Medical Marijuana and the Workplace…Understanding Your Legal Rights as an Employer in Las Vegas

Medical marijuana has been legal in Nevada since 2013. Patients with a chronic or debilitation condition — cancer, AIDS, Post-Traumatic Stress Disorder (PTSD), glaucoma, persistent muscle spasms, cachexia, severe nausea, seizures, severe pain and other conditions approved by the Department of Health and Human Services — can legally possess a certain quantity of the drug.

You may have employees who are legally eligible to purchase and use medical marijuana, so it’s important to know your legal rights.

3 Things Las Vegas Employers Should Know About Medical Marijuana

Every company in Las Vegas needs to be aware of these three facts regarding medical marijuana:

Insurers are not required to pay for medical marijuana.
Employers do not have to allow employees to use medical marijuana at work.
There is no law requiring employers to modify the job or working conditions of a medical marijuana patient that are based on reasonable business needs. However, companies do need to try to make reasonable accommodations for the medical needs of employees with a valid medical marijuana card, as long as this would not compromise the safety of anyone on the property, place an undue hardship on the business or keep the employee from fulfilling any and all of their job duties.

Learn more about your legal rights regarding medical marijuana in the workplace.

Create a Medical Marijuana Policy for Your Company

Just as with alcohol or any other controlled substance, you want to make sure your employees know it’s not okay to be under the influence at work. It’s important to have a medical marijuana policy in place to make the rules clear and to protect your company if a violation does occur.

If an employee comes to work high — or gets high at work — they’re a threat to themselves and everyone else around them. Keep everyone safe by implementing a new policy or amending your existing drug and alcohol policy immediately.

Hire Right Every Time

Need a talented professional to join your team — and fast? Partner with PrideStaff Las Vegas. We offer temporary, temp-to-hire and direct recruiting services for a variety of industries.

7 New Cover Letter Trends That Will Make You Stand Out in 2016

You’ve probably heard the statistic that most cover letters get an average of about seven seconds of viewing by HR. So if you want to make the most of that tiny amount of time, you need a cover letter that truly catches the eye and encourages the reader to slow down and really look. These seven new cover letter suggestions may well get you there.

Accommodate the short attention span.

In today’s world, if something doesn’t immediately catch the eye, it moves on to the next shiny object. Our brains have changed how we process information, so the old method of the three-paragraph cover letter needs to move over: Put in only the most critical information.

Mobile readability.

You’re not the only one using a mobile device to job search. Your cover letter, essentially an e-note attached to a resume, should fit on one screen without scrolling. Work through multiple drafts to pare down the essential information to no more than 150 words.

Allow for white space.

Multiple words crammed together in a small space doesn’t acknowledge that short attention span/need to read cover letters quickly. Leave plenty of space around your e-note (aka cover letter) so it’s easily digestible by the reader. Think Twitter — how can you coherently convey your message with the fewest words possible?

Hook them with the first sentence.

Consider this a value proposition letter and engage the reader immediately. You know from the job description what they need; say it immediately in your opening by directly addressing your target audience. Ask a question or write a statement that pulls them in by focusing on what they need most.

Show that you meet their need.

After you’ve discussed their need, point out that you’re the solution. They have a problem – they need an employee with a certain background and set of skills, you’re the answer. As a suggestion, you may want to write up three bullet points with quantifiable results and finish up with a sentence that names the problem and how you’re the solution into what you can offer them. Customize this part as needed.

Use a formula.

This doesn’t mean you write the same e-note; you just put it together in the same basic way. Keep your points short and sweet:

Start with a question or engaging statement.
Target the biggest need they have.
State how you’re the solution.
Prove it! Give them three bullets that prove you’re the solution.
Don’t forget the money. Employers want to know how you made it, saved it, or contributed to it.
How does this fit into your brand?
Call to action close.
Edit – Remember…150 words or fewer.

End with a Call to Action.

This is where you invite them to contact you – whether by email, phone, LinkedIn profile, or website is up to you. In the most literal sense, you’re urging them to take action by contacting you because they’re so compelled by what you’ve offered in your cover letter. It can be as informal as, “Interested in learning more? Call me at 555-834-1295” as long as you invite them to take that next step with you.

The cover letter, when written to catch the eye, can set you apart from the competition. For help with yours, visit PrideStaff.

