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AA--1166 ORANGE COUNTY BUSINESS JOURNAL HUMAN RESOURCES GUIDE Advertising Supplement JUNE 20, 2011

he health of your employees affects their performance and ultimately the success of yourbusiness. Understanding the reasons that employees might miss work or not perform wellcan help you develop workforce health programs to improve morale, reduce sick daysand enhance your bottom line.

Sick days – off and on the jobWhen employees are out sick, itʼs easy to see how productivity suffers. But presenteeism –

when employees come to work but canʼt perform at full capacity due to health concerns – canhurt your bottom line too. Itʼs a bigger problem than you might expect. The number of workdayslost to presenteeism is 7.5 times higher than the days lost through absenteeism.1

The root of the problemAlthough employees often report to work with minor illnesses (such as a cold), researchers

have isolated chronic conditions as the major contributors to presenteeism. Chronic conditionsare ongoing, generally incurable illnesses such as heart disease, asthma, cancer and diabetes.People with chronic conditions are the most frequent users of health care in the United States.Theyʼre responsible for 81 percent of hospital admissions, 91 percent of prescriptions filled, and76 percent of physician office visits.2 As a result, chronic conditions account for the majority ofU.S. health care spending. However, chronic conditions are often preventable and manageablewith early detection, improved diet, exercise and treatment.

Put workforce health to work for youWorkforce health programs are employer-endorsed, worksite-based

activities designed to encourage employees to live healthier. This couldmean educating employees about health issues, starting programs thatsupport healthier behaviors, or making health-related objectives part ofyour corporate policy. Effective programs give employees the tools toavoid or manage chronic conditions and can help you lower costs fromabsenteeism and presenteeism.

Make a plan for healthier employeesWhen youʼre ready to improve the health of your workforce, keep these

tips in mind as you plan your program:1. Get started the right wayBegin by deciding what you want to accomplish, how long your program will last, and how you

intend to promote the program to your employees.2. Keep it simpleItʼs best to start with easily accomplished activities such as these:� Post healthy eating guidelines� Provide a refrigerator onsite� Install a bicycle rack� Organize a lunchtime walking group3. Generate employee interestOnce youʼve launched your program, communicate with your employees to promote the activ-

ities youʼre offering:� Send out teaser messages two to three weeks before you kick off

your program� Send employees an e-mail announcing the program� Post announcements about the program around your worksite� Make program progress reports a part of your company newsletter4. Reward participation

T

EEmmppllooyyeeee HHeeaalltthh ffoorr aa MMoorree PPrrooffiittaabbllee BBuussiinneessssMaking the case for workforce health programs

by Karen D. Tejcka, RN, BSN,MPH, Medical Group Administrator, KP Orange County Service Area

To further motivate employee involvement and achievement, offer rewards to those who par-ticipate in the activities you implement. Here are some examples of small rewards:

� Extra 30 minutes for lunch� Gift cards� Pedometers� T-shirts� Resistance exercise bands� Subscriptions to healthy magazines

Partner with an expert to keep your employees healthyTo get the most from your workforce health program, team up with a health plan that promotes

preventive care and empowers members to improve their own health. Kaiser Permanente planshave always provided access to preventive health services for your employees. Now, withKaiser Permanente HealthWorks, youʼll have additional ways to enhance employee health.

Kaiser Permanente HealthWorks has a program for youKaiser Permanente HealthWorks provides a rich set of tools and resources you can use to

build your workforce health program, including:� Online tools� Onsite services� Communication tools� Rewards� Measurement toolsThere are three levels of HealthWorks programs for you to choose from. Visit the Total Health

and Productivity section at businessnet.kp.org to find the program that best fits the needs ofyour organization:

� New to workforce health – if your company is interested in trying out some easy ideas and activities, youʼll find a variety of tips and tools that you can implement immediately. Employers with Kaiser Permanente coverage will discover that most of the resources are already a part of their health plan.

