Gradient Summer 2017

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The Magazine of the Association For Creative Industries

Formerly Craft Industry Today

COMPANY CULTURE Setting Expectations for Your Employees Gradient • Summer 2017

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Hiring For Success

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Working in the Family Business

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The Power of Understanding Styles

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Editorial Keri Cunningham kcunningham@afci.global Kristen Farrell kfarrell@afci.global Jason Baum jbaum@afci.global Alex Armeni aarmeni@afci.global Advertising Tim Braden tbraden@fwpi.com Darlene Ryan darlene@fwpi.com

Publisher Fahy-Williams Publishing {k Ņƻ ŏljîljØ ŏƁŏ ååÚ Ƌţ :åĹåƴ±Ø c¥ ŏĊĊăƆ îljljěƑĊĊěljăăŀ üƵŞĜţÏŅĵ Gradient is distributed to AFCI ĵåĵÆåųŸ ŅĹ ± ÏŅĵŞĬĜĵåĹƋ±ųƼ ƱŸĜŸţ ƚÆŸÏųĜŞƋĜŅĹ üåå üŅų ĹŅĹěe8 F ĵåĵÆåųŸ ĜŸ âƗă ± Ƽå±ųţ Ņ ŅųÚåųØ ÏŅĹƋ±ÏƋ e8 F ±Ƌ ƗljŏěîƑăěŏƗljƁţ Gradient is published quarterly üŅų ĵåĵÆåųŸ Ņü ƋĘå eŸŸŅÏĜ±ƋĜŅĹ 8Ņų ųå±ƋĜƴå FĹÚƚŸƋųĜåŸ Še8 Fšţ e8 F ĜŸ an international non-profit trade ±ŸŸŅÏĜ±ƋĜŅĹ ÏŅĹŸĜŸƋĜĹč Ņü ƋĘŅƚŸ±ĹÚŸ Ņü ĵåĵÆåų ÏŅĵޱĹĜåŸ åĹč±čåÚ ĜĹ ƋĘå ÚåŸĜčĹØ ĵ±Ĺƚü±ÏƋƚųåØ ÚĜŸƋųĜÆƚƋĜŅĹØ ±ĹÚ ųåƋ±ĜĬ Ÿ±ĬåŸ Ņü Ïų±üƋ ŞųŅÚƚÏƋŸ ƵŅųĬÚƵĜÚåţ 8Ņų ĵŅųå ±ÆŅƚƋ e8 FØ ƋĘå ƴ±Ĭƚå Ņü ĵåĵÆåųŸĘĜŞØ Ņų ĜƋŸ ±Ƶ±ųÚěƵĜĹĹĜĹč ŅĹüåųåĹÏå ¼ ų±Úå ĘŅƵØ ŞĬ屟å ƴĜŸĜƋ ±üÏĜţčĬŅƱĬţ

Online Î ±üÏĜţčĬŅƱĬ Î Ïųå±ƋĜƴ±ƋĜŅĹŸĘŅƵţŅųč Î ü±ÏåÆŅŅĩţÏŅĵxe8 Fţ:ĬŅƱĬ Î ƋƵĜƋƋåųţÏŅĵxe8 Fƣ:ĬŅƱĬ Î ƼŅƚƋƚÆåţÏŅĵxÏx eŸŸŅÏĜ±ƋĜŅĹ8Ņų ųå±ƋĜƴåFĹÚƚŸƋųĜåŸ Î ŞĜĹƋåųåŸƋţÏŅĵxe8 Fƣ:ĬŅƱĬ Î ĬĜĹĩåÚĜĹţÏŅĵxÏŅĵޱĹƼx ±ŸŸŅÏĜ±ƋĜŅĹěüŅųěÏųå±ƋĜƴåěĜĹÚƚŸƋųĜåŸ Î )î Fa)ţŅųč

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Gradient • Summer 2017

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Welcome to Gradient!

This has been an exciting year so far for the Association For Creative Industries; one in which we underwent a rebrand and introduced our new name, logo and look. Now, we’re re-introducing our premier trade publication with its new name – Gradient – and a new look to reflect the personality of the new Association For Creative Industries.

So, why the name “Gradient”?

Not only is the color gradient an important element in the AFCI logo, but it also represents our global and diverse membership. Additionally, Gradient speaks to the upward trajectory and constant evolution of our creative industries – something we aim to propel in everything we do.

It was important for us to create a publication that is both professional and welcoming; one that puts engaging and relevant information at your fingertips.

In the pages of Gradient, you will find thoughtprovoking content, emerging trends, and an overall re-imagined platform for you to learn, connect, and discover.

Just as AFCI is your community, Gradient is your publication. We love featuring our members and sharing your stories. If you are interested in contributing or advertising, please contact our staff at marketing@afci.global.

We hope you enjoy Gradient and discover something new in its pages!

Sincerely,

Finally, the name seemed particularly appropriate because here at AFCI, we not only strive to be your information resource, but we also see AFCI as the gradient, or the spectrum, linking creativity and business.

As you explore this first edition of Gradient, we hope you will notice the redesigned, streamlined layout.

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Summer 2017 • Gradient

Mark Hill President and Chief Executive Officer Association For Creative Industries

PULSE

Online Dating for Employers

ƑƉ ĜƋåŸƉƋŅƉ ŸåƉƋŅƉ8ĜĹÚƉ ¤ŅƚųƉzåųüåÎƋƉ`°ƋÎĘ

By Kristen Farrell Once upon a time I worked in human resources. My first job out of college was a sourcer for a corporate recruiting team. While I wore many hats, my primary responsibilities were writing job postings and researching candidates. I spent my fair share Ņü ƋĘå ĊljěĘŅƚų ƵŅųĩ Ƶååĩ ƚŸĜĹč the Internet as a tool to find the perfect matches for my employer’s careers.

Like many things on the Internet, there is an endless supply of job sites where you can go to fill your positions. Before you post a job opening, the most important thing you need to know is where your perfect match goes to find a job.

According to the Internet, here are three sites you should use to search for your next hire.

Glassdoor Glassdoor.com Glassdoor is the Yelp for individuals in the job market.

Its review model is what makes Glassdoor unique and is why it has become an online community for sharing the pros and cons for working for different employers.

Your company doesn’t need to have a profile for someone to write a review, so take a look and see how your current and former employees describe your work environment. Consider creating a free profile and using Glassdoor as a way to market your business as a great place to work.

Indeed Indeed.com As the job site that advertises ĜƋŸåĬü ±Ÿ ƋĘå ńŏ ģŅÆ ŸĜƋåØ FĹÚååÚ čåƋŸ Ɨljlj ĵĜĬĬĜŅĹ čĬŅƱĬ ƚĹĜŧƚå visitors each month and claims ƋŅ ʱƴå ĘåĬŞåÚ üĜĬĬ Ņƴåų ŏlj ĵĜĬĬĜŅĹ positions. If you’re looking to hire college students or recent graduates, Indeed is where they tend to look. Here, job seekers can create a free profile, which business owners like you can search for free. You can also post your job for free, although a sponsored posting is an option for a fee. If you tend to hire frequently, you may even consider signing up for the Indeed Publisher Program and get paid for simply adding its content to your website.

senior level professionals. With LinkedIn, you can post jobs, source talent, and build your brand. Even with a limited budget, you can advertise for as little ±Ÿ âă ± Ú±Ƽţ 8ƚųƋĘåųĵŅųåØ ƼŅƚ can network for free by simply Ïųå±ƋĜĹč ± ŞųŅüĜĬåţ Ęå ŸĜƋå ŅüüåųŸ different packages for different needs, so it’s worth exploring if you haven’t used it before.

