Petaluma, California – May 10, 2013 — Star Staffing, (www.starhr.com), the leading provider of staffing solutions to the Wine and Manufacturing Industries in Northern San Francisco Bay Area, is continuing to expand and thrive.
“It is very exciting to be growing at the pace we are. So far this year, we have already increased our staff by 25%. We also plan to add an additional 15% in the next 2-4 months. One of the most instrumental new positions we have added to aid in our growth is a Director of Operations. We are pleased to announce the hiring of Mary Ann Mancuso as Director of Operations. Ms. Mancuso will be focused on supporting Star’s growing business through strategic workforce planning, implementation, and helping streamline and refine processes,” said Owner and CEO, Lisa Rogelstad.
“Star Staffing was the perfect choice for me after several interviews and multiple job offers. As a community advocate it means a lot to me to work for a company that is entrenched in the community and has a direct impact on the local economy. Lisa and Nicole have a philosophy that matches best with my vision of the kind of organization I want to be affiliated with. I wanted to work for a company where community and business relationships were a top priority and I found that with Star,” said Director of Operations, Mary Ann Mancuso.
“After an extensive search and a great deal of consideration, we have hired Mary Ann Mancuso as Director of Operations” said Star Staffing’s Vice President and Owner, Nicole Smartt. “She will bring a fresh approach to our team and the fact that she has industry knowledge and experience, within small and large size successful companies, will prove invaluable in the long run. We were looking for a Director of Operations with leadership ability and a strong personality and believe Mary Ann possesses those qualities. She’s very well respected in the Napa Community, is a consummate professional and her knowledge and background will be an incredible asset for our team and organization.”
Currently, Star Staffing has offices in Healdsburg, Santa Rosa, Petaluma, and Napa with satellite offices in Ukiah, Fairfield, and Sonoma. Star Staffing has an aggressive expansion plan for next 5 years and are delighted to be thriving and growing so quickly.
About Star Staffing
Founded in 1998, Star Staffing is the Northbay’s premier staffing provider holding offices in Petaluma, Healdsburg, Santa Rosa and Napa with satellite offices in Sonoma, Ukiah, and Fairfield. Star Staffing was recently honored as a 2011 Best Placement Service by the Northbay Biz Journal and in 2012 a Best Company to do Business with in Napa. Star Staffing offers recruiting and screening, payroll and time attendance management, on-site management, risk reduction programs, employee rewards and benefits, and knock your socks off service to a multitude of companies, including manufacturing, industrial, clerical, administrative, accounting, finance, information technology, and professional services.
A popular topic in Human Resources with Employers is to pay or not to pay for travel expenses for Non Exempt Employees. What is the proper procedure and industry standard?
Employers are often confused as to whether they must pay nonexempt employees for time traveling to, and attendance time at, a work-related function.
Certain types of employees, who are classified as exempt employees (on salary), are not entitled to overtime pay as guaranteed by the Fair Labor Standards Act (FLSA). If an employee is classified as exempt (vs. non-exempt) their employer is not required to pay them overtime pay.
With the exception of travel from home to work and back, most travel time is considered work time.
You must pay nonexempt (hourly) employees for any time they are permitted to work or required to be there.
If you require nonexempt employees to attend a conference away from their typical work place, you must pay them for the travel time to and from the conference, minus the time of their usual commute. If air travel is required, you must pay them (subtracting their usual commute time) from the time they leave their house until they reach their destination, or until they no longer perform work (they have checked into the hotel). If they are free to do what they choose your obligation to pay ends. If they go straight to the conference, you continue to pay.
Because traveling does not require the employee to employ his/her skills, pay for travel time can be at a rate of pay less than the employee’s normal rate of pay. You can pay the employee as little as the minimum wage. The lowest hourly wage an employer may pay a nonexempt employee, currently $8.00 per hour, for travel pay. Travel time is counted as work time and overtime pay may be due for travel.
Unless you are specifically classified as an “exempt” worker, your employer must pay you overtime wages for any hours you work over 40 hours in a workweek. The employer must pay overtime wages at a rate of at least one and one-half times (150%) your regular hourly rate.
If travel time pay is less than the employee’s normal earnings, explain this difference to all employees in advance, make it part of your personnel policy. You must reimburse the employee for all out-of-pocket travel expenses.
Did you know?
