Author Archives: Yaritza Rendon

Global HR

Leave a reply

Mexico

-Mexico’s minimum wage is 141.70 (as of 2021) Mexican pesos per day according to Mexico compensation laws. This is true for all states except those at the Northern Border. Northern Border states (Baja California, Sonora, Chihuahua, Coahuila, Nuevo Leon, and Tamaulipas) have a minimum wage of $213.39 pesos per day.

-The net pay, which includes salary, cash benefits in kind, and hardship allowances, must be received in official Mexican banks and paid in pesos.

-employees are also entitled to an aguinaldo — a yearly bonus. The aguinaldo typically equals 15 days of salary and amounts to about four weeks of pay. Larger companies may give up to six weeks.

-workers earn an annual vacation entitlement of six days after their first full year of employment as part of Mexico benefit management. They receive an additional two vacation days for each year that they continue to work for the company.

-Employees in most states also are guaranteed a vacation bonus, which is at minimum 25% and goes to whatever the company determines. This percentage is granted based on the annual leave entitlement days and paid on the anniversary of the employee with the company.

-Many states also offer profit sharing, in which employees are entitled to receive at the latest on May 30 each year, and they receive up to 10% of net profit of the company. The profit that will be shared is divided into two parts: the first part will be split in equal parts amongst all employees, taking into consideration the number of worked days for each employee during the previous year; and the second part will be distributed in proportion to the amount of the salaries earned during the year.

-All employees get public health care coverage through the Mexican Social Security Institute. However, -many employers offer their workers supplementary health insurance options.

-Every employee is entitled to overtime pay, which is 100% of their regular pay, or 200% for Sundays or bank holidays.

-There are also specific compensation rules regarding employee sick leave. If an employee has an illness not related to work that keeps them out for more than three days, they will receive 60% of their salary. The 60% of their salary is paid by the Social Security Institute, and the remaining 40% of the salary is paid to the employer. If the sickness or accident is related to the job or commute, the employee gets 100% of their salary. For both the 60% salary compensation and 100% salary compensation, the employee will need to go to the Institute to file for sick days and get approval. (Mexico Compensation/Benefits , n.d.)

United Kingdom

-employees who work more than six hours a day are automatically entitled to a 20-minute break away from work.

-The employer’s portion of the National Insurance Contribution (NIC) provides the primary statutory benefit of UK health insurance. However, many companies choose to offer supplementary benefits such as medical, vision, dental, and life insurance that are not guaranteed in UK employment law.

-Before your employee starts, you are legally required to draft an employment contract. In that contract, you can specify when you will pay the employee, how they will get paid, what benefits they are entitled to, and how those will get dispersed.

-Any employment contract in the UK needs to include compensation in British pounds rather than US dollars.

-An early career Manager, Compensation & Benefits with 1-4 years of experience earns an average total compensation (includes tips, bonus, and overtime pay) of £38,000 based on 7 salaries. A mid-career Manager, Compensation & Benefits with 5-9 years of experience earns an average total compensation of £62,843 based on 7 salaries. An experienced Manager, Compensation & Benefits with 10-19 years of experience earns an average total compensation of £60,714 based on 11 salaries. In their late career (20 years and higher), employees earn an average total compensation of £68,075. (UK Compensation/Benefits, n.d.)

  1. Develop an outline for a training plan, making reasonable assumptions about the information a new manager would need to know at Fish to Go.

The minimum wage in Mexico is 141.70 pesos and in the northern states, it is 213.29 pesos and must be paid in pesos and received in Mexican banks. Employees are entitled to a yearly bonus and earn six vacation days after the first year of employment and earn two extra days after each consecutive year of employment. All employees get public health care and is entitled to overtime pay. There are also specific compensation rules regarding sick leave. If sick leave is related to the job, the employee receives 100% of their salary. If sick leave is not related to the job, employees get 60% of their salary and employers receive 40%. All sick days must be filed and approved by the Social Security Institute.