Linkedin.com

At the end of the day, hiring is very much like marketing. You need to invest time in recruiting.

Write a job posting that tells your company’s story and why an individual should work for you.

Publish your story on targeted job sites and then share it everywhere – on social media and with everyone you know.

Some of the best hires still come from word of mouth. Evaluate what works and you’ll discover a way to find your perfect match.

It’s hard to believe LinkedIn just ÏåĬåÆų±ƋåÚ ĜƋŸ ŏĊƋĘ ÆĜųƋĘÚ±Ƽţ Ęå ŸƋ±ųƋěƚŞ ĹŅƵ ŅƵĹåÚ ÆƼ aĜÏųŅŸŅüƋ ʱŸ ăljljØljljljØljljljť ųåčĜŸƋåųåÚ members and is the online resume of choice for middle to

Have you had success hiring through another job site? Share your experience and connect with your peers in our Association 8Ņų ųå±ƋĜƴå FĹÚƚŸƋųĜåŸ XĜĹĩåÚFĹ Group.

LinkedIn

Gradient • Summer 2017

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INSIDE AFCI

IndustryƉNews We Are AFCI Jason Baum, AFCI Director of Membership F Ę±Ú ± čųå±Ƌ ƋĜĵå ±Ƌ ų±üƋϱƋĜŅĹ ƋĘĜŸ ޱŸƋ eŞųĜĬţ F Ĭå±ųĹåÚ Ÿåƴåų±Ĭ ƋĘĜĹčŸ ƵĘĜĬå ƋĘåųå× ĹååÚĬå Ïų±üƋ ĜŸ Bk úſ Ņƚų Ƌ±ųƋě Ş ĵåĵÆåųŸĘĜŞ ĜŸ ĜÚå±Ĭ üŅų ĹåƵ ÆƚŸĜĹ域åŸſ åĹƋųåŞųåĹåƚųĜ±ĬĜŸĵ ĜŸ ±ĬĜƴå ±ĹÚ ƋĘųĜƴĜĹčſ ±ĹÚ ƋĘå ƵŅųĬÚűŸ ÆåŸƋ ĜÏå Ïųå±ĵ ųåŸĜÚåŸ ĜĹ ±ĹƋ± ±ųƱų±Ø ±ĬĜüŅųĹĜ± ŠŸåųĜŅƚŸĬƼØ ÏĘåÏĩ ŅƚƋ Fa) Ĝü ƼŅƚ ÚŅĹűƋ ÆåĬĜåƴå ĵåšţ

Registration is Open for Mixed Media )ƴåĹƋ ƗljŏƁ åčĜŸƋų±ƋĜŅĹ ĜŸ ŅŞåĹ üŅų aĜƻåÚ aåÚĜ± )ƴåĹƋ ƗljŏƁØ IƚĬƼ ŏƁěƗlj ±Ƌ ƋĘå ±ĬƋ {±Ĭ±Ïå ŅĹƴåĹƋĜŅĹ åĹƋåų ĜĹ ±ĬƋ X±ĩå ĜƋƼØ Ƌ±Ęţ IŅĜĹ ƚŸ ƋŅ Ƌ±ĩå ʱĹÚŸěŅĹ ƵŅųĩŸĘŅŞŸ ŅĹ IƚĬƼ ŏƁØ ±ĹÚ åƻŞĬŅųå ƋĘå Ƌų±Úå ŸĘŅƵ IƚĬƼ ŏîěƗljţ Ęå ʱĹÚŸěŅĹ ƵŅųĩŸĘŅŞŸ ƵĜĬĬ Ņüüåų ± ƵĜÚå ±ųų±Ƽ Ņü ŸĩĜĬĬ ÆƚĜĬÚĜĹč ƋåÏĘĹĜŧƚåŸ ƵĜƋĘĜĹ ƋĘå ŸŞĘåųå Ņü ĵĜƻåÚ ĵåÚĜ±Ø üųŅĵ Ƌ±ŞŞĜĹč ĜĹƋŅ ƋĘå ŞĬ±ĹĹåų ƋųåĹÚØ Ïųå±ƋĜĹč ĜĹƋåų±ÏƋĜƴå ŸƋ±ĵŞ ŞųŅģåÏƋŸ ±ĹÚ ųƚŸƋĜÏ ĘŅĵå ÚæÏŅųØ ƵŅŅÚ Ïų±üƋĜĹčØ ±ĹÚ ĵƚÏĘ ĵŅųåú ¥Ņƚ Ï±Ĺ Ÿåå ƋĘå åĹƋĜųå ƵŅųĩŸĘŅŞ ŸÏĘåÚƚĬå ±ĹÚ ĬĜŸƋ Ņü ޱųƋĜÏĜޱƋĜĹč ÏŅĵޱĹĜåŸ ŅĹ ƋĘå aĜƻåÚ aåÚĜ± )ƴåĹƋ ޱčå ŅĹ Ņƚų ƵåÆŸĜƋåţ 8Ņų åƻĘĜÆĜƋĜĹč ĜĹüŅųĵ±ƋĜŅĹØ ÏŅĹƋ±ÏƋ c±ÚĜĹå ÏĘƵ±ųƋDŽØ %ĜųåÏƋŅų Ņü ±ĬåŸ ¼ ŞŅĹŸŅųŸĘĜŞŸØ ±Ƌ ŠƗljŏš îƑăě ŏƗljƑ Ņų ĹŸÏĘƵ±ųƋDŽıüÏĜţčĬŅƱĬţ 8Ņų ųåčĜŸƋų±ƋĜŅĹ ±ĹÚ ĵŅųå ĜĹüŅųĵ±ƋĜŅĹØ ƴĜŸĜƋ ƋĘå aĜƻåÚ aåÚĜ± )ƴåĹƋ ޱčå ŅĹ Ņƚų ƵåÆŸĜƋåØ ƵƵƵţ±üÏĜţčĬŅƱĬţ