Pros & Cons of Workplace Drug Testing

Forty-four states, including California, have legal requirements mandating that employers conduct employee drug testing. In addition, although there are no comprehensive federal laws governing drug testing, there are regulations which apply to certain industries and circumstances.

Above and beyond the legal ramifications, there are pros and cons associated with drug testing. When setting your policy and procedure, it helps to look closely at related facts, figures and details.

The Numbers Tell the Story

In 2014, the percentage of positive drug tests among American workers increased for the first time in more than a decade. Studies suggest that this rise was fueled by increasing use of marijuana and abuse of prescription medications.

According to the U.S. Department of Labor, the cost of drug use and abuse in the workplace is between $75 billion and $100 billion per year.
Related research has shown that 9.7 percent of Americans smoke marijuana before going to work.

What the Law Dictates

Federal law requires drug and alcohol testing in certain industries, including transportation, defense and health care.

The Drug-Free Workplace Act applies to all federal contractors with contracts in excess of $100,000. Covered employers must publish and give a policy statement to employees informing them that the unlawful manufacture, distribution, dispensation, possession or use of a controlled substance is prohibited.

The statement must state penalties for policy violations, and employers must establish a drug-free awareness program. Also required is a penalty or participation in a rehab program by any employee convicted of a reportable incident.

The Americans with Disabilities Act (ADA) imposes some regulations, as well. Under this law:

Employers cannot ask applicants about treatment or counseling received for prior illegal drug or alcohol use. It is, however, permissible to ask about current illegal substance abuse. An employee with a history of abuse whose current habits affect job performance is not protected under the ADA.

As a California employer, you may test your current employees upon reasonable suspicion of drug use. Random tests are allowed for individuals in safety or security-sensitive jobs.

Post-offer tests are permitted in California, but you must test all employees in the same position.

Pros and Cons to Consider

In addition to legal compliance, the benefits of workplace drug testing include:

Increased attendance and productivity.
Maintenance of better safety records due to fewer accidents.
Decreased liability and reputational risk.
Lower health insurance costs.
Less shrinkage and theft.
Provision of a means to identify any employees in need of assistance.

On the downside, drug testing:

Has a potentially negative effect on morale.
Can result in false negative or false positive results.
Does not determine impairment or current drug use.

As you develop or refine your drug testing and other policies and procedures, contact the workforce development experts at PrideStaff Modesto for any assistance you need along the way. Contact us today to begin the process and learn more about our services.

The Customer’s Always Right… A 3 Part Series on Customer Service Jobs in Las Vegas

The customer service industry is the backbone of Las Vegas. Whether you want to work on The Strip or at one of the many major corporations with offices in the area, there’s no shortage of jobs in this field. Of course, customer service isn’t for everyone, as it takes a very specific personality type to work with the public all day, every day.

Find out what characteristics are needed to thrive in the Las Vegas customer service industry.

4 Traits of an Outstanding Customer Service Professional

Thinking about applying for a job in the customer service industry? You’ll need to have these four qualities to succeed:

Outstanding Listener

Listening to customer needs is a huge part of the job, so you must be willing and able to lend an ear to anyone and everyone. This doesn’t just mean you’re good at nodding your head and smiling while someone talks at you, because you need to be actively listening to solve their problem. Customers don’t appreciate it when they realize the company representative has zoned out during the conversation.

Empathy

When working in customer service, you’ll be dealing with people who need you to help them solve a problem. Many may be angry, distressed and anxious, so they want to talk to an understanding customer service representative who is sensitive to their situation. If they feel like you’re dismissive and don’t really care about their issue, they’ll take their business elsewhere, so you must have a strong ability to empathize with others.

Restraint

When working with the public, it’s inevitable that you’re going to encounter some very rude customers. These people are insulting, irrational and just plain mean. Your instincts will tell you to give their nasty attitude right back to them, but instead you’ll need to smile and stay calm. Remaining poised and in control during trying situations can be very challenging, but it’s a must if you want to succeed in this industry.

Team Player

Providing excellent customer service is a group effort. It’s imperative that you’re able to work well with others to deliver the best possible customer experience. You need to have a good working relationship with your colleagues and be willing to pitch in and go above and beyond what’s expected of you to get the job done right.

Find a Job You Truly Enjoy

Looking for a fulfilling job that makes you excited to go to work each day? Contact PrideStaff Las Vegas. We offer temporary, temp-to-hire and direct hire opportunities with some of the top companies in Las Vegas.