� Some workforce health experience – when your company has already tried some programs and is ready to advance to the next level, youʼll get the help you need to initiate more sophisticated activities and tools for your employees. This includes digital health coaching, a custom website and more.

� More workforce health experience – at this level, your company is well-versed in work force health and looking for additional ways to help employees feel and perform better. Youʼll get all of the features offered at the other levels as well as opportunities for biometric screening at your worksite and help with administering a rewards program.

Nowʼs the time to get startedPut your employees on the road to better health right away. The results can be happier, more

productive employees and a stronger bottom line for your business. Contact your broker orKaiser Permanente representative to learn more about HealthWorks workforce health pro-grams.

1 Soeren Mattke, MD, DSc, et al., “A Review of Methods to Measure Health-Related Productivity Loss,” AmericanJournal of Managed Care, April 2007. http://www.ajmc.com/media/pdf/AJMC_07aprMattke211to217.pdf

2 “The Growing Crisis of Chronic Disease in the United States,” Partnership to Fight Chronic Disease, 2007,http://www.caaccess.org/pdf/chronic_disease.pdf

Karen D. Tejcka

One study shows that firms with the most effective health and productivity programs have11 percent higher revenue per employee, 1.8 fewer days absent per employee, and 28 per-cent higher shareholder returns.

“The Health and Productivity Advantage, 2009/2010 North AmericanStaying@Work Report,” Towers Watson, 2010,http://www.towerswatson.com/research/648.

Go to the Total Health and Productivity section at businessnet.kp.orgto get started with a Kaiser Permanente HealthWorks workforce

health program.


JUNE 20, 2011 HUMAN RESOURCES GUIDE Advertising Supplement ORANGE COUNTY BUSINESS JOURNAL AA--1177

here are articles, books, CDs, training sessions, in fact whole libraries devoted to “Howto Stoke Your Superstars!” and “How to Deal with Your Problem Employees!” But whatabout those employees in the middle? The 70% - 80% of your work force who get thework done day in and day out? The middle managers, technicians, specialists and sup-port personnel who provide the foundation of the organization on which superstars per-form and pick up the slack from the non-performers? According to a report from Harvard

Business School titled “Letʼs Hear it for B Players,” it is the B Players who “bring depth and sta-Tbility to the companies they work for, slowlybut surely improving both corporate perform-ance and organizational resilience.”1

Research by Bersin & Associates foundmanagers spend about 80% of their time onhigh and low performers. That does not leavemuch time for “Malcolm (or Marsha) in theMiddle.” An organization that consists ofentirely superstars will find itself with highturnover and overly competitive staff as theyvie for the limited number of upward positions.Interest and drive to perform are necessary,but often routine tasks will be limited if allemployees are turning their efforts to highprofile projects.

What do Malcolm and Marsha want? Justlike all employees, they want to expand theirknowledge, try new things, perform better,and hopefully earn some recognition fromtheir managers and the company. And not justonce a year on their performance reviewwhen they are told “Youʼre meeting our expec-tations. Keep it up!”

How, with all the competition for resourcesand management time do you fit Malcolmʼsneeds into the picture? Technology has madethis easier and less expensive. There areonline programs, seminars, classes, confer-ences and university studies. Many vendorsoffer online Lunch and Learn programs as amarketing tool.

Development plans are not just for the topperformers or those you are trying to moveout of the organization. And everything in adevelopment plan does not need to comefrom outside the organization. Creating paral-lel career paths for technical experts, supportstaff, or non-management personnel enablespeople to see a future that focuses on whatthey do best. Assignments outside of anemployeeʼs normal area can be very reward-ing, by allowing employees to learn what isbeing done well in areas, and to explore later-al career opportunities. Barry Salzberg, CEOof Deloitte LLP, describes his organization ashaving “career lattice” not a “career ladder.”