In the UK, before an employee starts work, an employment contract must be drafted. It says how much and when they will get paid and what benefits they are entitled to and when they will receive them. If an employee works more than six hours, they are entitled to a twenty-minute break. Employees must be paid in British pounds. The more experience a manager has, the more money they can earn. Managers with more than twenty years of experience can earn upwards of £68,075. The mandatory benefits in the UK include paid leave, statutory sick pay, and there is a national insurance scheme as well.

 

References

Mexico Compensation/Benefits . (n.d.). Retrieved from Globalization Partners: https://www.globalization-partners.com/globalpedia/mexico-employer-of-record/compensation/#content

UK Compensation/Benefits. (n.d.). Retrieved from Globalization Partners: https://www.globalization-partners.com/globalpedia/peo-uk/compensation/#globalpedia-info

Risk Management

3 Replies

COVID-19 has affected work as we know it. Remote work, meetings and interviews are the new normal. Due to the consequences of quarantine, mental health, especially in working adults, has decreased dramatically and is a big issue. Companies must create environments with high morale and maintain productivity levels while understanding employee’s mental health. This is a new skill required for human resources management that has adapted due to the pandemic. COVID-19 makes it difficult for workflow go back to normal and adapting to its effects is something that is required now.

Many believe that remote work will become a permanent factor for many businesses. Some concerns human resources think about now, due to remote work, is how to create and enforce rules. It is difficult to know if employees are actually working or making their required marks in a company. Another concern is connectivity between workers and questions human resources must think about is how employees will receive the required equipment for working. It is difficult maintaining a workplace culture. It is harder to make an organization’s identity/mission known within a dispersed environment. Another way COVID-19 affects the workplace environment is through scarce employment. Due to the economic impacts of COVID-19, businesses can not hire many employees, especially full-time. Businesses will have to rely on temporary workers or contract workers. Another way the pandemic has impacted the work environment will be how people react to each other after the pandemic. According to the article “How the Coronavirus Pandemic Will Change the Way We Work” (Agovino, Ladika, Roepe, Sammer, & Zeidner, 2020) it advises that HR managers should be doing everything they can now, in the middle of the pandemic, to show appreciation to employees despite the challenges of the global pandemic. The expression of acknowledgement and thankfulness will help improve confidence/spirits with employees that need to hear gratitude for the work they have done in the middle of a global crisis. However, people will still be weary and H.R managers will have to understand the anxiety of the previous threat will take some time to dissipate. The pandemic has elevated the importance of human resources like never before. Leaders are now coming to them to address key decisions on a daily basis instead of them convincing leaders to consult with them. HR professionals play critical roles in organizations by leading them into the world of telework, virtual meetings, and guiding them through furloughs and layoffs. They are counted on to reshape the workplace for resistance and recovery. As the virus spread across the country, HR personnel collaborated with leaders and communication experts to help ease anxieties of the workforce and boost morale. This came in the form of sending employees tips on how to teach their children at home, how to cope with loneliness and depression, and how to set up a virtual doctor appointment. They helped many employees cope with a new normal.

The pandemic made HR rethink how they communicate with employees. Some organizations provided constant communication, leaving employees feeling prepared and confident. Others were slow to respond and did not provide enough guidance, leaving employees feeling anxious, confused, disconnected, and ignored. The best professionals maintained contact with individual employees. When this was not possible, employees were emailed to ask if they had questions. One outcome of this pandemic forced organizations to bring more humanity into the workplace. The business world is quite professional, but this event required the walls that were put up to come down. Workplace practices most likely will never be the same again. The pandemic has invented new ways for getting work done remotely. It has changed an environment that depends on culture and work processes built around face-to-face interactions. The pandemic forced a nationwide experiment with remote work with no prior warning. 71% of employees say that adapting to remote work was challenging. Now that organizations see it can be done, it most likely will continue on a broader scale even after the pandemic lets up. Dealing with COVID-19 will give disaster preparedness and business continuity planning increased importance.

