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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Labor Day: What Is It Really All About? By Marijan Pavisic with Zagreb Global Group

September 7, 2015 PavisicGroupC-Level executives, CEO, HR Management, HR Workshops, human resources, Human Resources Consulting, human resources staffing, marijan, marijan pavisic, mario pavisic, pavisic, Pavisic Group, pavisic mario, resume writing, small business, staffing, Staffing Company, start-ups, startup, venture capital, working visas, zagreb, zagreb global, Zagreb Global GroupLeave a comment

Labor Day: What Is It Really All About? By Marijan Pavisic with Zagreb Global Group

Labor Day, commonly referred to as the “unofficial end of summer,” is celebrated every year on the first Monday in September. For many of us, it is more than just a day. It is a weekend marking the end summer vacation, the closing of community pools, summer camp grounds, public beaches; and yes, one of the biggest shopping weekends of the year. You know…, those ‘Back to School Day’ sales!

Like many holidays throughout the year, we celebrate and have a good time. We participate in the traditions for the holiday that are being celebrated in our communities. You name it! There are parades, picnics, pool parties, relaxing on the beach and yes, the ever popular barbeque!

Like everyone else, Zagreb Global Group consultants and recruiters take time to spend with our families on Labor Day weekend. For our kids, it is a long weekend break from the first few days of the school year. However we celebrate, do we really know what Labor Day is all about? Do we know why it is designated a national holiday? What is the origin of Labor Day? What about not wearing white after Labor Day? Now there is an interesting question. Know the answer?

Perhaps like many of you, Zagreb Global Group staff set aside a portion of the holiday weekend to catch up on work to be ready for our clients on Tuesday morning. Yes, we have fun too, but like many of you perhaps, far from our minds are the questions about Labor Day that I highlighted, and certainly not the answers.

Marijan Pavisic of Zagreb Global Group says, “It is often stated that our country was built by the dedication and achievements of the American workers.” Zagreb Global Group dedicates this blog to the American workforce. We salute the social and economic contributions American workers have made, and continue to make to the strength, prosperity and well-being of our country.

In tribute to the American workforce and to the holiday, Zagreb Global Group would like to share a bit of historical trivia to keep the genesis and the meaning of Labor Day alive and in perspective.

Here is a bit of ‘Histrivia’ about Labor Day:

Labor Day has its origins in Toronto, Canada where the first labor parade was held in 1872, stemming from labor disputes.
The first celebration took place in New York City in 1882 with a parade in Union Square. Why parades? Street parades were held to demonstrate strength and espirit de corps of the workers in the community.
Oregon was the first state to declare Labor Day a state holiday in 1887 followed by Colorado, New York Massachusetts and New Jersey in the same year. By 1894, thirty states recognized the holiday.
In 1894, President Grover Cleveland declared the first Monday in September a national day of celebration.

Now to the interesting question about when to wear white. The origin of the “no-white-after Labor Day” rule is symbolic and has nothing to do with workers. Be that as it may, there are many that follow the rule, and wear darker colors after Labor Day. In the early 20^th century, white was the fashion of choice of the well-to-do, who shed their dark and drab city clothing when they migrated to warmer climates. White clothing was a pleasing contrast to the dark colors and was considered pleasure wear. Likewise, the not so well-to-do working class resorted to wearing white during summer months to stay cool. When Labor Day came around, summer was considered over and the end of wearing white until the next year. So began the trend of “no-white-after Labor Day”.

So now you know a little more than you knew about Labor Day before reading this blog. The entire staff of Zagreb Global Group wishes you a happy and safe Labor Day holiday. Have Fun!

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Employee Handbooks: Under Increased Scrutiny By Marijan Pavisic with Zagreb Global Group

August 10, 2015 PavisicGroupCEO, Consulting, Diversity, HR Management, HR Workshops, human resources, Human Resources Consulting, human resources staffing, marijan, marijan pavisic, mario pavisic, pavisic, Pavisic Group, pavisic mario, staffing, zagreb, zagreb global, Zagreb Global GroupLeave a comment

Employee Handbooks: Under Increased Scrutiny By Marijan Pavisic with Zagreb Global Group

The employee handbook is a vital and essential communications document between employer and employees. Its main purpose is to communicate employer policies, benefits and employment related expectations to its workers. The employee handbook lays out the legal obligations of the employer and the rights of the workers. It also outlines what employees should expect from the company.

