Richmond Times Dispatch, March 2, 2013: Learn more about our founder and principal, R. Rushton Paul, in this profile article in the Times Dispatch. Understanding that mistakes provide the power from which we grow, Rush shares two of his biggest mistakes.
Named one of the Top 100 Human Resources Experts to Follow on Twitter… nice to be noticed. @RRushtonPaul
Richmond Times Dispatch, June 18, 2012: Avoiding five employment risks that can sink a business. ” ‘Every time a business owner opens his doors, he risks a government audit or a lawsuit,’ consultant Rush Paul said. The key to survival is managing that risk. Owners need to avoid risks that can “sink” a small business. Lawyers and government agencies are always on the lookout for businesses to sue or audit, he said. ‘You’re not paranoid if they’re really after you,’ he said.”
Richmond Times Dispatch, June 4, 2012: Avoiding five employment risks that can sink a business. Small-business owners have to wear many hats, said Rush Paul, and they usually don’t get to choose which ones are most important. ”Managing employment risk is one hat most small businesses pay least attention to,” said Paul, a human resources management expert with a background in the legal profession. But federal tax, labor and civil-rights agencies, and plaintiffs’ attorneys “are all eager to catch you up on these,” he said. “Don’t let them.”
Paul, president of R. Rushton Paul Consulting in Richmond, will talk about “Five Employment Risks That Can Sink a Business” at a Greater Richmond Chamber program Wednesday. ”As an employer, understand your key employment obligations and risks,” Paul said. “Then understand how to manage them.”
Quoted in WorkIt Richmond, April 25, 2012: Should you have a paternity leave policy? “Employees are attracted to join and stay with companies whose values are consistent with their own and where the employee believes he or she can be successful. If the values you seek to reflect in your employment brand include an effective work/life balance, don’t forget the men in your company. If being identified as a diverse and inclusive organization is important, create policies that are as gender neutral as possible. In either case, including a paternity leave policy is part of the equation. As you create your paternity policy, be sure to plan for how you intend to address adoption, same-sex partners, leave before birth or adoption (not just after), and additional unpaid versus paid leave.”
Can an Employee be Fired for “Friending” Their Boss? Answers to HR Social Media Nightmares - program for The Workplace Training Center, approved for 1.5 hours HRCI re-certification credit, April 19, 2012.
The Mechanicsville Local on our presentation for the Greater Richmond Chamber’s Hanover Business Council, February 1, 2012. “If you’re in business today, you probably have a website or maybe you’re on Facebook and Twitter… If you have employees, you need social media policies.”
Work It, Richmond, December 9, 2011, following our presentation for the Greater Richmond Chamber on “Why Social Media is a Double-Edged Sword for Business Owners.”
Richmond Times Dispatch, November 14, 2011, summarizing our upcoming Practical Tips Presentation, applying an HR and Risk Management perspective to social media, for the Greater Richmond Chamber of Commerce on November 16, 2011.
Presentation for Henrico Business Leaders, October 19, 2011
“Why Social Media is a Double-Edged Sword for Business Owners…
…and How to Avoid Getting Skewered“
Quoted in Work It, Richmond Power Thoughts, October 10, 2011: “People will rise to your expectations, provided you treat them with fairness and respect, set clear and achievable objectives, coach for success and hold everyone on the team accountable for meeting her agreed objectives.”