Complete Story
09/21/2018
Also in the News...
Jakprints expands to Eastlake, will add 100 jobs
Source: Rachel Abbey McCafferty, Crain's Cleveland Business, September 20, 2018
Custom printing company Jakprints is expanding its operations to Eastlake and plans to hire about 100 employees, mostly seasonal.
Jakprints has run most of its manufacturing and administrative operations from its two buildings in Cleveland. The company also has an office in California.
But as the company has grown, the need for more manufacturing space has become apparent, said CEO Nick DeTomaso. DeTomaso said the company has seen a lot of growth, particularly in the apparel merchandising business. Jakprints has essentially become a "supply chain partner" to big brands in entertainment and sports, DeTomaso said, printing and shipping products directly to consumers on their behalf.
Unsatisfactory Employee - Termination or Layoff?
Source: Federated Insurance's HR Question of the Month , September 2018
Question
An employee has made many mistakes and errors and was recently caught in a lie about his attendance in the office. We are planning to dissolve his position. Do you recommend we terminate him or lay him off?
Response
It is up to the employer to determine the reason for the separation of the employee in question. If the employee's misconduct is grounds for discharge, and the employer's policy and practice support terminating the employment relationship on the basis of his recent dishonesty relative to his attendance in the office (which appears to be in addition to numerous mistakes and errors, though it is not clear whether the employer ever addressed these performance deficiencies with the employee), then the employer can and should proceed with its decision to discharge the subject employee as the ultimate disciplinary measure. If the employer has decided that it will not backfill the position and will instead dissolve it after he is let go, it is within its rights to make such decision. It would not seem, though, that in this situation the decision to eliminate the position is the driving force in terminating the employment relationship.
If, however, the employer would not otherwise discharge the subject employee for the most recent infraction and has instead decided to eliminate the position, then as noted previously, it is within its rights to make such a business decision. In this scenario, it would appear that separation is in the nature of a reduction in force and presumably would have had the same outcome (i.e., termination of employment) whether or not the subject employee had committed any policy infractions or been "caught in a lie," etc.
It is generally a best practice to be candid with employees at the time of separation as to the reason(s) for the termination of the employment relationship. In this regard, if the employer has determined to eliminate the subject employee's position for legitimate business reasons (having nothing to do with performance or conduct), then that is what the employee should be told. If, however, the employer has determined to discharge the subject employee for his lack of honesty coupled with performance deficiencies, then the employee should be advised of this and the documentation should reflect the same. The fact that the employer does not intend to backfill the position need not be mentioned during the discharge discussion, as in this situation it would not be the reason for the separation.
Ultimately, as noted, when letting the employee know of the employer's decision to release him from employment, the employer should provide an honest and accurate reason for its action. It is unclear whether the employer's decision is purely a business decision in the nature of a position elimination, or instead a disciplinary discharge based on the employee's misconduct and poor performance (where the employer has decided to simply dissolve the position once he's left the organization). The employer should carefully consider its justification for the proposed decision to end the employment relationship, and should proceed accordingly in effectuating it. As noted, this includes being candid with the employee when the time comes to convey the decision to him. The employer’s action should be well-documented with appropriate notation in the employee’s personnel file.
Want to know more? Click here to listen to our podcast on progressive discipline/termination and discharge.
The Power of Print is Not Lost on the Net’s Biggest Brands
Source: Richard Stuart-Turner/PrintWeek, September 3, 2018
As well as being among the world’s biggest brands, internet giants Facebook, Google and Amazon have something else in common – they have all started to embrace printed media in recent times.
Facebook has faced intense scrutiny over the past few months, not least due to the public outrage resulting from the Cambridge Analytica data scandal earlier this year, and has been attempting to rebuild bridges with its users ever since.
With its own platform facing so much distrust, print appears to have emerged as Facebook’s medium of choice to communicate various messages to the public.
It has taken out multiple adverts in newspapers, magazines and out-of-home locations in recent weeks, both to apologise for the data scandal and to heavily publicise its ‘Fake news is not our friend’ campaign.
“By choosing print for a public apology, I think Facebook is saying that the medium of print conveys a message to be taken seriously,” says BPIF marketing director Amy Hutchinson.
“Print is really powerful for online brands because it is an arena that their customers aren’t used to seeing those brands in, so it offers a unique opportunity to grab attention.”
Read more about the print choices of internet giants in the full article.
PIA Upcoming Events
SUNDAY, SEPTEMBER 30, 2018
JW MARRIOTT HOTEL, 151 West Adams Street, Chicago, IL 60603
Join us for an evening of networking and entertainment as we celebrate the printing industry’s best and brightest.
6:00 P.M. RECEPTION | GRAND BALLROOM FOYER / Cocktails, heavy hors d’oeuvres, & entertainment
8:00 P.M. CEREMONY | GRAND BALLROOM / Presentation of awards
Tickets for the event are $150 per person.
To purchase tickets, please email Mike Packard at mpackard@printing.org.
2018 TAGA Call for Papers Deadline Extended - October 5
There is still time to submit an abstract paper for presentation at the 2019 Annual Technical Conference (March 20–23 in Minneapolis, Minnesota USA). The deadline for the Call for Papers is now October 5. All abstracts will be reviewed by the TAGA Papers Committee, led by Dr. Mark Bohan, prior to an acceptance decision. Accepted papers will be published in the 2019 Proceedings.
Abstracts should be 500–1,000 words and address an aspect of scientific or technical research in graphic communications. Topics can cover equipment, ink, paper, color, packaging, visualization, displays, materials, curing, process control, data management, workflow, security, nanotechnology, printed electronics, 3D printing, novel applications, fundamental science, and software and computer developments. Papers that are considered commercial in nature will not be accepted.
Submissions and questions can be sent to TAGA@printing.org.
Best Workplace in the Americas
Printing Industries of America's (PIA) 2019 Best Workplace in the Americas (BWA) program is open for submissions with the entry deadline set for November 9, 2018. The awards program focuses on Human Relations benchmarking categories to promote companies embracing the most sought-after qualities for today’s workforce: Communication & Culture, Employee Resources & Benefits, and Safety & Work Environment.
Included again this year will be the Safety Shield designation which offers:
- A cost-effective assessment of your safety programs against OSHA standards based on top violations
- Ability to quickly and easily denote your dedication to safety when hiring and retaining talent
- A plaque commemorating your achievement as a Safety Shield recipient
As with previous years, entrants will be evaluated against similarly sized companies. Winners will be awarded a Best Workplace in the Americas award, and a few exceptional companies will be awarded Best of the Best designations. Any U.S. or Canadian graphic communications company, or supplier to the industry, may enter by completing the entry form on www.printing.org/BWA. Applications must include all supporting documentation and submission fees.
For nearly 20 years, the Best Workplace in the Americas award has acted as a “seal of approval” for print industry excellence in human relation standards. Judged by an anonymous panel of human relations professionals from the print industry, the program enables companies of any size to show off their commitment to employees.This year's honorees will be celebrated at a luncheon awards presentation at the 2019 President’s Conference to be held March 3-5 in Phoenix, Arizona.
For more information about BWA, please contact Adriane Harrison at 412-259-1707 or bwa@printing.org.
The Printing Industries of Ohio • N.Kentucky Employment Exchange Report
Just a reminder. If you’re looking for new employees for your firm, check out the Association's employment links, including the Job Bank. Job seekers can post their resumes at no cost. Employers can review resumes for free or list their job openings for a small fee.
