Father’s Day

In 2016, my brothers and I celebrated the anniversary of our father’s 100th birthday. My father (Daddy Roger) was one of the smartest and kindest people I’ve ever met. He often quoted Shakespeare, could solve any math problem and wrote wonderful, amusing letters. He was fascinated by the stars in the sky and by space exploration. He played 12 musical instruments by ear and entertained us many times picking the guitar and playing the mouth harp. However, he could not carry a tune and that is one trait he passed along to me. My mother even once told me while I was singing a hymn in church that I sung like my father and I’m sure that was not a compliment on either of our voices.

He taught all of us to be interested in politics. I don’t think any of his six children have ever failed to vote in an election. I recall him always reading the Richmond Times-Dispatch and the Reader’s Digest.

He turned down a college scholarship because he didn’t want to leave his hometown girlfriend who later became our mother. Our parents were married for forty years and died just four months apart. I have no doubt that my mother died of a broken heart following the loss of her “boyfriend”.

Never once did he give me, his only daughter, any inclination that girls were in any way inferior. He assumed I would go to college and enjoy a successful career. Okay, so he did once tell me he didn’t want me to have any children because he didn’t want me to go through the pain of childbirth. He assured me that with five brothers, the sisters-in-law could provide all the grandchildren he needed! I solved this by marrying someone who already had two children.

As I wrote last year, Mother’s Day can never be neglected. Father’s Day does not often get the same attention. This is a good time for all to remember and to thank our fathers for all that they did to enrich our lives.

Julia Shell Aguilar


Staffing Companies–the Experts!

June is the traditional month for graduations…and for starting and restarting careers or for changing jobs. Students graduating this year are likely familiar with job boards, websites, social media and some local and national companies’ websites. Even in this day of various options and low unemployment, it can be quite a challenge to find the job you are seeking. Job searches remain a time-consuming and often an overwhelming process for applicants both with and without experience in job searches.

One option for finding jobs that recent graduates and reentry candidates may not immediately think of is staffing companies. Staffing companies’ business model is built upon matching those seeking jobs with those needing to hire employees. Many staffing companies place applicants in temporary, temporary to hire and direct hire positions. It may be the right option for some who are seeking temporary summer jobs as well as those seeking longer term career positions.

If you would like no-cost assistance with your job search from an experienced placement team, give us a call at 805-544-1800 or contact us through our website. We’re here to help match those seeking jobs with those needing to hire employees!

Julia Aguilar


Mother’s Day Blog

Many of us were fortunate enough to not only have mothers who helped to make us strong, but aunts as well. My father’s sister, Juliet or JuJu, was the perfect aunt throughout my first 40 years. First of all, we shared the same first name though my parents modified “Juliet” to “Julia”.

When I was a junior in high school, I was dating a soldier from the local military base. I overheard a conversation between my mother and JuJu in which my mother expressed great concern that I would get married instead of going to college. I recall overhearing my aunt telling my mother, “Let me take care of it.” The following week, my aunt invited me to tour three colleges that she thought I might like to attend. We toured the colleges and drove throughout the Commonwealth of Virginia for a week. I decided on the trip that I thought Radford College would be a good choice.

Shortly after our college tour, I learned that my boyfriend was to be discharged and would return to Vermont in a few weeks. Taking no chances, JuJu invited me to join her and her children on a three-week trip to California knowing that “Bob” would be gone when we returned. We enjoyed a wonderful trip on which JuJu made sure we used a Duncan Hines Book of Recommendations to determine where we ate and AAA and Best Western Books to determine where we stayed. We toured many historic and fascinating sites and enjoyed glorious evenings of swimming and talking.

As a country girl from Virginia, it is fair to say that the two trips were life-changing for me. I did attend Radford College and was even a bit familiar with California when many years later, my husband was transferred to San Diego.

Happy Mother’s Day to the aunts, mothers and grandmothers who made us strong women!

Julia S. Aguilar


Increasing Pay Rates for Both New Hires and Current Employees

With the unemployment rate being extremely low, employers are finding that they must often increase the starting pay rate for new hires in order to attract individuals with the skills and experience needed for many mid-level positions. Of course, starting wages have also increased for entry level positions as the minimum hourly wage has increased and the unemployment rate has remained low.
The increased pay for new hires is certainly helpful to many. However, employers must also be cautious of the impact higher starting pay for new hires has on current employees. Current employees who are doing a satisfactory or better job should not make less than a new hire with less experience except in extenuating circumstances, i.e. specific skills and extended education.

Employees often know what co-workers make. If newer employees are making more for the same job than longer term employees, morale and performance issues are likely to develop and turnover is likely to increase.

Wages will likely continue to increase for both entry level and mid-level positions. Employers need to make certain that as pay rates increase for new hires, equity and fairness is made a part of their overall compensation plans for both new hires and current employees.

