Should CEOs Post Photos on Facebook?

By rachel zupek on Nov 5, 2009 in Featured

My co-worker over at The Hiring Site sent me an interesting article this morning about a CEO named Chip Conley posting some questionable photos on his Facebook site. I think it's going to spark an interesting discussion...

Background: Conley is the CEO and founder of Joie de Vivre, a company that operates a collection of boutique hotels in California. He started the business 22 years ago when he was just out of college. Today, it's a $230 million company with more than 3,000 employees and 38 properties.

In a recent article on BNet.com, Conley discusses how his PR agency recently set up a Facebook page for him, along with a fan page, to promote his new book.

"I accepted pretty much anyone who "friended" me, including plenty of employees, and gradually I began posting the usual Facebook fodder - links to articles, quick takes on books, emotional missives. My profile picture - a business-casual blazer-and-collared-shirt look - was uploaded by my PR team as well," Conley said.

While meeting with his "cultural ambassadors" - employees who represent each hotel - to create a social media policy for the company, an issue was brought to his attention: His employees were uncomfortable with some of Conley's Facebook photos.

The controversy: You see, Conley recently attended Burning Man, a weeklong anything-goes festival. Upon his return, he posted six photos on his Facebook page, two of which show him shirtless. In one photo, Conley dons a tutu; in the other, a sarong. In addition to posting these to his page, he also changed his profile picture from a professional shot to one of said shirtless pictures. (See below).

Of choosing this picture, he says:

"I'm just not a blazer kind of guy. I consider myself a rebel. My first book -The Rebel Rules: Daring to Be Yourself in Business - preaches the value of authenticity in business, of being true to yourself. So a few pictures on my Facebook page that show me having a good time? I honestly didn't give it a second thought."

His employees, however, did give it a second thought. At the meeting to discuss the company's social media policy, Conley was told that his young staff members didn't like seeing their CEO in a tutu. He was also told that staffers were concerned about some of his Twitter updates, in which he expressed anguish over the demise of an eight-year relationship.  Essentially, employees felt that Conley was setting a double standard by creating a social media policy at the company for everyone except him.

Conley doesn't feel he is violating any policy; he stands by the fact that he is simply being true to himself. Plus, he attests that the social media policy is mainly to protect the guests of his hotels. If a celebrity is staying at one of his hotels as a guest, for example, his staff members aren't allowed to Tweet about it. When it comes to posting pictures or Tweeting, Conley says it's case by case, but for the most part, as long as an employee isn't posting pictures of himself stealing something while wearing the company uniform, it's considered the employee's private life.

So, what do you guys think? Should CEOs be held to a different standard than their employees? Should they have the freedom to post whatever photos they want? We'd love to hear your thoughts!

You may have received this via email...thought it was, pretty amazing!

The Amazing Cucumber This information was in The New York Times several weeks ago as part of their "Spotlight on the Home" series that highlighted creative and fanciful ways to solve common problems.

1. Cucumbers contain most of the vitamins you need every day, just one cucumber contains Vitamin B1, Vitamin B2, Vitamin B3, Vitamin B5, Vitamin B6, Folic Acid, Vitamin C, Calcium, Iron, Magnesium, Phosphorus, Potassium and Zinc.
2. Feeling tired in the afternoon, put down the caffeinated soda and pick up a cucumber.  Cucumbers are a good source of B Vitamins and Carbohydrates that can provide that quick pick-me-up that can last for hours.
3. Tired of your bathroom mirror fogging up after a shower?  Try rubbing a cucumber slice along the mirror, it will eliminate the fog and provide a soothing, spa-like fragrance.
4. Are grubs and slugs ruining your planting beds?  Place a few slices in a small pie tin and your garden will be free of pests all season long.  The chemicals in the cucumber react with the aluminu m to give off a scent undetectable to humans but drives garden pests crazy and makes them flee the area.
5. Looking for a fast and easy way to remove cellulite before going out or to the pool?  Try rubbing a slice or two of cucumbers along your problem area for a few minutes, the phytochemicals in the cucumber cause the collagen in your skin to tighten, firming up the outer layer and reducing the visibility of cellulite.  Works great on wrinkles too!!!
6. Want to avoid a hangover or terrible headache?  Eat a few cucumber slices before going to bed and wake up refreshed and headache free. Cucumbers contain enough sugar, B vitamins and electrolytes to replenish essential nutrients the body lost, keeping everything in equilibrium, avoiding both a hangover and headache!!
7. Looking to fight off that afternoon or evening snacking binge? Cucumbers have been used for centuries and often used by European trappers, traders and explores for quick meals to thwart off starvation.
8. Have an important meeting or job interview and you realize that you don't have enough time to polish your shoes?  Rub a freshly cut cucumber over the shoe, its chemicals will provide a quick and durable shine that not only looks great but also repels water.
9. Out of WD 40 and need to fix a squeaky hinge?  Take a cucumber slice and rub it along the problematic hinge, and voila, the squeak is gone!
10. Stressed out and don't have time for massage, facial or visit to the spa?  Cut up an entire cucumber and place it in a boiling pot of water, the chemicals and nutrients from the cucumber will react with the boiling water and be released in the steam, creating a soothing, relaxing aroma that has been shown to reduce stress in new mothers and college students during final exams.
11. Just finish a business lunch and realize you don't have gum or mints?  Take a slice of cucumber and press it to the roof of your mouth with your tongue for 30 seconds to eliminate bad breath, the phytochemcials will kill the bacteria in your mouth responsible for causing bad breath.
12. Looking for a "green" way to clean faucets, sinks or stainless steel?  Take a slice of cucumber and rub it on the surface you want to clean.  Not only will it remove years of tarnish and bring back the shine, but it won't leave streaks and won't harm your fingers or fingernails while you clean.
13. Using a pen and made a mistake?  Take the outside of the cucumber and slowly use it to erase the pen writing, also works great on crayon and marker that the kids have used to decorate the walls!!

