You already know that networking can help you find a new job.  But you might not know that the IRS offers an assist, too.  If you were looking for a new job in 2011, most of your job search expenses are tax deductible.  Job search expenses can be deducted as miscellaneous itemized deductions.

You don’t have to be out of work to have some of your costs qualify as a deductible expense, but only expenses that exceed 2% percent of your adjusted gross income for the year count.  The truth is the 2% of AGI threshold is a lot easier to clear when your income is low because you’ve been out of work.  If you have been unemployed during the last year, you’ll need to report your unemployment compensation as income.   Also, severance pay, 401K and/or other pension distributions and bonuses may be taxable.  Work done as an independent contractor must also be included in your income.

When you’re searching for a job it’s important to keep track of your job search expenses.  You must be looking for a job in the same line of work you are currently in to qualify for a tax deduction.

For example: If your last job was working as an accountant in a CPA firm, getting a corporate accounting job would be considered staying in the same occupation.  But getting a Marketing position in another CPA firm would not, and job hunting expenses would be nondeductible.

What you can deduct:
• Employment and outplacement agency fees.
• Resume preparation costs such as typing, printing and mailing copies of your resume to prospective employers.
• Travel expenses for your job search if the trip is primarily to look for a new job. (This does not mean visiting your sister in another state.)
• Local and long distance phone calls to prospective employers.

You cannot deduct these expenses if:
• You’re looking for a job in a new field.
• There was a substantial break between the ending of your last job and you’re looking for a new one.
• You are looking for a job for the first time.

Whether job hunting or moving to that new job, keep detailed records of your expenses as you incur them so you have records, in case of audit, and never include expenses for which you have been reimbursed by a new or prospective employer.

Also forget about claiming that the cost of haircuts, makeovers, gym memberships and new clothes are somehow related to your job search.  The IRS won’t buy in even if you believe it’s the truth.

For more information regarding tax deductions, see:  IRS Publication 529 or consult a tax professional.  For questions related to your job search or resume, I’d love to hear from you.

Nancy (508) 769-2294

nancy@dubeconsulting.com

www.linkedin.com/in/nancyldube

www.facebook.com/dubeconsulting

So what’s next?

Annual business fluctuations cause periods of high demand that the team cannot meet without outside Human Resource support, which may increase the cost of a new hire.  Conversely, during periods of reduced effort, the team is overstaffed and probably overextended in its financial commitments to various recruitment tools, job boards and advertising. Consider a model using contractors during these high demand periods.

HR Consultants provide flexibility in work hours and skill sets, but the on-boarding process and the productivity time related to training, absorbing the culture, and building internal relationships may drain internal resources and limit the overall return on investment.

So let’s look at the process. . .

One area of major waste is the lack of processes when it comes to hiring. Usually when the process cannot be tracked at all, this is the root of the problem. For example, you have an urgent need for an Engineer. A hundred or more applicants submit resumes for the job. Resumes are delivered to the hiring manager, who examines the top two dozen or so resumes. The hiring manager takes the resumes home that night, reviews them throughout the week and contacts the top eight to ten candidates for an initial phone conversation. He/she then choose five candidates that seem qualified for a formal interview and sets up times for them to meet the team.

Considering the myriad responsibilities that already fall on your team. It is unlikely that all the right steps are being taken to ensure interviews are done in a consistent, fair, effective and productive manner.

Instead, resumes likely are distributed to people who will take part in candidate assessment prior to the live interviews. Each person views the resumes, often guessing what the candidate will be responsible for if hired, but that person probably is not certain what he/she should be asking. Maybe one was told to screen for presentation skills. Another was tasked with finding out why the candidate wants to leave his/her current situation.

Otherwise, there isn’t much guidance for your managers who are probably not well-versed in the intricacies of effective interviewing. So they not only lose time away from daily work responsibilities, they may duplicate efforts, use poor judgment and alienate candidates.

Imagine not defining product requirements or expecting a team to work without a targeted plan. This often happens when there is no well-defined plan for recruiting. Most companies feel they have a recruiting strategy. They predict expected number of hires annually, determine compensation levels, how much attrition to expect and establish a recruitment budget for advertising and agencies. But they often miss the most important step – the process.

Without a systematically executed process, it is impossible to recruit at the most efficient levels. Examine current operations to see where small improvements and enhanced documentation can help cut recruiting waste.  Example: the interview process is a candidate’s first view of your business. It requires a basic overview of your business and defined roles and responsibilities at each stage to ensure successful execution. The current employment market has produced more active candidates than ever before. Some candidates seeking employment are qualified; others may be completely off-target. Hiring managers need a system to evaluate resumes and ensure the best talent is not overlooked. This system must be efficient, as managers cannot afford to spend a lot of time on this process.