As part of its consulting services, Zagreb Global Group conducts HR Audits. A review of employee handbooks is a major item on the audit list. Zagreb Global Group consultant Marijan Pavisic advises clients that employee handbooks have come under scrutiny recently by the National Labor Relations Board (NLRB). The scrutiny arises from recent cases where it was found that employee handbooks contained unlawful policies. According to Marijan, “there has been an increase in unfair labor charges filed with the NLRB that raised issues with employee rules and policies outlined in the employee handbook.”

In response to the increase in charges involving employee handbook rules and policies, as well as inquiries from labor law practitioners, the NLRB issued Memorandum GC 15-04, Report of the NLRB General Counsel Concerning Employer Rules. The memorandum details specific cases where employee handbook rules and policies were deemed unlawful under the National Labor Relations Act (NLRA). In consultation with its clients, Zagreb Global Group references the memorandum, to provide clarity on what is acceptable under NLRA rules. “It is important to understand,” according to Marijan Pavisic, “that the memorandum was issued by the NLRB on rulings based on the NLRA, which by design, focuses on employee rights.” The rulings cited in the memorandum covered employee handbook polices that regulate and/or restrict employee conduct in several areas. The areas cited were confidentiality, conduct towards supervisors, conduct towards fellow employees, contact with the media, leaving work, etc. Employers should take note of these developments; particularly since the NLRA covers non-union as well as union represented workers.

Zagreb Global Group consultants have found instances where the wording in employee handbooks is not as clear as it should be and can be misinterpreted. This is not to imply that employers deliberately draft their employee handbooks to restrict or prohibit worker’s rights. However, poorly written rules and policies are subject to misinterpretation and can lead to unfair labor practice filings. This can be very costly to the company. To be clear and cover the bases, here are some typical subject areas that should be included in employee handbooks for the protection of the company as well as the employees:

General Employment Information – Overview of business and general employment policies such as employment eligibility, job classification, employee records, termination and resignation procedures, etc.
Non-Disclosure Agreements and Conflict of Interest Statements – Neither is legally required, however, both protect company trade secrets and proprietary information.
Anti-Discrimination Policies – Compliance with Equal Employment Opportunity laws prohibiting discrimination and harassment, are mandatory. Employee handbooks must contain information on these laws and expectations of employees to comply.
Compensation – Explanation of federal and state payroll deductions, benefit deductions, payroll schedules, overtime pay, etc.
Standards of Conduct – Outlines company policy on ethics, dress codes, workplace behavior, activities regulated by the government; if performing government work, etc.
Work Schedules – A description of work hours, schedules, attendance and absence policies, flex-time, telecommuting, etc.
Safety – Company policy on maintaining a safe and healthy workplace. Compliance with Occupational Health and Safety Administration (OSHA) standards.
Technology – Company policies on the proper use and protection of company equipment, hardware and software, protection of customer and employee information.
Company Leave – Leave policies should be documented; particularly leaves that employees are legally entitled to under state and federal law. Military leave, family medical leave, jury duty, etc., should be documented to comply with the laws. Personal leave time for sickness, vacations, death in the family and holiday schedules should be documented as well.
Employee Benefits – Description of benefits and eligibility requirements, especially benefits required by law.

This above list is not all inclusive; however it covers the important subject areas that should be documented in every company’s employee handbook.

Zagreb Global Group urges employers, particularly in non-union companies, to review your employee handbook to make sure the words are clear, the meanings are what you intended and there is no room for misinterpretation.

