Victor Bierman ... It will be coming soon Cleveland!

Cleveland Indians Fans Hoping for Championship Win

Cleveland has had a lot to celebrate lately. First it was the recent hosting of the RNC and then came the Cavs championship win; so Cleveland fans are hoping for a trifecta as the Indians are on the verge of winning the MLB championship. The Indians clinched the AL Central divisional title on September 26, 2016 when they ran over the Tigers in Detroit. The win puts the team on course to end their 9-year drought of clinching the championship title.

Cleveland Indians fans have had a lot of ups and downs. So, they feel this is a deserved victory. “This year has both been rough and really great, and we hope it will end on a high; of course, with us clinching the long awaited championship title,” said Indians fan, Angela Giuliano.

Despite many fans being concerned, Cleveland Indians have done favorably well. In fact, their run in this season’s championship has been compared to the success of the Cavaliers who won the NBA championship earlier this year. According to news released by SportsTime Ohio, Cleveland Indians recorded their highest rating for the season since 2005. Moreover, the network registered a 6.5 household rating for the season, which is an average of 97,000 households for every game. Going by statistics, that rating is 65-percent over 2015’s mark of 3.93.

In 2005, the team drew 6.62 household rating and appeared poised for a playoff spot until they collapsed in the final week; much to the disappointment of fans. But this season, the Indians booked their playoff spot in October, with a week of regular season still remaining. Winning the AL Central title on September 26, 2016 proved vital, as it led to a 10.48 household rating. The game was seen in more than 156,000 homes, the season’s sixth highest rating.

“These series of successes have brought a renewed sense of vibrancy and excitement to the city,” said Victor Bierman, Ohio lawyer and business expert. “For their part, the team believes this will be the season that will end the 9-year drought. Compared to last year’s results, the Indians are better and are getting the results that are putting them in a position to win the championship title,” he added.

Originally published by Victor J. Bierman III here: https://victorbierman.com/2016/10/06/cleveland-indians-fans-hoping-for-championship-win/

Victor Bierman - Ohio Youth Football

Ohio High School Football Prepares Youth for the Big Leagues

High school football is one of the most popular interscholastic sports. It began in the late 19th century; the same period when many college programs began. In the late 19th and early 20th century, many college and high school teams started to play against each other; what later came to be referred to as “Friday Night Lights”.

In fact, high school football is generally considered to be a 3rd tier, behind both college and the NFL. This is where a player accumulates the statistics and life skills that will determine his chances of competing at the college level, and ultimately the professional level.

While Florida, Texas, and California lead in producing top talent, another state that is notable for producing talented football players is Ohio, particularly northeast Ohio. For the past decade, Ohio has been injecting new blood into the NFL with its talented players. Great players like Desmond Howard of St. Joseph, Tom Cousineau of St. Edward and Stow’s Larry Csonka have all passed through northeast Ohio.

So, what’s the secret ingredient? According to team coaches from northeast Ohio, commitment and hard work are the first in line. The goal is to make sure that all players possess these two important virtues, because according to them, it is the key to enhancing their skills and abilities, both on and off the field. “One of my most rewarding experiences in life has been my time spent in coaching,” said Victor Bierman III, lawyer, Ohio business expert and former coach of Southern Hills Youth Football. “I have had the fortunate opportunity to coach and teach players, my son included, about valuable life experiences through the game of football for many years.”

Beaming with such talented athletes, high school football in northeast Ohio is fascinating to watch. The game is mostly enjoyed on Friday nights when the stadiums are well lit. According to Victor Bierman IV, a senior at Brecksville High School’s Class of 2017 and captain of the Bees Varsity Football Team, “Playing football has taught me a lot about hard work, dedication and leadership. I am very fortunate to have worked with great coaches over the years. I truly feel that an invaluable lesson I have learned as a player is how to help my team overcome adversity on the field when it really matters.”

A large crowd, including alumni, students and parents gathered under the Friday night lights for the Brecksville opening game against Padua on August 26th and enjoyed their first victory.  With a current record of 5-0, the undefeated team is well underway for a championship season.

Originally published by Victor J. Bierman III here https://victorbierman.com/2016/09/29/ohio-high-school-football-prepares-youth-for-the-big-leagues/

Victor Bierman - The Republican Convention in CLE...

