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Please bookmark our new site for some of the best resources to help build better workplaces through compliance, culture and connection.



Soft Melting Clock

That’s right, it’s that time again. Time for that “extra hour” of sleep we will all be getting. On Sunday, November 1, 2020 at 2:00 am, Daylight Savings time ends and our clocks will bounce back to 1:00 am; thus, giving us an extra hour of sleep, festivities, or work, depending on what we are doing. Changing our clocks back an hour means we gain an hour of sleep (or fun) that night, but what does it mean for employers?

For those employers who have graveyard shift employees, it means that you need to ensure your employees are paid for the correct number of hours. Any employee working when the time changes at 2:00 am, and continues to work after, will have worked the hour from 1:00 am to 2:00 am twice. This means you must pay them for that extra hour of time.

If you have an automated time clock system, double check that the system is accurately recording the number of hours worked. If you have paper time cards, ensure that your employees understand they should calculate that extra hour of work when they fill out their time cards. The best way to do this is to communicate the time change to your employees.

The truth of the matter is, not all employees will know that it is time to fall back. For those working the graveyard shift, this means they may not properly record the number of hours worked. For those who will be coming in on Monday morning, this could cause them to potentially show up an hour early for work. Providing a written reminder to them regarding the time change can help prevent this. This reminder may be a company-wide email for those with access, or reminders posted on the incoming and outgoing doors, near all time clocks, and any company communication boards.

Any manual clocks should be turned back an hour at the end of the shift before the change, preferably after non-exempt employees have clocked out for the day. Or, if someone is working during the graveyard shift, give them the job task of updating the clocks with the correct time. Having these processes in place will provide a smoother transition during this bi-annual event.

By preparing for this event ahead of time, you can prevent wage errors and confusion from employees who may not remember the time change. If you have questions about how to pay your employees, contact Cascade.



Employee Surveys Image

For decades, workplaces have been using the Gallup Q-12 to inform their assessment of workplace engagement. Managers use the tool to bring focus to the most important things for discussion with their workers. Looking through the lens of a post-pandemic, remote workplace, these Rules of Engagement start to look really different.

What is the Q-12? Well, it’s 12 important questions. Covering everything from Clear Workplace Expectations to Materials and Equipment to Being Recognized, these 12 actionable workplace elements offer proven links to performance outcomes. Simply put, the 12 questions answered affirmatively correlate highly with strong employee engagement, answered negatively correlate highly with poor employee engagement.

As workplace leaders we may need to change the way we are approaching and evaluating workplace engagement and have a critical look at the things that are keeping our good people committed and focused.

In a workplace disrupted by a pandemic and the resulting remote-work challenges, the entire look and feel of our teams may be different. Our nearly 500 members at Cascade Employers Association have been telling us how they are creatively shifting focus to thrive under these new circumstances. We don’t necessarily have to “survey” our employees regarding these 12 considerations, but a conversation or two around these keys to engagement might be a very good idea.

Let’s look at three of the twelve key questions, just to explore the possibility that leveraging engagement may be an entirely different exercise when we are working remotely.

Q-1: I know what is expected of me at work

Wow. Now that my team members work at home most of the time, expectations for clocked hours may be different. Expected communication response times may also be different. Wait, am I supposed to deliver the same deliverables at the same volume as I was delivering in April? Has my job description changed? Probably time to review with our employees all of these expectations.

Q-2: I have the materials and equipment I need to do my work right

For our members, this one has for years been a hot button issue where supply chains, IT Teams and Managers end up taking the heat. The list of stuff I need to get my work done and the prioritization of this stuff has definitely changed. Do your people have what they need to be effective when working from home? Is this being confirmed and communicated?

Q-4: In the last seven days I have received recognition or praise for doing good work

This is a question about supervisors and leaders paying attention and commenting on positives. This obviously has changed for a lot of us as we don’t get face-to-face with any regularity. What hasn’t changed is the need for recognition so we all get reinforced for doing things that contribute to team success and connect to organizational goals. Can’t just ‘Manage By Wandering Around’ any more.

OK. Maybe one more. What about Q-5: My supervisor, or someone at work, seems to care about me as a person? Are you finding ways to reach out to your employees even in a busy workweek and demonstrating your understanding of the personal stressors that are affecting them? We all know what a big difference this kind of caring can make.

We will be exploring all twelve of the Q-12 and ways to improve our workplace connections in our 3-part Remote Work Best Practices Series. We will develop an action plan as we outline best-practices for the post-pandemic workplace. Hope you are able to join us.



Oregon Community Foundation

I think we all know someone whose life has been negatively impacted by the tragic devastation of Oregon’s recent wildfires or COVID-19 or both. If you are like me, it is difficult to know the best way to donate and have meaningful impact for your friends and fellow Oregonians that are struggling through these two very devastating life events.

The mission of the Oregon Community Foundation (OCF) is to improve the lives of all Oregonians through the power of philanthropy. OCF has a longstanding background in distributing over $100 million per year in grants and scholarships to organizations and communities that serve the most vulnerable in Oregon. I hope you will take a moment to learn more about OCF and how your organization or community might qualify for funding to support those that you serve or if you are in a position to give, explore how even the smallest donation can, with the help of many other generous donors, serve those most in need in the State of Oregon.

Here are few things you may not know about OCF:

  1. If you are looking for a way to contribute funds to support emergency response to the Oregon communities most devastated by recent wildfires, consider a gift to the OCF 2020 Community Rebuilding Fund. The fund launched in partnership with Meyer Memorial Trust, Oregon Community Foundation and The Ford Family Foundation as a collective effort to support recovery and rebuilding of those communities leveled by wildfires.
  2. In response to COVID-19, OCF created the Oregon Community Recovery Fund to rapidly deploy resources to nonprofits that support Oregon residents and families who are most affected by COVID-19. Although the fund is not currently accepting new applications for the current phase of grant-making, you can check here for future opportunities.
  3. If you are a nonprofit searching for grant and scholarship opportunities check out OCF’s searchable database for opportunities you might qualify for here.
  4. OCF invests in multiple impact areas that include:
    1. Arts & Culture
    2. Economic and Community Vitality
    3. Community Engagement
    4. Education
    5. Health and Well-Being
    6. Homelessness and Housing
    7. Land and Nature
  5. Your donations combined with others creates exponential impact across the state.
  6. OCF indirectly provides resources for your Small Business. Oregon’s workers and small businesses are facing unprecedented economic disruption. The Oregon Small Business Stabilization Fund was established to bring some relief. Seeded with a $300,000 investment from OCF in March 2020 and bolstered by donor support, the fund provided $2.6 million in emergency capital to help nonprofit community organizations serving small businesses in both urban and rural communities. Learn more about the Oregon Small Business Stabilization fund here.

Cascade is proud to have the opportunity to feature our member and outstanding employer and philanthropic organization, the Oregon Community Foundation.

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