A mission statement that is SPECIFIC inspires ACTION! A mission statement that is vague causes confusion.
3 Steps for a Specific Mission Statement:
Example: We will accomplish _____________, ____________, and ____________ (3 Economic Objectives) by ______________ (Deadline) because ____________________ (your "why").
Call John at 701 226 0941 to create a specific mission for your organization that inspires action!
Content Credit: Donald Miller's "How to Grow Your Small Business"
Find Your 3 Key Characteristics:
This is a simple exercise that will transform you, your leadership team, and your organization!
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6 Keys for Successful Small Business:
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On March 11, 2021, President Joe Biden signed into law the American Rescue Plan Act (ARPA) of 2021 to provide economic relief during the coronavirus pandemic. The $1.9 trillion measure has several provisions of note that directly affect employers.
Paid Leave
COBRA
Dependent Care Assistance Programs (DCAP)
Unemployment
The Employee Retention Credit
This credit, enacted under the CARES Act, is extended to Dec. 31, 2021. It allows qualifying employers to claim a credit for wages paid to workers they retained on their payroll during the pandemic.
Small Businesses
Pension Plan Relief
By Jeff Nowak on December 21, 2020POSTED IN FFCRA, LEGISLATION
Late last night, as I read through House Speaker Pelosi’s press release announcing a stimulus deal, I focused in on the following statement that the new stimulus bill:
Supports paid sick leave: The agreement provides a tax credit to support employers offering paid sick leave, based on the Families First framework.
Naturally, my tired brain read the “Families First” phrasing to mean that FFCRA stalwarts in Congress were able to negotiate an extension of FFCRA leave beyond its current expiration date of December 31, 2020. I WAS WRONG.
Here’s the LATEST info:
FFCRA Leave Ends This Month, but Tax Credits Continue for Leave Voluntarily Extended to Employees
The current version of the bill, which is expected to be called for a vote this evening, results in the following:
In other words, FFCRA leave is no longer required, but if covered employers voluntarily provide these leave benefits through March 31, 2021, they are eligible to take the tax credit for the leave.
Please note: I am not reading this amendment to mean that an employer can take a tax credit for an entirely new bucket of FFCRA leave on January 1, 2021. No, no, no! If an employee used 80 hours of paid sick leave (EPSL) earlier this year, for instance, they technically would not have had access to a new EPSL bucket on January 1, 2021. Therefore, the employer cannot take the credit for additional EPSL provided in 2021. That said, if the FMLA 12-month period resets under the employer’s policy, it seems apparent that an employee would be entitled to paid FMLA once again. Perhaps the DOL or IRS will provide updated guidance on this, but this interpretation seems to be the most logical based on a reading of the statutory text.
Also note: This bill does nothing for public employers, as unfortunately, they never were able to take the tax credit. For these folks, no mandatory FFCRA leave and no tax credit.
You want a taste of the new statutory language? Click here for 5593 pages of stimulus overload (pdf).
Don’t Forget State Laws
Like the federal government, many state and local governments enacted similar paid COVID-leave laws and ordinances earlier this year to assist employees dealing with COVID-19 or caring for family members affected by the pandemic. Although larger employers (with 500 or more employees) are not governed by FFCRA, several states and a few municipalities have enacted or amended paid sick leave laws to account for time off due to COVID-19 related reasons. For example, Colorado, New Jersey, Oregon, the District of Columbia and several cities in California (Emeryville, Long Beach, Los Angeles, Oakland, Sacramento, San Diego, San Francisco, San Jose, San Mateo, and Santa Rosa) have extended FFCRA-like benefits to employers not covered by the federal law.
Some of these laws also expire December 31, 2020. But some do not. It is critical that employers be mindful of other paid leave requirements under state and local laws, as well as their own paid leave and PTO policies.
What else is contained in this House bill?
For a more comprehensive analysis of this House bill, a few Littler colleagues and I review it here.
In general, it is recommended for employers to offer vaccinations to employees on a voluntary basis; however, employers in most states may be able to mandate COVID-19 vaccinations as long as the employer complies with the Americans with Disabilities Act and Title VII of the Civil Rights Act.
The Equal Employment Opportunity Commission has released specific guidance (Section K) on the COVID-19 vaccine. It has also updated its Pandemic Preparedness for the Workplace guidance to reflect the current COVID-19 pandemic. The guidance indicates that an employer must consider reasonable accommodations for employees with disabilities and those employees whose religious beliefs conflict with receiving a vaccine.
If your workforce is covered by a collective bargaining agreement (CBA), a required vaccination would be a condition of employment that may already be included in the CBA or may need to be bargained with the union before such a policy could be implemented.
If the vaccine is mandated by the employer, the employer may be required to cover the cost of the vaccine and pay an employee for time spent getting the vaccine. Under the Fair Labor Standards Act, an employer must cover any work-related expenses for an employee if the cost of the expense would drop the employee below minimum wage. State laws may also require payment.
In addition, an employer is obligated to pay an employee for time spent seeking medical attention that is required by the employer and occurs during work hours.
A certain farmer had become old and ready to pass his farm down to one of his two sons. When he brought his sons together to speak about it, he told them: The farm will go to the younger son.
The older son was furious! “What are you talking about?!” he fumed.
The father sat patiently, thinking.
“Okay,” the father said, “I need you to do something for me. We need more stocks. Will you go to Cibi’s farm and see if he has any cows for sale?”
The older son shortly returned and reported, “Father, Cibi has 6 cows for sale.”
The father graciously thanked the older son for his work. He then turned to the younger son and said, “I need you to do something for me. We need more stocks. Will you go to Cibi’s farm and see if he has any cows for sale?”
The younger son did as he was asked. A short while later, he returned and reported, “Father, Cibi has 6 cows for sale. Each cow will cost 2,000 rupees. If we are thinking about buying more than 6 cows, Cibi said he would be willing to reduce the price 100 rupees. Cibi also said they are getting special jersey cows next week if we aren’t in a hurry, it may be good to wait. However, if we need the cows urgently, Cibi said he could deliver the cows tomorrow.”
The father graciously thanked the younger son for his work. He then turned to the older son and said, “That’s why your younger brother is getting the farm.”
Successful People Initiate
Most people only do what they are asked, doing only the minimum requirement. They need specific instructions on most things they do.
Conversely, those who become successful are anxiously engaged in a good cause. They don’t need to be managed in all things. They don’t just do the job, they do it right and complete. They also influence the direction for how certain ideas and projects go.
Most importantly, those who become successful initiate. They reach out to people, ask questions, make recommendations, offer to help, and pitch their ideas.
Being successful requires being proactive and not waiting for life to come to you. It means you’re on offense, not defense. You’re active, not passive.
In every organization, there are a select few employees who would be difficult to replace. For the most part, most people are like the older son in the story. Most people could be easily replaced. Most people are passive and reactive. They require specific instructions.
They need to be governed and managed in all things.
Initiation always involves some degree of risk. You’re putting yourself out there and there is a chance you could fail.
Conversely, doing only what you’re told entails no risk and carries no responsibility. It’s playing safe.
Conclusion
Are you an initiator? You absolutely can be.
But if not, one thing is for certain: Life isn’t going to wait for you.
The next time you interview a candidate to fill a position at your company, find out if they have the same drive as the younger son. Ask them how they would define initiative. Ask them to give you examples of how they practice initiative in their life. Take what they tell you into account when making your hiring decision. As the inventor Thomas Edison is credited as saying, “Opportunity is missed by most people because it is dressed in overalls and looks like work.”
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