The Astron Road Show

After Orlando, Astron’s Paul Hart Miller and National Director, Michael Maciekowich can be found at the 2008 Vermont State SHRM Conference held between September 8th and 9th.

Come out and say hi to your favorite company, Astron Solutions! See you there!

Mythbusters

Is that the faint echo of a Mythbusters chant I hear? Why yes, I think it is. Well, your chanting has been heard!

Myth: Social security is on the verge of going broke.

Reality: Even if Congress does nothing at all, Social Security will be able to pay full benefits until 2041, according to the latest report by the trustees of Social Security, in an annual report done in March of 2008. Hopefully Congress will be able to act before 2041, but I have been wrong before.

Thanks to: T. Rowe Price Retirement Services, Inc.

Astronology Mini-Interview

Hi! I'm the HR Intern at Astron Solutions. I'm still brand spanking new, going 2 months strong!

I was drawn to the field through school at Montclair State University. As an Organization Communication Major, I get the chance to study organizations...through group work, I learn techniques to help facilitate communication and how to help organizations to grow and to stay successfully functional. I could have easily used these new skills in another field (such as education or public relations), but the internal workings of an organization intrigued me. There's just something about building a successful team and maintaining it that is fun for me...that’s why I'm in HR consulting.

When am I not doing some sort of consulting?! I love movies! If I'm not at a theater, I'm usually at home or at a friend's house watching some movie. I recently bought a Nintendo Wii and am having a WHOLE lot of fun playing Super Mario Galaxy (even though I've been cheating and learning how to beat the game by watching other people play it on YouTube!). I am also one of Jehovah's Witness and so I spend a lot of time working on my spirituality and preaching. It’s fun watching people learn new stuff about the Bible...and it’s more fun for me when I read for myself and through deep research get a better understanding of the Bible for myself.

Last year I had the privilege to travel to the isles of Turks & Caicos and the Bahamas... there's nothing like sitting on a tropical beach with white sand and clear blue water. It definitely opened my eyes to tropical locations...the next place I'm eyeing is Bora Bora (French Polynesia)...but I think I'm going to have to wait until AFTER I graduate for that one!

Bigger and Better! What makes this company great is that there is a continuous happy synergy going around...and with that, you can't help but get better and better.

Facial hair can sometimes fall within a grey area for appropriateness. There are various styles that men can choose, from the tiniest soul patch to a full-face beard. Despite facial hair being a grey area for many organizations there are some organizations that are strongly against it. A number of organizations in the corporate world on a global scale do not accept beards. New York Yankees management refuses players with hair below the upper lip. In many police departments, beards are not allowed due to the “unprofessional” look the facial hair gives. Organizations, therefore, have to be careful in making sure they do not discriminate if they have facial hair policies.

Across America, organizations are facing court cases over employees’ facial hair and general appearance. Many are not aware of what restrictions organizations can and cannot have in policy regarding facial hair. Take these cases, for example:

• In 2001 an African American firefighter was fired when he did not comply with the newly issued policy requiring all firefighters to have clean shaven faces.

• Recently, a Floridian Sikh opened a lawsuit against Disney, stating that they fired him over his religious dress, for not having the “Disney Look.”

• In 2007 the Houston Police Department was under fire from a lawsuit stating that its appearance policy discriminated against men with pseudofolliculitis barbae, a skin condition that reacts negatively to shaving.

Each of these examples, of course, had different circumstances. Due to differing state laws and organizational policies, there were different outcomes. So how can an organization be fair when creating and upholding a policy in reference to facial hair and the general appearance of the employee? How can an organization protect itself from an unnecessary lawsuit?

For starters, an organization can create a well written, clearly communicated policy on appearance that removes any gray areas. Those who decide to join the organization must follow the policy, as they should clearly understand this part of the employment arrangement. Possibly having new employees sign an acknowledgement form can demonstrate that they are aware of such a policy. If safety is an issue, use this new appearance policy to help guide members to appropriate attire for safety reasons.

Secondly, an organization must continually be consistent in enforcing the policy. Some lawsuits begin as a result of negligence on the organization’s part for not reinforcing its own policy. If a policy is in place, it is there for a reason. A common exception to the rule, however, is religious reasons. Religions such as Sikhism and Hasidic Judaism do not believe in the cutting of their hair from a scriptural standpoint. Since it is against the law to discriminate against a person because of his / her religious beliefs, a policy that would undermine or impair a person’s religious spirituality could be used against an organization in a lawsuit.

An Online Employment Law Guide points out that, “The essential consideration is why. Why were you fired or not hired? Was it because of your age or race or gender, etc.? Or was it because the boss just didn't like you, or wanted to hire his brother, etc.? What matters is the motive.”

If facial hair is seen as acceptable in an organization, what are some guidelines that can be used in deciding on and maintaining an appropriate facial hair style?

• Keeping the facial hair neatly trimmed and clean is essential. Good grooming is essential for everyone – and facial hair maintenance is no exception.

• Letting facial hair grow to a maximum of 2 inches in length allows flexibility to the wearer, but prevents distractions or other safety hazards.

• Waiting until the employee is established in his field of work. Once an employee’s fellow counterparts know the employee as an individual, there is a less likely chance that newly sported facial hair will be perceived negatively.

For those who are in the midst of their job search, research on the specific organization offering employment is essential. Examine the organization’s website, check the careers page, and see what type of images, if any, appear. Doing research helps in decision making.

Growing facial hair is a personal decision, but also one that may affect an employee’s professional life. As a potential employee, do the research before getting into an unpleasant employment situation. As an employer, determine if such policies are essential, especially in today’s economy where talent is scarce. Most importantly, make sure your decisions in regards to facial hair make you happy, both personally and professionally, as well as meet your employer’s needs.

Looking for a top-notch presenter for your human resource organization's meeting? Both Jennifer Loftus and Michael Maciekowich present highly-rated sessions on a variety of compensation and employee retention issues. For more information, send an e-mail to info@astronsolutions.com.

Are you reading a pass-along copy of Astronology? Click on this button to start your own subscription today!

Send inquiries to info@astronsolutions.com or call 800-520-3889, x105.

To remove yourself from this list, please follow your personalized subscriber link at the bottom of your Astronology alert e-mail.

Copyright 2008, Astron Solutions, LLC

ISSN Number 1549-0467