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iDiscover Chats are Changing the Educational Landscape B±ƴå ƼŅƚ ŸååĹ Ņƚų ĬĜƴå Ĝ%ĜŸÏŅƴåų ʱƋŸ ƼåƋũ ĘåŸå ŏăěĵĜĹƚƋå ĜĹüŅųĵ±ƋĜƴå ±ĹÚ åƻÏĜƋĜĹč ĜĹŸŞĜų±ƋĜŅűĬ Ƌ±ĬĩŸ üå±Ƌƚųå ƋŅŞ ŸŞå±ĩåųŸ ±ĹÚ Ĭå±ÚåųŸ ŸĘ±ųĜĹč ƋĜŞŸØ ųåŸŅƚųÏåŸ ±ĹÚ ŸŅĬƚƋĜŅĹŸ üŅų ƋŅÚ±ƼűŸ ÆƚŸĜĹ域 ƵŅųĬÚţ ¥Ņƚ Ï±Ĺ Ƶ±ƋÏĘ Ĝ%ĜŸÏŅƴåų ʱƋŸ ÆųŅ±ÚϱŸƋåÚ ±Ƌ ųå±ƋĜƴ±ƋĜŅĹ ƗljŏƁ ŅĹ Ņƚų ƵåÆŸĜƋå ±ĹÚ ģŅĜĹ Ņƚų ŞųĜƴ±Ƌå Ĝ%ĜŸÏŅƴåų 8±ÏåÆŅŅĩ ޱčå ƋŅ Ÿåå ĹåƵ ʱƋŸ ƴĜ± 8±ÏåÆŅŅĩ XĜƴåţ Ņ ±ÏÏ域 Ņƚų ŞųĜƴ±Ƌå Ĝ%ĜŸÏŅƴåų 8±ÏåÆŅŅĩ ޱčåØ ƴĜŸĜƋ ƵƵƵţ±üÏĜţčĬŅƱĬţ Fü ƼŅƚűųå ĜĹƋåųåŸƋåÚ ĜĹ ŞųåŸåĹƋĜĹč ± ƋŅŞĜÏØ ÏŅĹƋ±ÏƋ cĜÚĜ± cåčųŅĹØ %ĜųåÏƋŅų Ņü )ÚƚϱƋĜŅĹØ ±Ƌ ĹĹåčųŅĹıüÏĜţčĬŅƱĬţ

6

Summer 2017 • Gradient

IndustryƉNews Registration for ųå±ƋĜƴ±ƋĜŅĹ Ɨljŏî ĜŸ Approaching Thousands of manufacturers, retailers, distributors, designers and bloggers experienced innovation, networking and high-quality education at Creativation ƗljŏƁţ kƚų ŸåÏŅĹÚ Ƽå±ų Ņü ųå±ƋĜƴ±ƋĜŅĹ ƵĜĬĬ Ƌ±ĩå ŞĬ±Ïå I±Ĺƚ±ųƼ ŏîěƗƗØ Ɨljŏî ±Ƌ ƋĘå {ĘŅåĹĜƻ ŅĹƴåĹƋĜŅĹ åĹƋåų ĜĹ {ĘŅåĹĜƻØ eųĜDŽŅűţ )ÚƚϱƋĜŅĹ ƵĜĬĬ ÆåčĜĹ ŅĹ I±Ĺƚ±ųƼ ŏî ±ĹÚ ƋĘå Ƌų±Úå ŸĘŅƵ ƵĜĬĬ ŅŞåĹ I±Ĺƚ±ųƼ ƗljěƗƗţ ±Účå ųåčĜŸƋų±ƋĜŅĹ ŅŞåĹŸ ƚåŸÚ±ƼØ IƚĹå ŏƑţ åčĜŸƋų±ƋĜŅĹ üŅų Ņƚų ųå±ƋĜƴ±ƋĜŅĹ ĹĜƴåųŸĜƋƼ ƵŅųĩŸĘŅŞŸØ ŸåĵĜűųŸ ±ĹÚ åƴåĹƋŸ ƵĜĬĬ ŅŞåĹ ŅĹ ƚåŸÚ±ƼØ åŞƋåĵÆåų ŏƗţ Companies interested in exhibiting and sponsorships should contact Nadine Schwartz, Director of Sales & ŞŅĹŸŅųŸĘĜŞŸØ ±Ƌ ŠƗljŏš îƑăěŏƗljƑ Ņų ĹŸÏĘƵ±ųƋDŽıüÏĜţ global. For information about attending and more, visit www.CreativationShow.org.

Featured Member Benefits TSYS Merchant Solutions offers payment options for the business to business segment. Whether your sales activity is generated through a store-front or a large online retail presence, TSYS Merchant Solutions provides you a variety of payment processing solutions. These options include POS devices which can fully integrate with a majority of software solutions. The people centered payments ±ĬŸŅ ÚåĬĜƴåųŸ ŞåųŸŅűĬĜDŽåÚ Ƌų±ĜĹĜĹč ±ĹÚ ƗĊxƁ üĜųŸƋěų±Ƌå customer service.

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Creative Scrapbooker Magazine Creative Scrapbooker Magazine is a technique-rich paper crafting magazine that features scrapbooking, card making, stamping and mixed media projects. kƚų ĵåĵÆåųŸ ųåÏåĜƴå ± ƗljŢ ÚĜŸÏŅƚĹƋ ŅĹ c) ŏěƼå±ų ±ĹÚ ƗěƼå±ų ŸƚÆŸÏųĜŞƋĜŅĹŸ ƋŅ ƋĘå ĵ±č±DŽĜĹåØ ŞĬƚŸ ± ăŢ ÚĜŸÏŅƚĹƋ ŅĹ ƵĘŅĬ埱Ĭå ŅųÚåųŸ Ņü ƋĘå ĵ±č±DŽĜĹå üŅų ųåƋ±ĜĬ ŸƋŅųå ĵåĵÆåųŸţ Ÿå ÏŅÚå BeƗlj8eXX ±Ƌ checkout.

For more member benefits, log in to your member account online at www.afci.global.

The Kids In Need Foundation (KINF) announced an extended partnership with the Association For Creative Industries. Over the next several years, AFCI and its member companies will work with KINF to develop new programs in order to benefit lowincome students, teachers and communities. KINF and AFCI have a long history of working together to provide school supplies for students who would otherwise go without. Each year, at the close of Creativation, AFCI members participate in the show harvest – an opportunity to donate excess arts and Ïų±üƋ ĵ±ƋåųĜ±ĬŸ ƋŅ UFc8 åŸŅƚųÏå åĹƋåųŸţ ĜĹÏå ƗljljƑØ e8 F ĵåĵÆåųŸ ʱƴå ÚŅűƋåÚ ĵŅųå ƋʱŠâŏţî ĵĜĬĬĜŅĹ ĜĹ ŸƚŞŞĬĜåŸ ƋŅ ÚĜųåÏƋĬƼ ÆåĹåüĜƋ ƋĘå Ċţă ĵĜĬĬĜŅĹ ŸƋƚÚåĹƋŸ ±ĹÚ ŏăljØljljlj Ƌå±ÏĘåųŸ ƋĘå UĜÚŸ ĜĹ cååÚ 8ŅƚĹÚ±ƋĜŅĹ serves nationwide.

Another way AFCI members can support KINF is ÆƼ ŸŞŅĹŸŅųĜĹč ĜƋŸ ƗljŏƁ :±Ĭ± 8ƚĹÚų±ĜŸåųØ Ƌ±ĩĜĹč ŞĬ±Ïå åŞƋåĵÆåų ŏƗØ ƗljŏƁ ±Ƌ ţ ţ ±Ĺĩ Ƌ±ÚĜƚĵ ĜĹ Minneapolis, Minnesota, home of the MN Vikings and ƚŞåų ŅƵĬ XFFţ Ęå :±Ĭ± ĜŸ ± ŸŞåÏĜ±Ĭ ĹĜčĘƋ ÚåÚĜϱƋåÚ to raising awareness and financial support to continue this important work. Please contact Jeanne Mock for information on sponsorship opportunities at ģå±ĹĹåĵÄĩĜĹüţŅųč Ņų ƆŏƗěƆŏăěƆĊăŀţ

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MOVERS & MAKERS

Meet Anna Teal Hello AFCI Community!

