by Matthew Stollak on Thursday, February 27, 2014
So, Arizona Senate Bill 1062 was vetoed by Governor Jan Brewer last night, under pressure from businesses, strong voices on the Left, and even members of her own party.
The purpose of SB1062, and others that all seemingly came up at the same time around the nation (I see you ALEC), is to "guarantee that all Arizonans would be free to live and work according to their faith." Further, the bill would have expanded the definition of the free exercise of religion, allowing a faithful person to adhere to his or her beliefs in practice. It would have also expanded the definition of "person" to include any business, association and corporation.
Part of me is disappointed it was vetoed.
Not because I think the bill was a good piece of legislation, but because it provided one practical piece of information to me as a consumer - transparency.
We live in a world of crowdsourcing. When I hand back an exam in class, students compare scores to see how they did. We turn to Yelp or Urbanspoon to see if a restaurant is worthwhile. We click on TripAdvisor.com to check the ratings on a particular hotel. We join Angie's List to find a handyman. We read the reviews on Amazon.com to see if a product is worth buying. Glassdoor has made its name on employee reviews of the company at which they work. We check consumerreports.org before buying a new car. We turn to our friends for their opinion on a movie we'd like to see. We want as much information as possible so we can minimize the likelihood of buyer's remorse.
What might occur if SB1062 (or bills like it) had passed?
Imagine the first instance where a wedding photographer denies service to a same-sex couple,a mattress company refuses to sell a bed to a same-sex couple, or a hotel clerk denies a room, all under the protection of religious freedom.
Will this likely be swept under the rug? More likely, the following would occur:
*The couple would post the interaction on "The Knot"
*There would be Facebook posts, both on the couple's individual page, as well as that of the photographer or mattress company.
*Comments might be left on the company website.
*Someone's Twitter feed might light up.
*The complaint might appear at Consumerist.com
Forget about lessons learned from Jim Crow laws, or lunch counter sit-ins, look to the Susan G. Komen controversy regarding Planned Parenthood. Or, look at the strong response this week to Kelly Blazek, head of the Cleveland Jobs Bank and her unfortunate scathing e-mail to a potential job seeker.
Would not a similar firestorm erupt when that baker claims religious liberty when he or she refuses to put a same-sex topper on the wedding cake?
In the end, legislation such as SB1062 gives me yet another piece of information about the merchant and whether I have the desire and freedom, religious or not, to spend my money with him or her.
So what difference does it make?
so what difference does it make?
it makes none, but now you have gone
and your prejudice won't keep you warm tonight
by Matthew Stollak on Wednesday, February 5, 2014
Yesterday, my good friend Trish McFarlane was lamenting the poor state of HR Technology understanding amongst practitioners
Why is #HR technology the weakest area for practitioners? Any ideas #hrevolution ? #hcmworld
— Trish McFarlane (@TrishMcFarlane) February 5, 2014
I noted a few reasons:
@TrishMcFarlane little to no good books on HRTech; rarely part of any curriculum; not emphasized in certification #HRevolution #HCMWorld
— Matthew Stollak (@akaBruno) February 5, 2014
Trish concurred and made a compelling point:
#HCMWorld @akaBruno HR technology should be mandatory in college #hr programs so they are ready for the new role of HR in orgs.
— Trish McFarlane (@TrishMcFarlane) February 5, 2014
A 2013 SHRM Survey of 372 HR faculty (out of 1,723 invited to participate) backed this up, with 61% of faculty citing Human Resource Information Systems was a perceived deficiency in HR training offered to undergraduate HR students (Risk Management, and Mergers and Acquisitions were the 2nd and 3rd cited deficiencies).
However, a quick search of "HR Technology" on Amazon or the SHRM Bookstore provides, at best, a cursory or superficial look at the subject.
Given this background, what, ideally, would you see as a critical item or subject in a book on HR Technology? Do you feel there is a quality book out there that I am missing? Chime in.
by Matthew Stollak on Thursday, January 23, 2014
Two years ago today, under the guidance of Laurie Ruettimann, Tim Sackett day was launched.
