Notes from – June 24, 2005
Please note: in reviewing the notes below, please feel free to comment, offer suggestions, or present questions that can be shared with the HR Council.
Hot Topics/Concerns/Suggestions
- Temps, do we pull (and see) the credit report?
A non-attending credit union had requested to ask the Council how they handled temporary employees and if so, were they able to view their credit report before commencing the temp status? Some of the Council had experienced this and were able to have the temp services pull and supply them with the credit reports pending the temp's signed release. As this particular temp service was not being forthcoming with the reports to the credit union, it was recommended that the credit union complete applications/sign authorization forms so that they may pull it themselves as well as to determine their bondability.
- PTO was discussed at length: why did some of the credit unions convert to this instead of utilizing a vacation/sick policy?
To reduce absenteeism -- it has worked well for those who have changed. One credit union stated that it had reduced absenteeism by 40% as the employees were much more conscientious of the time.
To even the playing field for staff as each employee is able to do the same as any other (keep it or use it all).
Employees are less likely to lie about the reasons for taking time off and are less likely to use all of their time.
Scheduling may be easier since you may have less unscheduled absences.
Empowers the employees as they control their time.
Some credit unions allow a cash-out option; one example was paying $.80 or $.75 on the $1, and others pay at the current rate of pay. One credit union that changed to a PTO also ended up purchasing a STD policy to bridge the waiting period with the LTD policy. Another credit union said that they allow their employees to donate sick time, up to 40 hours, to another employee under severe situations. Progressive disciplinary steps were still used for those who have unscheduled events in terms of absences. Abusers of sick leave were generally the ones who did not like the idea of going to the PTO.
- HRIS systems, who using them?
Only two of the credit unions present at the council utilize this. They both use ADP’s version, BenX, and both are very happy with the service. They explained that once someone makes a change to their benefits, an email message is sent to the Administrator to authorize the changes. This enables the employees to enter the changes themselves but still allow the company to actually administer the change.
- Loans on 401k and handling situations of multiple loans by the employees.
The majority of the Council had to deal with this and discussed the multiple frustrations involved with managing this option with the employees and the misuse of such---several credit unions allow up to two loans at a time. Questions were asked about what they do if someone is delinquent on the loan and how it is repaid (once terminating)? All said that if they had the choice, they would not recommend this to other credit unions -- for administration reasons and also the temptation from employees to use the loan, as they are basically borrowing money from themselves, which was intended for retirement.
- Pre-employment testing
Some credit unions use paper and pencil tests provided by the American Banking Association, some have in-house programs. There was discussion on looking at sales training that would tie into an incentive program.
- The challenges with hiring for branches
This is an area where many had the same challenges. One credit union is moving towards “pods”/cash disbursement machines so that the teller never touches the money. The pure challenges faced while going through conversions was mentioned, and how hiring has been placed on hold during such, but the process of gearing up to recruit tellers had started and the challenges faced in this scenario.
- Making the transition to a sales culture and assisting with the change
This can be a challenge. Pre-employment tests for this need were discussed, and incentive plans that worked were discussed. One credit union had a "pot of gold" that was designated (such as all the earnings made from a product), which in turn everyone receives a part of the earnings. Personality profiles were discussed and how they can help determine if an employee will be a good fit in a sales environment.
- Dress code
Are credit unions using uniforms? The credit unions that institute a uniform policy provide five logo shirts to wear and the employees can wear any pants/skirts with that. If employees want more than what is provided, they can be purchased.
- Sexual Harassment Training
Who is being trained -- managers and employees or managers only? Most said they hold separate classes for the managers and the employees since the training is different for the two groups, with a signed release stating that they had been through the training. One credit union mentioned that they have the employees watch a video and take a paper/pencil test afterwards. It was agreed that the training should be done annually and at hiring. Jackson Lewis and Wimberly & Lawson were two law firms mentioned that had presented managerial training on harassment.
- New employee orientations
Some credit unions mentioned that they take up to two to three days for the new employee orientation (company wide/benefits). It was also discussed that some have the employees usually take half a day of keystroke training and then a half-day observing the teller line. Some utilize a mentor program and have found it to be successful.
- Performance appraisals/job descriptions – ways to update and/or create
Compease and/or Performease was mentioned by many as a source used for this. Another one that was mentioned was PerformancePro. Most credit unions use the CUNA Salary Surveys when looking at salary ranges. Career pathing for the employees was discussed, as well as removing subjective language in performance reviews. One credit union went to a pure ranking system to alleviate this issue.
- Military leave
Do a lot of credit unions have employees out for this? A good amount of the credit unions do and they did not see it as a problem. USERRA laws and how to handle the 401k match when people return from military leave were discussed.
- NSF, overdrafts, delinquent loans
It appeared that all attending credit unions had a policy on this. One example: if an employee has five occurrences (NSFs) in a year, they would be terminated. The first step for all credit unions is counseling and then taking away their account privileges before resorting to closing the account. The topic of overdraft protection, and the misuse of it, was discussed. Courtesy pay is now being offered and it appears that those credit unions that are offering it are making money on such. The possible philosophy issues of such were discussed; is it a good thing for the members? Several credit unions mentioned how well the program was going, even though it was not promoted.
- Saturday hours: Who has them?
Are employees required to work, and do you have employees from other branches fill in? Those that have Saturday hours either accept that they are paying overtime or give the employees another day off during the week.
The open forum/round table setting is agreeable to all and is slated to continue for future meetings, and to continue to assess meeting locations across the state so as to be accessible for all was prevalent. The Council had mentioned at the previous meeting that a labor attorney might be a welcomed addition on occasion, and was discussed that we could look into having one attend in October. |