I’m so excited about this opportunity to share my Made Soulful blog and personal story with you! Let me introduce myself. My name is Anna Teal and I’m a southern native who finds joy in anything creative.

My crafting obsession started when I was young. From mixing and matching color palettes to sketching a high fashion wardrobe to attending craft fairs with my mother, I knew creativity would be a major part of my life. As an adult, my journey brought me to a career in crafts. I now work with many big names in the craft industry, such as Plaid, Martha Stewart, and Waverly.

When I’m not producing and managing content at Plaid, which is my full-time gig, I enjoy 8

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thinking of new ways to inspire readers through organic, real-life crafting solutions and advice.

Whether it’s up-cycling furniture or creating unique home décor pieces to share with my readers, I feel truly blessed to do what I love every day.

Speaking of the everyday, my Made Soulful blog developed out of my desire to inspire and teach others that they don’t have to settle for empty, run-of-the-mill home décor. Too often, I found myself in stores like Home Goods, Ross, World Market, and various other retail stores, where I saw pieces I liked, but I didn’t love, or I found myself thinking, “Wow, I can totally make that for less.”

I’m a huge advocate of curating meaningful items to fill your home. These items should inspire

you daily and speak to your soul (hence, my blog name, Made Soulful). For example, I just finished up a sign for my kitchen that says, “Happiness is Cherry Pie.” This type of thing is typically difficult to find in stores and this phrase carries special meaning for me.

In addition to being a craft DIYer, I’m also a pie maker. I got into making pies after my grandmother passed a few years ago. I have so many fond memories of her and me making pies together, so I thought I would carry on the pie-making legacy.

It’s been a great experience for me and my family to remember those we love and to create new memories together.

Cherry pie holds a special place in my heart because it’s my

“Too often, I found myself in stores like Home Goods, Ross, World Market, and various other retail stores, where I saw pieces I liked, but I didn’t love, or I found myself thinking, “Wow, I can totally make that for less.”

husband’s and father’s favorite dessert. It’s the best feeling in the world to see the pure joy on their faces when I present them with a homemade cherry pie! I created a sign to adorn my kitchen to evoke this happy emotion every time I look at it. This example is at the core of what I believe when it comes to DIY experiences.

Surround yourself with things that represent who you are and

what you love, and have fun in the process.

I hope you’ve enjoyed reading about my Made Soulful journey!

I’m so thrilled to be a part of the AFCI community! I’m looking forward to building new relationships, making new friends, and growing my business in the craft and hobby industry.

If you’d like to learn more about how to create something that speaks to you, please follow me on my blog: www.madesoulful. com and any of my social channels listed here. www.instagram.com/madesoulful www.facebook.com/madesoulful www.twitter.com/madesoulful

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making life easy[er] Glue Dots International | info@gluedots.com | 1.888.458.3368 Gradient • Summer 2017

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8)e )

HIRING FOR )

by Gail Czech, CEO The Creative Network, Inc. Many interviewers spend a majority of the interview talking about the position they’re hiring for. It’s certainly important for candidates to understand the job responsibilities, corporate culture, and how the position fits into the overall strategic goals of the company. However, interviewers would be wise to spend much more time listening during an interview than talking.

By focusing on getting to know the candidate – not only their skill set and experience, but what they are seeking in a company and job, and how their goals align with the position – hiring authorities will have much better results finding people who will have long-term success at the company.

While direct experience is important, job-specific skills can often be taught. It’s important to consider a candidate’s potential by searching for certain traits.

Questions that reveal a person’s 10

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Here are several traits that increase the likelihood of success.

Ċţ %åƋåųĵĜűƋĜŅĹ It’s important to know that a candidate is open to exploring new and more efficient solutions.

Candidates with determination are not stymied when there appear to be roadblocks; they are not afraid to press on despite perceived obstacles.

ŏţ åŸŅƚųÏåüƚĬĹ域 Creative problem-solvers are more likely to show flexibility; they adapt and perform well under circumstances that may frustrate others.

Another factor that can impact a candidate’s success is “rules orientation.” Will the person be successful within the job and your company if they are a high-rules person? A low-rules person?

Ɨţ ƚųĜŅŸĜƋƼ Candidates who are curious and invest time in their own personal improvement are enthusiastic learners who typically adapt well to new industry practices.

High-rules people actively look for the operations manual on the shelf when they’re dealing with issues. It doesn’t matter what their annual salary is, high-rules people typically want structure and order. That doesn’t mean they won’t do the job in question at a high level, but as you might expect, high-rules people may find it difficult to innovate on a daily basis.

work ethic, problem-solving skills, work preferences and goals help you to know more about whether the candidate is a strong culture fit for your company.

Ƒţ FĹŸĜčĘƋüƚĬĹ域 People who are insightful often bring an intuitive perspective to their work, thus providing perspective and a fresh point of view that others may have missed.

Low-rules people, on the other hand, typically want to figure out

what to do given a specific set of circumstances. They prefer a freer culture, and prefer to not have their daily activities micromanaged.

While companies employ both high-rules and low-rules people, often depending on the job responsibilities, assessing the overall culture of your company (Are you risk-averse? Do you highly value innovation?) is a great step in identifying people who will be successful there.

It is also important to note that successful recruiting and hiring

– and a company’s reputation – are boosted when a company remembers that job seekers are customers. These job seekers (even ones who are not ultimately hired) can be strong promoters or critics of a company, depending on their experience during the process.

For this reason also, companies are wise to ensure an efficient, professional, timely and communicative hiring process.

People typically don’t forget their first impression, and almost always tell their friends!

Gail is a soughtafter industry influencer, enthusiastic marketer and thoughtful leader. She launched The Creative Network, an åDŽåÏƣƒĞƽåƐŹåÏŹƣЃĞĻďƐüĞŹķØƐĞĻƐőłłƟũƐ Over the years, she has held board positions with AFCI, including chair, and is past resident of the Marketing Recruiters Network. She also has served on the board of the National Museum of Decorative Painting in Atlanta. Gail remains an active volunteer in our industry and her community.

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TRENDING

PERKS vs.Ɖ CULTURE 12

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What’s the Difference?

by Tom Cimble Many companies confuse perks and culture. Some think that to create a great culture they should offer trendy extras like four-day workweeks, bring your pet to work, free lunches, etc. But these are all perks, not culture, which are two very different things. If a company only focuses on adding flashy benefits, they may attract employees, but probably will not retain them. Perks are terrific, but if your employees do not like each other, the perks don’t accomplish much.

Think of it this way: allowing your employees to bring dogs to work is a perk.

Texting an employee

after he had to put his dog down is culture.

Culture is made up of emotion and experience.

It is the intangible feeling created by tangible actions. It is about caring for your people and creating a sense of community that allows employees to feel connected to something bigger than each of their individual roles. It is allowing them to feel comfortable to be themselves.

