs. Your self-centeredness may cause you to say things that will get you in trouble with your network of contacts, potential employers, interviews, your supervisors, management, and other team members.

Stupid stuff centers on what you want, rather than what they want. Stupid stuff accounts for what you want in a job search, why you want a raise, and what you want for the raise. Stupid stuff includes gossiping about co-workers, airing dirty laundry about the company, or criticizing your boss or supervisors.

Smart Stuff Focuses on Serving Others

You tend to say smart stuff when you focus on the needs, goals, wants, and challenges of others. We encourage you to practice Jared and Sarah Stewarts keys to developing relationships (see their book City of Influence). For example:

• Learn about the potential employer, your supervisor, management, co-workers, and others. Learn about their goals, wants, and challenges
• Serve them either personally or through others based on what you learned
• Grow their work and your relationship

Learning, serving, and growing increases your tendency to say smart stuff because you focus what you say on what they want or need.

Monday we review recent statistics on unemployment and flat salary increases

Stop Saying Stupid Stuff 11: Others Who Serve Your Team

This continues our series to help you stop saying stupid stuff that can stall your career

Margaret worked in the purchasing department of a major corporation. She interacted with vendors from several companies. She tended to say stupid things to the vendors and others. She shared company secrets and gossip. She criticized company policy and management decisions. She did not realize how much she divulged. Her superiors discovered what she had done and dismissed her from their employment.

Stupid Stuff You May Say to Others

Your job may require that you talk to others about the company. Secretaries, receptionists, and other clerical staff frequently represent the company while talking to others. Sales representatives and sales associates also represent the company to others in the community. In addition, warehouse workers deal with shipping agents and manufacturing workers may deal with outside repair and service technicians. 

You may talk to several groups of people considered others. They may include:

• Vendors and suppliers
• Customers and clients
• Competitors
• Representatives of the press and media
• Neighboring companies in the building or complex

Expressing any of the following statements to people outside the company can result in discipline and or termination. Stupid stuff would include:

• Divulging fiduciary or proprietary information about the company
• Sharing gossip about other co-workers, procedures, or other intrigues
• Expressing opinions or directions contrary to the company policy
• Criticizing management, co-workers, and others affiliated with the company

Smart Stuff You May Say Instead

You may say smart stuff instead that will build relationships and enhance the reputation of the company. Smart stuff will not divulge company secrets.

You may discuss the following concepts with others:

• Positive aspects of working for the company
• Client testimonials and compliments
• Information provided in sales materials or press releases
• Praise for co-workers, colleagues, and others involved with the company

Do not exaggerate the truth or mislead others about the information. Just follow Thumper’s advice to Bambi in the Disney classic “If you can’t say anything nice, then don’t say nothing at all.”

Friday we summarize how stupid stuff can stall your career or cost you your job

Stop Saying Stupid Stuff 10: Co-workers & Team Members

This continues our series to help you stop saying stupid stuff that can stall your career

Cameron worked in a small manufacturing plant. He liked to think that he maintained friendly relations with all of his co-workers and his work team. He enjoyed telling jokes, kidding and trading barbs with them. He thought they enjoyed his repartee, sarcastic humor, and put downs. Unfortunately, some of his co-workers took offense at his jokes and criticisms. A few of them complained to management and human resources. One in particular felt sexually harassed by his continued lewd jokes and sexual comments. The company had a zero tolerance policy for sexual harassment. Cameron lost his job because of the stupid stuff he said, that he thought was funny.

Stupid Stuff You May Say to Co-Workers or Team Members

Fifty years of legislation and litigation changed what co-workers and team members may say to one another. Jokes, comments, and opinions that may have been accepted by a few in the workplace are recognized as offensive, hostile, and illegal. Many comments may result in probation, disciplinary action, and termination.

Racist, sexist, lewd, or abusive statements clearly classify as stupid stuff. Such stupid stuff include:

• Lewd or off-color jokes or racial pictures or comments about co-workers or anyone
• Ethnic or racist jokes, comments, pictures, or emails
• Critical comments that could be perceived as abusive or creating a hostile workplace
• Disrespectful or strong statements that denigrate others could be considered bullying

You may not agree with the laws and regulations, but you must abide by them. I also suggest you analyze the intent of the regulations and accept the decency in them.