The ICE campaign is spreading beyond your cell phone.

If you're in a car accident and unable to communicate, emergency responders can now scan your Illinois driver's license or identification card to retrieve your emergency contacts. The only catch is that you have to go here to add your loved ones. Do it right now; it takes less than two minutes.

http://featuresblogs.chicagotribune.com/features_julieshealthclub/2009/10/drivers-license-illinois.html

Keep the candy bowl from haunting you with this portion control guide.

3 1/2 snack size Twizzlers

5 Starburst Original Fruit Chews

 8 Dots

 13 1/3 Pieces Brach's Candy Corn

 28 Milk Chocolate M & M's

60 Smarties

 1 2/3 Snack Size York Peppermint Patties

  2 Twix Minis

 A little less than 1 1/2 Snack Size Kit Kats

  3 Milky Way Midnight Minis

 1 1/4 Snickers Fun Size Bar

 4- 3 Musketeers Minis

 4 1/2 Tootsie Roll Midgees

www.womenshealthmag.com (October Issue, Page 84)

Relax at Your Desk with These Techniques

By Beverly West, Monster Contributing Writer 

Working at a desk can be more stressful to your body than you may think. Spending long periods of time in a desk chair can cause your circulation to slow down, meaning your muscles aren't getting enough oxygen, and that often results in muscle tension. And if you have the added stress of a type-A-personality boss, you could be on your way to a major ibuprofen moment. This stress can carry over into your personal life as well, resulting in increased anxiety and even sleepless nights.

Fortunately, as many have discovered, yoga can offer great relief from many of the stresses associated with working in an office. Certain yoga movements can even be accomplished in just a few minutes, right at your desk.

"Yoga stretches and breathing exercises oxygenate the blood, improve blood flow to the muscles and relieve tension," says Sarah Schain, a certified yoga instructor and the founding director of Little Yoga Studios headquartered in Bethesda, Maryland.

Breathe Easy

Schain says the first step to relaxing in the office is learning proper breathing techniques.

"When I'm having a tough day and I'm ready to blow up at my boss, I'll take an anger-management breath," says Lori Wiley, a certified yoga instructor at New Generation Yoga in New York City, who also works as an administrative assistant.

Try the following techniques:

• Schain's Office Refresher: Breathe deeply into the bottom of your stomach (diaphragm), watching as your belly expands like a balloon. Your shoulders might even crack as new air replaces the old. Then breathe out slowly. Repeat this process for at least one minute. Close your eyes if you can, and try to take deeper, slower and longer breaths every time. Don't hold your breath, but keep it moving as you relax your body and let the tension slip away.
  
• Wiley's Anger-Management Breath: Breathe in through your nose for one second, then breathe out through your nose for a second. Repeat this process, adding one second to breathe in and one second to breathe out each time. You will feel much calmer by the time you build up to 10 seconds.

Stretch

"Stretching is one of the best ways to cool down, relax and center yourself during the workday," Schain says. "There are therapeutic yoga poses that can be done while sitting in your chair that will work wonders for your posture, your peace of mind and the chronic neck and shoulder tension that happens so easily at a desk job."