Culture is creating an experience that employees wouldn’t otherwise be able to have. It is spending time to listen and support them in their personal lives. Asking their opinion and then acting on the feedback.

Culture is transparency, and that is a two-

way street. If leaders expect their staff to be transparent, they, too, have to be transparent.

They share their mistakes. Mistakes happen!

Culture is holding people accountable; pushing them to be better; training them to learn. Developing their skills is the key. When people are challenged and pushed they become better, and you are establishing culture!

An employee who thinks of jumping ship can compare perks easily, but culture is much harder to evaluate.

Instead of focusing on temporary benefits, leaders should focus on creating an environment that makes your company hard to leave.

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Working in the Family Business

By Kristen Farrell Family-owned business is synonymous with American business. According to recent Ú±Ƌ± üųŅĵ ŅĹŸƋ±ĹƋ ŅĹƋ±ÏƋØ ŀljŢ of U.S. businesses are familyowned. These businesses fuel economic growth, accounting for ƁîŢ Ņü ĹåƵ ģŅÆ Ïųå±ƋĜŅĹ ±ĹÚ ƆĊŢ of Gross Domestic Product (GDP).

With statistics like these, it isn’t a surprise that several AFCI retailers and manufacturers have strong family ties. In his new book Giving It All Away…

And Getting It All Back Again, Hobby Lobby Founder and Chief Executive Officer David Green credited the success of his family operation to his parents’ faith, values, and generosity.

In other words, family is what ĵ±Úå :ųååĹűŸ âƆljlj ŸƋ±ųƋěƚŞ the largest U.S. privately-owned arts and crafts retailer, which åĵŞĬŅƼŸ ƑƗØljljlj ĜĹÚĜƴĜÚƚ±ĬŸ ±ĹÚ ŅŞåų±ƋåŸ ĜĹ ĊƁ ŸƋ±ƋåŸţ Testaments like Green’s are common in local, regional and other national family-run companies. I spoke with two family-owned AFCI member companies about their history and what it’s like working in a family environment. Both organizations 14

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opened their doors nine decades ago and continue to work under their family reigns today.

FM Brush Company fmbrush.com Gradient: “How did your family business get started?”

Jacqueline Mink Cooper, Executive Director of Retail & Cosmetic Sales, FM Brush Company: “FM Brush Company was founded in New York by ĵƼ čųå±Ƌ čų±ĹÚü±ƋĘåų ĜĹ ŏŀƗŀţ He made his start working for an industrial brush company, but when that company was closing, he bought some of the equipment and opened his own company. Here we are four generations later.”

Gradient: “What’s it like working in a family environment?”

Jacqueline Mink Cooper: “It is, for the most part, wonderful. You share a collective interest to work toward something. There is a history, a family tradition. We sit where generations before us sat.

We have a responsibility to keep it alive for the next generation.”

Gradient: “What policies or procedures do you have in place

to keep work professional?”

Jacqueline Mink Cooper: “We try to keep a tone of professional.

Titles are not defined as they are in the family structure, but according to experience and responsibility (Easier said than done, but we try). When I make a sales call with my brother it is hard not to tell the customer that we are related; if we don’t say, they usually ask. We also try to be mindful that on family holidays business should not be discussed, but it is not a policy; it’s merely a respect for time and place. In that same vein what happens here need not be personal.”

Gradient: “How do you ensure fair and equal opportunity for nonfamily member employees?”

Jacqueline Mink Cooper: “There is a family atmosphere at FM Brush Company. So many of our employees are second and third generation. Most of our employees have been here a long time.”

Gradient: “What are some tips for managing family members or close friends?”

Jacqueline Mink Cooper: “If you

FEATURE

are clear and fair in your direction and always respectful regardless of position, people will respond.

We are a team.”

Gradient: “What’s the best part about working with your family?”

Jacqueline Mink Cooper: “You get to spend lots of time together. I love the people I work with. That is by far the best part.”

Beacon Adhesives beaconcreates.com Gradient: “How did your family business get started?”

Lisa Wojcik, Director of Marketing & Communications, Beacon Adhesives: “David Meshirer opened Beacon for ÆƚŸĜĹ域 ĜĹ ŏŀƗƆ ŅĹ X±ü±ƼåƋƋå Street in Manhattan. Originally, Beacon was a supplier of stiffening agents, dyes, and lacquers to the then thriving millinery trade. Back in those days, everyone wore hats and both men and women rarely stepped outside without a hat firmly in place.

Until World War II, the American hat industry grew as did Beacon who supplied millinery materials to hat makers across the country.

After the war, however, hat wearing declined to the point where many previously thriving hat manufacturers disappeared.

sold were thin, white glues that had no holding power and only disappointed and frustrated crafters. Mickey realized that glues should be made for specific purposes and began to formulate a range of glues for the craft market.

makes it pretty fair to everyone.

What’s more important to us is how we keep our work in the workplace. When we celebrate holidays, or have family events, we keep the work speak to a minimum so we can reconnect as family members.”

These products set the standard within the industry for adhesives and include Gem-Tac, Stiffen ƋƚüüØ XĜŧƚĜÚ X±ĵĜűƋåØ UĜÚŸ Choice Glue, Hold the Foam, CraftFoam Glue, Quick Grip, our new paper glues, Zip Dry and Paper-Tac, and many others.

Several of these glues have won the Craftrends Award of )ƻÏåĬĬåĹÏå ±Ÿ ƋĘå ĵŅŸƋ ĜĹĹŅƴ±ƋĜƴå adhesives within the industry.

Gradient: “How do you ensure fair and equal opportunity for nonfamily member employees?”

Beacon is still running and now employs four members of the family and three generations.”

Lisa Wojcik: “Setting up guidelines for courtesy and respect. Any family members who come to our company and don’t pull their weight don’t succeed in the business. If you are family you have to pull your weight. No special treatment.”

Gradient: “What’s it like working in a family environment?”

Lisa Wojcik: “It’s very special! It’s an honor to be able to see your family members every day. When there is either success or conflict it’s great to know you’re all in it together.”

Gradient: “What policies or procedures do you have in place to keep work professional?”

Lisa Wojcik: “We treat everyone in the business like family, which

Lisa Wojcik: “Everyone at Beacon is treated like family. It’s the only way we know how to run a business.”

Gradient: “What are some tips for managing family members or close friends?”

Gradient: “What’s the best part about working with your family?”

Lisa Wojcik: “The bond that business creates. We always try to problem solve as a team. My čų±ĹÚŞ±Ø aĜÏĩåƼØ ƵĜĬĬ Æå ŀlj Ƽå±ųŸ old in October. I love that I get to see him several times a week. He tries to come in for lunch almost every day he can!”

FĹ ŏŀăƆØ ƵĘĜĬå å±ÏŅĹűŸ åŞŅƻƼ line was rapidly growing, Mickey Meshirer, David’s son, turned his attention to the consumer market and created Fabri-Tac, Beacon’s top selling, all-purpose adhesive for myriad craft, hobby, household, bridal, and home décor uses.