The Republican National Convention Was Good for Business in Cleveland

Some could say that the city of Cleveland, Ohio was re-born two years ago when the city was chosen to host the 2016 Republican National Convention (RNC). While city leaders were excited and knew they were laying the foundation for a better Cleveland, there were those who had their doubts. Some went as far to suggest that it would lead to violence and mayhem. This, in fact, was just a smokescreen. Fortunately, for Cleveland it pushed against all odds and the RNC became one of the most successful political conventions in U.S. history. As a result, the city benefited immensely both economically and socially.

“It came off incredibly well,” said David Hertz, current managing director of Dix & Eaton, and former Pulitzer Prize-winning editor for the Akron Beacon Journal. “The party’s not over; it’s just beginning,” he added. Nevertheless, making this a success and turning things around required each and every person from Cleveland to work toward the same goal, as noted by Hertz, “The city and its people did a spectacular job and made sure that this happened; congratulations to everyone.” As Hertz puts it, Cleveland was hungrier because the last time they hosted a political convention was in 1936, so they were more than ready to get the best from this year’s convention.

Hertz read from a July 29, 2016 letter that the president and CEO of the Cleveland 2016 Host Committee, David Gilbert wrote to the Plain Dealer holding that Cleveland did not just host the Republican National Convention; it knocked it out of the park as well. According to Gilbert, the convention pumped in around $200 million into Cleveland’s economy. It also accelerated essential civic projects as well as elevated how Cleveland is viewed by the world and how its residents view themselves. After the 2016 convention, a lot of positive stories about Cleveland started cropping up. The city got universal praise from delegates, the media, and other guests. It also had many people planning to relocate, invest or visit it mainly because it has convention experiences.

“The city of Cleveland is now the place to be, and investors are scrambling for opportunities here; something that will continue to greatly improve Cleveland’s economy,” noted Victor Bierman, Ohio lawyer and business expert.

Originally published by Victor J. Bierman III here: https://victorbierman.com/2016/09/23/the-republican-national-convention-was-good-for-business-in-cleveland/

Victor Bierman - Ohio State University Ranked as Top College in State

Ohio State University Ranked as Top College in State

Since its founding in 1870, Ohio State University (OSU) has been doing everything it takes to climb and remain at the top. It’s focused on providing high quality education and ensuring that students have unforgettable experiences during their time here. This commitment to excellence shined through when the U.S. News & World Report ranked it the top public university in Ohio in its annual “America’s Best Colleges” rankings in 2015. In addition to being ranked as the top college in the state, OSU is #16 among the best public universities in the nation.

And just recently, the Associated Press (AP) declared that Ohio State University, home of the Buckeyes, has the greatest football team ever. The AP has been ranking college football teams since 1936.

Of the 200 private and public institutions rated, Ohio State University was #52 overall, up from #54 in 2015. In fact, a new ranking of online degree programs ranked Ohio State in the top 10 among 142 schools that offer online programs. “We are thrilled that our academic reputation continues to rise and we remain an affordable and outstanding education for future generations,” said Michael V. Drake, President of Ohio State University. U.S. News & World Report ranks universities and schools based on alumni contributions, graduation and retention rates, financial resources, undergraduate academic reputation, student selectivity, and faculty resources.

Going by the rankings, Ohio State meets all these attributes. In fact, it’s believed that the university climbed to the top because of its ability to combine high quality education with affordability. Despite maintaining an 83-percent graduation rate and a 20-year net ROI of $360,000, the university’s annual net cost is far below the state average. “Having lived in Ohio for over 19 years and getting to know many parents and students who have been involved in the experience of an Ohio State education, including my daughter who is a Sophomore at OSU, I am firm believer that it is one of the best public universities in the country at a tremendous in-state tuition value,” said Victor Bierman, Ohio lawyer and business expert.

Offering such a huge array of graduate programs through its highly ranked Max M. Fisher College of Business, College of Education and Human Ecology, Michael E. Moritz College of Law, College of Engineering, and College of Medicine, Ohio State is undoubtedly one of the best educational institutions. These programs include learning communities, undergraduate research, and first-year experience, and they are put in place to help students succeed.