Before getting started I recommend:

• Establish standards to review each batch of new resumes.
• Provide managers with a standard process to review resumes.
• Ensure managers know what to look for, how to identify red flags and where to document questions, concerns and notes so interview team participants can follow up on those items.
• Establish standards to track candidate information. This step can save countless hours and money as the organization grows.
• Make certain the company is in compliance with all EEOC guidelines, which will save time and potential costs in the future.

Need help navigating your next hire? Let us hear from you!

Nancy (508) 769-2294

nancy@dubeconsulting.com

www.linkedin.com/nancyldube

www.facebook.com.dubeconsulting

Fines are very sizable for violating the laws.  Perhaps you don’t think you will get caught.  You can stay just under the radar – think again.  Do you know that the size of your business and the industry matters? OSHA is not the only governing authority.  The Department of Labor also mandates compliance.    Everything from opening your doors to hiring an employee is regulated.  The method used to track attendance, the medium used to pay your employees, the classifications of employees.  I could go on and on. 

For the purposes of this blog, I thought I would begin by raising your awareness of a time sensitive requirement.  On February 1 your summary of OSHA Injury and Illness Log is due to be posted.   Have you finalized your OSHA 300 Form?  Have you prepared the OSHA form 300A? 

If you are an employer whose industry is subject to the OSHA record keeping requirements and you have had more than 10 employees at any time during the calendar year, then you MUST maintain the log.  The summary must be signed by a company executive and posted in a conspicuous location within the workplace from February 1 through April 30.

If you face other compliance issues or wonder if the State or Federal Government will fine you, then you should get some advice.  A labor attorney or HR Consultant work with these mandates and can keep you out of “hot water.”  As for the summary of OSHA Injury and Illness Log, you can find these forms on the OSHA website. If you need help completing them, let me hear from you.

Nancy (508) 769-2294

nancy@dubeconsulting.com

www.linkedin.com/in/nancyldube

www.facebook.com/dubeconsulting

Personal Consulting Available

Info: www.dubeconsulting.com    Contact: nancy@dubeconsulting.com Tel. (508) 769-2294

FB: www.facebook.com/dubeconsulting    LinkedIn: www.linkedin.com/nancyldube

Are you over 40 and unemployed?

Did you know that many older workers are now part of a large group of long-term unemployed? (over 50 weeks)

Are you one of the discouraged or under employed workers who has given up looking for a job?

Between those who are older and those who have given up looking, there are approximately 25 million people.  This tells me there is a serious mismatch of current skills to current job openings.

Many of the jobs available require older workers to start at salaries of 25-50% less than they previously earned with few or no benefits.  Many positions are created on a temporary or as an independent contractor basis, which allows the business to “try before they buy.” 

This temporary employment offers some respite from the anxiety of job hunting, but does not solve the unemployment crisis.  Did you know that at least 5 people are competing for each newly created job? The number may be higher for temporary work!

So what should you do if you are over 40 and unemployed? Develop a resume that will get you noticed by hiring managers.  Don’t include everything you have ever done in your life.  Do use descriptive commentary and include accomplishments.  Be sure to use a format that is appropriate for your work history.  Chronological is the format preferred by hiring managers, but it is not always the best to showcase experience. Create a skills-based resume.  Focus on your skills and knowledge relevant to the job at hand. 

According to one expert, Marva Goldsmith, you should develop your personal brand packaging. 

What does your packaging look like?

Some think of image as something shallow or relating only to surface features, but as with commercial brands, personal branding includes the proper selection and construction of your personal brand packaging.

First impressions matter. You must take control of your appearance.  People form opinions of you – right or wrong – within moments of meeting you.  That means you can’t afford to leave someone’s impression of you up to chance.

Studies show that in the first 30 seconds of meeting you, people base their impression of you on this”

55%      What they see

38%      How you speak

7%       What you say

We all know snap judgments can be wrong and unfair.  Still, you can’t ignore the reality: people form opinions based on the most minor details.  More than half of what goes into forming someone’s first impression of you happens before you open your mouth.  That’s right: 55% of someone’s initial response to you is based on visual cues.