Formal recognition programs can be tai-

WWhhoo’’ss MMiinnddiinngg tthhee MMiiddddllee??by Kathi Guiney, SPHR, GPHR - SR HR Consultant and President, YES! Your Human Resources Solution

Kathi GuineyYES! Your Human Resources

Solution: Kathi Guiney SPHR, GPHRleverages HR expertise to create cus-tomized and practical HR solutions thatdrive results for small to mid-sized com-panies. For more information contactKathi at 949-212-8788 [email protected] or visit http://www.visualcv.com/kathiguiney.

lored to include acknowledgment of steady, dependable service as well as the outstanding.Programs can be developed that encourage the superstars to recognize the folks that enablethem to shine.

Keeping Malcolm and Marsha content, challenged, energized and recognized will help ensureyour organization retain the solid foundation for superstar performance.

1 Delong, Thomas J. and Vijayaraghaven, Vineeta. Letʼs Hear It for B Players. Harvard Business School. 2003



opefully you are one of the lucky few to have dodged the unfortunate event of litigation.Regrettably, the climate today has resulted in cynics opining there are only two types ofcompanies in California: those that have been sued and those that will be. Given theunfortunate reality that doing business in California necessarily includes the cost anduncertainty of litigation, it is imperative that companies frequently take steps to minimizethe cost of litigation and improve their chance of suc-

cess. The starting point is a discussion on how you prefer tohave litigation matters handled. Before embarking on such a dis-cussion you must understand the alternative dispute resolution(“ADR”) options available so necessary changes can be madeto your companyʼs standard forms (contracts, invoices, etc).

Prior to 2005, businesses had more ADR options than today;(1) a jury waiver to ensure the ruling is made by a judge ratherthan a jury; (2) a judicial reference agreement referring any dis-pute to a “referee”; (3) a binding arbitration agreement; or, (4)exclude an ADR provision from your documents altogether andallow the matter to play out in court.

If your ADR provision includes a jury waiver or judicial refer-ence agreement, it is necessary to revise. Even if your docu-ments already include a boilerplate ADR provision, it is likely outdated given the recent changesto this area of the law.

In 2005, the California Supreme Court ruled that pre-dispute contractual jury waivers areunenforceable, reasoning that such a waiver would only be allowed if “prescribed by statute,”which it is not. The Court also decided to apply the prohibition on jury waivers retroactively.Accordingly, if your jury waiver pre-dates August 2005, it is still unenforceable despite the poten-tially overwhelming benefit both parties intended when reaching an arms-length (fair) agree-ment.

So why is an arbitration agreement enforceable while a jury waiver is not? The SupremeCourt reasoned that while both effectively result in the waiver of a jury trial, there is statutoryauthority for the former but not the latter. The Court emphasized Californiaʼs strong policy favor-ing arbitration – and the absence of any policy favoring bench trials over jury trials. Arbitrationconserves judicial resources while jury waivers do not.

After 2005, businesses continued to accomplish essentially the same result by including “judi-cial reference” provisions in their contracts. These provisions have the advantage of permittingthe parties to define by contract the qualifications and background of the referee. Despite itsobvious attraction, in February 2011, the California Supreme Court held that a court has dis-cretion to refuse to enforce pre-dispute reference agreements. In other words, a court mayrefuse to honor the prior contractual agreement of the parties.

In light of all this, how do you best minimize the cost and uncertainty of litigation? The answerdepends on the needs of your particular business as well as your tolerance for the respective

HTToo AArrbbiittrraattee oorr NNoott?? IItt’’ss TTiimmee ttoo RReeccoonnssiiddeerr

by Ronald S. Hodges, Partner, and Kiara W. Gebhart, Associate, Shulman Hodges & Bastian LLP

risks of conventional litigation versus arbitration.If you are simply unwilling to risk the uncertainty inherent in a “jury of your peers” deciding

your legal dispute, you may prefer arbitration. A well-drafted arbitration provision can reduce theuncertainty of a jury trial, and provide great control over the selection of your arbitrator. It caneven specify the particular qualifications of the arbitrator or that the arbitrator be selected from

a pre-determined list. The wide variety of options available for theselection of an arbitrator can effectively provide for endless “chal-lenges” to unsuitable arbitrators. Should you find yourself in courton the same dispute, your ability to “challenge” (i.e. replace) theassigned judge would be severely limited.

