Your Workforce is Changing
- Younger
- Diverse
- Female
- Less Motivated
- Less Healthy
- Readier to Sue
Are you adapting along with it?
Yes! I’m ready to face new challenges with this expert advice.
Dear HR Professional,
Check a box:
- This is an awful time to be in human resources. The challenges are overwhelming. I’m ready to throw in the towel.
- This is a great time to be in human resources. The challenges are fascinating, the opportunities never better. My pay is rising. I’m getting more respect. One day I may even have a crack at the C-suite.
If you checked the first box, there’s no point reading the rest of what I’m about to say.
If you checked the second box — and I certainly hope you did — then you’re the sort of HR person likely to benefit from what I’m about to report.
So please pay attention.
My name is Phil Ash. I am the publisher of ᴛʜᴇ ʜʀ sᴘᴇᴄɪᴀʟɪsᴛ, an advisory service that’s been around since 1937 — that’s right, 81 years — helping HR executives like you. Men and women on the make, on the lookout for every scrap of information that helps you do a better job … helps get you noticed — and promoted.
Of course you already know a lot, or you wouldn’t have risen this far.
But now you’re in a place where the challenges grow every day, and some of them sure are… strange. Consider these —
How dress codes should deal with transgender employees
Many dress codes have different requirements for male and female employees. But here’s a person who marked “female” on the employment application but now identifies as a man. Can you require this individual to follow the dress code for women? ᴛʜᴇ ʜʀ sᴘᴇᴄɪᴀʟɪsᴛ considers the question from readers…
Caste bias may pose new litigation risk
Some Americans who emigrated from India haven’t shaken old-country attitudes toward individuals who occupied lower castes back home. But discrimination based on such attitudes violates Title VII as surely as other outlawed forms do. ᴛʜᴇ ʜʀ sᴘᴇᴄɪᴀʟɪsᴛ took a hard look at an emerging HR challenge…
Employees win one of EEOC’s strangest lawsuits
A Brooklyn jury unanimously upheld employees’ objections to being forced to practice a religion conceived by the CEO. The judgment? A cool $5.1 million. Read ᴛʜᴇ ʜʀ sᴘᴇᴄɪᴀʟɪsᴛ’s full report…
If learning, discovering and adapting to even the oddest changes seems overwhelming, then you might as well stop reading.
But if you’re ready to roll up your sleeves… if you embrace the reality that your world — the world of the workplace — is changing in ways large and small, predictable or simply weird…
Then perhaps you’re open to accepting our help and support.
Subscribe to ᴛʜᴇ ʜʀ sᴘᴇᴄɪᴀʟɪsᴛ TODAY. I’ll see to it personally that you come in at a ridiculously low price – 67% less than others will pay. Plus, we’ll shower you with FREE premiums, bonuses, Special Reports and other goodies worth $967.85 all by themselves.
What you pay is only… well, let’s save that. I want you to keep reading. Because now I’m about to get to some good stuff.
Yes! I’m ready to face new challenges with this expert advice.
Issues that Make You or Break You |
The goal of ᴛʜᴇ ʜʀ sᴘᴇᴄɪᴀʟɪsᴛ is to help you become the best manager you can be.
We focus on the issues that can make you — or break you. Gender discrimination in the era of #MeToo and #TimesUp… shifting immigration policies that affect recruitment, hiring and firing… discrimination involving religions that once were distinct minorities in American society but are growing fast… a workforce that becomes ever more diverse, more female and both younger and older at the same time.
Do you know —
- You could be held personally liable for FMLA decisions that go awry? Thus held a California court recently
- That a solid sexual harassment policy is not sufficient in itself to ward off a lawsuit? It only works when the policy is being followed, reports ᴛʜᴇ ʜʀ sᴘᴇᴄɪᴀʟɪsᴛ
- That the annual cost of treating opioid addiction and overdose, both Rx and illicit, has shot skyward more than eightfold since 2004, from $0.3 billion to $2.6 billion in 2016?
What Our Customers Have to Say |
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— Roberta A. Drury, The Shaw Group
“You are an absolute angel. Your responses are thorough yet not cumbersome, written in a style that traces professional rationale, and best of all provide ‘answers’ to the questions posted.”