You can’t help getting older, but you don’t have to get old.” —George Burns, Comedian

Clothing. People do judge books by their covers every day.  Make sure that your cover conveys the message you want people to remember.  Here’s a sample of messages that your clothing might be saying about you (whether you like it or not):

First and foremost, if you purchased your interview suit in the 1900s…think about an upgrade.  You must look current.  Your clothing, your eyewear and your hair must tell the story you are current.  That does not mean to dress like a youngster, only that you must appear up-to-date, interesting, fresh, competent, etc.  Invest in an all-weather wool suit in navy blue or charcoal gray.  For creative industries, you have more latitude with color. 

Make a statement about your personality with your scarf or jewelry selection.  Women can use jewelry to bring color and interest into the interview uniform.  Earrings should not dangle and the jewelry should not make noise, as it can be distracting.

If your hair is silver, wear accents of blue or a French blue shirt to add vitality to your face.  Depending on your personal coloring, a white shirt can drain the color from your face, leaving  “ghastly” appearance.  If you have stark silver in your hair and the rest of your hair is black or very deep brown – avoid brown tones: the color will make your hair look dull.

And what about a dye job? Only if you can get a professional to dye and maintain the look.  Avoid stark colors, i.e., jet black at 62 years old.  Use colors that look natural – including a little silver around the temples.  Aim for a look that connotes vibrancy, vitality and health…and that does not necessarily require a dye job.  If your teeth are stained, consider professional teeth cleaning or whitening.  If that’s too expensive, then opt for some of the over the counter toothpaste whiteners.

Putting your best foot forward with a well polished resume and a personal branding will set you apart from the competition and help you get noticed.

 Need help?  Let me hear from you.

If you are like many, hiring the right employee is essential.  You know it is a very important task, but knowing what you “can and cannot” ask during an interview is scary.

The Department of Labor mandates laws which America’s workers, employers, job seekers, and retirees must follow.  Understanding and  navigating these laws as they apply to employment is complex.  The HR function is designed to implement an organization’s human resource requirements effectively, taking into account federal, state and local labor laws and regulations.  Ethical business practices and the ability to maximize employee motivation, commitment and productivity while complying with these laws is essential.

Navigating this process is yet another story. There are numerous state laws and regulations that  also apply. The old adage, “ignorance of the law is no excuse” applies here. The HR professional studies these laws and applies them to varying situations. Let me give you an example of what laws you must follow to hire an employee:

First off, the regulating body here is EEOC which stands for Equal Employment Opportunity Commission.  Under EEOC guidelines an employer cannot discriminate based on race, color, national origin, religion, sex, age, or disability.  The following laws all apply:

Title VII of the Civil Rights Act of 1964 (Title VII)

The Pregnancy Discrimination Act

The Equal Pay Act of 1963 (EPA)

The Age Discrimination in Employment Act of 1967 (ADEA)

Title I of the Americans with Disabilities Act of 1990 (ADA)

Sections 102 and 103 of the Civil Rights Act of 1991

Sections 501 and 505 of the Rehabilitation Act of 1973

The Genetic Information Nondiscrimination Act of 2008 (GINA)

This is just one simple task a business owner is faced with.  Imagine the magnitude of laws he/she must follow to run a business.  Daunting, huh? 

This is why you need to engage an HR professional.  The HR professional knows and understands what is required and will help you avoid paying large fines for non-compliance.  If you have questions or need help, let me hear from you.

Nancy   (508) 769-2294

nancy@dubeconsulting.com

www.linkedin.com/in/nancyldube

www.facebook.com/dubeconsulting

Awesome Networking!!!

ElBasha, 256 Park Ave., Worcester, MA

When most people think about HR they think about hiring and firing. The skilled HR Professional is sought after to successfully match skilled and qualified individuals with the organization’s ongoing and future business requirements to maximize return on investment and secure future survival and success.

The main role of the HR professional is to develop a strategic plan to maximize return on investment in the organization’s human capital and minimize financial risk.

HR aka Human Resources is a relatively modern term, from the late ’60s.  It originated from “‘welfare management practices.”   HR emerged largely as an administrative management activity, coordinating a range of worker related processes and becoming known, in time, as Personnel.  HR progressively became the more usual name for this function, in the United States, as well  internationally.  It reflected a more quantitative as well as strategic approach to workforce management, demanded by corporate management.  The purpose of HR was to gain a competitive advantage, utilizing limited skilled and highly skilled workers.

The HR function has evolved today to ensure objectives are achieved, by implementing company requirements effectively, taking into account federal, state and local labor laws and regulations; ethical business practices and the cost of doing business.