How Long Until You Give Up On an Employee Who is Constantly Late?

Even the best employees on your team have probably been late for work a time or two. People oversleep, have car trouble and hit unexpected traffic jams that keep them from arriving to work on time. As an understanding boss, you know that sometimes life gets in the way of punctuality. However, some people constantly push the limits by showing up late more days that not.

Chronic tardiness is a very serious problem. If you have an employee who is constantly late for work, you need to address the issue before they become a liability. The amount of time you give them to get their act together should depend on both the nature of the situation and your specific company policy on the matter.

4 Tips to Deal with a Chronically Tardy Employee

Acknowledge the Issue Immediately

If an employee is a few minutes late for work one day, you don’t need to make a big deal of it. However, it’s time to speak up as soon as you start to notice a pattern of lateness. If you don’t say anything, they’ll think you don’t care and will continue to show up late — and will likely start to appear progressively later and later in the day.

Dig Deep to Find a Solution

When a usually prompt, reliable person starts coming into the office late each day, there’s often a perfectly good reason for it. Instead of simply assuming the employee is being lazy, take them aside and ask what’s going on. It’s very possible that a personal problem is causing their tardiness. If this is the case, try to work with them to find a solution. For example, it may help to adjust their work hours, so they start and end a half-hour later each day.

Make Consequences Clear

Let the employee know they’ll be punished if they continue to come to work late. Detail the consequences they’ll face for arriving late one more time, two more times and etc. This will hopefully serve as the wakeup call needed to get their act together. There’s not much else you can do if the person continues to break the rules, despite knowing what’s at stake.

Document All Warnings

Keep a detailed record of each warning given to the employee in case HR needs to intervene. Email the person a copy of the account as well, so you’re both on the same page. If you dock the employee’s pay, suspend them or terminate them, you’ll need a clearly defined paper trail to prove you followed company protocol.

Having trouble finding reliable employees you can count on? Contact PrideStaff Las Vegas. We offer temporary staffing, temp-to-hire and direct recruiting for a wide range of industries.

Resolve to Improve the Candidate Experience in 2016

Have you ever searched a website in vain for something that should have been easily accessible? Or begun signing up for something that required an overly complicated application process? Or waited weeks for a response from a client? If you want the best candidates to vie for positions at your company, you have to make them want to apply – and that involves making the process an easy and pleasant one for them. Think of it this way: You have your clients/customers you do business with, but candidates hold a sort of client status as well in that your company should appeal to the best ones possible. Consider these three points to give candidates the best experience with you:

The initial encounter.

If you want quality candidates to both find your company and apply for positions, you need to make it accessible in all ways. Use social media such as Twitter, LinkedIn, and Facebook, and popular job hunting sites (national or local) to create an online presence and provide easy links to application pages and jobs on your company website. To that end, make sure your website clearly directs candidates to the application if they choose to search directly on your site. Then, streamline the application so it doesn’t involve myriad screens and boxes to fill in … no candidate wants to deal with a digital obstacle course when attempting to apply for a job.

Keeping the candidate in the loop.

Once the candidate has applied, stick to a reasonable timeline and share that with the candidate. Add an expected hire date to the job description so the candidate will have some idea of how long to wait – and avoid the mistake of writing “As soon as possible” and then taking months to make a decision, a great way to lose interested quality candidates. Once you’ve chosen them for the next round, send an email or call to let them know the next steps … and again, stick to that timeline. This shows a candidate that you appreciate a schedule and accountability for yourself and your company, something any good candidate appreciates.

Showing respect.

Keeping a candidate informed of the timeline demonstrates that you respect their efforts and see them as a person, not merely a name on a resume. While hiring a new employee creates stress for you, don’t forget that those candidates certainly have a measure of stress as well, combined with hope and fear about their working future. Respect their time as well by getting back to them and letting them know next steps in the process … and respect their application by letting them know, again in a timely fashion, if they didn’t get the position. A major complaint from candidates includes receiving no notice whatsoever that they didn’t get chosen for an interview. Even a generic email is better than no acknowledgment.

Candidates talk and share their experiences – make sure you do what you can to rank as a positive one with your application process. For help with your hiring, reach out to PrideStaff.

