Archive for July 2013

Creating a High Performance Team

Choosing TalentA high performance work team is something we all want to have or be a part of. As a manager, you have to understand and guide your group through the developmental phases of a team in order to achieve high performance. Some managers feel if they put a group of people together they will automatically start to function as a team; that is far from the truth.  First, the team needs to have a common purpose as well as mutual goals for success.  Then, you should select members with competencies that complement the skills and abilities of other members in the group during the recruiting process.  Once this is completed, then the real fun begins.

Phase 1: As you assemble this group of people together, the organizational structure also begins to take shape. This phase is called the Forming Phase. Ambiguity is commonplace during this phase because everything is new and everyone is trying to understand their role. Members of the group may have more questions than you have answers about the group’s purpose, structure and leadership.

Phase 2: The next phase of development is the Storming Phase which is characterized by intragroup conflict. At this phase, members have accepted the existence of the team but struggle to relinquish their individuality. A power struggle for leadership of the team can also emerge among members.  Although this phase is plagued by conflict, it is necessary when closely monitored as it allows Members the opportunity to work through problems and clarify their role in the organization. Some teams fail because they never get out of the storming phase; even members who once believed in the group goals may be derailed by the lack of team support and unity.  Success comes when the members understand their position and know what their contribution to the goals will be.

Phase 3: Gradually, the team moves into a Norming Phase as the hierarchical structure begins to form. Team members become comfortable with each other and start to leverage each other’s strengths. The group develops cohesion with a team mentality in lieu of individual perspective.  At times when confronted by an obstacle, members may revert to storming stage behaviors.

Phase 4: Productivity peaks during the Performance Phase as a result of the group’s interdependence and problem solving skills. This phase is characterized by high group morale and intense group loyalty which brings a sense of comfort and confidence to the team.  At this stage, the team can improve the efficiency of the processes they deliver and reduce waste.   

The question you may ask, does the team stay at this high performance phase from then on? The answer is, it depends!  If the purpose and goals change you might need different members with different skills. When there is high turnover in the organization,  the team starts back at phase one and has to progress through each phase before getting back to a point of high performance.  A good manager needs to think of themselves as a facilitator, constantly taking the pulse of the team and guiding the team through the phases to ensure they reach the high performance level. Good luck and Happy team building!  

Written by Jake Hardin, Director of SCI Tampa Operations

Posted July 12, 2013 by scicompanies in Employment Law

Compliance with California Assembly Bill 1744 for Temporary Service Providers

california California Assembly Bill 1744 (AB 1744) takes effect on July 1st 2013. AB 1744 outlines new requirements for existing California Labor Code Section 226(a) and Section 2810.5 for temporary service providers. According to this bill, a temporary service provider is defined as an employing unit that contracts with clients or customers to supply workers to perform services for the clients or customers, such as a staffing agency.

 AB 1744 amends Section 226(a) by requiring temporary service providers to present employees with paystubs or wage statements that include the rate of pay and the total hours worked.

Labor Code Section 226(a)
  • Gross wages earned;
  • Total hours worked by the employee, except for any employee whose compensation is solely based on a salary and who is exempt from overtime ;
  • The number of piece-rate units earned and any applicable piece rate if the employee is paid on a piece-rate basis;
  • All deductions, provided that all deductions made on written orders of the employer may be aggregated and shown as a one line item;
  • Net wages earned;
  • The inclusive dates of the period for which the employee is paid;
  • The name of the employee and only the last four digits of his or her social security number or  an employee identification number other than a social security number;
  • The name and address of the employer, the name and address of  the legal entity that secured the services of the employer;
  • All applicable hourly rates in effect during the pay period and the corresponding number of hours worked at each hourly rate by the employee; and
  • For the temporary services employer, the rate of pay and the total hours worked for each temporary services assignment.  (Additional Amendments of AB 1744)

AB 1744 amends Section 2810.5 by requiring temporary service providers to include additional employment-related information in the written notice provided to employees at the time of hire. The California: Notice to Employee form can be used to capture the necessary information required to obtain compliance with AB 1744.   

Labor Code Section 2810.5
  • The rate or rates of pay and basis thereof, whether paid by the hour, shift, day, week, salary, piece, commission, or otherwise, including any rates for overtime, applicable;
  • Allowances, if any, claimed as part of the minimum wage, including meal or lodging allowances;
  • The regular payday designated by the employer in accordance with the requirements of this code;
  • The name of the employer, including any “doing business as” names used by the employer;
  • The physical address of the employer’s main office or principal place of business, and a mailing address, if different;
  • The telephone number of the employer;
  • The name, address, and telephone number of the employer’s workers’ compensation insurance carrier;
  • Any other information the Labor Commissioner deems material and necessary; and
  • For temporary services employers, the notice must also include the name, the physical address of the main office, the mailing address if different from the physical address of the main office, and the telephone number of the legal entity for whom the employee will perform work. (Additional Amendments of AB 1744)