The following functions are typically carried out by HR:

• Maintaining awareness of and compliance with local, state and federal labor laws
• Recruitment, selection, and on boarding
• Employee record-keeping and confidentiality
• Organizational design and development
• Change management
• Performance, conduct and behavior management
• Industrial and employee relations
• Workforce analysis and data management
• Compensation and employee benefit management
• Training and employee development
• Employee motivation and morale-building

In the coming weeks, I will write more on each of these topics to explain and educate you about HR.   If you have any pressing needs I’d be happy to help.  You can reach me at  http://www.dubeconsulting.com

When you’re launching a new business, writing an employee handbook probably isn’t the first thing about. But once you start hiring, and have enough employees to round out a company, you’ll start to realize that maybe you should actually put some rules down on paper. And then you remember the employee handbook you were given when you got your first job. You remember how you glanced at it, threw it in a drawer and never looked at it again. Except there’s one difference now — now, you’re the boss.

While an employee handbook is about as fun to write as it is to read, it can be one of your company’s most important documents. Where should you begin and what should you include? Here are five things you need to know.

A handbook can protect you in court

A business can be sued for countless reasons. You fire someone who doesn’t believe they deserve to be fired, and they lawyer up. An uncouth, discourteous employee makes a pass at another employee, who eventually takes you to court. In the United States, most civil rights laws apply to companies with 15 or more employees. Companies need to become aware of local, state and federal laws to ensure they are in compliance.

So a handbook is your chance to get everything in writing, to establish rules on virtually every topic you can come up with. Obviously, having everything in writing isn’t a guarantee you won’t land in court, but it can help demonstrate in court that you weren’t making up everything on the fly. And the justice system notwithstanding, writing up all these rules and thinking about how to handle each situation will probably help you run your business more efficiently. Can’t remember your own sick-day policy? Check the handbook.

Cover the gray areas

Like what, you ask? The Internet is here to stay, and it’s causing all kinds of new litigation. Make sure you develop policies that identity what is and isn’t acceptable. With the onset of social media and the Internet, where does work begin and personal life end? This is a new and growing issue.

Remember to consider the everyday workplace scenarios that still pose challenges, even if they are not legal issues. There is no law on the books that’s going to stop people from falling in love at work. Think about those gray areas that are open for interpretation. When is my vacation earned? Do I have to call in if I’m going to be out sick? What happens if I’m called on jury duty?

It’s only a guide

Some employees — and their bosses — misunderstand the nature of a handbook and treat it as a contract. But unless you want it to be, clarify at the outset that the handbook contains policies, and does not serve as a contract. Your opening pages might include a statement along the lines of this: The contents of this manual should not be considered a contract between the company and its employees. This is a summary of our policies, which are being offered here as a guide.

Why is this important? Well, consider the topic of employment-at-will. If you’re not familiar with the term, employment-at-will means you can fire an employee for basically any reason. There are some obvious exceptions like discrimination, of course. But if somebody is incompetent or the company budget calls for eliminating a position, as an employer, you probably want the freedom to let people go whenever you want. However, if your handbook lists specific reasons for termination, without the proper disclaimer up front, these could be interpreted as the only legal grounds for termination if the handbook is considered to be a contract.

Avoid endless lingo

The tone of the writing should match the company culture, but it should be professional. Even if the company is very lax and informal, it’s fine to have an informal tone, but you still want to make it professional and understandable. If most of your employees are high school graduates, you want to make sure you’re writing to the level that they will understand.  Consult an employment attorney.

In the beginning; if you’re just writing 10 bullet points on a sheet of paper as an early outline, this might not be necessary. But once your handbook is finished, and if it’s pretty comprehensive, it’s worth the money to have an attorney review and approve it. A professional Human Resource Consultant may be able to guide you on the content and the laws as they apply to your state. There are state laws that are often overlooked, and if a company has employees in several states, those states may have different rules you need to abide by.

And once your employee handbook is finished, you should review it at least once a year. The world moves fast. Is your employee handbook up to date? If it’s time for a review or a re-write your employee handbook, contact us at http://www.dubeconsulting.com.

• Demonstrating expertise through the content you post in the site’s Answers section. Scroll through open questions posed by others on the site and answer those that fall in your area of expertise.
• Connecting with professionals like you in the Groups Area. Groups are discussion forums centered on a topic or industry. You can use the Groups area to share ideas with peers, pick up a few tips to help your organization grow, and connect with people who share similar passions.
• Helping your search engine optimization efforts. Search engines love inbound links, and your personal profile and company page can both link back to your website, giving you a higher rank in the world of Google.
• Staying on top of industry news. Using LinkedIn today you can get the latest news sent right to your inbox and/or at the top of your screen every time you log in.