Fabri-Tac was the first product in Beacon’s craft line and, after its phenomenal success, Mickey realized the tremendous demand for craft and hobby glues that would actually perform as advertised and fulfill a certain application need. Too many ‘craft’ glues that were then being Gradient • Summer 2017

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THE POWER OF UNDERSTANDING

STYLES 18

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FEATURE

by Christine Perakslis In this issue, the employee handbook is substantiated as an essential tool used to articulate to employees your organization’s policies, procedures, compliance to federal and state laws, benefits and resources. The manual is also a means to communicate the formal elements of your organizational culture. Yet, your culture is also defined by many unwritten rules, or less formal elements, such as the collection of behaviors of owners and management. Culture is often referred to as an organization’s personality, or a compilation of values and behaviors that create the social and psychological environment. Culture can be a key differentiating factor in not only attracting the right hires, but also in retaining highperforming employees.

A Collection of Behaviors: Interactions Matter!

Culture shapes a dynamic system of interpersonal behaviors; positive interactions provide opportunities for building rapport and creating relationship magic.

Relationship magic is when people have a shared positive emotion; interactions feel pleasant, engaged, and smooth.

Relationship magic positively impacts employee morale; your employees are likely to put more energy into their work, have a greater sense of involvement and belonging, make more effective and efficient decisions, and be ĵŅųå Ïųå±ƋĜƴå ƋŅčåƋĘåųţËŏÌ These interactions in your culture can translate powerfully to your customers. What you and your employees do can help to create positive emotional experiences for your customers. Every

interaction between individuals has an emotional subtext.

Emotional contagion is the ability ƋŅ ϱƋÏĘ åĵŅƋĜŅĹŸ üųŅĵ ŅƋĘåųŸţ ËŏÌ Positive emotional experiences appear to be one of the more significant drivers of customer loyalty. Customers who have positive emotional experiences are likely to be less sensitive to price, more likely to forgive your company’s mistakes, and three times more likely to purchase again and/or to recommend your company.

As you have these interactions, you increase your ability to understand well and manage wisely the many and varied exchanges with employees and customers. This collection of positive behaviors can then create a culture rich in relationship magic.

Enhancing Interpersonal Competency: A Tool to Consider If you are interested in further developing interpersonal competency, there are online, open-source options to explore. You will find a variety of tools measuring emotional intelligence, social intelligence, and/or personality inventories.

With these tools, you can learn to better understand yourself and others, and better adjust your own style. For this article, let’s consider the power of understanding personality style.

Workplace diversity positively impacts organizations, and diversity of personality is no exception. Each of your employees brings distinctive value to your organization through his or her personality style. As your team members become mindful of their own

preferences, as well as the preferences of each other, they will learn to respect and welcome their differences. This will strengthen your organization.

Your employees, with their diverse personality styles, will come together to form a positive outlook in their business actions.

Perhaps you feel as if you don’t have enough resources to explore such tools with your team. If nothing else, I suggest you identify your own preferences, and begin to attach new meaning to the behaviors of those around you. As you learn more about your own style, you’ll be able to identify the preferences of others: desired pace/tempo of work, needs for social interactions, and levels of need for formality.

Remarkably, people frequently communicate their styles to you, verbally and nonverbally.

It’s Not What Happens to You, but Rather the Meaning You Attach to It We, as humans, do not always attach the right meaning to what is happening. The physical sensations of anxiety (e.g., a faster heartbeat, surges of cortisol, and changes in breathing) are much the same as the physical sensations of excitement. The difference is the anticipated outcome. When moving into a social setting with strangers, one personality style (high in needs for social influence) may anticipate meeting new friends with a variety of stories to exchange. Another personality style (low in needs for social influence) may anticipate meeting unfamiliar persons with a little or no common interests, resulting in uncomfortable dialogue.

Again, the difference is the anticipated outcome, informed

ËőÌƐ:ŇĮåķ±ĻØƐ%ũƐŦƟǒǒƍŧũƐ ŇÏбĮƐĞĻƒåĮĮĞďåĻÏå×Ɛ ƐĻåƾƐžÏĞåĻÏåƐŇüƐĚƣķ±ĻƐŹåĮ±ƒĞŇĻžĚĞŤžũƐcåƾƐ¥ŇŹī×Ɛ ±Ļƒ±ķƐ%åĮĮũ

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FEATURE

by the behavioral motivators of personality style.

So, let’s consider an issue in the workplace to explore underlying motivators based on personality type. Then, we can consider improvements to positively impact our interactions.

Reframing a Common Issue in the Workplace A commonly reported issue in the workplace is that employees do not follow through on their assigned tasks, or do not complete assigned tasks appropriately. A manager, who is motivated and energized by accuracy, thoroughness, and rapid results, may misinterpret such employee behaviors as disrespectful, passive-aggressive, or maybe even stubborn.

However, when we apply personality style to understand behavioral motivators, we no longer personalize behaviors.

Instead, we explore how the employee may be reflexively reacting, due to mismatches. Let’s take a look at a few possibilities. ŏţ ĹÚåųĬƼĜĹč aŅƋĜƴ±ƋŅų× %åŸĜųå Ş±ÏåxƋåĵŞŅ Ņü ƵŅųĩ ŠĹååÚ üŅų ƴ±ųĜåƋƼxŸŞååÚš Your employee may be motivated and build energy in an environment in which he or she is given a rich variety of shifting tasks. This employee is jazzed when moving from one task to another. Yet, this employee has been assigned to long stretches of repetitious and unvaried tasks.

The employee is rapidly losing energy and focus. Employees often say to me, “I totally respect and admire my manager. Yet, I feel as if all the air is sucked out of the room during this tedious monotony. I feel like this will never end. I’m trying to stay focused and motivated, but I just need to walk away from this for a while and do something else!” Ɨţ ĹÚåųĬƼĜĹč aŅƋĜƴ±ƋŅų× XåƴåĬŸ Ņü ĹååÚ üŅų ŸŅÏĜ±Ĭ ĜĹƋåų±ÏƋĜŅĹŸ ŠŞųåüåųåĹÏå üŅų ƵŅųĩĜĹč ƵĜƋĘx ƋĘųŅƚčĘ ŅƋĘåųŸš Your employee may be motivated and build energy in an environment in which there is opportunity to interact with others, and to feel the team spirit.

However, this employee has been tucked away in the back-ofhouse without human interaction.

The employee is rapidly losing energy and feels disconnected from the social hustle and bustle.

Employees often say to me, “I always want to be a good team player, especially for my boss. I like her so much. She is so good about giving us compliments when we do things well. It’s just

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that I feel as if I’m stuck back here all alone and all the good stuff is happening somewhere out there. I’m missing out on the real reasons why I love to work here. I want to make the customers feel good about being here. I wish we could work more in teams on some of these tasks.” Ƒţ ĹÚåųĬƼĜĹč aŅƋĜƴ±ƋŅų× XåƴåĬŸ Ņü ĹååÚ üŅų üŅųĵ±ĬĜƋƼ ŠĬŅƵ ĬåƴåĬŸ Ņü ĹååÚ üŅų üŅųĵ±ĬĜƋƼſ ĜĹüŅųĵ±Ĭx ƚĹÏŅĹƴåĹƋĜŅűĬš Your employee may be motivated and build energy in an environment in which there is freedom from highly detailed tasks and rigid structure.