Through our HR Audits, Zagreb Global Group provides assurance that our clients’ employee handbooks are in legal compliance and clearly communicate company intentions and expectations to 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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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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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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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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“Try-Buy” A Staffing Strategy for Start-ups and Small Businesses By Marijan Pavisic with Zagreb Global Group

July 29, 2015 PavisicGroupHR Consulting, HR Management, marijan, marijan pavisic, mario pavisic, pavisic, Pavisic Group, small business, small business investing, staffing, Staffing Company, start-ups, unions, venture capital, working visas, zagreb, Zagreb Global GroupLeave a comment

“Try-Buy” A Staffing Strategy for Start-ups and Small Businesses By Marijan Pavisic with Zagreb Global Group

No one would argue that starting a new business has enormous challenges and obstacles. Likewise, no one would argue that running a well-established small business also has enormous challenges and obstacles. The staff for a new start-up usually consists of one person, a few partners, sometimes husband and wife, etc. As small businesses begin to establish themselves in the marketplace and grow their customer base, they realize they need to hire workers to take care of their customers. Rather than undertaking the task of hiring permanent staff, it may be best in the beginning, to employ temporary workers. Then, after a probationary period, if they produced results, they can be hired as permanent employees. This is a viable option. It is a concept in the HR world called; Try-Buy.

In many cases, small business owners do not have an experienced HR staff needed to handle recruiting and staffing. Marijan Pavisc, Zagreb Global Group Consultant says, “During the start-up phase, companies generally cannot afford to hire seasoned HR personnel and pay them prevailing market salaries”. Marijan further explains that “to save on expense, companies will often hire HR personnel with less experience at lower salaries. They don’t realize that they could increase their liabilities as a direct result of hiring people with limited experience”. When the time comes for hiring in a new start-up, employing the Try-Buy concept is ideal for initial staffing. Zagreb Global Group service offerings include staffing for temporary contract jobs as well as staffing for permanent positions.

As an HR Consulting and Staffing company, small business companies are the majority of Zagreb Global Group’s customer base. “These companies need the expertise of experienced and seasoned HR specialists to handle their recruiting, staffing, onboarding, etc.,” according to Marijan Pavisic.

Try-Buy as a staffing concept works well. Like everything else, there are advantages and disadvantages to contracting temporary rather than full time permanent workers. Zagreb Global Group consultants provide advice on this concept, and we make sure our clients have a complete and thorough understanding before making their important staffing decisions.

A few advantages:

Employers do not have to pay benefits for temporary employees. There are no employer payments for social security, Medicare taxes, unemployment insurance and workman’s compensation, etc., for temporary employees. The estimated cost savings in overhead is over 20%.
There is greater flexibility in staffing. If a probationary hire does not work out, they are let go. It’s that simple! Under a Try-Buy agreement, it is understood that they are out if they do not produce results.
Reduced exposure to lawsuits. Temporary workers are not protected by state and federal laws. They are not entitled to vacations or time off for sickness. They cannot sue for wrongful termination if they are let go.
If the temporary worker is hired as a permanent employee, they are already trained; they know the job, their co-workers, the workings of the company, etc. All of which was learned as a temporary worker at substantially less cost.

A few disadvantages:

In a Try-Buy staffing arrangement, the boss has less control over the worker. This could be a problem for hands on bosses. The worker can be told what to do, but cannot be treated as an actual employee. Doing so could be risky and may result in an employee classification status, of the individual, as an employee of the company. If this happens, the employer is required to pay benefits and taxes.
Knowing that they can be terminated at any time, workers do not invest in company loyalty and some may seem not to care if the company does well. Perhaps they just want to do the job and go home. Nothing more; nothing less. Such behavior should be taken under consideration if the worker is being considered for long term employment. This may not be ideal if management is trying to build a culture of loyalty among all employees.
The worker’s tasks are governed by the agreement. There is less flexibility for the boss in assigning work that is not specified in the agreement.

At the end of the probationary period, the decision is made to let the person go, or offer the job on a permanent basis as set forth in the agreement. Zagreb Global Group consultant Marijan Pasivic says “employing Try-Buy makes sense in the beginning when starting a company. It saves a lot of headaches from layoffs, termination suits and the unpleasant task of firing workers. This is a way to build a business with the type of workers needed for long-term success”.