If you are overweight, losing just 5-7% of body weight, that’s 10-15 lbs in a 200 lb person, can reduce your risk of diabetes. (National Institutes of Health)
Low sodium diets have blood pressure lowering benefits. It is recommended to consume less than 1 teaspoon of table salt a day. (National Heart Lung and Blood Institute)
Physical activity not only helps control your blood pressure, it also helps you manage your weight, strengthen your heart and manage your stress level.
Small changes can make a big difference to your health and wellness. If people made the choices to eat better, engage in more physical activity, reduce the harmful use of alcohol and quit smoking, at least 80% of all heart disease, stroke and type 2 diabetes – and over a third of cancers – could be prevented, according to the World Health Organization. Poor eating habits and lack of physical activity are the major contributing factors to being overweight and obese in the U.S.
Make healthy eating choices
Healthy eating can reduce the risk of chronic illness and disease, including the three leading causes of death: heart disease, cancer and stroke.
Healthy eating tips include:
• Make half your plate fruits and vegetables
• Make half the grains you eat whole grains – such as oatmeal, whole wheat bread and brown rice
• Choose fat-free or low-fat milk, yogurt or cheese
• Drink water instead of sugary drinks
• Choose lean sources of protein – such as seafood, turkey and chicken breast, eggs and beans
• Choose foods with less sodium – look for “low sodium” and “no salt added” on food packages
• Eat some seafood each week – such as salmon, tuna or crab
• Pay attention to portion size – when eating out, avoid “supersizing” your meal or take some home for later
For substantial health benefits, adults are encouraged to engage in 30 minutes of moderate exercise*, five days a week. This can be done through activities such as:
• Taking a brisk walk at lunch
• Going for a bike ride after work
• Working in the yard
• Cleaning the house
• Joining a sports league
• Going to the gym
• Swimming laps at the pool
* Moderate activity is safe for most people. If you have a chronic health condition such as heart disease, arthritis, diabetes or other symptoms, talk with your doctor about the types and amounts of physical activity right for you
EMPLOYMENT UPDATE — MAY 2012
|FEBRUARY 2012||MARCH 2012||APRIL 2012||MAY 2012|
|Non Farm Employment||+227,000||+120,000||+115,000||+69,000|
|Professional and Business Services||+82,000||+31,000||+62,000||-1,000|
|Computers Systems and Design||+10,200||+3,900||+7,400||+5,300|
|Transportation and Ware.||+10,600||+2,800||-16,600||+35,600|
|Education and Health Care||+71,000||+37,000||+23,000||+46,000|
|Leisure & Hospitality||+44,000||+39,000||+12,000||-9,000|
The Employment Situation – May 2012
Nonfarm payroll employment changed little in May (+69,000), and the unemployment rate was essentially unchanged at 8.2 percent, the U.S. Bureau of Labor Statistics reported today. Employment increased in health care, transportation and warehousing, and wholesale trade but declined in construction. Employment was little changed in most other major industries.
Household Survey Data
Both the number of unemployed persons (12.7 million) and the unemployment rate (8.2 percent) changed little in May.
Among the major worker groups, the unemployment rates for adult men (7.8 percent) and Hispanics (11.0 percent) edged up in May, while the rates for adult women (7.4 percent), teenagers (24.6 percent), whites (7.4 percent), and blacks (13.6 percent) showed little or no change. The jobless rate for Asians was 5.2 percent in May (not seasonally adjusted), down from 7.0 percent a year earlier.
The number of long-term unemployed (those jobless for 27 weeks and over) rose from 5.1 to 5.4 million in May. These individuals accounted for 42.8 percent of the unemployed.
The civilian labor force participation rate increased in May by 0.2 percentage point to 63.8 percent, offsetting a decline of the same amount in April. The employment-population ratio edged up to 58.6 percent in May.
The number of persons employed part time for economic reasons (sometimes referred to as involuntary part-time workers) edged up to 8.1 million over the month. These individuals were working part time because their hours had been cut back or because they were unable to find a full-time job.
In May, 2.4 million persons were marginally attached to the labor force, up from 2.2 million a year earlier. (The data are not seasonally adjusted.) These individuals were not in the labor force, wanted and were available for work, and had looked for a job sometime in the prior 12 months. They were not counted as unemployed because they had not searched for work in the 4 weeks preceding the survey.