However, this employee has been assigned tasks that require exhaustive itemization with meticulous accuracy. The employee is rapidly losing energy; he or she feels inhibited and boxed in with the mundane, seemingly unnecessary stuff.

Employees often say to me, “I tried to be detailed. I thought I was detailed. But what I consider detailed, others describe as full of slipups or oversights. But, I always include the important stuff in the report.”

Possible Solutions to Consider Ideally, we would task our employees to work in areas that best match their motivational drives. We would assign highly detailed work to our high formality rule-followers who build energy when working within tightly set parameters/details. Or perhaps we would team up opposites to leverage off of each other’s natural talents. Yet, realistically, role-casting is not always possible, nor is tag-teaming. Encouragingly, even small, seemingly insignificant changes can yield substantial results.

For example, if an employee does not have the inherent motivators for the tasks or environments required, you could consider minor adjustments.

You could allow the employee needing variety to occasionally shift away from the monotony, and shift over to another productive task. Although adjustments may feel burdensome and counterintuitive, the return on this investment is worth the effort. Employees who are able to satisfy their inherent motivating needs in your workplace will report to me that working for you doesn’t feel like work!

To be known, to be seen for whom we are, to be understood, honored, and accepted is believed to be one of the greatest human needs. When you use tools such as personality style to better understand and celebrate those around you, you have a priceless opportunity to nourish one of the greatest of human needs while having your business succeed.

Christine Perakslis, Ed.D, Associate Professor, joined Johnson & Wales ĻĞƽåŹžĞƒDžƐĞĻƐƟǒǒăũƐ ĚåƐƒå±ÏĚåžƐžƣÏĚƐ ÏŇƣŹžåžƐ±žƐŇŤåŹ±ƒĞŇĻžƐķ±Ļ±ďåķåĻƒØƐ±ĻÚƐ ÏŇĻƒåķŤŇŹ±ŹDžƐĞžžƣåžƐ±ĻÚƐžƒŹ±ƒåďĞåžũƐBåŹƐŹåžå±ŹÏĚƐ üŇÏƣžåžƐŇĻƐďŹŇƣŤƐĞĻƒåƒĞŇĻƐÏŇķŤåƒåĻÏĞåžØƐÆå̱ƽĞŇŹ±ĮƐ ķŇƒĞƽ±ƒŇŹžØƐ±ĻÚƐƒĚåƐžŇÏбĮƐĞķŤĮĞϱƒĞŇĻžƐŇüƐƒåÏĚĻŇĮŇďDžũƐ {ŹĞŇŹƐƒŇƐĥŇĞĻĞĻďƐƒĚåƐIŇĚĻžŇĻƐ¼Ɛ ±ĮåžƐü±ÏƣĮƒDžØƐ{åŹ±īžĮĞžƐ ƾ±žƐIŇĞĻƒƐ ĚĞåüƐkŤåŹ±ƒĞĻďƐküüĞÏåŹƐŇüƐ ̱ķŤĞŇĻƐ c±ƒĞŇĻƾĞÚåƐ åŹƽĞÏåžØƐFĻÏũƐŦĻŇƾƐīĻŇƾĻƐ±žƐ8Źååķ±ĻŧØƐ±Ɛ ďåĻåŹ±ĮƐžåŹƽĞÏåƐÏŇĻƒŹ±ÏƒĞĻďƐÏŇķŤ±ĻDžƐĞĻƐƒĚåƐķååƒĞĻďžƐ ±ĻÚƐÏŇĻƽåĻƒĞŇĻžƐĞĻÚƣžƒŹDžũƐFĻƐ±ÚÚЃĞŇĻƐƒŇƐƒå±ÏĚĞĻďØƐ ĚŹĞžƒĞĻåƐÏŇĻƒĞĻƣåžƐƒŇƐƾŇŹīƐĞĻƐ±ƐÏŇĻžƣĮƒĞĻďƐϱŤ±ÏЃDžƐĞĻƐ ƽ±ŹĞŇƣžƐĞĻÚƣžƒŹĞåžØƐƾĚĞÏĚƐžåŹƽåžƐƒŇƐÆŹŇ±ÚåĻƐĚåŹƐ ĞĻÚƣžƒŹDžĝŹåĮåƽ±ĻƒƐƒå±ÏĚĞĻďũ

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By the Book

by Tammy Browning-Smith, J.D., LL.M Employees can be the greatest resource a business utilizes. Employees can also be the greatest liability a business will face. Just like any business venture, clearly understanding the relationship between a business and an employee, including expectations, guidelines, and procedures, can either make or break a deal.

Employee handbooks aid businesses in setting forth consistent expectations, clear guidelines, and paths for opportunities during employment.

The time spent on an employee handbook creates a valuable resource for a business. There is no “one size fits all” employee handbook. The contents vary by business, local/state/federal rules and guidelines, employer’s needs, and the needs of the team an employee will be working with. For example, in some states, if an employer wishes to fight an unemployment claim, an agency will ask if 22

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the employer handed the employee an employee handbook. The agency is trying to determine whether an employee knew his or her expectations and options before termination. In some circumstances, certain employment laws required notices regarding fair hiring practices, anti-discrimination, complaint procedures, and work expectations.

Each business that employs personnel has an obligation to insure compliance with all applicable laws, statutes, and guidelines. Employee handbooks fulfill many of those obligations. The fact that an employee handbook may contain many different statements and obligations should not be an excuse for a business that fails to provide each employee – upon the commencement of employment and when updates are necessary – with an accurate employee handbook.

The size of a business and the number of employees a business utilizes may affect the size of an employee handbook, but it does not excuse a business for not having one. It is possible that ±Ĺ åĵŞĬŅƼåå ʱĹÚÆŅŅĩ ÏŅƚĬÚ Æå ŅĹå Ş±čå Ņų ŏljlj pages. The crucial factor to remember is that an honest, good faith effort may be a defense or mitigating factor for lack of adequate information in an employee handbook depending on the circumstances. The key is an honest, goodfaith attempt.

There are numerous resources available to businesses for creating an employee handbook.

Some of the resources simply require an internet search, while some require professionals skilled in the art of creating employee handbooks specifically for the needs of a business.

The Internal Revenue Service (IRS) defines a common-law employee in this manner:

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Under common-law rules, anyone who performs services for you is your employee if you can control what will be done and how it will be done. This is so even when you give the employee freedom of action.

What matters is that you have the right to control the details of how the services are performed.

The definition of the relationship with a person who performs a work, task or a service for a business is an important guideline in determining a) which persons are required to receive an employee handbook, and b) the requirements that the employee handbook should contain. While the IRS clearly defines each type of person who performs a work, task or service for a business for tax purposes, different local, state and federal agencies may have different definitions of “what an employee is?” Therefore, all businesses are highly encouraged to reach out to its business resources, which may include accountants, attorneys, trade associations, and local business groups. An important guideline a business may wish to adopt to determine if a person requires an employee handbook is to err on the side of caution, and provide an employee handbook if a business has a question regarding if the person is an employee.

Employee Handbook Contents – A Place to Start The following are suggestions for an employee handbook. While a business may wish to maintain a casual relationship with its employees, an employee handbook is a formal document and should be treated as such.