ADR provisions can also be tailored to reduce the cost of resolv-ing a dispute by limiting certain types of discovery and by limitingor excluding any right to appeal. For example, an arbitration pro-vision can narrow the scope of discovery to “documents directlyrelated to the claims and defenses,” allocate the potentially enor-mous cost of e-discovery, or restrict the number and length of dep-ositions. It can even be drafted to ensure your dispute is resolvedquickly by detailing when the various stages of arbitration must becompleted by; for instance, mandating that discovery be complet-

ed 90 days from initiation of the arbitration and that a final award be reached within 180 days.The scope of an appeal can also be negotiated and agreed to, thus providing the right to chal-lenge an arbitratorʼs ruling that is inconsistent with applicable law.

However, as noted above, arbitration has its disadvantages. Depending on the number ofarbitrators, their hourly rates, and the time required (based part on the complexity of the dis-pute), arbitration can be cost-prohibitive – especially for disputes involving relatively small

Ronald S. HodgesRonald S. Hodges is a partner of Shulman

Hodges & Bastian LLP. Mr. Hodges is also thedirector of the litigation department and can bereached at [email protected].

Kiara W. GebhartKiara W. Gebhart is an associate of

Shulman Hodges & Bastian LLP. She is amember of the firmʼs litigation department and

can be reached at [email protected].

continued on page A-19



attson Resources has quickly grown into one of the most prominent staffing, recruit-ing and payroll firms in Orange County. Mattson Resources has grown by 150% inthe last three years. While many staffing companies have pared down their staff,Mattson Resources continues to expand into target markets set for expansion inOrange County. Specialty divisions in IT and Engineering are geared for support inthe software, green energy and medical device industries. Accounting and Finance

support all types of business from clerks to CFOs. Mattsonʼs Administrative division boasts 17+M

MMaattttssoonn RReessoouurrcceess:: Staffing solutions for a multiple of industries

TO ARBITRATE OR NOT?IT’S TIME TO RECONSIDERcontinued from page A-18

dollar amounts. With the implementation offast track procedures, submission of rela-tively small disputes to the courtʼs fast-track programs could result in a quickerand less costly resolution. After all, you willnot have to pay for every moment thejudge works on your case. Moreover, bind-ing arbitration through the use of retiredjudges carries with it an increasing con-cern regarding bias of judicial officers whomay be motivated by hopes of repeat busi-ness from customers obtaining favorableresults.

Traditional litigation also provides morecertainty the Court will apply the applicablerules of evidence and procedure and willfollow the law. Arbitrations are less formaland not similarly constrained by the typicalprocedural and evidentiary rules.Moreover, should the arbitratorʼs decisionbe flawed or otherwise unacceptable toyou, arbitration generally provides very lit-tle or no right to appeal.

Of course, the best option for you willdepend greatly on the particular needs ofyour business. No one solution or arbitra-tion provision fits all. However, an appro-priately drafted ADR provision can protectyour business in the event a dispute aris-es, and if the trend continues, you can restassured one eventually will.

Mattson Resources has established themselves as a premier source for growing businesses in the regionyears average experience within its core

recruiter group. The Administrative groupplaces positions from clerks to high-level mar-keting, purchasing, and customer servicemanagers. Their skilled industrial division has40+ years experience in all facets of manufac-turing, with specialties in plastics, medicaldevices, pharmaceutical and general labor.

