2019 Labor Law Posters

One of the many resources that Cascade offers to employers are all-in-one Employment & Labor Law posters. Regulatory changes require some updates for 2019, so if you use all-in-one posters, reserve yours now and we’ll mail them to you prior to the new year. These posters are available in both English and Spanish, and printed on heavy duty glossy paper or laminated.

Keep in mind that the Oregon Minimum Wage will increase in July, 2019. As an added benefit to ordering from Cascade we will send you an easy-to-apply sticker to reflect the change at that time. This is an easy way to keep in compliance with required postings.

Pre-order now and you won’t be billed until shipped.

Check this off your list  

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be thankful

It’s been said that “80% of success in life is just showing up.” But, in the world of work, we know it takes more than just clocking in to develop strong, effective, sustainable teams. Are your employees really showing up? Are they digging in with everything they’ve got?

Be thankful if they are! My consultant friends tell me that full-participation or fully-engaged workplaces are rare. If you don’t think you and your employees have reached this promised land, here are a few things to consider:

What does Really Showing Up look like?

At Cascade Employers Association we begin many of our training sessions with a review of the characteristics of the Engaged Employee to set up a target, the “ideal employee” discussion. Then we reflect on how these extraordinary employees work with passion, have a profound connection to the organization, drive innovation, are great stewards and give 100% of their discretionary effort.

You know, the people we all want more of. The people we wish we could be consistently ourselves. In the discussion we typically have supervisors point out that there are lots of employees who are clocking in, showing up, but not really bringing all of themselves. Leadership Engagement Essentials is one good example of a training session that addresses this specific topic.

Progressive workplaces want to develop and encourage the fully-engaged employee and the high functioning team. Much of our time in the workplace-development world is spent appropriately examining workplace cultures and policies that positively influence this engagement. The workplaces we see having more success in this endeavor are doing a few things to create culture and conversation that improve the chances their employees will want to bring all of themselves on a daily basis.

Do your employees:

  • Show up physically? Rested, stretched, exercised? All there? Feet firmly on the ground? Great workplaces encourage self-care and active lifestyle, creating positive peer pressure toward health.
  • Show up emotionally? Even bring their anger and sadness along with their joy and excitement? Great workplaces teach relational skills and open dialogue so employees feel a connection with their work team. Great workplaces also, while allowing employees to be honest, even vulnerable, call out negativity or selfish motivations.
  • Show up intellectually? Thinking all the time? Admitting, without shame, when they don’t understand something or when they are confused? Also admitting boldly when they see something or a process they can improve? Great workplaces create and maintain an atmosphere of appreciation for strengths and patience with weaknesses.
  • Show up socially? Can find their place, not out of conformity, but out of comfort and fit? Great workplaces are inclusive and focus on strengths and honor all social styles on the extrovert-introvert continuum.
  • Show up spiritually? With proper boundaries and without proselytizing? Great workplaces encourage the search for something larger than themselves.

The Gestalt Psychologists used to employ a technique called the “empty chair” in therapy sessions, designed to help their clients have a conversation with the disowned parts of themselves. We would never recommend this practice in the workplace. Perhaps you can see, however, what this might be like for your less-engaged employees who are missing something, almost as if ghostly limbs were disappearing or half of them was just not there.

What important and productive parts are employees leaving at home when they could be using them to leverage creative success in your workplace? Part of the solution is just asking good questions, paying attention to, acknowledging and celebrating the fully-engaged, making full-participation contagious.

Here’s to being truly thankful for your employees who are really BRINGING IT!

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keys

I read recently that training organizations spend something like 60 billion dollars a year on employee education. At Cascade Employers Association we are a bit short of 60 billion, but we do a heck of a lot of training. But just because you expose employees to a few new concepts or ideas does not mean that they will remember what you want them to remember. The “forgetting curve” means that 70% of content will be forgotten within 24 hours. So, is your training worth the time and money?

Turns out there are a few very important things workplaces can do to overcome the forgetting curve so that the training investment brings the returns that we all want.

A common misconception is that the training itself is the most important part of the process. Perhaps it is those of us who do the training that are furthering this idea. Research tells us that the things workplace managers do before and after the training event are far more important in the transfer of information. This does not mean we trainers are not important. It means that the context and support from the workplace makes all the difference in making the training stick. We need to give our employees coherence, repetition, and practice to build more sustainability into our training.

Here are a few things our training team gets excited about when we approach a workplace training because we are increasing the likelihood that the lessons will stick:

  • We love it when the boss sits in on the pre-training conversation and sets up clear follow-up activities related to the training. These are activities that continue to answer the questions of SO WHAT? WHY? and NOW WHAT?
  • We love it when workplaces build in brief refresher and booster quizzes to keep ideas alive.
  • We love it when management actually digs in during the trainings with the rest of the team, as opposed to stepping out all day. (While we understand business priorities, you can see the message being sent to other participants when the boss keeps stepping out.)
  • We love it when new leadership concepts are incorporated into subsequent meeting agendas so that we keep these concepts alive.
If your goal is to produce long-term retention, and if your goal is to produce behavior change, then what you do after training is more important than what you do during training.

We are keenly aware of the “use it or lose it” dynamic in training. (Insert your favorite muscle or exercise analogy here.) Here’s to taking a second look at what happens BEFORE and AFTER your next workplace session!

Looking forward to making your training sustainable, practical and useful.

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S.M.A.R.T.

This nonprofit’s vision is an Oregon where every child can read and is empowered to succeed. Did you know…

  1. In 1991, a group of concerned business leaders came together to address the troublesome reality that Oregon’s children were routinely reading below grade level. As a result, the SMART (Start Making a Reader Today) program was launched in 1992.
  2. Over the years, SMART has steadily grown to become the state’s largest volunteer-driven nonprofit organization devoted to children’s literacy. Their proven model engages community volunteers to read one-on-one with pre-K through third-grade children for one hour per week during the school year, exhibiting the joy of reading, while supporting the child’s efforts to read independently. Students also receive up to 14 new books to take home and keep each year.
  3. SMART has now served more than 211,000 children and given away over 2.5 million books. More than 134,000 volunteers have logged over 4.2 million hours reading with children across the state.
  4. In 2016-17 SMART celebrated its 25th anniversary with the release of the publication Oregon Reads Aloud, a collection of 25 read-aloud stories written and illustrated by Oregon authors and illustrators.
  5. SMART invites individuals – volunteers, educators, parents and former students – to share their stories. Here’s what one student had to say: “I was an early reader, but standardized tests in third grade brought to my teacher’s attention that I wasn’t comprehending the way I should. Mrs. Jordan worked with me for an hour a week, and by the third grade, I was reading at an eleventh grade level. I’m living proof that one person can make a huge difference in a child’s ability to read and learn.”

Cascade is proud to showcase SMART. This year the program will serve more than 11,000 kids, taking more than 5,000 volunteers across the State to make it happen. SMART is currently recruiting volunteers to donate an hour of time a week to ignite a love of reading and books in children throughout Oregon’s communities. If this is where you would like to spend the best hour of your week volunteering to make a difference, sign up here: www.getsmartoregon.org.

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