2011’s Most Unusual Excuses For Missing Work

CareerBuilder.com once again provides us with a daily dose of humor through their annual employer survey of the most unconventional excuses they have received from employees for missing work. Below are the most unusual answers.

• “My 12-year-old daughter stole my car and I had no other way to work. I didn’t want to report it to the police.”
• “Bats got in my hair.”
• “A refrigerator fell on me.”
• “I was in line at a coffee shop when a truck carrying flour backed up and dumped the flour into my convertible.”
• “A deer bit me during hunting season.”
• “I ate too much at a party.”
• “I fell out of bed and broke my nose.”
• “I got a cold from a puppy.”
• “My child stuck a mint up his nose and we had to go to the ER to remove it.”
• “I hurt my back chasing a beaver.”
• “I got my toe caught in a vent cover.”
• “I had a headache after going to too many garage sales.”
• “My brother-in-law was kidnapped by a drug cartel while in Mexico.”
• “I drank anti-freeze by mistake and had to go to the hospital.”
• “I was at a bowling alley and a bucket filled with water (due to a leak) crashed through the ceiling and hit me on the head.”

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Veterans Well-Suited to Fill Technical Labor Shortages

The Siemens Initiative to Support Military Families, whose recruiting strategy is supported by an exclusive partnership with Orion International, was once again in the news recently and is featured in a Reuters article, as well as on the HR Law Blog, BLR. The coverage comes on the heels of Siemens announcement that they will be furthering their commitment to veterans by reserving an additional 150 positions for them. Previously, Siemens pledged to fill 10% of their 3,000 open positions in conjunction with Joining Forces, the White House’s national initiative to increase programs and opportunities for military families. Siemens has not only met that goal, but exceeded it by hiring 450 veterans since committing to Joining Forces.

Siemens’ pledge to hire even more veterans to fill many of their technical openings is indicative of a larger skilled worker deficit hitting the manufacturing industry. A recent article by Lucia Mutikani, So Many US Manufacturing Jobs, So Few Skilled Workers, notes that in addition to Siemens, other manufacturing companies have vacancies ranging from six to 200 positions, with some of those positions being open for more than six months. The article also proposes that veterans may be the answer to this shortage.

One such veteran is James Lamz, a former Surface Warfare Officer in the Navy and Orion alumni, now working within Siemens’ Sales and Marketing Development Program. He recently attended a White House meeting with the Executive Director of Joining Forces, Brad Cooper, along with Siemens' Senior Director of Talent Acquisition, to discuss Siemens' alliance with the White House on the Joining Forces campaign.

Lamz is the second Orion alumnus to be given the opportunity to visit the White House in conjunction with Joining Forces. Nicholas Espe, a Service Specialist with Siemens Industry and former Nuclear Electrician’s Mate, attended the Presidential kick-off of Joining Forces at the White House back in April.

Mutikani’s article cites the recent ManpowerGroup, Inc. 2011 Talent Shortage Survey Results, which found that 52% of US employers are having trouble filling positions within their company. An article on Military.com reports that one in three employers globally report difficulty filling jobs, particularly those involving a skilled trade, including industries that require electronic, electrical, mechanical and electro-mechanical technicians, due to lack of available talent, the highest percentage since before the recession in 2007. With statistics like these, it stands to reason that Manufacturing is one of the industries worst hit by this shortage.

Part of the issue, according to Mutikani, is that American colleges are producing fewer and fewer math and science graduates. This coupled with an aging work population and a decline in skilled technicians has led to large numbers of vacancies for high paying manufacturing positions. "There's been a steady trend of media reports regarding a lack of skilled trade workers and technicians, even despite the recent recession," Mike Starich, President of Orion International, tells Lin, "Back in my father's day, when you graduated high school you would go to a trade school or college, or enter the blue-collar work force. As America's economy has evolved, there’s been a bigger emphasis on four-year degrees, and this 'white-collar push' has created a vacuum where there are fewer people skilled in the trades."

In response to this shortage, Siemens and other companies are targeting military. "The comprehensive technical training and experience gained in military service is extremely valuable in today's workplace," said Mike Panigel, Senior Vice President of Human Resources for Siemens Corporation said in a recent press release. "Veterans possess a unique skill set in technical areas that are a great match with many of our over 3,000 open positions."

Hire a Hero, Hire a Vet hopes that other companies will follow Siemens' lead and turn to veterans to fill their expanding recruiting needs.

New Tax Credits for Hiring Veterans Signed into Law

Employers were given yet another incentive to hire veterans on November 21, 2011, when President Obama signed into law two new tax credits, the Returning Heroes and Wounded Warrior Tax Credits. The Returning Heroes Tax Credit provides incentives of up to $5,600 for hiring unemployed veterans, and the Wounded Warriors Tax Credit doubles the existing Work tax credit for long-term unemployed veterans with service-connected disabilities to up to $9,600.