Mattson is also a Certified Woman BusinessEnterprise. The company is led by LindaElder, a 30-year staffing industry veteran. “Ourvision for the inception of Mattson Resourceswas to bring the needs of Orange Countyʼsdiverse economy together with exceptionalrecruiting talent to fill the service voids provid-ed with other providers.” Having worked withover 1,800 Orange County companies in thelast three years and placing 3,500 candidates,Mattson Resources has met their goal ofestablishing themselves as a premier sourcefor growing businesses in the region.

Mattson Resources has an exclusiverewards program that provides their clients amultitude of gift options, much like frequentflyers miles for credit cards. This is a totallyunique program in the staffing industry. Theyalso provide quarterly legal seminars to theirclient companies with some of the most promi-nent attorneys in Southern California.

Mattson Resources Orange County officesare conveniently located in the Metro PointTowers at Metro Point Center in Costa Mesa.For more information, please call (714) 881-1850.



four certificate programs (e.g., government contracting, decision support systems, websservices) are completely online coursework programs for the busy traveler. You can com-plete your degree program completely online or in-class or combine the two options formost Webster degree programs.

Call Webster University at 949.450.9066 for a personalized consultation or visit our web-site: www.webster.edu/irvine. We are conveniently located just off the I-5 or I-405 freeway,near the Irvine Spectrum at 32 Discovery, Suite 250 in Irvine, CA 92618.

ur name has represented quality, integrity, affordability and professional educationfor more than 30 years in Irvine, California. Located in a brand new facility in theheart of the Irvine Spectrum area, Webster University, offers innovative businessdegree and counseling degree programs that expressly meet the needs of busyprofessionals. The University is pleased to announce that HR professionals have aunique opportunity to complete a “dual major” Master of Arts degree in both Human

Resources and Management & Leadership. The dual major requires the completion of eightHuman Resources and six Management courses. Consider this wonderful opportunity to

WWeebbsstteerr UUnniivveerrssiittyy iinn IIrrvviinnee OOffffeerrss aann IInnnnoovvaattiivvee DDuuaall MMaajjoorr iinn HHuummaann RReessoouurrcceess aanndd MMaannaaggeemmeenntt LLeeaaddeerrsshhiipp

complete a dual major by completing this 42semester credit program!

You will enjoy the best education at thebest price. Webster University is ranked inthe top tier of “Americaʼs Best Colleges” byU.S. News & World Report (2010 Edition)and is listed in The Orange CountyBusiness Journal (MBA edition, 2009) asone of the most affordable degree programsin Southern California—the 36 semestercredit, MBA degree program costs about$20,000 based on the 2009-2010 tuitionrate, and, there are no ancillary universityfees.

Webster University, a private, nonprofituniversity was founded in 1915 and hasbeen continuously accredited since 1925. In2008, the Universityʼs regional accreditationwas reaffirmed with commendations for 10years, the maximum time awarded.Additionally, ALL business degree programsare accredited by Association of CollegiateBusiness Schools and Programs (ACBSP).The ACBSP accreditation team namedWebster “Best in Class for outcomesassessment.” The latter confirms our com-mitment to academic quality and studentlearning. The University is also a member ofDelta Mu Delta international honor societyin business administration.

We offer several degree program options(see our current ad), including theBachelorʼs (BA) degree completion pro-grams in Management and the Master ofBusiness Administration (MBA) degree. Allundergraduate and graduate courses areoffered weekday evenings (from 6pm-10pm) and Saturday mornings (8am-Noon)in an accelerated nine-week format, allow-ing degree completion at an acceleratedpace. New terms begin in January, March,May, August and October—so you canbegin your Webster degree at a convenienttime.

Earning your Webster University graduatedegree can be just a “click” away. Presently,11 graduate degree programs (e.g., MBA,MA-Management, MA-Human Resources,MA-Teaching, MA-Public Relations) and

O

How doyou roll?

See Your Car

Our Driveron page 56



s an entrepreneur, you can often find yourself doing things that you never wanted to do.You want to focus on your business; however, “employee business” keeps getting inthe way.