But it’s not just an extremely high quality education that OSU offers; it also ensures a high quality and interactive student life experience. This is accomplished through various curriculum and co-curriculum programs such as student organizations and athletic programs. Offering high quality education and being ranked among the best in co-curricular activities, Ohio State University will continue to provide an enriching learning experience.

Originally published by Victor J. Bierman III here: https://victorbierman.com/2016/09/15/ohio-state-university-ranked-as-top-college-in-state/

Victor Bierman - Cleveland Ohio

Cleveland Scores Big with NBA Championship

After years of urban decay and neglect, Cleveland is making a well-deserved and long overdue comeback. And with the recent Cavaliers’ NBA championship victory for the first time in franchise history, the city seems to be on an unstoppable trajectory of growth.

Cleveland is alive and thriving again. For the first time in years, you can feel the energy and excitement beaming around town. Consumers are coming back to downtown Cleveland. Businesses are opening again. Residents are moving back in. It’s now the place to see and be seen in Northeast Ohio.

It is estimated that over $6B in new investment has poured in to the city in the last six years and approximately 3,000 new jobs created in the last three years. This has helped to reverse the trend of residents leaving the city. According to the U.S. Census Bureau, the estimated Cleveland population in 2015 was 388,072. This is down slightly from 2012 estimates of 390,928 residents. If this trend continues, the city’s population could easily top the 400K mark by the next official census in 2020.

Even more impressive is the area welcomed its largest increase in employment in 2015 with the addition of 23,000 jobs to the area, based on a report published by the Levin College of Urban Affairs at Cleveland State University.

The crown jewel of downtown Cleveland was the recent completion of the Public Square renovation project. Not only is this an open-space that brings the city together, it has become a symbol of civic pride.  In addition, the park has spurred a number of residential and commercial development projects. Major employers including IBM and New York Life have created hundreds of new jobs. Retailers have expanded or opened up shop around the square. The old East Ohio Gas Building has been renovated and is now a prime residential complex. With apartment occupancy hovering at 96 percent, hundreds of new units are planned to come online downtown in the near future.

But perhaps downtown’s most important and vital redevelopment project is the renovation of 200 Public Square. Soaring 45 stories it is one of the tallest buildings in Cleveland.  When the renovation is complete, this location will undoubtedly be one of the most prestigious downtown addresses. And Ruth’s Chris Steakhouse is expected to open in the space later this year.

Not surprisingly, Millennials are helping to fuel the growth in downtown Cleveland. The Downtown Cleveland Alliance reports that the area ranks 8th, along with Miami and Seattle, among college educated 25-34 year-olds. “Downtown is particularly attractive to millennials. There is plenty of green space, exciting shopping and dining options, and a vibrant nightlife and two professional sports venues outside their door,” said Victor J. Bierman III, Ohio lawyer and business expert. “Downtown Cleveland is fast becoming an exciting city to live, work and play.”

Originally published by Victor J. Bierman III here: https://victorbierman.com/2016/09/07/victor-bierman-cleveland/

Victor Bierman - Can An Employee Assistance Program Help?

Can An Employee Assistance Program Help?

Businesses today typically serve a larger role in the lives of their employees, and progressive organizations want to have a positive impact on people and families within the communities they serve. But as the headlines confirm, these can also be challenging times, and employees may face personal issues or crises that range from ordinary stress to such things as trauma or addiction.

Fortunately, there are initiatives such as Employee Assistance Programs to help – and these can actually deliver multifaceted benefits to both businesses and their employees. An Employee Assistance Program (EAP) is a voluntary program that a company offers as part of a comprehensive employee benefits program. While the definition and scope of an EAP can be broad and diverse, most programs offer support with issues such as chronic stress, substance abuse, mental health problems, domestic violence, and unresolved grief.

How an EAP Works

Many EAP’s provide this kind of help via free and confidential evaluations, access to counseling programs, referrals to appropriate agencies or providers, or through proactive, preventative educational initiatives. There are also EAP efforts that can help businesses where employees are dealing with the aftermath of a crisis such as a natural disaster or an incident of workplace violence.

Not only does an EAP provide a resource for employees who are facing difficulties in life, but it can also be a valuable tool for managers. When they want to help employees resolve issues that may not comfortably or ethically fit into the role of a manager, they or the HR department can refer the employee to the confidential EAP. Another uniquely useful attribute of an EAP is that it may go beyond direct assistance of an employee and extend helpful services to the employee’s family members. In that way an effective EAP can be an asset to the organization, its workforce, and the community at large.