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HR Terminology for “Dummies” by Marijan Pavisic with Zagreb Global Group

July 25, 2015 PavisicGroupCEO, Consulting, Diversity, HR Consulting, HR Management, HR Workshops, human resources, Human Resources Consulting, human resources staffing, marijan, marijan pavisic, mario pavisic, Michael Garrett, pavisic, Pavisic Group, staffing, Staffing Company, working visas, zagreb, zagreb global, Zagreb Global GroupLeave a comment

HR Terminology for “Dummies” by Marijan Pavisic with Zagreb Global Group

Our mission at Zagreb Global Group is to provide HR Consulting and Staffing services to companies across multiple industries. A large portion of our consulting work is with small companies that do not have an HR infrastructure. Marijan Pavisic, Zagreb Global Group consultant says “the most common issues we deal with, particularly in the smaller companies, are a minimal understanding of HR Terminology by the owners, managers, and employees”.

This is a continuation of my previous blog on HR Terminology. I would like to reiterate that my blog is not meant to insult; it is meant to help. HR terminology is well understood by Human Resource experts. After all, they use it every day. People who don’t work in the field are not knowledgeable in understanding HR terminology. They may have general knowledge of certain terms. It is important for those who are not HR experts to understand HR terminology, in managing the business, and to ensure that they are in compliance with industry standards and government regulations.

Employment discrimination is an area that small businesses can be vulnerable. Let’s look at a few federal laws that are important to know and understand:

Title VII of the Civil Rights Act of 1964

Title VII of the Civil Rights Act of 1964 protects individuals against employment discrimination on the basis of race and color, as well as national origin, sex, and religion. Title VII applies to employers with 15 or more employees, including state and local governments. It also applies to employment agencies, labor organizations, as well as the federal government.

There are questions as to whether Title VII applies to sexual orientation. Just recently, an article appearing in The National Law Review reported that the Equal Employment Opportunity Commission (EEOC) issued an opinion stating that Title VII’s ban on sex discrimination also forbids employment discrimination based on sexual orientation. It is unclear as to whether the courts will agree with EEOC’s conclusion.

Americans with Disabilities Act (ADA) of 1990

The ADA is a federal anti-discrimination law which prohibits private employers, state and local governments, employment agencies and labor unions from discriminating against qualified individuals with disabilities in job application procedures, hiring, firing, advancement, compensation, job training and other terms, conditions and privileges of employment.

The ADA affords similar protections against discrimination to Americans with disabilities as the Civil Rights Act. In addition to protections under the Civil Rights Act, the ADA requires covered employers to provide reasonable accommodations to employees with disabilities.

Maintaining a safe work environment is critical and it’s the law; federal law. Failure to comply can result in serious consequences as stated by Marijan Pavisic with Zagreb Global Group.

Occupational Safety and Health Act (OSHA) of 1970

OSHA defines standards that employers must comply with in order to provide working conditions that are safe and free from any health hazards for all employees. The law also requires employers to provide employees with protection against workplace hazards that could result in illness, injury or death to an individual. Employers are required to communicate to employees the information on hazardous materials or chemicals they may be required to handle. This act is enforced by the Occupational Safety and Health Administration (OSHA) according to Marijan Pavisic with Zagreb GLobal Group.

Zagreb Global Group consultant Michael Garrett, formerly a Customer Service and Billing Operations executive says “100% commitment to a safe work environment is imperative to employee well-being, and providing quality service to the customers. Safety is always first and foremost. An unsafe workplace directly impacts operational objectives, and can adversely affect customer satisfaction and financial results”.

Associated with these laws are guidelines, forms, reporting requirements, all of which generate their own HR terminology that is important to understand. Zagreb Global Group protects companies from being vulnerable when it comes to compliance with government regulations and industry standards. Marijan Pavisic is currently engaged with several companies advising on what they need to do to avoid costly mistakes. Zagreb Global Group ensures that our clients understand HR terminology, laws, policies and concepts to minimize costly mistakes so they can concentrate on managing their business.

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