HRS March Newsletter monthly employee newsletter

• Sunday, March 8th - Daylight Saving Time Begins
• Tuesday, March 17th - Saint Patrick's Day

TOTAL COMPENSATION STATEMENTS NOW AVAILABLE

The Department of Administration, Office of Group Insurance, in cooperation with the State Controller's Office, is very pleased to announce the NEW Total Compensation Statement.  This statement has been several years in the making and we are very excited to illustrate the State's total investment in you.

Each year the State of Idaho makes significant contributions toward your personal benefits.  These contributions are not always apparent but are an important component of your total compensation.  This statement outlines the total income and benefits provided to you by the State of Idaho.

Statements are available for all active employees who are paid through the State Controller's Office payroll system, except those with a 'daily rate' of pay (adjuncts).  The information is an annual estimate based on current payroll records.  If you are an employee working for multiple agencies you will have a statement for each agency.  If you are an employee working in multiple positions with the same agency your statement will be based on the position with the highest pay rate.

Links to the statement can be found on the State Controller's Office website.  Once logged in, click on Admin-Comp & Benefits Statement.

This statement is informational only and should not be relied on for any other purpose.

Any questions regarding this memorandum should be addressed to the Office of Group Insurance at 800-531-0597.

NEW PDT COURSES FOR MARCH

Ethics Training

Fitness 101:  How to use the Fitness Center - Learn from experts.  How to use the fitness center equipment, which machines will target which areas such as tummy, buns, etc.  Also, learn what exercises you can do to target these areas without equipment.

HOW CAN YOU SAVE MONEY ON PRESCRIPTIONS?

Generic medicines are less expensive copies of brand-name medicines.  Ask your doctor or pharmacist if you can take a generic equivalent for brand-name medicine that you take now.  Generic equivalents are made according to the same strict U.S. Food and Drug Administration (FDA) standards as brand-name drugs.  So generics have the same quality, strength, purity, and stability as their more expensive brand names.  Unfortunately, generic equivalents are not available for every brand-name medicine.  If there is not an equivalent, ask your doctor if there is a similar medicine in the same class that may be less expensive or that has a generic equivalent.

Shop around for the best deal on medicines.  The retail cost can vary widely from pharmacy to pharmacy.  Some pharmacies match the price that other pharmacies charge.  Finding a good deal is important, but be sure that your pharmacist (or pharmacists) knows your medical history, including all the medicines you take - both prescription and over-the-counter (nonprescription) drugs as well as dietary supplements and herbs - even if you didn't get them at that particular pharmacy.  That way he or she can provide valuable advice about any potential for drug interactions, side effects, or other problems.  Search the Healthwise library at members.bcidaho.com for more information on this topic.  

SUPERVISOR'S CORNER

Difficult employee?  Time for 'the chat'

Being an effective manager means confronting those "challenging" employees who, while typically good at their jobs, too often display unprofessional or downright obnoxious behavior.  The best way to tackle such problems is to meet with employees right when you spot the problem behavior.  When you sit down with the employee, describe the behaviors and tell the employee firmly that those behaviors must stop, using the D-I-S method.

Direct.  Pinpoint the problem - don't beat around the bush.  Too often, managers fail in their counseling efforts because they skip this basic, yet uncomfortable, step.  Don't feel bad about being direct.  Every manager has the right to demand that employees behave in a courteous and cooperative manner.

Immediate.  Talk with employees right after you see (or hear about) offending behavior.  That makes it harder for the employee to explain away your words.

Specific.  Explain concrete examples of the employee's actions, how they affect coworkers and consequences.  A vague accusation like, "We hear you're being rude to co-workers," isn't as effective as, "Telling Mary her haircut looks like a rat's nest won't be tolerated."

Make sure the employee understands the negative impact of his behavior or morale, productivity, etc.  Gain agreement with the employee that a problem exists.  And discuss the consequences if the problem continues.  Don't let such a meeting end without deciding on the best course of action.

Source:  Managing People at Work January 1, 2015 Special Edition.

HAPPY BIRTHDAY!

RETIREMENT CEREMONY

Jan Paynter is retiring after 32 years of service to the institution.  Jan's 32 years at the college included service in the Library, Media Services, Center for Arts & History, Human Resources, and Information Technology.  Visit with Jan on March 20th at 3:00 p.m. in the SUB Solarium.