Boost Employee Performance in 2016 – and Beyond

If 2015 was a shaky year in terms of employee performance, the New Year is an ideal time to identify areas that could use improvement and then develop a plan of action for 2016 and beyond. To help you get started, here are some steps to take:

Step #1: Define expectations.

As one of the top staffing agencies in Phoenix, PrideStaff knows that, in many cases, underperformance issues can result from unclear expectations. When your staff members don’t know what you want them to do – in terms of tasks, timelines, deliverables and goals – then they can’t succeed. It’s therefore vital to work individually with each person on your team to make sure you’re both on the same page in terms of objectives, deadlines and how success will be measured.

Step #2: Be transparent.

Building loyalty, trust, and the strongest team means you need to consistently keep your word. Follow through on your promises, plain and simple. If you can’t guarantee something, don’t say you can. If an unexpected issue arises that hinders your ability to deliver on a promise, explain to your employees what happened and why it happened.

Step #3: Get feedback.

Communication is fundamental to a successful team; and it’s a two-way street. So ask your employees how things are going, what their questions and concerns are, ideas they have, and what areas they think could be improved upon. When you ask for input and feedback, your team will feel more invested in the company and more motivated to work hard to see it succeed.

Step #4: Give feedback.

Likewise, it’s also important to let your people know where they stand through regular feedback, both positive and constructive. Make sure staff members are well aware of areas that need improvement and work together to develop a plan for better results. Also make sure they know how much you value and appreciate their contributions. And you don’t need to wait until year-end reviews to share this information; you should be talking with them openly and often throughout the year.

Step #5: Provide support.

If one of your employees isn’t performing to your expectations, make sure you provide them with the resources they need to improve. It may be through newer technology, a training course or seminar, or pairing them with a mentor at work. Whatever the case, just make sure they have access to the support they need to improve their performance and be successful on the job.

Step #6: Be respectful.

Stay calm and respectful, even in the face of crisis. Don’t yell, insult, or embarrass your staff members. Treat your team fairly and with dignity and respect at all times.

Keep in mind: If your people aren’t happy on the job, they’ll eventually leave for a better opportunity. So follow the steps above to get them back on track, engaged and motivated in 2016.

If your company needs help hiring this year, call PrideStaff.

As one of the most experienced staffing agencies in Phoenix, we can give you access to highly qualified professionals for temporary, temp-to-hire and direct hire positions. Get the people you need, where and when you need them! Contact PrideStaff today to learn more about how we can help you.

How to Know If Your Employees are Miserable

Companies with engaged employees outperform those whose workforce is unhappy by up to 200 percent. Unhappy workers can cost your company thousands of dollars a year or more in absenteeism, lost productivity and related areas.

Warning Signals

Unless they come right out and tell you, it may not always be obvious when a person is disgruntled in their job. But there are some common red flags. Dissatisfied employees:

Do the bare minimum. If a person is not inspired or passionate about their work, they may do just enough to scrape by and not be reprimanded. Most likely, they are there only for the paycheck.
Are often nowhere to be found. They may come in late, leave early, have high levels of absenteeism or take as much personal time as possible without blatantly breaking rules. They may be interviewing or simply avoiding being at work.
Don’t have many work friends. One of the best ways to ensure high employee engagement is to foster a culture where friendships can readily be forged. Many people who are less than thrilled with their jobs stay because of the people, so it’s not a positive sign if an employee has failed to connect with any co-workers on a personal level.
Don’t refer others. If you know an employee is well connected in your industry and yet they do not refer others to your company when asked – especially if you offer a bonus incentive – this is a sign of dissatisfaction. Unhappy workers don’t want to bring their friends into an environment that they find unacceptable.

Additional signs to watch for include:

Turnover: The most obvious indication that an employee is miserable is that they leave. If you notice a significant increase in turnover, there may be internal issues fueling those decisions.
HR complaints: Unhappiness can prompt employees to find fault with even minor issues. If an individual repeatedly complains about trivial matters, there is probably a bigger problem.
Time theft: When you monitor your company technology, watch for spikes in websites like Monster or Career Builder, or simply more outgoing calls on the part of an employee. This could be a sign they are using work time and resources to job hunt.

What to Do

If you notice any of these signs, dig a little deeper and try to get to the heart of the matter.

