Marijan Pavisic Blog

Zagreb Global Group, LLC, (ZGG), a human resources consulting and staffing company located in Hackensack, N.J. Zagreb Global Group markets a full range of HR consulting and staffing services to companies ranging in size and scope from start-ups to fortune 500. We serve the needs of customers in multiple industries in a dynamically changing environment.

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Zagreb Global Group’s mission is to provide HR consulting and staffing services to companies ranging in size and scope from start-ups to fortune 500, across multiple industries. We are committed to providing high quality services through HR solutions designed to help our clients achieve their strategic objectives and business goals in a dynamic business and economic environment.

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Leadership through Teamwork – It Starts At the Top By Marijan Pavisic with Zagreb Global Group

October 23, 2015 PavisicGroupBenefits, HR Consulting, HR Management, HR Workshops, human resources, human resources staffing, marijan, marijan pavisic, mario pavisic, pavisic, Pavisic Group, pavisic mario, resume writing, small business, small business investing, Staffing Company, start-ups, startup, unions, venture capital, working visas, zagreb, zagreb global, Zagreb Global GroupLeave a comment

Leadership through Teamwork – It Starts At the Top By Marijan Pavisic with Zagreb Global Group

For years, company executives have promoted ‘teamwork’ as a business imperative, essential to achieving success in accomplishing organizational goals and objectives. For some business leaders, the concept of teamwork translates to an off-site outing where team building exercises are conducted to build confidence and trust among team members. Most fail to understand that team building exercises are a small part of a strategy of creating an effective team, where everybody is a team player and where there are no stars.

Zagreb Global Group conducts Employee and Management Workshops, one of many HR Consulting Services we provide. As it relates to the concept of teamwork, Zagreb Global Group offers a strategic approach to teamwork when consulting with our clients. Requiring employees to simply participate in teambuilding activities to build trust and raise team spirit is not the ideal approach. A good time may be had by all; however, such activities do nothing to create a team that will work more effectively together after the team building exercises are over.

Zagreb Global Group cautions clients to avoid narrowly focusing on teambuilding exercises to create a teamwork environment. Marijan Pavisic, Zagreb Global Group senior consultant and workshop facilitator advocates a broader approach. Marijan Pavisic says the key to building an effective team environment is to understand that teamwork starts at the top. Zagreb Global Group promotes ‘Leadership through Teamwork’ as a concept and model for building effective teams.

This writing is not about leadership in the general sense. It is about employing leadership principles to develop an organization where each team member understands their role and their personal responsibilities to the success of the team. This is the first in a two part series. This blog concentrates on the importance of teamwork and the responsibilities of leadership to set the overall direction and goals for the team. My next blog will focus on what it takes to build an effective team.

As Marijan Pavisic of Zagreb Global Group states, “creating an environment of effective teamwork must be driven from the top by the leadership of the organization”. Let’s proceed with the premise that leaders who are skilled in accomplishing goals and objectives through others is a quality that enhances their value as the leader of the team. Zagreb Global Group’s Marijan Pavisic says “putting first things first, a good leader begins by communicating a vision for the team. It is important that all team members understand and buy in to the team vision. Significant attributes of the vision are that team members be given clearly defined roles and responsibilities. The leader should implement strategies that encourage collaborative decision making involving all team members. Implement a reward system that will recognize the team for their work.

Specific attributes are as follows:

Engage the team in developing a shared vision and common goals. Engaging the team establishes expectations that all members of the team work collaboratively to achieve team goals.
Define the roles and responsibilities of team members so that they understand the importance of their individual contributions to the success of the team. Doing so establishes individual and group accountability.
Obtain commitment from team members to deliver on their individual responsibilities and to work collaboratively as a committed member of the team. Team leaders must lead with consistency and integrity in a collaborative manner. Leaders should promote equal participation and meaningful contributions by all team members. Leaders should encourage collaboration. To do otherwise is likely to result in individual work, not teamwork.
Build Trust. This is a key attribute. Leaders should do everything possible to create an environment of trust. The leader should model the behavior that team members are expected to maintain. It is important for the leader to project trust for the team as well as to encourage mutual respect and trust of each other. The next blog will expand on ways to build trust through teambuilding programs.
Involve the full team in meetings and discussions on work activities. Maintain open communications to keep all team members together and focus on the goals of the team. Avoid creating opportunities for individual team members to venture off on their own.
Acknowledge and reward team members. The success of the team results from the individual contributions of each member to the overall accomplishment of team goals and objectives. Acknowledge the team as a whole for its success as a unit, but also recognize and reward team members for their contributions to the team’s success.

It has been established that teamwork in the workplace benefits team members and is a winning proposition for business entities. Teamwork improves work efficiency resulting in timely completion of work responsibilities. Employee relations tend to improve because teamwork enhances cohesion among team members; a direct result of building trust. Teamwork increases the accountability of every member of the team. It creates an environment of learning among members of the team, especially for new members as they team up with seasoned team members.