Among the marginally attached, there were 830,000 discouraged workers in May, about the same as a year earlier. (The data are not seasonally adjusted.) Discouraged workers are persons not currently looking for work because they believe no jobs are available for them. The remaining 1.6 million persons marginally attached to the labor force in May had not searched for work in the 4 weeks preceding the survey for reasons such as school attendance or family responsibilities.
Establishment Survey Data
Total nonfarm payroll employment changed little in May (+69,000), following a similar change in April (+77,000). In comparison, the average monthly gain was 226,000 in the first quarter of the year. In May, employment rose in health care, transportation and warehousing, and wholesale trade, while construction lost jobs.
Health care employment continued to increase in May (+33,000). Within the industry, employment in ambulatory health care services, which includes offices of physicians and outpatient care centers, rose by 23,000 over the month. Over the year, health care employment has risen by 340,000.
Transportation and warehousing added 36,000 jobs over the month. Employment gains in transit and ground passenger transportation (+20,000) and in couriers and messengers (+5,000) followed job losses in those industries in April. Employment in both industries has shown little net change over the year. In May, truck transportation added 7,000 jobs.
Employment in wholesale trade rose by 16,000 over the month. Since reaching an employment low in May 2010, this industry has added 184,000 jobs.
Manufacturing employment continued to trend up in May (+12,000) following a similar change in April (+9,000). Job gains averaged 41,000 per month in the first quarter of this year. In May, employment rose in fabricated metal products (+6,000) and in primary metals (+4,000). Since its most recent low in January 2010, manufacturing employment has increased by 495,000.
Construction employment declined by 28,000 in May, with job losses occurring in specialty trade contractors (-18,000) and in heavy and civil engineering construction (-11,000). Since reaching a low in January 2011, employment in construction has shown little change on net.
Employment in professional and business services was essentially unchanged in May. Since the most recent low point in September 2009, employment in this industry has grown by 1.4 million. In May, job losses in accounting and bookkeeping services (-14,000) and in services to buildings and dwellings (-14,000) were offset by small gains elsewhere in the industry.
Employment in other major industries, including mining and logging, retail trade, information, financial activities, leisure and hospitality, and government, changed little in May.
The average workweek for all employees on private nonfarm payrolls edged down by 0.1 hour to 34.4 hours in May. The manufacturing workweek declined by 0.3 hour to 40.5 hours, and factory overtime declined by 0.1 hour to 3.2 hours. The average workweek for production and nonsupervisory employees on private nonfarm payrolls was unchanged at 33.7 hours.
In May, average hourly earnings for all employees on private nonfarm payrolls edged up by 2 cents to $23.41. Over the past 12 months, average hourly earnings have increased by 1.7 percent. In May, average hourly earnings of private-sector production and nonsupervisory employees edged down by 1 cent to $19.70.
The change in total nonfarm payroll employment for March was revised from +154,000 to +143,000, and the change for April was revised from +115,000 to +77,000.
With over 60 years of combined experience, our recruiters have had their share of less than desirable interviews. The job interview is your opportunity to create a positive impression of yourself, and can mean the difference between the door opening, and the door slamming shut. Here are eight tips designed to help you create a favorable–and memorable–impact!
1. BE ON TIME!
By being late you are making a poor first impression before you even arrive. There is NO excuse for being late and trying to make one can upset the person interviewing even more. Leave early, do whatever it takes. BE ON TIME!
2. Dress Appropriately
Dress for the part AND environment. If you are interviewing in an office (even if it is for a farm position) wear office attire. If you are interviewing in a warehouse, we don’t expect you to wear a suit, but be presentable. Never wear anything too revealing or dirty. Make sure to groom appropriately and not wear too much perfume or cologne. My best advice is to Dress to Impress!
3. Cell Phones
Leave your cell phone in the car. This way it cannot interrupt you or your interviewer in any way. If you think you will need information out of your phone for the interview (such as a phone number for a reference) write it down on a piece of paper in advance.
4. Be Prepared
Bring your resume, a note pad, references, certificates or reference letters, etc. Your interviewer may already have this information but you will look prepared if you bring it with you. Also make sure to take the time to learn a little about the company and position you are interviewing for. Take some time to think of the questions you may be asked (but don’t rehearse your answers or you will sound too scripted).
5. Use your manners
Be polite and professional. Be friendly and outgoing but don’t make jokes. Also don’t try to be best friends with or flirt with the interviewer. Answer the questions directly and don’t babble. Don’t badmouth bosses or coworkers, etc. Look confident and have good posture. Don’t play with your hair or put your feet up. Make direct eye contact!