References

Agovino, T., Ladika, S., Roepe, L. R., Sammer, J., & Zeidner, R. (2020, May 29). How the Coronavirus Pandemic Will Change the Way We Work. Retrieved from SHRM: https://www.shrm.org/hr-today/news/hr-magazine/summer2020/Pages/how-the-coronavirus-pandemic-will-change-the-way-we-work.aspx

Benefits Assignment

1 Reply

For this assignment, I interviewed a couple of my close friends to ask them about their job benefits and which ones they felt were most important for them.

Ana, Flight Attendant with JetBlue Airlines

Yaritza: What benefits does your job offer you?
Ana: My job offers me free flying on domestic flights, buddy passes, only paying taxes on international flights, health insurance, PTO and of course, getting to see different cities, states, and countries.
Y: Which benefits mean the most to you and why?
A: The benefit that means the most to me is getting to explore new places because it opens my mind and allows me to do new things.
Y: Can you describe an experience that opened your mind?
A: Once I stayed in San Francisco near the water. I jogged on the beach and that is something I do not get to do at home in New York. Another time I stayed in Puerto Rico and got to visit the beach very often which helped me feel at peace.
Y: What new things were you allowed to do?
A: I got to taste foods from different cultures. I liked mofongo from Dominican Republic and coconuts from Puerto Rico. I loved drinking the coconut water and then eating the coconut. Tacos taste better in Mexico and in Thailand, I tried fried rice with a fried egg on top. I also had a huge, steamed fish in Colombia by the beach which was delicious.

Amarelis, Research Assistant with Columbia University

Yaritza: What benefits does your job offer you?
Amarelis: My job offers me health and dental insurance, a 401K, life insurance, classes at Colombia with tuition reimbursement, PTO, free COVID testing, personal days off, sick leave, paid time off when serving jury duty, and vacation days. My job offers more benefits, but these are the only ones I qualify for because I don’t have kids.
Y: So, if you did have children, what benefits would they offer?
A: I think they offer health insurance for dependents, maternity leave, money for childcare, and help with college funds for my dependents but I’m not too sure on the specifics because I don’t have children. The benefits I named are just something along those lines.
Y: Which benefits mean the most to you and why?
A: Health and dental are most important to me because I can try different providers and clinics. I think it’s cool to have life insurance because I never had it before and very grateful to have been offered it. But the biggest benefit so far has been the free COVID vaccine because of school affiliation. I was the first in my family to get vaccinated and when they all got COVID I was able to take care of them knowing I had some kind of protection.

What is interesting about these answers is that none of my friends mentioned their compensation as a job benefit. This led to my conclusion that pay is not the most important aspect of a job. The most important aspect is the benefit of a better way of life. Whether it is the ability to travel to new cities for free, the opportunity to have life insurance or the protection against COVID, all these have one thing in common. They would not have been possible without the benefits of their place of employment.

Retaining Harper

4 Replies

Harper is demotivated because she is stressed about not keeping up with her workload. She feels under appreciated because she has taken on more responsibility and has not received recognition for her hard work. Most importantly, she is not receiving the support she needs to succeed at work. If I were an HR manager meeting with Harper’s supervisor, David, I would give him this advice to help him re-engage Harper.

  1. Invest in her professional development.

Harper has been employed at Marketable Inc for the past four years. There is also an open position left behind by her prior boss, Jose. Why not train her for this new position? She has already proved she has initiative to take on more responsibility and has prior experience in the company.

  1. Make it a priority to help employees feel valued.

Promoting Harper will show we value her contributions to our company and in turn, a promotion and a raise will add value to her life. I would also advise David to schedule weekly meetings with her to share progress and updates.