An increasing number of companies have adopted the teamwork approach and are using business teams to respond quickly to ongoing change in a dynamic, competitive and intense global competitive marketplace. Zagreb Global Group serves its client in this and many aspects of their businesses. We are ready to assist you in building your teams.

Henry Ford had it right when he said, “Coming together is a beginning. Keeping together is progress. Working together is success.”

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The Affordable Care Act: What’s In It for Small Business? By Marijan Pavisic with Zagreb Global Group

August 8, 2015 PavisicGroupBenefits, HR Consulting, HR Management, HR Workshops, human resources, Human Resources Consulting, human resources staffing, marijan, marijan pavisic, mario pavisic, pavisic, Pavisic Group, pavisic mario, zagreb, zagreb global, Zagreb Global GroupLeave a comment

The Affordable Care Act: What’s In It for Small Business? By Marijan Pavisic with Zagreb Global Group

When President Obama signed the Affordable Care Act (ACA) in 2010 with Ruffles and Flourishes, he proclaimed that the new law “enshrines the core principle that everybody should have some basic security when it comes to their health care.” Well, it didn’t quite turn out that way. After five years, the ACA is still not widely accepted by the general public, or by the business community; particularly small business. While more people have health insurance since the ACA became law, it is a complicated piece of legislation. It is confusing, difficult to understand, and it creates more work for employers who must comply by providing health care coverage to its workers.

Marijan Pavisic, Zagreb Global Group consultant and healthcare industry expert has counseled numerous companies on the ACA. Marijan educates Zagreb Global Group clients on the provisions of the ACA as they contemplate decisions they have to make. “It is important for small business owners to understand how the ACA works, and that they may be subject to penalties, if they don’t comply with the law,” says Marijan.

Since its inception, there has been constant political bantering regarding the ACA. The U. S. House of Representatives has voted over 50 times to repeal or defund the law. These actions along with political rhetoric have resulted in more confusion leaving business owners baffled as to what they need to do. Whatever one’s political position, for or against; the ACA is here to stay as ruled by the Supreme Court, on the 25^th of June, 2015.

To its clients, Zagreb Global Group consultants stress the point that while ACA is complicated, it has provisions that help small business. There are a few basic provisions that are important to understand:

Small Business Tax Credit for Employers with Fewer Than 25 Employees

Small businesses have historically paid about 18% more for health coverage than larger companies. The ACA provides a Small Business Tax Credit that helps small businesses afford the cost of health care coverage for their employees. It is specifically targeted to businesses with low and moderate income workers. Companies with fewer than 25 full-time equivalent employees, with average annual wages below $50,000, can get tax credits (adjusted for inflation) to help pay for employee premiums. This credit is available to eligible businesses that purchase coverage for their employees through the Small Business Health Options Program (SHOP).

When advising Zagreb Global Group clients, Marijan says a key point he discusses are tax credits. He informs clients that tax credits are retroactive to 2010 when ACA became in effect. Therefore, health insurance tax credits can be claimed for any year since 2010. Tax credits are good for small business.

Small Business Health Options Program (SHOP)

As a result of the ACA, small businesses now have access to resources they can use to research and evaluate their health insurance options. They can determine which plan is best for them, rather than signing up for a plan they do not need or want. Small businesses, with up to 50 full-time equivalent (FTE) employees, can provide coverage through the SHOP. This program offers small employers increased purchasing power to obtain a better choice of high-quality coverage. SHOP also pools risk for small groups and reduces administrative complexity, thereby helping to reduce costs. SHOP is good for small business.

Employer Mandate

Quite a bit has been stated about the employer mandate. Despite the confusion, the employer mandate does not apply to small businesses with 49 or less full-time equivalent employees. In 2016, employers with more than 100 full-time equivalent employees must provide health coverage to 95% of full-time employees. Also in 2016, employers with 50-99 full-time equivalent employees will have to insure their full-time workforce as well.

Here is where small businesses can get into trouble, according to Marijan of Zagreb Global Group. “As with other laws,” he says, “there are legal ramifications of non-compliance with the ACA, which can result in financial penalties. For example, there are cases where small companies have tried getting around the ACA by lowering employee hours to avoid providing health care. This action is illegal.

It is estimated that 11.7 million enrolled in the ACA during the 2015 open enrollment period (Nov 2014 to Feb 2015). This includes 4.5 million who re-enrolled from 2014.

As stated at the outset of this blog, President Obama’s proclamation at the signing of the ACA in 2010 has fallen short of expectations. It is a fact, however, that more and more small businesses are participating. That is good for business, for employees and certainly for the economy.

Zagreb Global Group health care consulting experts have provided our clients with appropriate health care solutions to satisfy the needs of the business and to their employees.