Thatʼs when Global Human Resources Outsourcing (GHRO) will step in. We pro-vide HR administrative services so that you may offload the busy work of employeebusiness and spend your time on increasing revenue. GHRO offers HR services that

will relieve you from administrative HR work.As a leading provider of outsourced HR services, GHRO helps companies mitigate risk,

increase productivity and reduce the costs, complexities and administration burdens related toemployment. With nearly 100 years of HR experience, our dedicated staff has the expertise andflexibility to meet just about any HR challenge your company may encounter.

Focus on what matters: increasing your revenue and business. Let GHRO take care of therest.

GHRO offers solutions to the following business road blocks:� Risk Management� Talent Acquisition or Recruitment Services

A““EEmmppllooyyeeee BBuussiinneessss”” GGeettttiinngg iinn tthhee WWaayy ooff GGrroowwiinngg YYoouurr BBuussiinneessss??

by Carol Smoot, Business Development Manager, Global Human Resources Outsourcing

� Safety and Workersʼ Compensation� Employee Benefits� Compensation and Performance Management� Training & Organizational Development� Employee/Labor Relations and Legal Services� Government Compliance and HR Audits� On-Site HR Support Services� Payroll� Government Contract Transition Services� Client/Strategic PartnersThe following case study illustrates GHROʼs success in recruitment services, just one of the

many HR services GHRO provides:

The ProblemConstant hiring. 20% turnover. Ridiculous workersʼ compensation rates. Mounting legal bills.

And growing overtime expenses. If this sounds like your company, GHRO can help.We recently helped a company of 1,500

employees turn around a mounting HR disaster:� Turnover of 23.2%� Cost of turnover was $3,600,000/year� Overtime costs of $1,300,000/year� Legal fees in excess of $500,000/year� Average workersʼ compensation cost per

claim of $3,400

The SolutionSo why the costly performance? Quite sim-

ply, our client wasnʼt attracting the right peo-ple. After contracting GHRO, we worked todevelop a systematic approach that got theright people, the right way, at the right time.And the results were incredible:

� Reduce turnover to 2.5% of employees we recommended

� Lowered overall turnover cost by $657,000

� Reduced overtime by $505,000 (the vacancy rate is now a record low 5%)

� Completely eliminated 100% of the legal fees for employees we recommend

� Reduced average workersʼ compensation claim by 30%

By simply refining the talent acquisitionprocess, we saved our customer over$1,700,000 in one year alone. Over 300employees were hired as a result or approxi-mately 30% of the current workforce.

If youʼre looking for ways to get results too,please contact GHRO. We are ready with ourteam of experts to succeed in your employeebusiness! Global Human ResourcesOutsourcing, 2465 Campus Drive, Irvine, CA92612, 949-797-2021, www.ghrogroup.com.

Carol SmootCarol is a top producing sales profes-

sional with over 25 years of experience.She thrives on establishing a genuine rap-port with her prospects and clients by uti-lizing product knowledge, familiarity and aconsultative selling style to uncover clientsʼneeds in order to deliver suitable solutions.With time logged in at various professionalorganizations she has garnered the detailsand the ins and outs of various disciplinesin order to better service their HR needswhile representing GHRO. Contact Carolat [email protected].



ellness programs have always been an attractive employee perk. Many organiza-tions have utilized the Executive Physical as a tool to attract high level executives totheir organizations. Wellness programs have often been viewed as a nice extra, nota strategic imperative. According to a recent study released by the Harvard BusinessReview, new evidence tells a different story. Companies can use wellness programsto help manage their rising health care costs, which will only continue to increase

with an aging workforce.The Harvard Business Review conducted a study which included field visits with ten organi-

zations that have financially sound workplace wellness programs. They conducted interviews,lasting 30 to 60 minutes with senior executives (CEOs and CFOs), human resources, wellnessmanagers and any other staff that was intimately involved with their wellness programs. It alsoincluded interviews with employees who actively used the programs and with employees whochose not to participate in the programs.