Smart Stuff You Can Say to Build Your Team

Ken Blanchard and others share tips of the smart stuff you may say to your co-workers and team members:

• Catch them doing good things and compliment them on the quality of their work
• Recognize their good ideas and contributions to the workplace
• Keep humor and stories uplifting, clean, and inoffensive to anyone

Wednesday we highlight that you should not say stupid stuff to others outside the company

Stop Saying Stupid Stuff 9: Impress for Future Transfers

This continues our series to help you stop saying stupid stuff that can stall your career

Suzanne wanted to transfer to a new division in her department. The mission of the new division promised future global growth and improvement for humanity. Her office, as training manger for another division, sat next to the offices given to the new division. The proximity allowed her to talk to the director frequently. She politely enquired about the progress of the new division, his goals for it, and his challenges getting it going. She listened and learned. Then, she found ways to help. She offered to work on training materials as needed. Soon, she received an invitation to fill the training manager’s position in the new division.

Stupid Stuff that May Cost You the Transfer

You want to impress potential supervisors when you talk to them. Unfortunately, you may consider saying certain things that you meant to impress them, but which in reality are stupid stuff.

You may think you will impress them, while in reality certain comments will raise red flags about whether or not you can do the job they want done, fit into their team, or provide a great ROI.

For example, the following conversations will hurt your chances:

• Sharing how bored you are with your current position
• Criticizing your current supervisor or co-workers
• Lecturing the potential manager on how you can improve their work
• Focusing conversations on what you want and desire
• Telling too many personal details about your family and friends

Smart Stuff That Impresses Future Supervisors

Some statements (smart stuff) will increase their admiration for you. For example:

• Ask questions about the potential manager’s goals, plans, and challenges
• Learn about the members of the team: their strengths, backgrounds, frustrations, and contributions
• Seek to serve them and help them achieve their goals or  resolve their challenges
• Share how you helped past employers achieve similar results or solutions (use home run statements)
• Offer to your assistance in your spare time or with your supervisor’s approval

Monday we share the stupid stuff said to co-workers that could cost you your job

Stop Saying Stupid Stuff 8: Great Performance Appraisals

This continues our series to help you stop saying stupid stuff that can stall your career

Drew heard people complain about the company’s performance appraisal system. His employer followed standard performance appraisal practices involving quarterly performance discussions and completely a quarterly performance appraisal form outlining performance during the previous year and goals for the next year. Drew’s mentor taught him how to use home run statements while his co-workers said stupid stuff. As a result, Drew received the biggest raises.

Stupid Stuff People Say in Performance Appraisals

The typical performance appraisal process asks you to outline the results you generated during the previous year and the goals you set for the next year. While the complexity or simplicity will differ, the two concepts remain the same. Most performance appraisal systems also ask you to draft plans for training and future growth.

You may follow the practice of many people and treat the performance appraisal system lightly, regard it as a requirement in busy work, or a total joke. As a result, they say stupid stuff in their performance appraisals. For example:

• Galloping generalities: “I did my job really well this year” “We got a lot done”
• Hyperbole and exaggeration: “This was my best year ever” “I’m your best worker.”
• Implied specifics: “I increased my productivity over last year” “I improved sales”
• Sarcasm: “I did everything you asked me to do and more. So, let’s see what you give me”
• No thought: “I haven’t really thought about what I did this year”

Provide Reasons to Give You the Biggest Raises

Instead of saying stupid stuff, you should provide your supervisor with reasons to reward you with the biggest raises. Share facts about what you did and how they apply to the goals you set. For example:

• “I set a goal to increase my productivity by 10% over last year. I not only met my goal, but exceeded it by increasing total productivity by 14% this year.”
• “I increased sales by $190,000. $25,000 more than my goal.”

Friday we outline how say things that will impress future supervisors so they transfer you