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Want To Support Our Veterans? Hire Them! By Marijan Pavisic with Zagreb Global Group

August 7, 2015 PavisicGroupHR Consulting, HR Management, marijan, marijan pavisic, mario pavisic, pavisic, Pavisic Group, pavisic mario, small business, small business investing, staffing, Staffing Company, start-ups, venture capital, zagreb, zagreb global, Zagreb Global GroupLeave a comment

Want To Support Our Veterans? Hire Them!By Marijan Pavisic with Zagreb Global Group

Our country has a history and long tradition of honoring our veterans who served the country during war and peacetime. In today’s world, we are constantly on alert of possible attacks of terrorism. It is our men and women of the armed services who serve and protect us from enemies of the state. Unfortunately, thousands have made the supreme sacrifice in the line of duty. Those who are fortunate to return from deployment, albeit in various conditions, deserve the chance to fully transition back into civilian life with the support of their government, business entities and the citizens of the United States.

The Zagreb Global Group is proud of our veterans and we are committed to supporting them. Zagreb Global Group’s Marijan Pavisic, who also served, understands the challenges veterans face when they leave service to re-enter civilian life. Marijan says, “we must do all we can for them, after all, they have given so much for us.”

As part of its commitment to community outreach, Zagreb Global Group consultants and staff members volunteer their time to mentor veterans by helping them write résumés, assist with job searches and prepare for interviews. Zagreb Global Group offers services to organizations that support veterans, particularly those in need of jobs, housing, etc. In addition, we support state and local work programs available to veterans.

Our patriotism and support for veterans is high in the US. Unfortunately, that has not always been the case. Veterans from the Vietnam era were not treated with the respect they deserved when they returned home. Veterans were not being hired even though they were qualified for the jobs they applied for.

In 1998, Congress passed the Veterans Employment Opportunities Act (VEOA). VEOA affected employment by federal agencies. The act extended affirmative action and reporting responsibilities of federal contractors and subcontractors to all U.S. veterans who served on active duty during a war or in a campaign.

Zagreb Global Group informs its clients that they may be entitled to tax incentives available to them for hiring veterans. The Veterans Opportunity to Work (VOW) to Hire Heroes Act of 2011 was passed to provide tax incentives to employers who hire unemployed veterans. There are two main tax incentives in the VOW Act for employers:

The Returning Heroes Tax Credit provides an incentive for businesses to hire unemployed veterans.
- Short-term unemployed: a tax credit of 40% of the first $6,000 of wages (up to $2,400) for employers who hire veterans that have been unemployed at least 4 weeks.
- Long-term unemployed: a tax credit of 40% of the first $14,000 of wages (up to $5,600) for employers who hire veterans that have been unemployed longer than 6 months.
The Wounded Warrior Tax Credit doubles the tax credit for hiring long-term unemployed veterans with service-connected disabilities.

In addition to tax credits, employers benefit from hiring men and women who have military training and have acquired experience that builds character, discipline and leadership. Newly hired veterans may require on-the-job training to perform the function. The bottom line, however, is that both the employer and the veteran benefit in these cases.

Zagreb Global Group management and staff salute our veterans. We thank them for their service to the country. Marijan Pavisic says, “We honor veterans on Veteran’s Day, which is one day out of the year. We should honor them every day by giving them opportunities to obtain meaningful employment after they leave service. By doing so, they can be proud of their contributions to the success of their company and to society as a whole.”

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How Deal With an Employee Who Has Posted Negative Comments About the Company or It’s Employees on Facebook or Other Social Media By Marijan Pavisic with Zagreb Global Group

August 5, 2015 PavisicGroupHR Consulting, HR Management, HR Workshops, human resources, Human Resources Consulting, marijan, marijan pavisic, mario pavisic, pavisic, Pavisic Group, pavisic mario, small business, small business investing, staffing, Staffing Company, start-ups, unions, venture capital, working visas, zagreb, zagreb global, Zagreb Global GroupLeave a comment

How Deal With an Employee Who Has Posted Negative Comments About the Company or It’s Employees on Facebook or Other Social Media By Marijan Pavisic with Zagreb Global Group

With all those new managers and employees entering workforce that are used to sharing every second of their personal life online, companies who are spending major budgets on branding and image control, are cracking down on employees using company property accessing social networks, or personal on company time. Once something is posted out there, it stays and attracts comments and responses. For the most part person posting initial statement won’t like the responses, but then again…think before post states Marijan Pavisic, a senior consultant with Zagreb Global Group. Marijan assists employers in setting up “social network” policies as well as dealing with issues when employees post…before they think.

