Share This!Exciting news Soarin’ Over California fans! The popular, original version of Soarin’ which was originally slated to be shown for a limited time, through June 30, will now be shown at Disney California Adventure through August 31!On their journey over California, Guests who visit this attraction will continue be able to view the sights on this virtual tour of the state while they fly over the Golden Gate Bridge, smell the orange trees, sail over Malibu, and more.The original version, Soarin’ Over California opened in 2001. The attraction was changed over to Soarin’ Around the World back in 2016.So if you miss the original version, and you weren’t going to the park only in the month of June, you’ll have a few more months to be able to experience it.Are you excited to hear that this version will continue to be offered at the Disneyland Resort over the summer?
Why do so many people get so excited over an HR conference? Because SHRM is known for producing some of the most informative and engaging conferences in the world, and the SHRM Annual Conference & Exposition, which starts at the end of June, is on every HR professional’s bucket list. As thousands of excited attendees prepare to travel to Las Vegas for the conference, June 28-July 1, the Society is working hard to deliver another amazing experience. Once again, SHRM will have a robust social media presence during the conference under the #SHRM15 hashtag and has invited an influential group of HR bloggers to cover the highlights through daily blog posts, tweets, “likes” and photos.The theme for the #SHRM15 Bloggers Lounge is “What happens in Vegas won’t stay in Vegas!” so be prepared for an outpouring of news and information from the conference.Whether you’ll be at the conference in person or watching via social media, you’ll want to follow the #SHRM15 bloggers for all the highlights from the conference. The #SHRM15 BloggersAnish Aravind @anisharavindSabrina Baker @SabrinaLBakerMeghan Biro @MeghanMBiroBill Boorman @BillBoormanDawn Burke @dawnhburkeMatt Charney @mattcharneyAndrea Devers @thegirlinhrSarah Duke @SarahMaeDukeBen Eubanks @beneubanksRachelle Falls @CorporateHRgirlCraig Fisher @FishdogsBradley Galin @bradgalinFranz Gilbert @franzgilbertJoan Ginsberg @JoanGinsbergKevin Grossman @KevinWGrossmanMichael Haberman @MikeHabermanMaren Hogan @marenhoganChanel Jackson @Chanel_JacksonTeela Jackson @TeelaJacksonJohn Jorgensen @jkjhrHeather Kinzie @LeadingSolutionDavid Kovacovich @DavidKovacovichTiffany Kuehl @TiffanyKuehlJay Kuhns @jrkuhnsElizabeth Lalli Reese @TXStrategicHRSharlyn Lauby @sharlyn_laubyDwane Lay @DwaneLayMollie Lombardi @MollieLombardiBlake McCammon @rblakeCrystal Miller @TheOneCrystalJessica Miller-Merrell @jmillermerrellKristina Minyard @HRecruitJohn Nykolaiszyn @CigarSPHRCigdem Ozdemir Evren @CigdemmOEJennifer Payne @JennyJensHRJoel Peterson @joelyohJosh Rock @jrock96Dominique Rodgers @hrgalfridayDave Ryan @DaveTheHRCzarRobin Schooling @RobinSchoolingMatthew Stollak @akaBrunoWilliam Tincup @williamtincupJanine Truitt @CzarinaofHRMichael VanDervort @MikeVanDervort Bryan Wempen @BryanWempenMike “Woody” Woodward @DrWoodyCallie Zipple @CallieZipple
We all know that workplace flexibility, family-friendly policies, and paid leave are at the forefront of many company and legislative discussions. Numerous articles condemn the lack of family-friendly policies in the US, see here and here. As a reaction, many states have, or are in the process of, passing local legislation requiring various levels of leave. Many cities, such as San Francisco, are also passing legislation on leave. This is putting many US companies in the situation of having to possibly respond to a patchwork of laws resulting that may result in compliance problems or at least inconsistent policies.The Society for Human Resources Management (SHRM), has helped develop, and is promoting, the Workflex in the 21st Century Act. In this post, and in several subsequent posts over the coming weeks, I will try to explain the act for you and let you decide if it’s something you want to support.Federal legislationCurrently, in the US there is only one piece of Federal level legislation that covers leave, that is the Family and Medical Leave Act (FMLA), and it applies to employers who have 50 or more employees. An Obama era Executive Order requires federal contractors to provide paid sick leave. The Workflex Act would be on the federal level, but it does NOT require compliance. It is an OPT-IN program that provides benefits to the employers and employees who do opt-in.SummaryHere is a summary of the legislation. In ensuing blog posts over the next month, I will provide more detail on the various components.It is a voluntary, opt-in program. Employers could offer an ERISA-qualified plan that includes a federal standard of paid time off and options for flexible work arrangements.This plan would pre-empt state and local paid sick leave laws.Employees of employers participating in the program would receive more paid leave than is currently required by either state or local mandates.Workers are guaranteed flexible workplace options them may not have current access to, the first such arrangement.Employers have a model to follow, providing more predictability in use of the program.It is complementary to current unpaid programs.It reduces compliance issues by eliminating the patchwork of state and local laws that many employers much currently comply with.Not yet passedThis is legislation that SHRM is trying to usher through the legislative process. The bill’s key sponsor in the House of Representatives is Rep. Mimi Walters, [R-CA-45]. Additionally, it has an additional four sponsors from New York, Washington, Michigan, and Alabama. SHRM is helping find a Senate sponsor to introduce this legislation in the Senate.SHRM’s leadership is heavily behind this bill, so you will hear a lot about it at SHRM18 in Chicago. Stay tuned for next week when I cover a component of the bill.I wish to thank Lisa Horn, SHRM’s Director of Congressional Affairs and Leader of SHRM’s Workplace Flexibility Initiative, for providing this information and answering my questions.Originally posted on Omega HR Solutions blog.
