City's human resource director testifies Tuesday in bench trial tied to suit from 10 former employees

City's human resource director testifies Tuesday in bench trial tied to suit from 10 former employees

By Ann Marie Bush
ann.Bush @ cjonline.Com

Jacque Russell, director of human resources for the city of Topeka, testified afternoon that despite difficult economic times in 2011, protecting city employees was important during the consolidation of the city parks and recreation department and the county’s department.

After calling three witnesses, the city of Topeka rested its case after 4 p.M during a bench trial at Shawnee County District Court.

Ten former Topeka parks and recreation employees are suing the city, contending they were involuntarily terminated from their employment with Parks and Recreation of Topeka on Dec. 31, 2011, then became Shawnee County employees the following day.

Attorney Grant Glenn filed a lawsuit against the city in May 2012 on behalf of former employees William Riphahn, Teri Simpson, David Specht, Clay Neal, Lynn Bishop, Bruce Andrews, Roger Wilcox, John Bell, Kathy Jo Huseman and Gena Brooks.

The 10 contend they should have received severance pay from the city.

A bench trial began at 10 a.M. Monday in front of Judge Rebecca Crotty.

John Knight, director of the merged parks and recreation department, and Terry Bertels, director of the parks department, also testified on Wednesday.

Most of the plaintiffs had testified on Tuesday and Wednesday. However, Glenn said one more of the plaintiffs will testify at 9 a.M. Thursday.

“There will be no closing arguments,” Crotty said after both sides agreed. “We’ll rely on the briefs.”

Shelly Starr, chief of litigation for the city of Topeka, spent more than hour questioning Russell about benefits the employees received in transitioning to the county. Fifty city employees were affected by the merger, Russell said. Two employees in the union, as well as two managers, opted not to transfer, she said.

Those who transferred were allowed to take their vacation time, some of their sick leave and senority with them, Russell testified. Employees who transferred also had the option to have be paid for some of their accrual hours.

Because the consolidation wasn’t addressed in the city’s personnel code, Russell “was blazing a new trail,” Starr said.

“The elephant in the room is ‘Why were these employees not paid severance?” Starr said.

Russell said severance is paid out when “you have suffered a job loss.” The city parks and recreation employees were guaranteed a similar job and the same rate of pay six months after the merger.

“Do you feel you were responsive to employees who asked questions?” Starr asked Russell.

“Yes,” Russell replied.

“Were you trying to hoodwink them?” Starr asked the witness.

“Not at all,” Russell told the court.

The petition alleges the city:

■ Failed to comply with its personnel code requirement that the city offer severance benefits to employees who have lost their jobs “through no fault of their own” as part of a “permanent reduction in force.”

■ Negligently misled the 10 into signing a waiver releasing their rights under the city personnel code.

■ Violated the Kansas Wage Payment Act by failing to offer the employees severance pay.

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Making a difference: Careers in child welfare

Today, child welfare workers are on the front lines of the fight to prevent child abuse, seeking a happy and healthy outcome for everyone in the family or community. Social workers, foster care specialists, case managers and child protective specialists are just some of the professionals working every day to make sure children live in well-adjusted and competent homes.



How to become a social worker
There are numerous career paths available for those who want to work in child protective services, and since abuse happens everywhere, any region or state may have openings. One of the most common routes to this profession is becoming a social worker.

Social workers work closely with children and their parents to help them cope with problems in their lives. Child and family social workers wear many hats -- they help parents find resources they need, step in when a child is being abused, arrange foster families or adoptions, and help families deal with a variety of issues, from mental illness to divorce.

Social workers must possess at least a bachelor's degree in social work or a related field to begin entry-level work. A bachelor's prepares graduates for direct-service positions, such as that of a case worker. To make sure certain students are ready for that responsibility, social work programs often require students to complete an internship or field work prior to graduation. Those who want to work in schools or health care typically need a master's degree. Clinical social workers must have both a master's and at least two years of supervised experience in order to move into private practice.

All states require social workers to be licensed, and there may be additional requirements for those who work in child welfare, depending on the state or local area. According to the Bureau of Labor Statistics, demand for child and family social workers is projected to grow 15 percent nationwide from 2012 to 2022.