Schain recommends "cat pose in a chair." Sit on the edge of your chair, resting your hands on your knees. Rock your spine forward, squeezing your shoulders forward as you create a slump in your back. Hold the position for a second or two, and then sit up tall bringing your shoulders all the way down. Repeat this process until you feel your back relax.

Brown-Bag Yoga

In addition to breathing and stretching exercises, Wiley recommends bringing a few items that will help you unwind during the day to work. She suggests:

• Aromatherapy: If you keep a moisturizer at your desk, make it a lavender-scented one, because the scent has soothing characteristics. You may also consider bringing in some lavender potpourri. Just be sure the aroma is subtle enough so it doesn't bother your coworkers.
  
• Tea: Instead of taking a midday coffee break, indulge in some chamomile tea. Chamomile can help you calm down after a stressful bout with your manager or coworkers.
  
• Visual Aids: Keep a photograph of your favorite place, an inspirational quote or even fresh flowers at your desk -- treat yourself.

http://career-advice.monster.com/in-the-office/Work-Life-Balance/Relax-at-Your-Desk-Techniques/article.aspx

How to spot online diploma scams

Posted: Sep 21, 2009 6:26 PM CDT

Updated: Sep 21, 2009 6:26 PM CDT

By Jeannie Hayes

ROCKFORD (WREX) - A lot of websites offer both high school and college degrees, but just like anything on the internet, not all of them are legitimate.

"Because of the need for higher education, people are looking for a way to get it done quickly," said Dennis Horton, Director of the Better Business Bureau's Rockford Regional Office.  He says because of the bad economy, many prospective students also want to find a good deal. 

Taking online classes can save hundreds or even thousands of dollars, but consumer watchdogs say any price is too much if the degree you get is worthless.  "The concern here is those diplomas may not be worth the paper they're printed on," said Horton.  "If it requires little or no work to get, except applying and sending in a check, then you really should rethink what you're doing."

He says there are simple ways to tell if you're getting ripped off:

• A degree is awarded based on "life experience, with little to no actual work required.
• The institution guarantees a diploma within a few days, weeks, or months.
• The school offers special deals if you sign up for multiple degrees.  For example, if you pay for a Bachelor's Degree, you get a Master's Degree at no extra charge.
• Addresses for administration buildings include P.O. boxes or suite numbers.
• Prices are offered pre degree, instead of per credit hour.

"We all know that education is important," said Horton.  "However, if it's a degree that isn't accepted by anyone, then what good is it to you?"  He also says if you do get sucked into a diploma scheme, you may be legally bound to pay off the full amount, even after discovering that the degree is worthless.

The Better Business Bureau offers free reliability reports on its website, where you can check whether individual online schools are trustworthy. 

You can also learn more about individual post-secondary schools from the U.S. Department of Education database.

http://www.wrex.com/global/story.asp?s=11171569

AeroBalloon Takes Visitors 350 Feet Into The Air

CHICAGO (CBS) - There's a new way to check out Chicago from 350 feet in the air.

On Wednesday, Navy Pier launched its new AeroBalloon, giving visitors views of the skyline from over the lakefront.

The state-of-the-art balloon can carry up to 18 passengers at a time to a height of 35 stories. It stands 200 feet higher than the Navy Pier Ferris Wheel.

Each flight lasts about 8 to 10 minutes. One flight on the balloon is $25 for adults and $15 for kids.

The tethered, helium-filled balloon is anchored to the park in front of Navy Pier by a winch that controls takeoff and landing.

AeroBalloon is a New York-based company that operates the attraction. It advertises, "See Chicago as Never Before -- Floating 35 stories above Navy Pier!"

Navy Pier is Illinois' most popular tourist attraction, with nearly 9 million visitors each year.

(© MMIX, CBS Broadcasting Inc. All Rights Reserved.)

Guidance for Businesses and Employers to Plan and Respond to the 2009 - 2010 Influenza Season

AUGUST 19, 2009

CDC is releasing new guidance that recommends actions that non-healthcare employers should take now to decrease the spread of seasonal flu and 2009 H1N1 flu in the workplace and to help maintain business continuity during the 2009-2010 flu season.¹  The guidance includes additional strategies to use if flu conditions become more severe and some new recommendations regarding when a worker who is ill with influenza may return to work. The guidance in this document may change as additional information about the severity of the 2009-2010 influenza season and the impact of 2009 H1N1 influenza become known. Please check http://www.flu.gov/ periodically for updated guidance