6. Be confident
Talk about and be proud of your accomplishments, both professionally and personally. Have goals for your career and tie them to the position you are interviewing for. Have a passion about why you want to work in the field/industry you are interviewing for and talk about how you are going to further your knowledge in that area. The more intelligent and informed you are, the more impressive you will look.
7. Ask Questions
Not only will this make your interviewer know that you are interested in the position but it will give you a chance to make sure you understand what you might be getting into. If the interviewer doesn’t offer you a chance, ask to ask.
8. Send a thank you note
It is easy to send an email, but make the extra effort to mail your interviewer a hand written thank you note. It once again reinforces your interest in the job. It doesn’t take long, but make it sincere.
Everyone could use a little help with communications skills from time to time. And since we all have limited time to communicate, we should try to make the best of it. When you talk with people, you define your relationship with them. Choose your words carefully and you will build trust and a positive reputation. Try using these principals to steer conversations.
Respond, don’t react – Weigh your words before you speak. Don’t assume that you know everything about a situation before you respond. Ask questions and listen.
See the influences – Many factors outside the conversation can affect how you and the other person speak. Recognize if, for example, you are ready to snap at someone because you are stressed about another situation. Analyze what may be influencing the other person too.
Create the right first impression - The first words you speak will set the tone for the conversation and how the other person views you.
Seize the opportunity - Choose the response that will leave the other person with the impression that you want to make. Remember also that others may be watching the conversation, or the other party may talk about your conversation with them later. One conversation can influence the way many people see you.
Close the conversation - Always end with a positive comment. Follow up after an important conversation. Check in to clarify any possible misunderstandings, by asking questions or reinforcing your message. Thank the other person with whom you had a positive encounter. Send a note of apology if you didn’t handle the encounter well.
Approach each conversation with the right attitude and it will be easier to choose the best words and convey the right tone.
“If businesses are to grow their way out of the current economic malaise, they will have to get more productivity out of their people—not by cutting and slashing, but by nurturing, engaging, and recognizing.” – John A. Bryne, editor-in-chief, Fast Company magazine
In a down economy, a manager’s first instinct is to cut back. And the “soft side” of business—including recognition programs— is often the first to be slashed. But when you cut recognition, you are sacrificing the future. As Adrian Gostick and Chester Elton describe it in the book, “A Carrot a Day”, recognition is the lifeblood of innovation, retention and productivity. It’s what keeps employees motivated in the tough times. (And it’s why they’ll still be devoted when things improve.)
Managers and employees are constantly looking for the secret of “motivating their people.” Therein lies the problem. You can’t motivate people- But you can set an example and create an environment where they will motivate themselves. As a leader, the secret to creating a successful work environment is to first create an atmosphere in which success can occur. This means a continuous positive attitude on your part and continuous positive reinforcement from your employees. It means recognizing and rewarding great performance.
The tone for the company is set by creating the right work environment (and the right boss environment). Word of mouth is just as powerful from your employees as it is from your customers. If you treat your customers great and your employees lousy, that mixed message is devastating at the cash register.
So many leaders fail to realize that their employees go home and talk about their day with you, just like customers go home and talk about their purchases and experiences with you. And the internal customer is just as powerful as the external one. When you have a great, productive, high-earning team the word gets out. The “law of attraction” kicks in. Great talent will call and want to work for you. What a great dilemma to have!
At Star Staffing, we treat our customers just the same as our employees. We understand that our employees and internal staff are the ones who make us the premier staffing firm we are today. We believe in recognizing our employees for positive behavior and performance. One of our employee recognition programs is our Star of the Month where we recognize an individual in each office that demonstrates the following:
- Performance –meeting and exceeding work load expectations, completing tasks early, taking on additional tasks when requested.
- Safety – adheres to all safety rules, makes suggestions for keeping the workplace and others safe.
- Perfect Attendance – always on time and ready to work, returns on time from breaks.
- Attitude – maintaining a positive attitude, being willing, going above and beyond.
We value and appreciate each and every one of our employees. Although we recognize them through numerous programs, we thought we would dedicate an entire month tailored to them. We will be providing them with thank you notes, cupcakes and goodies, gifts, and in the last week of September, they will have a chance to win a 32 inch plasma TV! We are excited to take the month of September to recognize each individual on a specific attribute that contributes to our success. Together, we make the difference!