Eligible veterans under the Returning Heroes Tax Credit include those that are short-term unemployed for which employers will get a credit of 40% of the first $6,000 of wages (up to $2,400) for veterans who have been unemployed at least 4 weeks and those that are long-term unemployed for which employers will get a credit of 40% of the first $14,000 of wages (up to $5,600) for veterans who have been unemployed longer than 6 months.

The Wounded Warrior Tax Credit maintains the existing Work Opportunity Tax Credit for veterans with service-connected disabilities not more than one year after being discharged from the military, which is up to 40% of the first $12,000 of wages (up to $4,800), and adds a new credit of 40% of the first $24,000 of wages (up to $9,600) for employers that hire veterans with service-connected disabilities veterans with service-connected disabilities who have been unemployed longer than 6 months.

"When employers hire Veterans, they add exceptional employees with character, courage, creativity, team-building skills, and discipline that will help their businesses grow and succeed. More than ever, America needs Veterans’ proven skills, knowledge, and work ethic to fire up our economic engine and to invest in our future,” stated Veterans Affairs Secretary Eric K. Shinseki in a press release. Tax credits like these spotlight the talented workforce available in our nation's veterans.

Office Changes Employees Want Now

What is on your employee’s wish list? A recent Staples.com survey asked employees what they would change to improve their office environment. Among their desires:

• Eliminating office politics (44 percent)
• Allowing or encouraging telecommuting (41 percent)
• Upgrading computers and other office technology (37 percent)
• Getting nicer or more comfortable office furniture (35 percent)
• Providing more private work areas and more flexible work hours (tied at 34 percent each).

While some items on the list might not be in your budget, you can still make small changes that are cost efficient. Staples offer these tips for improving the office in ways that both sides will appreciate.

1. Supply the kitchen or break room with nutritious snacks that will keep employees energized and productive.
2. Research updated options for old technology. Many items such as printers and wireless networks have advanced a great deal and come with a smaller price tag.
3. Consider revamping office décor. Small changes such as replacing one or two pieces of worn out furniture or updating the conference room could do the trick.
4. Invest in technology that makes telecommuting easy.
5. Consider employee privacy concerns when making updates. Many new office furniture options have ways to increase privacy for employees.

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Colin Powell Explains "Why We Serve"

Parade Magazine's special Veterans Day edition, A Tribute to Our Nation's Veterans, includes an essay by Colin Powell titled "Why We Serve." It's an insightful read for Veterans Day that reminds us of the selfless sense of duty found in our nation's veterans. Thank you to all active duty military personnel and veterans for your service to our country! Click here to read the essay.

Thank A Veteran

Have you thought of how to best say “thank you” to the veterans in your organization on Friday?

Here are just a few ideas:

● Honor your veterans with an informal morning get-together with coffee and donuts, and invite someone to say a few words of thanks.

● Send an email to your entire staff recognizing Veterans Day and thanking the veterans in your workplace. Don’t forget to include veterans who are family members of your employees, as well.

● Simply shake a veteran's hand, and say, "Thank you."

As an additional service to your veteran employees, you may want to let your employees know about this list of freebies or discounts being offered on or around November 11 especially for Veterans.

What will you do to thank the Veterans in your organization on Veterans Day?

Please note: This is not an endorsement for any of these businesses and or their products. Hire a Hero, Hire a Vet does not benefit in any way should you or your employees choose to take advantage of them. We simply wanted to make it easier for you to help recognize the Veterans in your organization!

Tips for Engaging Employees

Ask for help. Remind your team they are part of a decision making process by posing important questions regarding your department.

Notice what gets done. Instead of focusing on what hasn’t been accomplished yet, comment on a job well done at least once a day.

Solicit ideas for improvement. Ask your employees for their thoughts on the operations of the department.

Act swiftly when needed. When there is a concern or a need for action in the office, show your employees that their concerns are worth evaluating by acting quickly.

Make time to listen. However you schedule your time to speak with each employee, stick to it.

Say thanks often. Don’t be afraid of excessive praise. Giving thanks daily makes a difference to your team and improves morale among your employees.

Admit to being imperfect. Employees don’t want to feel like they have to attain perfection. Admit to your mistakes, and ask employees how they would have made decisions differently.

Get moving. Meet regularly with employees and see if they are waiting on any action from you. Move just as quickly on your employees’ requests as you would for a boss.

Don’t talk about your employees behind their backs. It’s tempting to discuss your team’s shortcomings at a management meeting, but save your feedback for the individual whom it concerns.

Tell them what you want. Explain exactly what you want from each employee and clearly lay out expectations for him or her.

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