What is workplace wellness?In this study, it was determined that strategically integrated wellness programs have six

strong pillars that simultaneously support their success. They are:

WEExxeeccuuttiivvee PPhhyyssiiccaallss,, OOnn--SSiittee EEmmppllooyyeeee HHeeaalltthh SSccrreeeenniinnggss aanndd CCoommpplliimmeennttaarryy IInnssuurraannccee BBiilllliinngg

Now available at Mission Center for Longevity� Multilevel Leadership� Alignment� Scope, Relevance & Quality� Accessibility� Partnerships� Communications

What were the outcomes?� Lower Costs

� The savings on health care costs alone make for an impressive return on investment

� Greater Productivity� Participants in wellness programs are absent

less and perform better at work than their non-participant counterparts

� Higher Morale� Employee pride, trust and commitment

increase, contributing to a vigorous organization

In summary, the organization needs to believe thatthe future of medicine is the prevention of diseaseand that the best medicine is still prevention. Healthand wellness must be strategically integrated intothe environment and culture of the organization.This must begin at the top of the organization. Ifkey executives agree that health and wellness should be an important part of the corporate cul-ture and set the example by taking care of themselves and monitoring their health, then thebehavior will trickle down to all levels of the company.

For more information on how to integrate health and wellness into your corporate culture,please contact Charlene Jessup, managing director for Mission Center for Longevity &Aesthetic Mission at 949-364-2440 or visit www.missionlongevity.com.

Dr. James Heinrich and CharleneJessup, founders, Mission Center for

Longevity & Aesthetic Medicine



Your partner at work.

Make your best business assets—your employees—more valuable. Empowering employees to develop healthier lifestyles can yield great dividends: increased productivity, reduced absenteeism, and a better attitude all around. We’re here to help. We offer your employees access to resources that help keep them feeling and performing well. And with My Health Manager at kp.org, members can e-mail their doctor’s office, view most lab test results, and schedule appointments, so taking care of their health is even easier.

Good health is always good for business. Let us be your partner in health.

For more information, visit kp.org or contact your Kaiser Permanente broker or sales representative.



inding enthusiastic, well-trained workers who are truly eager to come to work can be achallenge. It might surprise you to learn that is exactly what Goodwill of Orange Countyoffers with its Workforce Solutions program. Employers get a diverse pool of enthusias-tic, fully trained workers on a temporary or permanentbasis.

The advantages that come with hiring Goodwill-trained workers are numerous. The job coaching and supportprovided comes at no cost to your business. Unlike otheragencies, Goodwill never charges placement fees to employ-ers. Productivity-based pay for our workers means you payonly for the outcome. Many employers may be able to savemoney on their federal taxes through the Work Opportunity Tax Credit program by hiring some-one from Goodwill who may have traditionally faced significant barriers to employment.

Trained, Trusted and Ready to Work“We believe individuals with disabilities or other challenges should have the opportunity to

achieve their fullest potential. Whether re-entering the job market or joining the workplace forthe first time, they should have the prospect of attaining even greater self-confidence and per-sonal worth,” said Cheryl Barrett, a Newport Beach estate attorney who serves as chair of theboard of directors, Goodwill of Orange County. “This philosophy is what attracted me toGoodwill and itʼs gratifying to see first-hand that individuals are getting jobs and our business

FGGoooodd ffoorr YYoouurr CCoommppaannyy aanndd tthhee GGrreeaatteerr GGoooodd ooff tthhee CCoommmmuunniittyy

