Making it Personnel

Talk about multitasking! Human resources professionals spend their days boosting employee morale, increasing productivity, limiting job turnover, providing training and development opportunities, improving business results and controlling costs. This, of course, is in between recruiting, hiring and orienting new staff while strictly adhering to ever-changing labor laws and efficiently maintaining records.

But, who’s there to pump up stressed out HR pros and ease their workloads? Perhaps the most qualified candidates are distributors with solutions to the unique challenges human resources departments handle on a daily basis. And, as luck would have it, a product from Houston-based Apex Business Systems provides solid, on-the-job training for distributors to learn just what some of those challenges are.

Equal Opportunity

The company added the products to its line three years ago, prompted in part by occasional inquiries from distributors serving HR customers. There was also the obvious correlation between HR solutions and tax forms—one of Apex Business Systems’ top-selling products. “We would get calls for things like [labor law] posters and payroll-related products,” recalled Neville Johnson, vice president of sales and marketing. “No one else was offering these products to the trade. In the meantime, businesses were making millions of dollars selling [the items] via the Internet or mailing catalogs. Many [end-users] were also going directly to Office Depot and [other retail locations]. So, we thought it would be a good mix; it would satisfy 100 percent of our base.”

The beauty of HR products is—like tax forms—they’re an easy sell and are required by every business. “Anytime you are in front of a customer, just ask the question: ‘So, what about your needs for HR products?’ It’s a natural [transition]. Just as with tax forms, this one simple question can bring nice orders,” Johnson noted. “Although it has been a little slower than anticipated, the [HR] product line is growing. We do have some distributors who buy a lot, but others are still not aware of the opportunity.”

Apex Business Systems’ 12-page catalog, Human Resources Essentials: Tools for Compliance and People Management, covers everything from mandatory Federal and State labor law postings, to job applications, personnel-oriented software, OSHA and HIPAA compliance and harassment lawsuit prevention. There are also confidential employee record folders for securely storing sensitive documents. The expandable style comfortably holds up to 200 forms without tearing. The back of the folders provides space to record wage and salary history, pay rate changes and reasons.

The harassment training videos are ideal for training managers and employees to identify and handle a variety of situations. In addition, viewers take an informative, 10-question true/false test before watching the videos to reveal their knowledge about harassment issues, while tip sheet handouts serve as refreshers to avoid and de-escalate future harassing behaviors and situations.

The most frequently ordered items, however, are labor law posters, reported Johnson. “Each state has its own laws mandating what employers must post for employees and applicants. The states make changes quite often. So far this year, 26 states have made changes on their posters. Everytime a change is made, [companies] have to [update] their posters. We update them as soon as new rules become clear,” he explained. “Neglecting to post all of the required federal and state notices can put companies at risk for a costly lawsuit or government fines. All of our products are in total compliance with the regulations. We know exactly what states and the federal government require, and can provide attorney-approved materials.”

The labor law posters are available in paper and laminated formats, and come in both English and Spanish. They include the most recent EEOC revisions, and information relating to minimum wage, the Family and Medical Leave Act, Fair Labor Standards Act and the Employee Polygraph Protection Act.

Johnson went on to say there is also demand for the attendance controller cards used to track hours worked, as well as record employee vacation time and sick leave. The quick and easy calendar-style cards display an entire year at a glance.

“Most HR departments already know what they want,” he continued. “The catalog is designed for distributors to leave with their prospects. It includes the retail prices and can be personalized [with the distributor’s information]. If you don’t ask, you’ll never get the order, and someone else will come in and walk away with it,” cautioned Johnson. “Profit margins average around 40 percent, and [offering HR products] is very much a repeat business. Especially now, when things are so incredibly rough out there, this is one more avenue for making some money. It’s just a matter of asking for the business.” PPR

What HR Pros Need to Know About New ADA Regs

To provide the best service to human resources customers—and retain their business—distributors must stay up-to-date with new regulations and other changes impacting the HR industry. For example, the ADA (Americans with Disabilities Act) Amendments Act of 2008 signed into law on September 25, has major implications for HR professionals.

The ADA was originally established in 1990 to “provide a clear and comprehensive national mandate for the elimination of discrimination against individuals with disabilities.” However, four U.S. Supreme Court decisions narrowed the definition of the word “disability” to such a degree that people with serious conditions like epilepsy, muscular dystrophy, cancer, diabetes and cerebral palsy have been found to not meet the definition of disability under the ADA.

Now, the House of Representatives is allowing for a far broader definition of disability under the ADA Amendments Act. To summarize, the new law does the following:

• Prohibits the consideration of mitigating measures such as medication, prosthetics and assistive technology in determining whether an individual has a disability.

• Covers people who experience discrimination based on a perception of impairment, regardless of whether the individual experiences disability.

• Provides that reasonable accommodations are only required for individuals who can demonstrate they have an impairment that substantially limits a major life activity, or a record of such impairment. Accommodations need not be provided to an individual who is only “regarded as” having an impairment.

As a result, the number of employees qualifying for accommodation will rise, depending on the makeup of the company’s workforce.

This creates a perfect opportunity for distributors to call or visit their HR clients and suggest a review of company procedures and job descriptions. Revisions may be required so no one is inadvertently excluded who might be considered disabled under the new law. Initiating the contact may lead to orders for printed documents, presentation materials and labor law signs, as policies and employees are updated in accordance with the change.

(Source: Committee on Education and Labor. For more information, visit http://edlabor.house.gov.)

Staff Promotions Pay Off

Don’t forget to ask HR clients about promotional items for awards and incentives, as well as products to support their company’s green initiatives. Bethany Brevard, owner of Proforma Professional Solutions in Austin, Texas, lucked out when she satisfied both issues with one practical solution for a Fortune 500 client.

Brevard’s client was moving employees to a new building with an environmentally friendly design, and needed a promotional product to welcome them to the location. In addition to meeting a strict budget and a tight deadline, the client wanted the item to incorporate the eco-friendly concept.

Initially, the company was leaning toward ordering stainless steel mugs to limit paper and Styrofoam waste at coffee machines. Brevard, however, proposed going with a recycled coffee mug from New York-based Garyline. Displaying the company’s “Smarter Choice” tag line and green logo, the recycled mug created a clever play on words, and stressed commitment to eco-friendly initiatives in the new building.

The company was so pleased with the proposal, it orderd 3,500 mugs for immediate production. Brevard negotiated a quick turnaround and delivered the mugs just in time for the opening. “Green products are so big right now,” she remarked. “It really pays to have the materials and promote yourself as an eco-friendly supplier.”

The client has since ordered an additional 500 mugs.