Why You Shouldn’t Dress up as Donald Trump for Halloween…Plus, Other Do’s and Don’ts for Celebrating Halloween at Work

Human resources expert explains how to manage All Hallows Eve when it comes to costumes, decorations, and in-office parties

HalloweenMore than 179 million people in America celebrated Halloween last year. With Halloween 2018 quickly approaching, many people are planning their costumes, picking out pumpkins, and otherwise getting excited to celebrate All Hallows Eve…but, how should this topic be approached in the workplace?

“Countless workplaces across the country permit or even encourage Halloween costumes in the office,” says Rob Wilson, human resources expert and President of Employco USA, a national employment-solutions firm. “Some even have costume competitions. Other offices have Halloween parties and put up decorations for the holiday. But, in this day and age, it is crucial to consider how your Halloween costume could impact your employer’s opinion of you, or what legal ramifications these common Halloween practices could pose for employers.”

To that end, workplace expert Rob Wilson has provided the below Do’s and Don’ts for celebrating Halloween in the workplace:

No Drag & No Donald. “Don’t wear any costume which mocks a certain religion, ethnicity, culture, gender or sexual orientation,” says Wilson. “For example, transgender people often find it offensive when cisgender people dress in ‘drag’ because they don’t want their identity to be seen as a joke. And, in our current political climate, it would be a bad idea to show up to the office in a Donald Trump, Christine Blasey Ford, or Bill Cosby costume. Play it safe: don’t dress up as any current celebrities or politicians, and avoid nun costumes, priest costumes, and certainly any costumes which would involve you making yourself over to look like a person of another ethnicity, i.e. “blackface,” or wearing Native American costumes or Geisha costumes if you are not of those ethnic backgrounds.”

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5 Tips for Mark Cuban to Fix the Mavericks

Human resources and leadership expert explains how to fix the Mavericks’ corporate culture

Mark Cuban“Shark Tank” star and billionaire Mark Cuban is in hot water after accounts of sexual harassment and violence within the Dallas Mavericks came to light in recent weeks. Although Cuban has faced the charges head on, even going so far as to pledge $10M to domestic violence charities, some question whether Cuban can recover…or, if the Dallas Mavericks’ workplace will ever truly be safe for women.

“It’s easy to understand why women might not want to work for an organization like the Mavericks, or why people would be hesitant to trust Cuban,” says Rob Wilson, human resources expert and President of Employco USA, a national employment-solutions firm. “After all, this abuse went on for years within the Mavericks’ workplace, Cuban’s remorse is obvious, but for the impacted employees, the apologies might feel ‘too little, too late’.”

To this end, Rob Wilson has advice for Mark Cuban and other leaders who might find themselves in a similar situation.

“If your workplace is grappling with allegations of sexual harassment, there are several steps that managers and employers need to take right away,” says Wilson.

The human-resources expert offers these 5 tips below:

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Survey: Employers Open to Hiring People with Criminal Backgrounds

H.R. expert explains why the corporate opinion on criminal backgrounds is changing, and what it means for employers

Criminal Background CheckA recent survey of Illinois employers found that companies are more open to hiring those with a criminal past than ever before.

Additionally, many states are changing previous regulations which prevented convicted criminals from working in certain fields.

“In Illinois, for example, lawmakers have made 100 occupations newly available for those with a criminal background, such as jobs in real estate and accounting,” says Rob Wilson, President of Employco USA, a national employment-solutions firm. “With these legal stipulations out of the way, many employers are looking at such candidates in a new light.”

But, is it wise for employers to take such a risk?

“When it comes to criminal backgrounds, you really have to be judicious in considering what the offense was, how long ago the crime occurred, as well as what position you are hiring the candidate for,” says Wilson. “Clearly, hiring someone with a string of drug offenses to work in a pharmacy environment or veterinary clinic could be problematic, but alternately, a person in recovery could thrive in other positions such as customer service or data entry.”

Wilson says that there is no guarantees when hiring an employee, even those without a criminal background.

“It’s easy to assume that just because a person has a criminal background, they should be avoided or looked at suspiciously, but if the crimes were in the past and they have paid their debt to society, then it is possible to consider that these people may be excellent candidates for employment,” says Wilson. “Yet proceed with caution, we recommend all employers conduct a criminal background screen prior to hiring an employee – and, make sure you are well-versed in what the crime was and what that could mean for your company.”