Beneficial Outcomes and EAP Return on Investment ("ROI")

Research from the Department of Labor found that for every dollar invested by a business in an EAP, the savings generated was worth as much as $16. That’s thanks to significant and oftentimes dramatic reductions in absenteeism, work-related accidents, worker compensation claims, and use of sickness benefits.

The U.S. Office of Personnel Management cites benefits including increased engagement and productivity; reduction of workplace stress and violence; and increased ability to effectively respond to disruptive incidents at work or in the community.

An EAP can help reduce health care costs, while also increasing employee retention and boosting workforce morale. Ultimately, an EAP can also create goodwill in the community and strengthen relationships with customers, too.

Education is a Key to Success

Although these programs have been in existence since the 1970s, many employees don’t always utilize or understand them. Education is extremely important in solving that challenge, so that employees realize that the EAP is a totally confidential resource to help them improve their work/life balance and quality of life. HR departments can take an active role in helping to de-stigmatize outdated or inaccurate perceptions regarding EAP’s, in order to encourage employees to take advantage of them in order to seek the healthy support they need, want, and deserve.

Originally published by Victor J. Bierman III here.

Victor Bierman - The benefits employees want most...

What benefits do employees want most?

Finding employees to fill vacant positions can be an expensive and time consuming task for any business. And hiring managers and business owners who underestimate the value of a complete benefits package could be missing out on viable candidates. That’s because “four in five U.S. workers report they prefer new benefits or perks to a pay raise,” according to the Glassdoor Q3 2015 Employment Confidence Survey conducted by Harris Poll.

Whether you're a big company or a small business, it helps to know which benefits will help attract and retain employees. While gym memberships and reduced time off may lure some candidates, it may not be as important to other job seekers. With that in mind, here are the five benefits employees want most:

Health Insurance

Not surprisingly, health insurance is the benefit that employees want most based on results from a recent Glassdoor Economic Research Study. While it is standard fare among larger employers, the 2013 Medical Expenditure Panel Survey by the Agency for Healthcare Research and Quality, Center for Financing, Access and Cost Trends indicated only about 1 out of 3 businesses with less than 50 employees offer a health insurance plan.

Vacation / Paid Time Off

With so much going on in employees’ lives, it should come as no surprise that vacation and paid time off are among the top benefits desired by most workers in recent surveys. But 37 percent of workers participating in a GFK focus group mentioned that it is not easy to use the time they earned. Having time off to relax and rejuvenate is important for creating a healthy work-life balance and avoiding job burn-out.

401K / Retirement Plans

Employees today are concerned about their future which is why more than one-third of employees surveyed want 401K and retirement plan benefits, according to Glassdoor. One of the fears among many employees is not having the finances for retirement. Employers that offer retirement plan options are helping to provide employees with

the financial planning resources that give them peace of mind during their career.

Tuition Assistance

Today’s workforce considers learning a life-long process rather than a one-time event. In fact, over 60 percent of employees responding to a 2014 Employment Confidence Survey by Glassdoor considered learning new skills or receiving special training as the most important factor for career advancement. Investing in employee education and offering a path for advancement can reduce turnover and hiring and training costs while helping to retain the best and brightest employees.

Employee Recognition

Not all employees feel they get the recognition they deserve. People like to feel they are appreciated for the work they do. And studies indicate that a little pat on the back can go a long way towards keeping employees motivated. An overwhelming majority of human resource managers said employee recognition programs had a positive effect on engagement and overall happiness in the workplace, according to a 2015 Employee Recognition Report conducted by the Society for Human Resource Management and Globoforce.

Originally published by Victor J. Bierman III here.

Victor Bierman - Five (5) Simple Techniques for Managing and Reducing Workplace Stress

Five (5) Simple Techniques for Managing and Reducing Workplace Stress

Studies and surveys reveal that about 70 percent of all Americans consider their work or workplace stressful. But research simultaneously confirms that loving your job correlates with greater performance and productivity – so stress is definitely bad for business. Worker stress is attributed to a variety of culprits, and those range from fear of job loss or lack of career advancement to fatigue from working overtime and the lack of employer initiatives to educate and help employees with stress. The good news is that there are practical ways to manage and reduce workplace stress, and here are five simple ways to do that.

