Mind Your P's and Q's
– or at least know them!
By Mary Beth Nibberich

Not your pints and quarts, as they say in jolly old England, but mind your policies and queries. Sometimes managers apply policy guidelines to some employees while they completely overlook other violators of same policy. Or even worse, managers will make the grave mistake of referring to a policy that is not even in existence. Can any of us recall the last time we cozied up to our policy manual and reviewed what we have in place or for that matter, update and add policies that are applicable to today's standards.

For instance, a manager recently went through a termination process because the employee was caught using her cell phone on company time. While talking on the phone, she was away from her work area and left a machine she was operating unattended. Although she had permission from her immediate supervisor, the manager saw this in direct violation of company policy. Did I forget to mention that no such policy existed (oops).

Think of how technology has changed (complicated) the way we supervise employees. Does your manual contain a policy on iPods, cell phones, or Gameboys. Remember the good old days when we had to just agree on what radio station we would play in our cubicles. While some offices condone the use of iPods and realize the benefits of employees being happy listening to their favorite tunes, being wired at the front desk might not be the most welcoming form for greeting a patient.

How about that smoking policy? Can we discriminate when it comes to hiring smokers or treat our smoking employees differently? The state of Missouri has lifestyle discrimination laws on the books. These laws protect applicants from being treated differently because of the individual's lawful off-duty activities, such as social activities, second jobs, political affiliation, smoking and obesity.

When dealing with your smoking employees, a clear and concise smoking policy must be understood and reinforced. For instance, about two years ago, SSM Healthcare System made it a company wide policy that all smoking is prohibited inside their facilities and on their property. Sister Mary Jean Ryan, SSM Chief Executive Officer, spearheaded this policy and made a bold and firm commitment to ensuring the safety and health of all of their patients. This policy does not state that smokers can't be hired but there will be no smoking during the hours of work on their premises.

As a manager, knowing your policy manual inside and out is crucial. Maybe it is time to dust off that manual and do a little Q & A on your P's & Q's. Here are some pointers as you proceed:

Create a sense of buy-in. Form committees or poll your employees on any changes or additions to the manual.
Give the employees notice about effective dates - give the employees time to ask questions, prepare, and adjust.
Spell out the consequences. Don't just make it all nice and tidy; but set forth the ramifications of violating new and improved policies.
Know your state laws. While time isn't always on our side, then it is always a good idea to consult with your legal counsel prior to implementing a new policy.

Next time an employee queries you regarding FMLA, smoking policy, funeral leave, whatever the policy might be, be prepared and make sure your answers are accurate, in writing, and understood.

* Source: www.amnhealthcare.com/features.asp

Be Ambitious, Aim High!
By Mary Beth Nibberich

Don't you just love this time of year, the spring weather, baseball season, school picnics, and graduation ceremonies. Whether it is a high school graduation or some level of degreed program from a university, college or technical school, graduations are a source of pride not only for the graduates but for parents, family and friends as well.

Parents are elated for more than just the positive monetary affect a graduate will have on the bottom line, but this right of passage fosters the hopes and dreams that maybe, just maybe, this class will help bring order, peace, civility, and equality in this unsettled world.

When it comes to hearing good speeches at graduation ceremonies, I am a self-proclaimed junkie. I don't even have to have a child or relative in the graduating class to get emotional. Every time the orchestra plays "Pomp and Circumstance" chills run up my spine. All that talk of promise, success, hardwork, community service directed at the next class of leaders, well, let's say it gives me a lump in my throat.

It's all so inspiring and last week I had the good fortune of attending Washington University's graduation ceremony in St. Louis. The event is always held outside in the area referred to as the quadrangle that is surrounded by the four oldest buildings on campus. Truly a picturesque setting for such a momentous occasion. There were close to 2,600 graduates in the Class of 2006 and the weather was fully cooperating.

When the Chancellor announced that John Majors, former Prime Minister of Britain, would be addressing the graduates, I had no idea what a treat awaited us in hearing this global leader share his life story. His story was unlike many other commencement speakers that have come before.

He started with telling this class of accomplished and intelligent students that he never finished high school. Wow, what courage, what humility, to stand in front of a graduating class and admit that due to his parents' failing health, he was forced to drop out of school and find a job. But he was never deterred from learning and doing the right thing. So you ask yourself, how does someone without the formal education go on to be a world leader and prominent diplomat. He followed his instincts and never underestimated what he could achieve. Majors simply stated, "Be ambitious, aim high. With luck, skill and effort there is no ambition that need be denied you."

As students in the University of Life, we can't afford to confuse classroom education with the continuing education we get everyday by working with people, getting to know people, and listening to people. Everyday should be an opportunity to continue our growth and service.

The Latin inscription above the archway in the quadrangle reads: Discere Si Cupias Intra: Salvere Lubemus ("If you desire to learn, enter: We bid you welcome"). This inscription could very appropriately greet us at our offices, our homes, our churches, and our meeting places. Congratulations to the Class of 2006. Be ambitious, aim high!

Education: The bar has been raised
By Scott Foster

Family and friends line the rows of seats. Volunteers are directing the masses of people dressed in their caps and gowns. "Does the tassel go to the right or left?" As the graduates proceed down the aisles, the crowd erupts. Feelings of relief, amazement, and wonder flood the senses. The time of commencement is at hand!

In today's business climate, more and more jobs are being outsourced, mentors and leaders of yesterday are retiring, and technology drives everything, continuous education has never been more important. Employers that maintain a learning organization where employees are a part of a culture that enables them to continually acquire and share knowledge can gain the competitive advantage for the future.

For the employee of today and tomorrow, we are charged with a life long process of learning. We bring value, insight, and diversity to all of our businesses. The more intellectual and experiential capital we gain, the more we secure our success and the success of others.

Sources: Noe, Raymond A. Employee Training and Developing, 3rd edition, 2005;
National Center for Education Statistics

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