Key Points

It is prudent for employers to prepare and implement a social media in the workplace policy in order to avoid risks of disclosure of confidential and proprietary information and claims of cyberbullying, harassment and discrimination.
Communication and consistent enforcement of the social media policy to all employees will avoid claims that employees were unaware of the policy.
Employers should aim to strike a balance between monitoring employee activity on social media and respecting employee privacy rights.
Social media policies should clearly articulate the legitimate business interests the employer seeks to protect as well as provide clear definitions of prohibited behavior and private and confidential information and spell out the consequences for violations of the policy.
An employer should use caution when disciplining employees based on social networking activities as certain union and nonunion employee rights need to be considered.
An employer may discipline an employee for posting negative comments on a social networking site if the employee’s comments are offensive or inappropriate, and not related to employment issues.

Can One Be Fired For Posting Something On Facebook Or Any Other Social Network?

According to Marijan with Zagreb Global Group, short answer is ‘YES YES YES”. According to recent research and analysis, 25% of firing is due to “social network” postings. Whether you are posting about product, managers, subordinates, leadership or coworkers once you hit “send” or “post” button, the end result is out of your hands. It also shows one can’t control one’s impulses.

With Facebook boasting 750 million users, and millions more using Twitter, LinkedIn, and other social networking sites to post content, chances are good that many employees at any given company have a social media presence. You may consider your online posts to be personal — put up for friends and family, not coworkers and bosses. But what if your boss finds your page and doesn’t like what you post? Can you be fired for what you put on Facebook or other social media sites? Yes you can and chances are you will be, or it will have negative impact on your future career according to Marijan Pavisic with Zagreb Global Group.

No First Amendment Rights

Many people believe that the First Amendment to the United States Constitution, which prohibits the government from abridging freedom of speech, protects their right to say anything they want, online or off. This is incorrect, however. The First Amendment protects us from the government, not from private companies. Within limits, the government may not tell us what we can or can’t say; no such restriction applies to private employers.

Legal Protections for Online Posts

That’s not the end of the story, however. A number of laws limit an employer’s right to discipline or fire employees for what they post online. These restrictions depend primarily on what you write about.

Protected concerted activities. The National Labor Relations Act, which sets the rules for the relationship between unions and management, also protects the rights of employees to communicate with each other about the terms and conditions of their employment. This right applies whether the workplace is unionized or not. Lately, the National Labor Relations Board (NLRB), the federal agency that enforces the Act, has shown a special interest in enforcing this right against employers who discipline employees for their online posts. If a group of employees post comments criticizing management or their working conditions, for example, that might be found to be protected concerted activity, for which the employees may not be disciplined or fired.

Off-duty conduct laws. Some states prohibit employers from disciplining employees for what they do on their own time, as long as those activities are legal. In these states, an employee may be protected from discipline for online posts.

Political messages. A handful of states protect employees from discipline based on their political beliefs or activities. In these states, an employee who is fired or disciplined for expressing particular political views online might have a legal claim against the employer.

Retaliation. A number of federal and state laws protect employees from retaliation for reporting certain types of problems (discrimination, harassment, unsafe working conditions, and so on). If an employee reports a problem online, and the company takes action against the employee based on the post, that could constitute illegal retaliation.

Marijan offers simple advice. When posting, do so about kids, pets, vacations and avoid religion, politics and negative postings about company, fellow employees and race. That is if you care about your career, reputation, professional image and being respected. If you do not…..go ahead…post away !!!! It is your internet.

Marijan Pavisic is a Senior Consultant with Zagreb Global Group a Human Resources Consulting and Staffing Organization.

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Must-Haves for Defensible Documentation By Marijan Pavisic With Zagreb Global Group

July 31, 2015 PavisicGroupC-Level executives, CEO, HR Consulting, HR Management, HR Workshops, human resources, Human Resources Consulting, human resources staffing, manager human resources, marijan, marijan pavisic, mario pavisic, pavisic, Pavisic Group, pavisic mario, zagreb, zagreb global, Zagreb Global GroupLeave a comment

Must-Haves for Defensible Documentation By Marijan Pavisic With Zagreb Global Group

You know how important clear and thorough documentation is. But your managers may be another story according to Marijan Pavisic with Zagreb Global Group.

Thankfully, Marijan with Zagreb Global Group has some steps managers can use to make documenting performance issues less painful — and more defensible if ever brought up during a lawsuit.

What managers need to do

Specifically,Marijan said that for it to help — not hurt — employers in court, managers need to make sure their documentation touches on these seven points:

The unmet expectations. What goals, policies or standards has the employee not met?
The behavior that needs to change. It’s important managers keep their observations of the employee’s conduct objective.
The employee’s explanation for the behavior. It’s important that documentation reflect the worker’s side of the story. Not only does it show fairness, but it also helps keep workers accountable for their behavior.
The action plan going forward. This doesn’t have to be as detailed as a performance improvement plan, Marijan Pavisic says. But it should include what steps the worker plans to take, as well as what the manager will do to help the employee improve.
How much time the worker has to correct the problem. Marijan recommends managers set realistic, but short intervals to follow up and gauge progress.
Any consequences that will result if the problem persists. Be clear, but use punishment sparingly, Marijan says.
The results of follow-up meetings with the worker. You want to address whether or not the employee has made any progress toward improvement.