Recently, I attended the launch of the Loss Prevention Research Council’s latest initiative—LPRC Innovate program at the University of Florida. This new working group was stood up to provide cutting-edge people, places, and processes to support major retailers and solutions partners as they ideate, simulate, and test new digital, people, and design options.The Loss Prevention Research Council is made up of over 70 retailers with approximately 200,000 stores with $2 trillion in sales and 75 solutions partners collaborating to develop effective loss and crime control solutions through science-backed extensive research. To date the group has conducted over 300 real-world loss prevention research projects for retailers and partners.As an industry influencer, it is my pleasure to be joining LPRC Innovate as we continue to scientifically redefine and digitally transform the future of retail. To highlight the great LPRC work to date, this article presents a couple of never before published examples of what’s in the mind of a shoplifter.- Sponsor – Self-Checkout Theft Offender Interview Study The LPRC collected data from 24 shoplifting offenders after the installations of small PVMs (public-view monitors) at the self-checkout kiosks, large PVMs above the self-checkout area, in-aisle PVMs in the seafood, liquor, health and beauty areas, and the pushout prevention cart containment system. This research focused on determining the noticeability of the LP measures, offender perceptions, and how these measures affect offenders’ decisions of whether to steal from the store.Initially, offenders were asked to provide feedback on their perception of theft using self-checkout services (see pie chart above).All offenders reported they shoplifted from self-checkout by scanning some but not other items.More importantly are the proportion of shoplifters that noticed the security measures.As I highlighted in a previous article, the self-checkout market is expected to exceed $5 billion USD by 2024 at a CAGR of 10.3% in the forecast period. About 40% of transactions and 20% of sales volume now takes place on self-checkout stations. Check out in that same article why shoplifters prefer self-checkout to commit theft.Organized Retail Crime (ORC) and the Opioid Crisis A total of 18 in-depth surveys were conducted with offenders who reported having an opioid-abuse issue. Here are a few of the findings from this study.• Less than half (44%) of the offenders interviewed said they could not have been deterred the first time. • 44% of the offenders interviewed said that if an employee paid attention to them while they were committing theft, it would deter them. • 44% of the offenders interviewed said that they had engaged in violence during a theft attempt. • While 72% of respondents encountered anti-theft technology, none said it really deterred them. • 33% had sold stolen merchandise credit or gift cards to a dealer for drugs, while 58% had sold stolen merchandise credit or gift cards to pawn shops. All respondents reported that the people they sold to knew they were buying stolen merchandise.Opioid-addicted offenders differ considerably from traditional ORC offenders.1. They are “time discounters,” meaning they forego future gains for immediate gratification. For example, they will sell gift cards for lesser amounts as long as they can be sold quickly. 2. There is significant overlap between opioid-related ORC and other types of crimes, including robbery, fraud, and prostitution. 3. Opioid-related offenders were less likely to be deterred by technology solutions geared toward ORC and were instead more likely to be deterred by employees or law enforcement in stores. 4. There is an “ecosystem of offense” where pawn shops and drug dealers both take advantage of opioid-addicted offenders, by knowingly buying stolen merchandise.How Do We Scientifically Change It? The LPRC conducts research to develop crime and loss prevention solutions that improves the performance of its members and the retail industry. Through innovation and collaboration, scientific driven deterrence is increased by ensuring offenders see it, get it, and fear it.More details on the above two studies and other loss prevention research are available to retailers and solution partner members. To join LPRC, visit their website.Personally, I am looking forward to increased retailer and solutions partner engagement with the new LPRC Innovate ideation program. Fully expect that additional digital transformation possibilities will emerge in the continuous improvement and growth of the global retail industry. Stay UpdatedGet critical information for loss prevention professionals, security and retail management delivered right to your inbox. Sign up now