  1. Don’t overburden employees.

Harper feels that David is unavailable to help when she needs advice. Perhaps David is overburdened as well. Promoting Harper will help David share his duties with her. Harper will distribute the workload she is not responsible for, since her promotion, to the other five members on the team. It is a win-win situation for all involved.

  1. Provide employees with meaningful work.

With Harper feeling demotivated at work, I think this is the perfect time for David and Harper to have an important conversation. Sometimes with all the stress of work and life, we forget why we do what we do. They should talk about their why.  They should take this time to sit down together and share their goals and aspirations in the company and why they love what they do. Such a talk could help improve work relations between them and most importantly, leave them both feeling motivated and ready to work together. This will also lead to them both having a forthright relationship.

The downside of losing Harper, besides the financial losses the company would incur to rehire and train a new person, would be the company losing a valuable asset. An invaluable asset who loves what she does in the marketing industry and a remarkable team player who goes above and beyond.

Personality Test Assignment

1 Reply

Yaritza Rendon

March 4, 2021

Professor Buckler

Personality Test Assignment

INFJ-T

Introverted(I), Intuitive(N), Feeling(F), Judging(J), and Turbulent(-T)

            Did you know that Advocates are the rarest personality types in the world? Advocates approach life with deep thoughtfulness and imagination. They are introverted. Therefore, they enjoy being self-sufficient, prefer working with ideas rather than people and do not need great numbers of friends. Socializing depletes their internal energy quickly, and when that happens, they need alone time to recharge. These individuals tend to be compassionate, sensitive, and highly emotional. They are likely to fight for their values and beliefs. Advocates tend to have a strong work ethic, putting their duties and responsibilities above all else. The greatest goal for Advocates involves coming to terms with their true selves.

I agree with the results because I find myself to be quite introverted and needing a lot of alone time to recharge, improve myself, and explore my inner world. I work well in groups but prefer to work on my own. I do not socialize much and have a few friends. For me, it is quality over quantity. I am picky when it comes to choosing the company I keep around me because I am sensitive to people’s energies. I tend to feel people and situations out. I am not afraid to wear my heart on my sleeve because I crave authentic connections with others and that only happens when one has the courage to be vulnerable. Part of reading energies is knowing who to become vulnerable to because not everyone I come across deserves access to my heart and my generosity. I may come across as reserved but once you get to know me, I am magnanimous and have a warm personality. I am extremely self-sufficient and thoroughly enjoy my independence. I am proud of who I am and do not feel the need to prove myself to others.

Some strengths of the Advocate include creativity, insightful, principled, passionate, and altruistic. There have been times when I have surprised myself with my own resourcefulness and ingenuity. I like finding creative solutions to problems and working with my hands. If it is broken, I can most likely find a way to fix it. I also love a good strategy. Being insightful comes naturally to me. Being the highly sensitive person that I am, I use empathy to figure out people’s true motivation, needs and feelings even if they do not verbalize them to me. I am passionate because I am a determined person. I reach my goals by planning and even when I fail, I get up, brush myself off, and try again. Being principled and altruistic go hand in hand for me because I always try to use my strengths for the greater good. I think about my actions beforehand, try to figure out the consequences, and then ask myself how they would affect other people. I tend to take great care of the feelings of the people I love and care about but also care deeply about people I do not know. I always try to add value in the lives of others and help in all the ways I can.

Some weaknesses of the Advocate include sensitivity to criticism, reluctance to open up, perfectionism, avoiding the ordinary, and prone to burnout. Yes, I am sensitive to criticism because I am a sensitive person but after the sting leaves, I try to figure out if there was any truth to what was said and wonder how I can improve myself. I do find it difficult to open up because I am self-sufficient. I rely on myself to solve my problems and do not want to be a burden to others. I am learning to ask for help when I need it. “The squeaky wheel gets the grease.” I am not sure if being a perfectionist resonates with me because while there are times I would like things to be perfect, I am learning that in life, that is not always the case. If anything, I am learning to embrace and see the beauty in imperfections. Avoiding the ordinary for Advocate personalities, is that they tend to be motivated by a sense of having a greater purpose in life but consider it unnecessary to break their vision into small goals. I am greatly motivated by my goals and the vision I have for my life, but I know the key to success is in creating small, manageable goals. A little each day add up to big results. Advocate personalities are prone to burnout if they do not find a way to balance their work and self-care. This is true for me as well. As much as I love helping others, it is crucial that I spend time alone to recharge and take care of myself. I cannot pour into the cup of others if my cup is empty.