See if you can do anything to reverse the damage, especially if the employee is a valuable contributor. Otherwise, sometimes the best thing you can do is let a person go. Disengaged team members can bring down the people around them, hurting company morale, productivity and overall culture.
Try to head off dissatisfaction by keeping communication lines open. Dialogue with your employees on a daily basis. Ask about their lives – and respond with genuine interest. If they feel comfortable talking with you, people are more likely to come to you sooner when problems arise.

As you source and retain an industry-leading workforce, consider partnering with the recruitment experts at PrideStaff Modesto. Read our related posts or contact us today to learn more about how we can position you for hiring and HR success in 2016.

Does Your Marketing Strategy Include LinkedIn? It Should.

Consider a few numbers: LinkedIn currently has over 400 million users and growing. The average CEO has 930 connections on LinkedIn. And there are two new LinkedIn users per second. So if you haven’t become part of the 107 million LinkedIn users in the U.S., you’ve got quite a few reasons to join up and use the site to your best marketing advantage.

Make it work for you.

LinkedIn is the platform; you have to use it to your best advantage. Make sure you have your own updated profile and put your company on there as well so others can find you as well. Whether in person or online, business grows by reaching out … LinkedIn allows you to connect with those in your industry, as well as reach out to those you’d like to meet through a mutual connection. Accept invitations from those who seem like they’d foster beneficial relationships. You never know when someone on LinkedIn may benefit you and your company down the line.

Utilize LinkedIn groups.

Want to connect with people in your specific industry? You can find hundreds of communities, either by asking to join or receiving an invitation, in a targeted area that can benefit your company. With groups you can ask specific questions, find out inside details, and up your content marketing. And the more you participate in discussions and add topical posts to your groups, the more response you’ll get. Plus LinkedIn will suggest groups to you based on your company profile and the groups you belong to. Regular monitoring and posting basically gives you free advertising – what’s not to like?

Yes, free marketing.

On that note, consider that you can post links to your own company’s content, ranging from blog posts to articles about your latest innovations. Consider connecting your website to LinkedIn so every time you add a new blog post, LinkedIn will share the update. Then, in a few days, you can post the long form version as well. That’s three forms of exposure, all for free. In this way you increase visibility of your company whenever you post to your company’s LinkedIn page, your page, and any groups that might find it interesting.

The name says it all: LinkedIn will allow your company to connect with others in the industry, getting and giving insight and connections in the business world. For advice on how best to utilize it, visit PrideStaff.

Fired? How to Address It in an Interview

People get fired from their jobs every day. It’s horrible; no doubt about it. But regardless of the circumstances, you need to learn from the experience, put it behind you, and move on. Your life – and your career – will go on. And a key part of your recovery is being ready to discuss your termination in your next job interview. Being prepared will help you feel more confident and less emotional about the whole situation.

Script your response.

Write down your thoughts on how you will address your firing. Practice your response till you’re satisfied and comfortable with it.

Have someone observe you – not just hear the words you say, but also assess your body language. This feedback will help you improve your presentation.

Stay positive.

As you prepare for your interview after you’ve been terminated, stay positive. Chalk your firing up to a learning experience. Take pride in the fact that you persevered through a challenging period and did your best for as long as you could.

Share the things you learned. Talk about your departure from your old job from a “sadder but wiser” perspective. Try to sandwich your response between two positive statements. Answer briefly, then move on.
For example, start with a statement such as: “I work best in a team environment and am accustomed to a team where everyone encourages and supports each other.” Then: “I realized very quickly after I started working for my last employer that there was a significant amount of internal conflict and a high percentage of turnover.” Conclude by saying: “I performed the best that I possibly could in that situation, and got many compliments on my work ethic and organizational skills, but in the end, it was just too difficult of an environment to overcome.”
No matter how bad the situation was, never bad-mouth your former employer. No one wants to hear about someone else’s shortcomings.

Check with your references.

It’s important to find out what your former employer will say about you when contacted as a reference. Be sure that your response is in sync with whatever is said about you. If you left on agreeable terms, check and see what you can expect.

Be honest.

The worst thing you can do in an interview, regarding any topic, is lie. One untruth will lead to another. Before you know it, you’ll be in over your head. If you lie on a job application and then sign your name to it, any false statement will be grounds for termination.

Getting ready to interview after a job termination is a great time to work with a professional recruiter who can coach you through this touch-and-go transition – with emphasis on the “go” – as you move forward to a better and brighter future. Contact the PrideStaff Modesto team to learn more about how our career development experts can help you.