Marijan Pavisic is a Senior Consultant with Zagreb Global Group, a Human Resources Consulting and Staffing Organization.

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Zagreb Global Group, LLC, (ZGG), a human resources consulting and staffing company located in Hackensack, N.J. ZGG markets a full range of HR consulting and staffing services to companies ranging in size and scope from start-ups to fortune 500. We serve the needs of customers in multiple industries in a dynamically changing environment.

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Costly Hiring Mistakes Employers are Making By Marijan Pavisic with Zagreb Global Group

July 31, 2015 PavisicGroupCEO, Consulting, Diversity, HR Consulting, HR Management, HR Workshops, human resources, Human Resources Consulting, human resources staffing, marijan, marijan pavisic, mario pavisic, pavisic, Pavisic Group, pavisic mario, small business investing, Staffing Company, unions, zagreb global, Zagreb Global GroupLeave a comment

Costly Hiring Mistakes Employers are Making By Marijan Pavisic with Zagreb Global Group

Some analysts are predicting 2015 will be a big year for hiring. That’s good news. But the bad news is some employers have glaring holes in their hiring processes.

Every organization has some turnover, concedes Marijan Pavisic with Zagreb Global Group. So, to stay ahead of the turnover curve, constant hiring and recruiting is essential.

Not paying attention can cost you big, Marijan Pavisic points out. First, there are the direct costs:

recruiting ads
fees paid to headhunters, professional recruiters or placement firms
training costs for having sent the employee to job-specific training seminars, and
severance costs when the employee is let go.

And the indirect costs:

Staff time, which is part of payroll costs. How many managers and colleagues are involved in the recruiting process from the beginning, drafting or approving the ads, reviewing resumes, interviewing candidates (either by telephone or in person), checking references, negotiating contracts concerning working conditions, salary and benefits? The staff time involved surely went well beyond the people in the HR Department, and when everything is all added up in man- or woman-hours, the figure is likely to be fairly hefty according to Marijan Pavisic with Zagreb Global Group.

Productivity costs, which are hard to calculate but very real nonetheless. In business, a team of people is typically only as strong as the weakest link on the team. Even just one bad hire is likely to drag down the productivity of the whole team.

Lost opportunity costs, which are much harder to calculate, but can be vastly more significant. What lucrative sales contracts did the company lose because the employee who didn’t work out screwed up an order? If the new employee was supposed to get a marketing campaign for a new product line off the ground, how much revenue had been budgeted from that new line that did not materialize, in whole or in part? How much time did the wrong hire set you back? How long will it take you to recover?

Morale and resulting turnover costs. People like to work with other smart people who energize them and spur them on to greater heights. One member of a team who’s not pulling his or her weight can demoralize a whole team and sour the good people forced to put up with the hiring mistake on the whole company (“who hired this yo-yo in the first place?”). The resulting dent in morale on the good people you wanted to keep can easily result in unwanted turnover, with all its associated costs stated by Marijan Pavisic with Zagreb Global Group.

Litigation costs, which are extremely difficult to predict, but can reach deeply into a company’s coffers. Of course you know you’re terminating the employee for cause because they just couldn’t do the job. But what if they decide to concoct some illegal reason why you fired them, claiming it was because of race, ethnicity, national origin, gender, age or some other protected area. The legal fees needed just to get these kinds of cases tossed out of court can be prohibitive, which is why so many companies will simply settle a case. And if the employee’s attorney is skillful enough to actually get the case before a sympathetic jury, you could be staring down a seven-digit verdict — on top of whatever your own company lawyer is costing you.

Pitfalls you need to avoid

More than three-quarters (76%) of employers plan to grow their workforce this year, according to HireRight’s “2015 Employment Screening Benchmark Report.” That’s certainly encouraging.

But not all of the findings were as chipper as that figure.

In producing the report, the background check provider HireRight polled more than 3,000 HR, recruiting, security, and management professionals to find out what their hiring practices look like.

It found some employers are making mistakes that could hurt them down the line.

A handful of the most common mistakes:

Failing to verify credentials. HireRight found that 50% of employers weren’t checking job candidates’ education backgrounds, and 32% weren’t checking previous employment. This is particularly concerning when you consider that 86% admitted to having caught a candidate in a lie at one time or another.
Not re-screening after the initial hire. Just because a person was squeaky clean when you hired him or her five years ago doesn’t mean their record’s still spotless. HireRight warns that failing to spot potentially dangerous additions to an existing employee’s record could leave you open to negligent retention claims down the road.
Failing to drug test. Changing marijuana laws are making this a more complex area, but HireRight suggests that more employers consider conducting pre-hire and ongoing drug tests in the name of preserving workplace safety and productivity, and decreasing absenteeism. Currently, 34% of employers don’t conduct any type of drug testing, the poll found.
Conducting risky social media screenings. HireRight says 36% of respondents use social media to screen applicants, a figure which is growing. This is an area where employers need to tread carefully to make sure they’re not screening out applicants for discriminatory reasons or digging up protected information.
Not going over the border. HireRight says 15% of respondents conduct global screening — a figure it deems too low. The firm says it’s important for companies to take their screenings global and not bypass verifying candidate’s non-U.S. work history and qualification claims.