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“Almost all of my awareness of important HR issues has come from ᴛʜᴇ ʜʀ sᴘᴇᴄɪᴀʟɪsᴛ.“
— Leslie Logan, Portland, OR
Tips and tricks to help you succeed. Advice and counsel that’s lawyer-tested to stand up in courts and regulatory agencies across the land. ᴛʜᴇ ʜʀ sᴘᴇᴄɪᴀʟɪsᴛ is a toolkit for people like you, designed to help employees, help your organization, help yourself.
Once a month you’ll get a new issue of ᴛʜᴇ ʜʀ sᴘᴇᴄɪᴀʟɪsᴛ. It’s an eight-page summary of the new, the informative, the useful, the interesting, boiled down to be a quick read for busy folks like you.
But there’s more, too — so much more…
Breaking News
Updated every single weekday — compensation and benefits, discrimination and harassment, hiring and firing, court and administrative rulings from Manhattan, NY to Manhattan Beach, CA, management tips and more
Online Forms
HR standardized forms, job descriptions, interview questions — stuff that’s downright invaluable in making your job soo-o-o-ooo much easier
Video Library
“The Top 5 Manager Mistakes that Cause Lawsuits” is one of my personal favorites
Blogs
Check out “The HR Soapbox.” It’s a forum where experts hash out the sort of thorny problems you face every day
Free E-Letters
These extend your knowledge of HR and take you into other corporate areas as well — office management and leadership, office technology and employment law, to name a few
Free Bonuses
And then there are the bonuses… FREE bonuses, SEVEN of them!… that propel you into the front ranks of your profession, with titles that include —
Difficult People at Work: How to Deal with the 24 Most Challenging Personality Types
Discover how to identify and manage the 24 most challenging personality types! Working with underhanded, self-centered and troublesome people can be infuriating. Difficult People at Work gives you proven, practical strategies you can use immediately to restore the balance of power, improve your own working environment and put problem people in their place.
Documenting Employee Performance: Strategies and 101 Sample Write-Ups
Correctly documenting discipline is critical for both legal protection and clear employee communication. But often when managers and HR professionals sit down to document employee performance and behavior issues, they get writer’s block. Documenting Employee Performance: Strategies and 101 Sample Write-Ups will show you how to document and discuss employee discipline in the most clear, accurate and legally safe way possible. Start tackling discipline head-on today!
Gossip, Rumors and Workplace Busybodies: How to Promote Positive Co-Worker Communication
The destructive effects of gossip and grapevine rumors can undermine performance and damage working relationships. When toxic talk infects an entire department, managers may be tempted to throw up their hands and just give in. But tolerating these harmful behaviors is definitely NOT the best solution. We’ll help you take back control with Gossip, Rumors & Workplace Busybodies: How to Promote Positive Co-Worker Communication.
Hiring for Attitude
A study by Leadership IQ found that 46% of new hires are either fired or disciplined within their first 18 months. And in a staggering 89% of those cases, the reason for the action isn’t incompetence, but attitude. You can teach technical skills, but you can’t teach attitude. Hiring for Attitude helps you make great hires every time.
FMLA Compliance Guide: Practical Advice on Managing Family and Medical Leave
Compliance with the Family and Medical Leave Act (FMLA) is indeed costly and confusing. Take control with the quick and easy advice in this practical resource, updated with the 10 key changes you need to know in the FMLA’s revised regulations. You’ll learn what steps to take in hundreds of real-world situations, plus discover the 8 issues you must cover — in writing — with an employee requesting FMLA leave, whether you can legally fire someone who is on FMLA leave and an amazingly simple strategy that prevents employees from taking 24 weeks of back-to-back leave. The FMLA Compliance Guide is guaranteed to give you concrete answers to your most perplexing FMLA questions.
FLSA Compliance Guide: A Practical Reference Tool on Wage-and-Hour Law
Many organizations aren't 100% sure about which employees are considered exempt from being paid overtime and which are nonexempt. The FLSA Compliance Guide has saved many confused and frustrated managers from expensive, unnecessary lawsuits involving not just overtime pay, but pay for travel time… inclement weather closings… even smoking breaks and jury duty, plus the gray areas of timekeeping and paying independent contractors.
New Hire Onboarding: Practical Advice to Boost Productivity & Retention
You work so hard to make a favorable impression on job candidates. But what happens when they show up for work? How are you handling the employee’s first hour, first day, first week and first months on the job? New Hire Onboarding: Practical Advice to Boost Productivity & Retention will help you accelerate performance, improve engagement and boost retention.