Other careers in child protective services
There are many other positions in the field of child welfare. A child protective specialist, for instance, responds to reports of abuse or neglect, conducting interviews and home visits to investigate the issue and then taking the appropriate actions to ensure the safety and well-being of the children in question. Family case managers oversee children who have been removed from the home and placed in a safer situation, all while working toward the goal of family reunification or successful adoption of the child. Access and initial assessment specialists take the initial reports concerning abuse or neglect, determine whether the child is in immediate danger and alert the appropriate authorities as needed.

There are also those who work in supporting roles, providing assistance or counseling services to parents, children and communities going through difficult times. Careers such as community health worker, family therapist, school counselor, social service assistant, behavioral counselor and rehabilitation specialist are just a few of the many possibilities for those who want to help alleviate the problems of child abuse and neglect.

The challenges and rewards of child welfare work
Those who work in child welfare face unique challenges. According to the Social Work Policy Institute, the emotional toll on child welfare workers can be very high, leading to quick burn-out and high turnover rates in the field. Caseloads are heavy, and the time required for the job often surpasses the usual 40-hour workweek. However, studies have shown that those well-trained for the job, especially those with higher degrees in social work, are more likely to stay with the profession for the long haul.

Despite the challenges, those who work in child welfare provide a very valuable service. The Child Welfare Information Gateway reports that 3.2 million children in 45 states received prevention services from a CPS agency in 2012 -- proof that there is a strong line of defense against child abuse and neglect.

And for those who what to join the fight, a career in child welfare can be a great way to make a difference in the community.

(Pictrure Source: Internet)
HRVietnam - Collected

When your co-worker earns more than you

It can come as quite a surprise if you happen to learn that a co-worker whom you thought you held the same rank as is actually earning more than you.

Though a debate is growing around whether companies should make pay information transparent, the status quo is currently to keep individual pay a private matter between the employee and HR. This is why it can come as quite a surprise if you happen to learn that a co-worker whom you thought you held the same rank as is actually earning more than you.

So what are your options besides feeling inadequately compensated? Several HR and pay experts weigh in on how to change your compensation, improve your career path and the steps you should avoid taking.



Don’t turn to your co-workers for information

If your first instinct is to ask your co-worker what qualifies him to earn more, or to ask other co-workers how your pay is determined, stop right there. Deb LaMere, vice president of HR strategy and employee engagement at human capital management services and technology firm Ceridian, says, “Speaking with co-workers about their pay level in relation to your own often results in negative consequences. This type of conversation can lead to resentment and anger, effectively changing relationships for [the] worse between co-workers, project teams and possibly with direct management.”

While transparent pay information would resolve the secrecy issue that can trigger problems at work, it holds true that compensation levels can vary widely for valid reasons. “There are many factors to consider when it comes to evaluating individual pay, especially length and type of experience,” LaMere adds. “Having a salary comparison conversation with a co-worker is not constructive to understanding ones' own pay rate and possibly influencing changes to individual pay and compensation levels.”

Research compensation trends and standards

Instead of turning to your co-workers for information, rely on outside sources and garner as many points of data as possible. “Lots of information is readily available through salary surveys and websites, industry associations, recruiters/headhunters who place candidates in your industry and space and through actively networking with colleagues and developing real meaningful professional relationships… so that delicate topics like salary, bonus and benefits will be discussed openly and shared comfortably,” says Roy Cohen, career coach and author of “The Wall Street Professional's Survival's Guide.” “You also need to be absolutely clear on what the numbers represent. Are they for equivalent positions and for equivalent performance?”

Prove your worth

Once you have a well-researched idea of the pay level you could and should be on, gather evidence for your boss that echoes those numbers. “One option is to volunteer for and take on visible, challenging initiatives and then manage them successfully,” Cohen says. “That is just half the battle and it is often where the process breaks down. While a project is underway and once it is completed, key stakeholders must be made aware of your significant contributions both during and after...The gift that keeps on giving. It is helpful to have a mentor within the company who can advocate for you and enhance your visibility as well as serve as a sounding board for advice on how to approach your boss.”

Whether you have office backup or you’re presenting on behalf of yourself, it’s important to prove to your boss that a pay raise is deserved because of your merits, not that you’ve simply learned of the pay discrepancy.