Mathew, a Goodwill-trained worker serves up a great attitude at Buffalo Wild Wings

community is getting motivated and inspiring workers.”By providing quality education, training and employment services, Goodwill empowers indi-

viduals to be productive and independent based on their abilities and interests. Each year,Goodwill serves thousands of men and women through ourworkforce development services. Last year, more than 300people started new jobs with the help of Goodwill. Today morethan 174 local businesses utilize Goodwill-trained workers andcontracted services. Chris Parks of Cox Communications feelsstrongly about the nearly 20-year relationship with Goodwill.“Goodwillʼs assistance with producing our customer start-uppackets is extremely valuable. I would not hesitate to encour-

age other companies to consider Goodwillʼs placement services.”“Giving people with disabilities and other barriers the opportunity to achieve their highest lev-

els of personal and economic independence is essential,” said Nancy Quarles, vice president,Human Services, Goodwill of Orange County. “We provide industry with labor solutions thatensure quality and efficiency. We also provide the community with services that respond to cur-rent and emerging human needs.” For short-term or temporary assignments, Goodwill canassist for a few hours each day with tasks such as, assembly, clerical, retail, landscaping, cus-todial, food service, laundry and many other job functions.

Steps to EmploymentThis year, Goodwill of Orange County is integrating family strengthening, an intentional

approach to workforce development and other human services. The approach is to address thewhole person so that the individuals the organization serves, their families and Goodwillʼsemployees have a chance to succeed.

One of the goals of the program is to prepare par-ticipants for a temporary job pool in 30 days. The par-ticipant will have access to the Goodwill CareerCenter to learn job-seeking skills. Some English isrequired and basic computer skills are needed. Ittakes a high level of commitment to complete thesteps to employment. The program includes jobsearching, resume preparation and correspondence,interview strategies, workplace communication andapplication processes.

Give a Man a Fish…“Give a man a fish and you feed him for a day;

teach a man to fish and you feed him for a lifetime.”These words, attributed to the philosopherMaimonides, best capture Goodwillʼs guiding philoso-phy. Goodwillʼs outcome-based focus differentiates itfrom other charitable organizations.

“Food pantries, temporary assistance and sheltersare very important, but they do not address the rootcause of poverty and dependence. In contrast, westrive to enable radical life transformation.Historically, many program participants seekingassistance from us have spent their entire livesdepending on temporary resources, creating a day-to-day survival mentality,” said Quarles. “The past fewyears, more people who simply need to get and keepa job have come to us for skill-building, connectionsto employers and other types of assistance that willhelp them through the economic challenges so manyadults are facing. We help people move beyond thisto an outcome that instills self-worth and self-suffi-ciency through the power of work.”

There are smart economic reasons to hire Goodwilltrained workers, such as reliability, low wages, freetraining and potential tax benefits. Customers find that we meet their business challenges in acost-effective manner and Goodwill is just a phone call away should you ever require support.However, one of the best reasons is the satisfaction of giving back to the community. You cansee the motivation and tremendous pride Goodwill workers bring to their jobs. In fact, manybusinesses cite that it builds morale for the entire workforce in their companies.

The power of your investment in Goodwillʼs mission creates job-training, paid work experi-ence and vital resources that mean so much to so many.

For additional information regarding Goodwill of Orange Countyʼs Workforce Solutions,please contact Workforce Development Director Hilda Parham at (714) 547-6308 ext. 328 [email protected].

Goodwill teams prep the tableware set ups for everyCalifornia Pizza Kitchen in OC

Goodwill-trained workers are equally comfortable in professional settings

Top Companies Have Relied on Goodwill-trained Workers

Barnes & NobleBon Appétit

Buffalo Wild WingsCalifornia Pizza Kitchen

Camp PendletonCox Communications

First American Title CompanyFord Motor Company

Hoag HospitalHome Depot

HurleyLincoln Mercury

Marriott Food ServicesMarshalls

Orange County Juvenile HallOrange County Fire Authority

QuiksilverR.E.I.

Red LobsterRitz Carlton Hotel

SearsSprouts

ScholasticSizzler

Taco BellTarget

T.J. MaxxUniversity of California Irvine

Vons


Documents

An Advertising Supplement to the Orange County … · An Advertising Supplement to the Orange County Business Journal • June 20, ... a p a t p hea ser f y empl. N ow, ... 90 d from