1. Promote Wellness in the Workplace

Poor health contributes to stress, just as stress triggers poor health. The American Psychological Association recommends meditation and other forms of biofeedback or body/mind realignment like deep breathing exercises. So why not consider having a weekly or monthly event where employees can enjoy a free yoga or T’ai Chi class, chair massage? A major cause of stress, according to the Centers for Disease Control and Prevention (CDC), is a lack of sleep – which also makes the workplace more accident-prone. Some of the most progressive corporations in the Fortune 500 have starting adding nap rooms to their facilities, where employees can go to recharge their batteries for a few minutes. Not all companies have the resources to do that. But providing health and wellness programs and holding free workshops that teach how to relax and eliminate stress is a great idea, and entirely doable.

2. Invest in Career Development

Since so many workplace stressors are related to fear and career insecurity, one of the most impactful ways to reduce employee stress is to actively support career development. In fact, Millennial Generation employees actually cite lack of career opportunity as one of their top-ranked stress factors. By offering mentoring or opportunities to acquire new marketable skills, for example, companies demonstrate that they are fully invested in their workers. Address those concerns proactively and it will improve retention, add human resource value, and fuel the organizational pipeline with happier, more productive and engaged employees.

3. Control the Distractions

An article in Forbes Magazine described that today’s workers are routinely distracted and interrupted, even though the corporate buzzword these days is “engagement.” These unwanted diversions happen about once every ten minutes, and account for about two hours of lost productivity per day. The takeaway here is that if you can control the interruptions you can help minimize stress. Ways to accomplish that include improved scheduling and project management, and leveraging technological tools and systems to avoid redundant tasks or interpersonal requests that can be better managed through more organized electronic communication.

4. Curtail the Digital Overload

Digital technology can, however, contribute to the problem, especially when boundaries are too fluid. Employees should know that when they are off the clock, they will not be unnecessarily burdened with phone calls, emails, and text messages related to work. There have even been lawsuits filed because employers were accused of demanding overtime work without compensation, so this is an area that every business should take seriously. Create a policy that ensures fairness and healthy boundaries to reduce workforce stress while enhancing team morale.

5. Take a Break

Americans are notorious for not using their personal days and vacation time, but HR departments and company leaders should recognize that a healthy work/life balance contributes to productivity. Yes, educating employees to spend quality time away from the office may require extra attention to scheduling changes and workplace flexibility. But it also makes for a more sustainable and competitive workforce and is, ultimately, good for the bottom line and healthier for everyone in the organization.

Originally published by Victor J. Bierman III here.

Victor Bierman - Don’t Be Unprepared For HIPAA And Department Of Labor Audits

Don’t Be Unprepared For HIPAA And Department Of Labor Audits

Is your business ready for a HIPAA audit? Federal agencies such as the Department of Labor (DOL) have the authority to conduct audits of businesses to ensure that they are in compliance with the Patient Protection and Affordable Care Act (PACA) which is also referred to simply as the Affordable Care Act (ACA). These reviews are ultimately intended to ensure that Americans in the workforce have fair access to health insurance and that the personal privacy of employees is respected and their medical records are safeguarded.

The Incentive to Comply

Oftentimes businesses procrastinate – but there are some powerful incentives to put ACA compliance plans in motion ASAP. Not only does that make it much easier and less disruptive in the event of an audit, but it can also help prevent burdensome fines and penalties. According to an article in the Wall Street Journal, for instance, the Health and Human Services’ Office for Civil Rights – which enforces HIPAA – has imposed penalties or reached settlements in at least two dozen high-profile data breach cases. One company paid $250,000 related to the theft of a single laptop that contained highly sensitive unencrypted data. “Covered entities and business associates must understand that mobile device security is their obligation,” said Susan McAndrew, OCR’s deputy director of health information privacy. Violations of privacy through disclosure of PHI may be prosecuted by the Department of Justice, too, with the possibility of jail time.

Protected Health Information (PHI)

Under HIPAA, Protected Health Information (PHI) covers various types of data communicated, shared, filed, and archived by businesses. That may include heath care claim or payment information, paperwork related to enrollment or disenrollment in a health plan, and other data related to an employee’s health or medical history. Audits will take a close look at PHI, and businesses need to proactively safeguard that data and demonstrate to DOL investigators that they have robust and up-to-date systems and procedures for protecting any and all PHI.