Take it to your boss

You’ve done the research and ensured that your request will be backed up by proof of your hard work. So how do you begin this conversation with your boss? Katie Donovan, a salary and career negotiation consultant, equal pay advocate and founder of Equal Pay Negotiations LLC, says, “Start the process of discussing a raise or salary adjustment with your direct manager. I recommend asking for help, not demanding a raise. Say something like, ‘I recently discovered that I am paid below the market value for this job. What can we do to rectify it?’ This makes it a collaborate discussion and gives management the opportunity to come up with a solution, which might be better than you anticipated.”

Heading into the meeting, “bring with you the research you did on pay for the job so you can discuss your research,” Donovan says. “Also, be prepared to highlight your contributions to the company as reasons you deserve to be paid on the high end of the pay range for the job. If you can, compare it to the lesser results of co-workers. Very effective reasons are contributions that saved the company money or generated revenue for the company. Do not expect a solution in this first meeting but do ask for a response in a certain time so this does not drag on forever. Something like ‘Can you get back to me by Friday on this?’”

Negotiating pay is a tough part of advancing in your career, but receiving the compensation that you deserve is well worth the time.

(Picture Source: Internet)
HRVietnam - Collected
Say ‘yes’ to no: 6 ways to say ‘no’ at work and still get ahead

There are ways to break the habit of saying yes and get your life back, without giving up your career goals.

When did “no” become a four-letter word? It seems like only yesterday when Nancy Reagan was on a very special episode of “Diff’rent Strokes” to talk to Gary Coleman about the virtues of saying no. (Those were the days, eh?)

If only the former first lady were around today to speak with today’s working professionals about just saying no at work. In addition to steering them away from drugs, she could also advise them to steer clear of taking on extra work, which (not unlike drugs) can so often take a toll on workers’ stress levels and productivity.

Despite their already full workloads, tight deadlines and packed schedules, many working professionals have a hard time saying no, for fear of missing out on opportunities and damaging their professional image. Contrary to popular belief, however, saying no doesn’t have to be a bad thing. In fact, it can be incredibly empowering, says Scott Fetters, founder of High Five Digital Marketing.

“Saying no is your battle shield for deflecting distractions, staying true to yourself and sticking to the course,”Fetters writes.

Not to mention that it’s also one’s right to say no. Saying no, however, does not come easy -- especially in the workplace.Women in particular have a hard time saying no -- perhaps due to a learned habit of trying to please everyone or an inherent fear of hurting other people’s feelings. Fortunately, there are ways to break the habit of saying yes and get your life back, without giving up your career goals.



Six ways to say no at work and still get ahead:

1. Shift your mindset. Don’t think of saying no as giving up or giving in. Look at it as a way to free up time for what’s truly important to you. “Some of us have a hard time saying no because we hate to miss an opportunity,”says HBR’s Peter Bregman. But saying no isn’t about missing an opportunity -- it’s about making a choice and opening yourself up to a different opportunity.

2. Take pride in saying no. Many people hesitate to say no for fear of losing respect from colleagues or their manager, when in reality, saying no can have the opposite effect. Saying no “shows you have a vision, a plan and an opinion,” Fetters says.

3. Be clear. One of the reasons women hate to say no is fear of hurting someone else’s feelings. But when you say no, you’re not rejecting that person -- just the request. So be clear and explain -- honestly -- why you’re rejecting the request.

4. Don’t feel guilty. Remember: You have a right to say no. Don’t feel guilty for saying no. After all, if you say yes to work and you don’t have the time, resources or energy needed to produce a quality result, isn’t that more unfair to the person whose request you’re accepting than saying no?

5. Choose the right words.When saying no, use the phrase “I don’t” instead of “I can’t,” which research shows is a more effective way to say no. As Heidi Grant Halvorson, director of the Motivation Science Center at Columbia University, explains, “‘I don’t’ is experienced as a choice, so it feels empowering. It’s an affirmation of your determination and willpower. ‘I can’t’ isn’t a choice … [It] undermines your sense of power and personal agency.”

6. Know when to say yes.Say yes only to the projects you truly want to take on, says career expert Lindsay Olson. “Before you say yes to something,” she suggests, “pause a moment and ask yourself whether this is truly something you want to do, or whether you simply feel obliged to say yes to it.”

(Picture Source: Internet)
HRVietnam - Collected