Marijan Pavisic is a senior consultant with Zagreb Global Group, a Human Resources Consulting and Staffing Company.

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Do You Have A Trusted Advisor By Marijan Pavisic With Zagreb Global Group

July 31, 2015 PavisicGroupCEO, Consulting, HR Consulting, HR Management, HR Workshops, human resources, Human Resources Consulting, human resources staffing, manager human resources, marijan, marijan pavisic, mario pavisic, pavisic, Pavisic Group, pavisic mario, staffing, Staffing Company, zagreb, zagreb global, Zagreb Global GroupLeave a comment

Do You Have A Trusted Advisor By Marijan Pavisic With Zagreb Global Group

According to Marijan Pavisic with Zagreb Global Group a Human Resources Consulting and Staffing Company,A trusted advisor is someone who has exceptional, targeted knowledge in a particular industry or with a specific product; one you can expect to provide unbiased advice. While you presume all of your employees attain the same attributes, choosing an outside trusted advisor guarantees an individual who isn’t partial to your company’s inside politics and is an expert in one exclusive area. There are various reasons you may want to consult with a trusted advisor, but you aren’t sure where to start. Let’s review some qualities of a true trusted advisor, particularly health insurance or payroll advisors says Marijan.

Health insurance and payroll are complicated, especially for an employer making such important decisions for the entire company. There are several options, laws, and avenues to take into consideration when deciding the best path. Benefits brokers can assist employers with all aspects of health insurance. In addition to brokers, accountants and financial advisors can aid employers with payroll and tax needs. If you are considering seeking out an advisor for health insurance, payroll ,Human Resources or all, you should greatly weigh the benefits these trusted advisors can bring to your company as stated by Marijan Pavisic with Zagreb Global Group.

The benefits of a trusted advisor

In many ways a trusted advisor can be of great importance. As you know, navigating through all the laws and possibilities of health insurance, plus organizing and handling of payroll processing, is daunting, time consuming and slightly intimidating. When you rely on an advisor to help you hone in on the most suitable options for your company, other major benefits appear. Here are a few ways trusted advisors save you time and stress associated with managing health insurance benefits and payroll:

Overall, trusted advisors save companies money.
Trusted advisors take into consideration all aspects of health insurance – medical, disability and worker’s compensation.
Trusted advisors conduct health risk assessments to determine areas of weakness and provide valuable solutions.
Trusted advisors provide HR support.
Trusted advisors manage the entire payroll process.
Trusted advisors educate employees on health insurance options.
Trusted advisors will ensure your compliance.
Trusted advisors are long-term partners.

How to choose a trusted advisor

When researching, interviewing and choosing a trusted advisor, there are several items to consider. You are entrusting an individual to listen carefully to your company’s needs, to evaluate past experiences and predict future needs, and to remain loyal. So what should you look for in a trusted advisor? The Wall Street Journal released an article, “How to Hire a Health-Insurance Broker or Agent,” describing the qualities of a trusted advisor for your heath insurance or payroll needs.

Reputation – How did you hear about this advisor? Did you get a referral from a highly regarded peer? Be sure to scope out this individual’s references, license and registrations, first and foremost. You can also contact the state insurance commissioner’s consumer hotline to review the advisor’s record taking note of any concerns.

Expertise – How much does this advisor know about health insurance or payroll? There are various aspects to health care and payroll, and some advisors may specialize in just one area, such as retirement. If you are looking for an all inclusive health insurance advisor, for example, be sure that this individual understands every option available so that your company gets exactly what it needs.

Capabilities – Does this advisor have experience with your size company? If the individual works alone, he or she may not be suitable for a large company’s needs, where as a small business only needs one individual who wears many hats. Also, be sure to find out if your company would be assigned one advisor, or if you would have to work with various people. Having just one contact you can count on can make a drastic difference.

Organization – Trusted advisors should contact you with all upcoming important dates with plenty of time to act. In particular, renewals are something each company deals with annually. Based on the previous year, employers may or may not want to make significant changes to their current health insurance. Employers need plenty of time to examine their options without feeling rushed into making an important decision. Even if employers don’t make changes to the health insurance plan, it’s important to review the current plan annually.