Julia Aguilar


2017 EEOC Discrimination Statistics

Statistics for 2017 workplace discrimination claims were recently released by the Equal Employment Opportunity Commission (EEOC).  Retaliation claims were again at the top of the list with nearly 50 percent of 2017 claims being filed for retaliation.

  • A total of 84,524 claims were filed in 2017 with 41,097 (48.8 percent) being for retaliation.
  • Race discrimination claims accounted for 28,528 (33.9 percent).
  • Disability claims accounted for 26,838 (31.9 percent).
  • Sex discrimination claims accounted for 25,605 (30.4 percent).
  • Age discrimination claims accounted for 18,375 (21.8 percent).
  • National Origin discrimination claims accounted for 8,299 (9.8 percent).
  • Religion discrimination claims accounted for 3,346 (4.1 percent).
  • Color discrimination claims accounted for 3,240 (3.8 percent).
  • Equal Pay Act claims totaled 996 (1.2 percent).
  • Genetic Information Non-Discrimination Act (GINA) accounted for 206 (.2 percent).

 *The above numbers exceed 100 percent because multiple categories are sometimes charged.

Of the charges filed at the federal level through the EEOC; 5,423 (6.4 percent) were from California.  In California, employees have the option of filing either through the EEOC or the California Department of Fair Employment and Housing or both.  Retaliation accounted for 50.7 percent of the state charges and Disability was second with 35.3 percent.

California law emphasizes the employer’s duty to prevent harassment, discrimination and retaliation in the workplace.  Best practices include training for supervisors on definitions of retaliation and company policy as well as a senior management review of discipline and termination decisions before taking action on any employee who has expressed or filed a claim of discrimination.

Call or email San Luis Personnel Services if you are interested in learning more or in scheduling a class.

Julia S. Aguilar


AB 5 is Gone for Now!

Many businesses, including staffing agencies such as San Luis Personnel Services, were greatly relieved to receive the news today that California AB 5 is “dead for now”. The California legislature considered the bill in 2017 and continued it to 2018 with a hearing scheduled for January 18th in the Assembly Appropriations Committee. The Chairperson of the Assembly Appropriations Committee declined to take the bill up for a vote in the committee which effectively killed the bill for 2018. Unfortunately, the matter could come again in a different or a new bill later in 2018.

AB 5 was definitely a “Job-Killer” bill and one of the most ill-conceived bills that I have read in many years. AB 5 required employers with 10 or more employees to offer additional hours of work to existing part-time, nonexempt employees before hiring or using additional employees or subcontractors, including temporary workers.

Requiring businesses and hiring authorities to first offer jobs to any part-time, qualified employees and to justify why a “new” employee is being hired creates laborious and unnecessary work for Human Resources and other hiring authorities to evaluate every part-time employee’s skills for any job opening. Equally important, it would frequently prevent businesses from hiring the applicant who is the most qualified for the position. Instead, businesses would have to increase the hours for less qualified employees resulting in lower productivity. It is my opinion that some companies would decide to just not hire additional employees due to the added workload, the loss of flexibility in hiring, the removal of choice to hire the best candidate and the fear of litigation.

There is no doubt that AB 5 would have destroyed many jobs –harming temporary and contract workers, unemployed candidates seeking employment, staffing firms, businesses and the California economy.

Congratulations and thank you to the California Chamber of Commerce, the American Staffing Association, the California Staffing Association and all others who worked to be sure that legislators understood the damage that could be done to employers and prospective employees by AB 5.

Julia S. Aguilar
Principal, CSP


More Jobs than Workers

The greatest challenge facing many businesses in 2018 will be the shortage of applicants seeking jobs. “Now Hiring” signs are posted in windows, “Now Hiring” banners hang from the fronts of stores, recruitment ads appear on company websites, recruiting websites, job boards and in various media.

The share of Americans either employed or actively looking for work has shrunk to 62.7% from 66% in 2007, the beginning of the 2008-09 economic downturn. The reason for the decrease is still up for debate. While reasons are unclear, the trend is definitely a troubling one. There was a 20% decrease in men’s workforce participation and a 25% decrease in women’s workforce participation between 1999 and 2015.

There is no doubt that the unemployment rate is low in many places and the unemployment rate for us in San Luis Obispo is extremely low at 3.7% (9/17). Five % unemployment is sometimes referred to as full employment so 3.7% makes quite a statement!

Wages have remained stagnant despite unemployment reaching new lows. Minimum wage increases in California will likely result in higher wages for low to mid-level positions. This may entice some to reenter the workforce.

The “skills gap” is likely to be a continuing problem. Finding highly trained workers to fill specialized positions is particularly difficult. Manufacturing companies have found this particularly an issue as more manufacturing jobs require intermediate computer training.

Companies will need to take a serious look at wages for 2018 and beyond. Wages may need to increase in order to hire and retain the skilled workers needed to grow businesses. Companies will also need to consider hiring workers who do not have all of the desired skills, but have some skills and good potential.