PHI Safeguards and Procedures

* Be sure that there are written policies and procedures for PHI compliance, as well as administrative, physical, and IT protocols and safeguards to prevent unauthorized access to PHI. That applies to both printed data and electronic digital information.

* All employees should be trained in HIPAA compliance and PHI protection, and they need to be updated as new guidelines are issued. Keep in mind that the DOL may request evidence to confirm that notices related to HIPAA have been distributed to employees in a timely manner.

* Businesses should also pay special attention to Affordable Care Act provisions regarding health plan compliance that fall under the HIPAA mandate. If the business experiences a data breach or other event that could compromise PHI security, it should be promptly reported to the Department of Health and Human Services.

Time Is of the Essence

Companies that delay delivery of information asked for by the DOL risk greater scrutiny and a more protracted investigation. Preparation for an audit needs to start ASAP, and the number of audits being conducted is trending higher. But being organized and knowing where pertinent documents are is a big advantage, and one that HR departments can help to leverage to their benefit by getting ready now, not later, so that the audit process will be as smooth and painless as possible.

Originally published Victor J. Bierman III here.

Victor Bierman - Employee Trust

Helping HR gain employee trust

Human Resources (HR) is often in a difficult position. They need to be supportive of both the privacy and discretion of employees while also supporting leadership and enforcing company policies. This middle ground often renders HR as a distrusted and sometimes ineffective group. Management of daily stress and moral obligation can easily take its toll, especially when being blamed for a problem you are trying to solve.

If this sounds harsh, don’t take it too personally. For the first time, the Edelman Trust Barometer, an annual trust analysis survey, examined the state of trust between employers and employees. Not surprising, the level of trust in employers decreased as the hierarchy decreased. With the HR system privy access to an employee’s personal information and conversations, as well as their close work with leadership, HR is considered part of the company’s leadership.

If they exist, perceptions of distrust are more a result of job function and not the result of the work HR puts into their job. However, there are ways to improve employee perspective, and garner the confidence of leadership at the same time.

Building trust is the one uniform standard expected by both employees and company executives when working with HR. In fact, Jim Dougherty, a senior lecturer at MIT Sloan School of Management and veteran software CEO, identifies one important key to trust, “Any time there is favoritism, people will see it.” Having the ability to show objectivity and fairness, regardless of whom you are dealing with is important. High performing employees should be just as susceptible to negative consequence, as a poor performing employee should be regarded in recognition. By showing employees you can be both fair and balanced, you will garner their respect. When employees come into your office, for good or bad, and already know what to expect, then you are likely doing a good job at balancing trust. However, if you see a trend in employees who are legitimately surprised at the outcome of events, you may need to focus more on building trust.

One of the fastest ways to lose trust is to share confidential information with others. Even if you share information with other leaders, make sure that the leader is privy to the information. Simply being a leader does not necessarily make them privy to all employee information. In fact, a lot of personal information cycles down the chain of hierarchy. As you can imagine, when employees share confidential information that eventually reaches their ear, you have essentially lost all faith from their perspective.

However, one way to legitimize trust in breach of confidentiality is transparency with your intentions. Dougherty notes, “If there is a void of information, employees will fill it and they will always fill it with negative information.” You don’t want an employee ever leaving your office confused, or with different expectations than you have.

For example, if an employee reports another employee for a policy violation, you can respond with: “Thank you for contacting me. Your name will remain anonymous; however, I need to document our conversation. We will begin an investigation that will likely include... And, I will need to notify...” By informing the employee what is going to happen next, and notifying them who will be involved in the investigation you are sharing the process, as well as instilling trust.

Lastly, you can never underestimate the importance of engaging with both employees and leadership. Seeking out engagement such as going to an employee’s office to simply say hello and sincerely ask how they are doing, calling employees by their name, or, learning more about their personal life are all great ways to engage and view an employee’s work experience through their perspective.

Trust, transparency, and engagement are the keys to balancing a friendly HR environment where employees have confidence in your abilities and genuine concern, while employers have faith in your role as the trust-cushion between leadership and employees.

Originally published by Victor J. Bierman III here.