Trusted advisors may be your key to bettering your health insurance plans or payroll needs. There are many reasons to consider working with a trusted advisor, and with the perfect fit, the expertise, loyalty and unbiased opinions are comparable to none. If you are looking for a long-term partner who can direct you in choosing a better health insurance option or efficiently, and accurately, handle your payroll needs, human resources or staffing needs contact Zagreb Global Group where we will partner with you in navigating those challenges so you can grow your business.

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20 Things That Mentally Strong People Don’t Do-Brought To You By Marijan Pavisic with Zagreb Global Group

July 31, 2015 PavisicGroupBenefits, CEO, Diversity, HR Consulting, HR Management, HR Workshops, human resources, Human Resources Consulting, human resources staffing, marijan, marijan pavisic, mario pavisic, pavisic, Pavisic Group, pavisic mario, staffing, start-ups, zagreb, Zagreb Global GroupLeave a comment

20 Things That Mentally Strong People Don’t Do-Brought To You By Marijan Pavisic with Zagreb Global Group

We at Zagreb Global Group often write about the things we believe we all should be doing, trying or experimenting with in order to maximize our success and happiness as stated by Marijan Pavisic. However, it’s not always the things we do that make the biggest difference in our lives; it’s often the things we avoid doing that have the biggest effect. As human beings, we have a strong aversion to notdoing; we feel that in order to produce results, there must be an initial action.

However, because we are almost always doing something, piling on more and more often has a negative effect, rather than a positive one. Among the mentally strong, there are several actions that are avoided in order to produce the greatest benefit in the shortest period of time.

These actions are those that the mentally strong avoid, and that we should consider adapting as our own:

Dwelling On The Past

Mentally strong individuals focus on the present moment and on the near future. They understand that the past is out of our control and the far future is about as predictable as the weather this winter.

Remaining In Their Comfort Zone

The comfort zone is a dangerous place, a dark abyss where anyone who remains there for too long loses his or herself entirely. Staying within your comfort zone is giving up on life.

Not Listening To The Opinions Of Others

Only the foolish believe themselves to be sufficient in all regards. When it comes to brainstorming, ideas can’t so much be forced as they can be caught. A good idea is a good idea, regardless of whether or not you came up with it. Don’t let your ego get the better of you; if someone has great advice to give, take it.

Avoiding Change

What the mentally strong understand that the mentally weak do not is that change is unavoidable. Trying to avoid the inevitable is pointless. Therefore, trying to avoid change is pointless; it’s a mere waste of time and energy.

Keeping A Closed Mind

You don’t know everything. Even the things you believe yourself to know are likely to not be entirely true. If you keep a closed mind, you are preventing yourself from learning new material. If you stop learning, you stop living.

Letting Others Make Decisions For Them

Only you should be making your own decisions; you can’t allow others to make them for you. All this does is shift the responsibility from you to someone else, but the only person failing in the end is you. If you don’t have the courage to fail, then you don’t have the courage to succeed.

Getting Jealous Over The Successes Of Others

When others succeed, you should be happy. If they can do it, so can you. The success of others does not, in any way, lessen the chances of you succeeding. If anything, it should motivate you to keep pushing forward.

Thinking About The High Possibility Of Failure

Our thoughts control our perspective; our perspective controls our results. The mentally strong understand this and use this to their advantage. There’s always the chance you may fail, but as long as there is the chance you may succeed, it’s worth trying.

Feeling Sorry For Themselves

Sh*t happens. Life can be hard. People get hurt; others die. Life isn’t all roses and butterflies. You will fall off that horse again and again and again. The question is, are you strong enough to keep getting back on it?

Focusing On Their Weaknesses

Although working on our weaknesses does have its benefits, it’s more important to focus on banking on our strengths. The most well-rounded person is not the person that gets the furthest in life. Being average in all regards makes you average. However, mastering a certain skillset or trait will allow you to beat the competition with less effort.

Trying To Please People

A job well done is a job well done, no matter who is judging the final product. You can’t please everybody, but you can always manage to do your very best.

Blaming Themselves For Things Outside Their Control

The mentally strong know the things they can control, understand the things they cannot control, and avoid even thinking about that which is completely out of their hands.

Being Impatient

Patience isn’t just a virtue; it is the virtue. Most people don’t fail because they aren’t good enough, or aren’t capable of winning or succeeding. Most people fail because they are impatient and give up before their time has come.

Being Misunderstood

Communication is key in any properly functioning system. When it comes to people, things get a bit more complicated. Simply stating information is never enough; if the receiving party misunderstands you, your message is not being properly relayed. The mentally strong do their best to be understood and have the patience to clear up misunderstandings.

Feeling Like You’re Owed

You aren’t owed anything in life. You were born; the rest is up to you. Life doesn’t owe you anything. Others don’t owe you anything. If you want something in life, you only owe it to yourself to go out and get it. In life, there are no handouts.