These SEVEN bonuses, if purchased separately, would set your organization back a grand total of $967.85. That’s far, FAR more than the cost of ᴛʜᴇ ʜʀ sᴘᴇᴄɪᴀʟɪsᴛ, which is — wait for it — only…
$97 Per Year |
That’s right — less than you spend every workday for a cup of morning joe. Let’s put a pencil to this deal:
- A 67% discount off the price others will pay
- Plus FREE bonuses worth $967.85 if purchased separately
- Plus an online cornucopia of news and information that, really, you can’t even put a price on, because…
… if just one idea — one flash of insight from ᴛʜᴇ ʜʀ sᴘᴇᴄɪᴀʟɪsᴛ — helps you work smarter with the next person who walks through your door… defuse a potentially explosive matter before it catches fire… or catch your boss’s attention (in a good way)… then I think you’ll agree, the subscription has paid for itself many, many, many times over.
100% money-back guarantee cuts your risk to zero
Try ᴛʜᴇ ʜʀ sᴘᴇᴄɪᴀʟɪsᴛ today at my risk. The guarantee is ironclad, and the equal of any you will find anywhere. Here’s how it works…
Enter your subscription order now. We’ll rush an exclusive personal website access code to your email inbox. You’ll be up and running before you know it, benefiting from Day One from the news and insights, information and analysis, guidance and expertise of ᴛʜᴇ ʜʀ sᴘᴇᴄɪᴀʟɪsᴛ. (Note: Do NOT share the code with anyone who could become a potential threat or competitor down the road.)
Read, use, benefit and enjoy. I say “enjoy” because we strive to write everything in the language you use every day: plain English. But beyond that, you must be satisfied — more than satisfied — or we’ll refund 100% of your money. Every cent, for the first 30 days. That’s how confident I am that ᴛʜᴇ ʜʀ sᴘᴇᴄɪᴀʟɪsᴛ will help you meet every HR challenge you face, now and down the road.
What are you waiting for? Subscribe today.
Sincerely,
Phillip A. Ash, Publisher
P.S. Your total cost: $97. Your total value including your discount and free bonus gifts: $967.85. Your total risk: Zero. Not an opportunity to be passed up, if you see what I mean.
P.P.S. Still thinking it over? How about a FREE SAMPLE ISSUE? Our editors have prepared a “best of” issue I think you’ll enjoy reading. Just take a look at some of the headlines —
- 15 questions to ask employees in the first 60 days
- Secrets of a CEO: 10 things HR needs to know
- Avoid the top 10 mistakes in staff handbooks
- Maintaining I-9s: The top 10 do’s and don’ts
- 25 off-limits interview questions
- How to avoid the 5 classic firing mistakes
- Doing battle with the clock? 4 ways to win the game
- Reduce your workers’ comp premiums: 6 tips
It’s eight pages of quick reading, full of things you must know to do your job better, and it’s FREE. There’s no catch. It’s just my way of backing up what I’ve said so far — that ᴛʜᴇ ʜʀ sᴘᴇᴄɪᴀʟɪsᴛ is your best tool for job success today… and career advancement tomorrow.
P.P.S. A personal note, if I may.
Our company, Business Management Daily, is a small entrepreneurial business. Our staff of journalists, analysts and experts work in offices located in Falls Church, VA, a few miles outside the Nation’s Capital. Every day we come to work with just one mission: to dig up news and information that helps executives like you succeed in your career and rise in your organization.
This company was started quite a while ago by my dad, Allie Ash. Dad might not like me saying it but he’s kind of a big name in our little world of specialized information publishing, with lots of awards and honors to his name. Dad is still plenty active in the business but he’s turned the operational reins over to me. It’s an honor — and a responsibility — I try to live up to every day.
I’m saying all this to make the point that my word matters. The things I say in letters like this are the truth because they have to be. It’s my company — our company — and it’s our names that are on the line. We got where we are by telling subscribers the truth, not running con games or snow jobs, and here is where we plan to stay. We’re not after a quick buck. We’re in for the long haul.
That’s our business model, pure and simple. We want you to stick around — to renew your subscriptions year after year after year. We can only achieve that by giving you the straight dope. That and that alone is what you need to survive — and prosper — year… after year… after year.
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