For more on this topic, please contact Rob Wilson at rwilson@thewilsoncompanies.com.

The Military Money Movement Podcast

Rob was recently a guest on the MilMoney Movement Podcast, covering: “What You Need to Know About Lunch Break Laws and Unfair Bosses.”

“In today’s episode 13 of the MilMoney Movement Podcast, Lacey Langford and Hank Coleman are talking with Rob Wilson, the president of The Wilson Companies and a human resources guru. Wilson Companies is a human resource outsourcing company that helps businesses that do not have an HR department. Rob shares with us a topic that happens to many in the military community, but it’s not talked about a lot, lunchtime judgment. Do you feel like your boss doesn’t think you work as hard if you take lunch? Or, are you a boss that bases your impression of an employee’s work ethic on their lunchtime habits…”

Read more and follow the link to listen below:

MilMoney Podcast

Podcast: Company Internship Programs

Rob, Scott, and Jason discuss company internship programs along with special guests Griffen and Pat – who both just completed their own internships over the summer. They touch on the do’s and don’ts, along with: goals, valuable feedback, and the significant benefits involved for both the intern as well as the employer.

Internship Programs

Contact us with any questions you may have, we’re here to help: hr@employco.com

Jim Fannin Show: Create a Winning Corporate Culture

Rob was recently a guest on Jim Fannin’s weekly podcast, The Jim Fannin Show:

“In this Jim Fannin Show episode, Rob Wilson of Employco USA shares his insight and experience of creating and fostering a winning corporate culture. Rob and I discuss decisive plans of action to help you win at work in hiring, onboarding, benefits, performance reviews and yes, even firing. Each of these processes contributes to the collection of corporate thoughts that govern the overall culture and success of your organization.”

Read more and follow the link to listen below:

Jim Fannin

Study Reveals Why Some Salaries Should Be Secret…but Some Shouldn’t

H.R. expert explains new research and how employers should apply it to their workplace

SalariesA new study has found something interesting: When employees know how much their boss makes, they work harder as a result. But, other evidence has shown that when employees know how much their colleagues make…they work less hard.

What can explain this difference? And, what does it mean for employers?

“Salary transparency is a complicated issue,” says human resources expert Rob Wilson, President of Employco USA, a employment-solutions firm with locations across the country. “The truth is that there won’t be a one-size-fits-all approach that works for every company, but there are a few basic things that every employer should know.”

First, Wilson says that as this study shows, employees actually like to know that their boss is doing well financially. “If the top tier people are struggling financially, that can make employees insecure and unmotivated,” says Wilson. “Employees want to feel like they are being led by someone who is doing well for himself or herself. This is both aspirational and comforting, as they know that the company is in good hands and has a solid future.”

However, Wilson says that salary transparency among coworkers can become problematic.

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Companies Commit to Hire Workers with Autism, but is the Workplace Autism-Friendly?

Employment expert explains what adaptations employers should make for employees with autism

Companies like SAP and Microsoft have recently made a committed effort to start hiring employees who fall on the autism spectrum. This is timely, as more people than ever are being diagnosed with an autism spectrum disorder (ASD).

Although varying in degree, individuals with ASD can require several modifications to the workplace. However, 80 percent of people with autism struggle to find employment, likely because employers are not well-versed in this condition and how to manage it in the workplace.

DeskRob Wilson, President of Employco USA says, “It’s important to become educated about these conditions and to realize that some people genuinely do need to have modifications made to their workplaces to be successful at their duties. Just as we do not hesitate to make handicap-accessible restrooms, we should similarly be willing to work with those who have developmental disorders.”

Wilson says that hiring staff with ASD can be incredibly beneficial for your company.Experts theorize that if great thinkers like Einstein and Newton were alive today, they would be diagnosed with ASD.  No wonder corporations like Microsoft and Walgreens are going out of their way to seek job candidates with autism. These firms realize that autism has amazingly powerful advantages: People with autism tend to be highly intelligent and highly focused workers, along with loyal employees,” he says.

Here, Wilson outlines steps that companies should take to make their workplaces ASD-friendly:

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