Repeating Mistakes

Make a mistake once, okay. Make a mistake twice… not so okay. Make the same mistake a third time, you may need to consider giving up alcohol and drugs. You’re either stupid or permanently high.

Giving Into Their Fears

The world can be a scary place. Some things frighten us with good cause, but most of our fears are illogical. If you know that you want to try something, try it. If you’re scared, then understand that being scared of failing must mean that succeeding means a whole lot to you.

Acting Without Calculating

The mentally strong know better than to act before completely understanding the situation at hand. If you have time to ponder over something and cover all your bases, then do so. Not doing so is pure laziness.

Refusing Help From Others

You’re not Superman; you can’t do it all. Even if you can, why should you? If others are offering to help, let them help. Be social. Listen to their ideas and watch how they do things. You may learn something. If not, then you can teach them something and do what humans are meant to do: socialize.

Throwing In The Towel

The biggest weakness in all of humanity is giving up — calling it quits, throwing in the towel. The mentally strong go about things in such a way. Only do things if they are important to you; forget the things that aren’t important to you. If they’re important to you, then pursue them until you succeed. No exceptions, ever.

Marijan Pavisic is a Senior Human Resources Consultant with Zagreb Global Group, a Human Resources Consulting and Staffing Organization.

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Court draws the line on what is-and isn’t-a disability By Marijan Pavisic with Zagreb Global Group

July 30, 2015 PavisicGroupHR Consulting, HR Management, HR Workshops, human resources, Human Resources Consulting, human resources staffing, marijan, marijan pavisic, mario pavisic, pavisic, Pavisic Group, pavisic mario, staffing, Staffing Company, zagreb, Zagreb Global GroupLeave a comment

Court draws the line on what is-and isn’t-a disability By Marijan Pavisic with Zagreb Global Group

The Americans with Disabilities Act Amendments Act so expanded the definition of a disability that just about anything’s considered a disability these days. Just not what this employee was trying to sell to a California court according to Marijan Pavisic with Zagreb Global Group.

Meet Michaelin Higgins-Williams. She was a clinical assistant at Sutter Medical Foundation.

About three years into her employment, Higgins-Williams visited her doctor complaining about stress caused by interactions with her manager and Sutter’s HR team.

The doctor diagnosed her with adjustment disorder with anxiety.

As a result of the diagnosis, Sutter granted Higgins-Williams a stress/disability-related leave of absence under California’s Moore-Brown-Roberti Family Rights Act and the FMLA.

When Higgins-Williams exhausted her leave allotment, she returned to work. But all was not rosy.

She quickly received a negative performance evaluation from her manager. Higgins-Williams also claimed that she began to be singled out by her manager for performance problems.

About a month after she returned to work, Higgins-Williams requested additional time off as an accommodation for her disability. Sutter approved additional leave for her as stated by Marijan Pavisic with Zagreb Global Group.

Transfer requested

Shortly before Higgins-Williams was scheduled to return to work, her doctor submitted a status report to Sutter stating that Higgins-Williams needed to be transferred to another department and be supervised by a different manager. The doctor also requested additional leave for Higgins-Williams, which was granted

Roughly two months after that, Higgins-Williams’ doctor requested an additional month of leave. The doctor also requested that following the additional month of leave, Higgins-Williams be placed in a light duty position.

After this request, Sutter informed Higgins-Williams that:

her doctor didn’t provide any info as to when she’d be able to return to her position
there was no information to support a conclusion that additional leave as an accommodation would help her return to her position, and
Without either of those two pieces of info Higgins-Williams would be terminated.

When the doctor failed to provide that info, Higgins-Williams was fired.

Disability discrimination?

Following her termination, Higgins-Williams sued claiming disability discrimination, failure to engage in the interactive process, and failure to provide reasonable accommodation under California’s Fair Employment and Housing Act (FEHA).

FEHA is a law that closely mirrors the ADA in terms of the protections it provides to disabled individuals. The FEHA, however, is much more lenient (in employees’ favor) than the ADA when it comes to determining what’s a disability and what isn’t.

For Higgins-Williams to have a case, the court — California’s 3rd District Court of Appeal — first needed to determine whether or not she was disabled.

Its verdict:

“An employee’s inability to work under a particular supervisor because of anxiety and stress related to the supervisor’s standard oversight of the employee’s job performance does not constitute a disability under FEHA.”

This ruling has to be music to employers’ ears. Just when it was starting to look like courts would allow anything to be considered a disability for which employers need to seek reasonable accommodations, this court draws the line.

The court said an inability to work under a particular supervisor didn’t quit reach the relatively low bar an impairment must reach to be considered a disability. The court even surmised that simply having an inability to do a job could be enough to qualify someone as “disabled,” but Higgins-Williams wasn’t plagued by an inability to perform her job.

So her lawsuit was tossed.

Brought to you by Marijan Pavisic with Zagreb Global Group a Human Resources Consulting and Staffing Organization.

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