Introduction Whether long or short, an opening page goes a long way in establishing the tone of an employee

handbook. An introduction may include a welcome letter, organizational chart, description of the products or services of the company, and perhaps a brief history.

Nondisclosure and/or Non-compete Agreement

guidelines (ex. offsite or telecommuting), absence reporting, breaks, general vacation policies, leave requests, jury duty, special leave procedures (military, family, and/or short-term or long-term), and all other guidelines or policies a business may have as it relates to time and work.

Compensation A nondisclosure and/or a non-compete agreement (NDA) is usually a separate document handed to the employee before his or her first day. The use of an NDA is a separate issue, but if an NDA is utilized many businesses take the time to place either a blank copy in the employee handbook or a signed copy of an employee specific NDA in the target employee’s handbook.

General Work Schedules and Hour Expectations The business’s general hours, expectations regarding time, and schedules should be made clear from the beginning. An employee handbook may include various policies and procedures a business maintains for work hours, attendance policies, special work

The compensation of an employee is both a trust between an employer/employee and normally an obligation required under local, state and federal law. Compensation guidelines and policies clearly set forth in the beginning by a business not only help the trust relationship between the business and its employee, but also such attention to detail by a business goes a long way to prevent future concerns.

An employee handbook primarily includes general compensation guidelines for the classification of employee receiving the employee handbook.

However, some businesses place a separate compensation sheet in the employee handbook specific to the employee receiving the handbook.

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Compensation guidelines, procedures, and policies vary by business, industry, and the law. However, most employee handbooks contain payroll schedules, pay procedures, benefits, overtime policies and payments, bonuses, retirement, profit sharing, payroll deduction procedures, expense approval and reimbursement, time keeping recordation, compensation evaluations and employment review.

Compensation procedures vary, and while this is not an exhaustive list, a business can utilize these suggestions as a place to start.

Employment Law Disclosures A business needs to comply with several local, state, and federal laws as they relate to the rights of its employees to have a workplace free of discrimination. An employee handbook is a place for a business to place not only the statements required under law but also the business’ own policies and procedures regarding discrimination, sexual harassment, and disability accommodations to name a few.

An employee handbook sets forth a business’ policies and procedures regarding protected rights and freedoms, but a handbook should also state a business’ expectations regarding an employee’s conduct regarding protected rights and freedoms.

General resources on state and federal government agencies websites are available to a business regarding required disclosures and policies for protected rights and employees. A welcoming and safe workplace is smart business.

General Conduct General conduct of an employee in a business can no longer be left to an employee to determine what is and is not appropriate in a workplace. Employees are still honest, trustworthy partners to a business.

New laws, opportunities, and tools in the workplace require a business to look at how the business wishes an employee to interact both within the business and to the outside.

It is impossible for a business to cover every general conduct issue an employee may face, but there are certain conduct policies, procedures, and guidelines that cannot be ignored – either from a

The information contained in this article is for educational purposes only and does not constitute the practice of law. Furthermore each individual should consult his or her own legal counsel as this article does not constitute an attorney/client relationship nor is it possible for the author to list all requirements for an employee handbook.

Finally, laws may be different in your state and this information is not guaranteed or warranted.

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legal compliance perspective or a customer service perspective.

forth in the employee handbook the employee received.

A modern business needs to address more than traditional conduct expectations with an employee. Traditional conduct concerns such as dress codes, use of substances (legal or illegal), conduct of personal business on company time with or without company resources, open-door policies, and theft/ dishonesty continue to be some of the traditional employee conduct concerns of a business.

The digital age now requires a business to address additional digital and privacy conduct including usage of employee data, employee privacy, employee’s use of company data, social media expectations, requirements for the usage of company equipment on business property and off site, and confidentiality. Once again, the list is extensive, but when a business sets forth general expectations in the beginning, it is much easier to address individual concerns when necessary.

THE ENDING An employee handbook is not a static document and should be reviewed regularly. The term “regular” means different things to different businesses.

Each unique business should seek out a routine to ensure that its employee handbook is up to date – whether that is tasking a committee, setting an appointment on the owner’s calendar at a scheduled interval (semiannual, yearly, etc.), or any other creative way to ensure the handbook is relevant, legally compliant, and an accurate reflection of the relationship between a business and an employee.

And please remember: there is no way an article, website, or other business’s employee handbook can accurately give a business all the laws, policies, procedures, and guidelines necessary for a business’ handbook. Outside resources can guide, professionals can advise, and then it is ultimately legal requirements and a business decision on the contents of an employee handbook.

The Law Firm of Browning-Smith P.C. focuses on the needs of businesses and individuals who create and invent through copyright, trademark, licensing and general business law. It works daily with clients to help protect their valuable business assets through analysis, registration and when necessary litigation.

Health and Safety The health, safety and welfare of an employee should always be on the mind of a business and stated in an employee handbook. General safety rules, the reporting of accidents and concerns, training for a specific task, and weather related policies are a good start for a business to convey to an employee to insure a safe working environment for all.

Acknowledgement Each employee should have ample time to read an employee handbook so that any questions and concerns may be addressed.

Each employee should sign an acknowledgment that stays with his or her permanent employee file acknowledging receipt, understanding and an agreement to abide by the policies, procedures and guidelines set Gradient • Summer 2017

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THE SHELF

Dina Wakley Media Scribble Sticks color like crayons and are water-soluble like watercolor pencils. Use the versatile, high-quality pigment sticks to create backgrounds and blend color using water.

Create bold and opaque designs, scribbles or marks on top of Dina Wakley Acrylic Paints and other mediums.

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Melissa Frances Metal Dies can be used with watercolor paper for unique projects.

Thirty-five new thin dies are available.

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Lawn Fawn Magic Color Slider Dies appear black and white until you pull the tab to “magically” reveal a colorful scene. The fun die set contains everything needed to create an interactive slider including multiple choices for frame style, pull tab, and bonus goodies.

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Spectrum Noir ArtLiner Single-Tip Pens offer the option of a flexible brush tip or fine-tipped liner with smudge-proof ink. The high-quality, affordable pens are perfect for brush lettering, drawing and doodling. Now available in six-piece and eight-piece sets in a variety of colors.

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Gina K. Designs for Therm O Web include pre-printed Foil-Mates Backgrounds and Sentiments perfectly sized for card making; on-trend Nested Stitched Die Sets designed to fit Sentiments; Fancy Ribbons in black or white; and coordinating Fancy Foils, Inkpad Sets and Premium Cardstock in exclusive colors. Make beautifully-coordinated cards in minutes!

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Tommy Art Metallic Paints are ultra-thick, high-gloss mineral-based paints that add rich, lustrous tones and dimension to surfaces. Available in five colors, the Italian-made paints are easy to use and offer professional quality for crafters, home decorators and artists of all levels. imaginationinternationalinc.com/tommy-art

Blue Ridge Impressions is the premier source for Rubber Art Stamps featuring meaningful verses designed for the conservative Christian market. Dozens of new designs are introduced each year. A free catalog is available ƵĜƋĘ ± ăljěŞåųÏåĹƋ discount to stores.

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