This bodes well for the temporary staffing industry. The “try the employees out before making a long-term hiring decision” may be the key to hiring the employees you need in 2018!

Julie Aguilar


Thanksgiving – Time to Give Thanks to Our Mentors

Thanksgiving is a wonderful time to reach back and thank some of those who helped you throughout your career by serving as mentors.  A mentor may be a friend, a family member, a supervisor, a company executive or a co-worker.

One of my most memorable mentors was Elvira Booker, my supervisor when I was an Eligibility Supervisor in Social Services in Richmond, Virginia.  She was smart, tough, fair and by the book.  After I had been in the position for a couple of years, she told me that it was time for me to go to graduate school.  She assured me that I would likely receive a scholarship from the State, which I did.  Two years later when I received my Master’s Degree, she hired me as a Trainer for Eligibility Workers.  That’s quite important because being a trainer has been my “fallback position” throughout my career.   I have called to thank her a few times through the years and in one call, she said, “I always felt that we had a special connection.”  So did I!

A co-worker said that he is most thankful for the sayings shared by his manager when he worked in the retail industry.  He has repeated the sayings in his own business many times through the years.

Saying: “Every one of our employees is somebody’s daughter.”
Message: Treat every one of our employees with respect. Make sure you are comfortable with what she will tell her parents about work at the dinner table.

Saying: “Thanks for telling me. No surprises!”
Message: Always keep me informed.

Saying: “Don’t be afraid of sleeping on it.”
Message: Don’t always make decisions in haste.

Thanks to all of the wonderful mentors who have helped us through the years!

Julia Aguilar

 

 


Skills Gap

A recent survey from the American Staffing Association Workforce Monitor, conducted online by Harris Poll, indicated that fifty percent of Americans have not heard of the “skills gap”.  However, once the term was defined, twenty-eight percent of the respondents stated they knew someone who had been affected by the skills gap.  Fourteen percent said they had personally been affected.

The ASA president stated that “The gap between workers’ skills and those needed by employers is a key reason millions of individuals are unemployed despite millions of open jobs.”

Three out of four Americans surveyed stated that technology outpacing workers’ knowledge is a factor at least moderately responsible for causing the skills gap.

The workplace environment has changed rapidly and survey participants stated:

  • Few job openings exist for the skills they possess (44%)
  • They don’t have the right skills for a desired job (34%)
  • They had to get additional training to keep or get a job (25%)

What can employers do?

  • Provide training and tutoring opportunities to improve or learn needed skills for both current employees and new hires.
  • Examine job descriptions to see if all skill requirements are truly required…or would some just be a nice added skill. Adjust requirements accordingly.
  • Hire candidates with potential even if experience and skills are lacking. Provide opportunities for employees to learn new skills, new trades or new technologies.

What can prospective and/or current employees do?

  • Embrace opportunities to grow new skills, to improve current skills and to stay current with new technologies.
  • Emphasize during job interviews or performance reviews your interests and potential to learn the needed skills. Sometimes, hobbies and general interest have provided you with a basis from which to grow into a new profession!
  • Remember that soft skills are important; emphasize your soft skills and how they have prepared you for a new career or new skill opportunity.

Accept the fact that it may be time for an industry or career change.  Prepare through appropriate training, schooling or internships.  Be willing to accept a lower starting point in order to learn a new industry or a new job!

Julie Aguilar


Fragrance Free Workplace

Many workplaces, including ours, have Fragrance Free policies. The primary reason for fragrance-free policies is to prevent discomfort or other reactions to employees who may be sensitive to strong odors, whether the odors are pleasant or unpleasant. Perfumes and shaving lotions bring on sneezes and headaches to those who are sensitive. Body odor is offensive to everyone!

When going on job interviews, it is a best practice for both men and women to refrain from wearing perfumes, colognes, lotions and other fragrances. You likely would not be aware of a company’s policy on fragrances in the workplace or whether or not the people who interview you are sensitive to fragrances. No one will be offended by you not wearing a fragrance; some won’t like it if you do and others may actually get sick from the smell. A recent article in “The Good Life” provided explanations on the physical impact of smells. A strong floral scent on an elevator or in an office can bring on a pounding headache for those who are sensitive to odors. This is brought on when the trigeminal nerve, which is responsible for bringing sensations from the nose to the brain, is sensitive to a certain odor. It will actually constrict blood vessels in the brain bringing on that dreaded pounding headache.

Bad smells, including body odors brought on by not bathing or not wearing deodorant can make people cranky, stressed or depressed. This is particularly true in small quarters such as a bus, an elevator or an office. The article said this is like any other “annoying sensory stimulus” such as loud noises or extra bright lights as you have no control over the odor.

We recommend Fragrance-Free Policies for all workplaces. We definitely recommend not wearing fragrance when going on job interviews. Both fall under the “Better safe than sorry” category!

Julia Aguilar