I do not think personality tests are an effective way to determine if a candidate is right for a role. It is similar to saying only people born under the sun sign of Aries should be hired as managers. But then Virgos and Libras would make great managers too! I believe each person comes with their own experience, skills and strengths and a personality test is not the complete picture. It is only a part of it. I believe personality tests can be useful in the workplace to figure out how people work best with each other. I think it discourages people to improve and grow and sends a message that their ability to do something is fixed rather than something they can hone over time.  I think certain personality traits are not relevant to job performance. But if a company believes that they are, they might miss out on talented people who do not fit the personality type, but whose skills, motivations, and other attributes bring a lot of value to their company.

Yaritza Rendon

Leave a reply

Hello! My name is Yaritza Rendon and I am currently earning my Business Management degree at BMCC. I have over five years of customer service experience in the food and beverage industry. After BMCC, I am looking to go to a four year school to get my Bachelor’s degree. I hope to work in Human Resources in the future.

LinkedIn Assignment

2 Replies

Yaritza Rendon | LinkedIn

I enjoyed receiving interview tips from Annie Stankevich and Tiffany Suarez. I learned that it is always important to research the company before the interview and prep some questions to ask interviewers at the end. Never say that you cannot do something or have no experience. It is best to say you have or you will learn and demonstrate how you are taking the initiative to learn that new skill. Apply for the job even if you do not fulfill all the requirements. Employers will always be happy to train the person who is a good fit for the company. It is also important to prep your answers to the most common interview questions but do not deliver your responses in a way that seems unauthentic. The biggest takeaway was confidence is key! No one wants to hire an employee who is unsure of themselves and does not know their strengths.

 

Equal Rights Assignment

2 Replies

Yaritza Rendon

BUS 311-1801

Professor Buckler

Assignment 1

On the Basis of Sex

            On the Basis of Sex is a biographical drama based on the life of Supreme Court Justice Ruth Bader Ginsberg. She was a lifelong advocate for gender equality, a civil servant who served as a justice on the Supreme Court for 27 years and a trailblazer for women’s rights. Ginsberg became the first female professor at Columbia Law School and co-founded the Women’s Rights Project at the American Civil Liberties Union (ACLU). As ACLU’s general counsel, she presented six gender discrimination cases in the Supreme Court and won five of them. While she is remembered as a feminist icon, it is important to remember she also passionately advocated for the rights of the LGBTQIA+ community, undocumented people, and disabled people. She also fought to expand voting rights.

Ginsberg stated that the court deprives women of the right to make an autonomous choice, even at the expense of their safety. Up until the mid-70s, financial institutions denied married women in the U.S credit cards or loans in their own name and single women also had trouble getting credit. If it were not for Ginsberg, as a female, I would not be able to have my own bank account or credit card. Enter the Equal Credit Opportunity Act of 1974. Without it, women would not have been able to access of the most basic tools of financial independence. In 1996, Ginsberg opined that it was unconstitutional for state-sponsored schools to exclude women on the basis of sex. If it were not Ginsberg, I would not have been able to attend school. Ginsberg had a crucial vote in the case of Roe vs Wade. Because of Ginsberg, I now have the right to choose and have autonomy over my own body. As a litigator and on the Supreme Court, Ginsberg changed what was possible for women in the U.S.

 

“Women belong in all places where decisions are being made.”

-Ruth Bader Ginsberg