#timsackettday is all about driving awareness for the HR/recruiting underdog. It's about the practitioner who works hard and doesn't have time for fancy lists and Forbes articles. We are celebrating a practitioner who is getting stuff done.
My story of how I met the initial recipient and holiday namesake, Tim Sackett, can be found here
Last year, the Tim Sackett Day honoree was none other than Paul Hebert
This year's recipient is Kelly Dingee. She goes by @sourcerkelly on Twitter...but she is so much more than that name.
I guess that would make her a sourcer-er. Using her knowledge, skills, and abilities to help companies find the right person, she makes a magician break their wand and Magnum P.I. shave his mustache.
But, she is more than just a sourcer-er. As she notes herself, she is "testing the limits of who I can find online."
Sourcer-est? More like Sourcer-BEST!
If you want to learn more about Kelly, check out the links below:
by Matthew Stollak on Tuesday, January 21, 2014
top HR bloggers? Heck, No!
Instead, it is the number of articles that I have assigned to my HR Spring seminar beginning on Monday. In fact, it may be more, since there are several e-books listed that contain a number of articles within them. Overkill? Perhaps.
Most HR textbooks are not up-to-date on what HR professionals have been discussing over the past couple of years, and it is hoped that my students will be minimally conversant on the current hot topics, even if they have already been beaten to death (engagement, big data, gamification, etc.)
The students have already had at least one HR class, and the list is far from comprehensive, but I hope it gives them an idea of where HR has been, and where HR is going in 2014.
Check out the list here
Any critical articles that are must reads?
by Matthew Stollak on Tuesday, January 14, 2014
One of the more recent complaints about the Affordable Care Act is that the narrow networks created may mean that some may no longer be able to "keep one's doctor."
For some, the one-on-one relationship with their doctor is inviolate. They get to know your health history. You expose every inch of yourself to his or her eyes. We lean on doctor-patient confidentiality to share our most intimate feelings and concerns.
However, we are a nation on the move. The average 50 year old will move at least 10 times in their lifetime. Younger individuals, often not tied down by a mortgage or a family, are most likely to change locations with 65.5 percent having moved over the past five years.
I have lived in 6 different cities for a period of more than 18 months, which has meant 6 different sets of general practitioners, eye doctors, dentists, etc., not to mention whatever unique maladies that might have needed to be addressed.
But, doctors are also on the move. I have now lived in Green Bay for just under 12 years. Yet, in that time, my primary physician, my dentist, and my asthma specialist have either retired or moved away. Insurance providers with my employer have also changed to try to keep costs down (prior to the Affordable Care Act) which prompted me to look around at potential health providers as well.
So, how important is keeping one's doctor anyway?
Just don't talk to me about who cuts my hair....that is a greater challenge.
by Matthew Stollak on Wednesday, December 25, 2013
From "Miracle On 34th Street"
Merry Christmas everyone
by Matthew Stollak on Thursday, December 12, 2013
(Spoiler alert - if you haven't watched the season finale of Sons of Anarchy, you may not want to read on).
The worst HR job in America might be the HR Director at Teller Motors. Here's why:
*The job is located in Charming, CA, a town with a death rate that rivals Cabot Cove, ME
*It's family-owned, with a highly unstable family. The current owner, Jax Teller, shot and killed the former owner, his stepdad, Clay Morrow. And the owner's mom, Gemma, just killed the owner's wife, Tara, with a carving fork.
*The owner is involved with many illegal activities, including guns, drug-running, and prostitution.
*Recruiting employees is tougher than a union closed shop in 1939.
*Employees are more likely to get killed by a member of the IRA than receive a company-sponsored IRA.
*Health care premiums are likely to skyrocket in the next year. Given than Tara was a physician and provided care to the company employees gratis as well as stole supplies from the hospital in which she worked, the employees are likely in the market for a new doctor.
*Teller Motors has a very stringent orientation procedure.
*Most common reason for turnover? Death.
*Most useless taxes paid? FUTA and FICA. Most employees are unlikely to be fired and few are around long enough to collect Social Security.
*Forget about the AFT...the latest concern may be OSHA, who may put Teller Motors on their watch list for imminent danger after the company clubhouse was firebombed.
At least the company parties are off the hook.