Introduction

The U.S. Department of Health and Human Services' (HHS) Centers for Disease Control and Prevention (CDC), with input from the U.S. Department of Homeland Security (DHS), has developed updated guidance for employers of all sizes to use as they develop or review and update plans to respond to 2009 H1N1 influenza now and during the upcoming fall and winter influenza season. Businesses and employers, in general, play a key role in protecting employees' health and safety, as well as in limiting the negative impact of influenza outbreaks on the individual, the community, and the nation's economy. Employers who have developed pandemic plans should review and revise their plans in light of the current 2009 H1N1 influenza outbreak to take into account the extent and severity of disease in their community as outlined in this guidance.²

Planning for Fall and Winter Influenza Season

Businesses may have already been impacted by the spring and summer outbreaks of 2009 H1N1 influenza affecting their employees. CDC anticipates that more communities may be affected than were in the spring/summer 2009, and/or more severely affected reflecting wider transmission and possibly greater impact. In addition, seasonal influenza viruses may cause illness at the same time as 2009 H1N1 this fall and winter. In response to the anticipated spread of 2009 H1N1 influenza, the CDC has revised its recommendations to assist businesses and other employers of all sizes.

The severity of illness that 2009 H1N1 influenza flu will cause (including hospitalizations and deaths) or the amount of illness that may occur as a result of seasonal influenza during the 2009-2010 influenza season cannot be predicted with a high degree of certainty. Therefore, employers should plan to be able to respond in a flexible way to varying levels of severity and be prepared to refine their pandemic influenza response plans if a potentially more serious outbreak of influenza evolves during the fall and winter. More people and communities are likely to be affected as influenza is more widely transmitted. The CDC and its partners will continuously monitor national and international data on the severity of illness caused by influenza, will disseminate the results of these ongoing surveillance and will make additional recommendations as needed.

Considerations of Appropriate Response Strategies

All employers must balance a variety of objectives when determining how best to decrease the spread of influenza and lower the impact of influenza in the workplace. They should consider and communicate their objectives, which may include one or more of the following: (a) reducing transmission among staff, (b) protecting people who are at increased risk of influenza related complications from getting infected with influenza, (c) maintaining business operations, and (d) minimizing adverse effects on other entities in their supply chains.

Employers should expect to see a wide range of disease patterns across the country. Employers should base their strategies and response to influenza outbreaks on local information from local and state public health authorities. Some of the key indicators that should be used when making decisions on appropriate responses are:

• Disease severity (i.e., hospitalization and death rates) in the community where business is located;
• Extent of disease (number of people who are sick) in the community;
• Amount of worker absenteeism in your business or organization;
• Impact of disease on workforce populations that are vulnerable and at higher risk (e.g., pregnant women, employees with certain chronic medical conditions that put them at increased risk for complications of influenza); and
• Other factors that may affect employees' ability to get to work, such as school dismissals or closures due to high levels of illness in children or school dismissals.

Employers need to plan now to be able to obtain updated information on these indicators from state and local health departments in each community where they have a business presence and to respond quickly to the changing reality on the ground. Employers with more than one business location are encouraged to provide local managers with the authority to take appropriate actions outlined in their business pandemic plan based on the condition in each locality.

Preparedness and Response Recommendations

Planning for 2009 H1N1 and the 2009-2010 influenza season

This guidance is designed to help employers plan for and respond to two possible conditions: 1) a continuation of the current level of severity of influenza as was observed during the spring and summer of 2009 and 2) a more severe outbreak. The first situation is what is being experienced in some communities now-an outbreak of similar severity of 2009 H1N1 to the spring. However, even if the severity of the virus does not change, planners should expect that there will be more people who are ill in the fall and winter as 2009 H1N1 outbreaks coincide with the seasonal influenza season, and this level of absenteeism may impact business operations. A second situation involves an outbreak of greater severity including more people with severe illness and thus, more people hospitalized for influenza complications; more deaths from influenza; and a probable escalation of absenteeism.

Businesses should have an understanding of their normal seasonal absenteeism rates and know how to monitor their personnel for any unusual increases in absenteeism through the fall and winter. Business continuity planners should assess their essential business functions now to determine at what threshold of absenteeism those functions would be threatened if absenteeism escalates. Planners can then prepare to take more aggressive measures to protect continuity as absenteeism escalates towards those thresholds.

Even employers in communities that have not yet felt effects from 2009 H1N1 influenza should plan for an influenza outbreak this fall and winter, and be ready to implement strategies to protect their workforce while ensuring continuity of operations. During an influenza pandemic, all sick people should stay home and away from the workplace, hand washing and covering coughs and sneezes should be encouraged, and routine cleaning of commonly touched surfaces should be performed regularly. If the severity of illness increases, employers should be ready to implement additional measures while continuing to rigorously implement the interventions recommended for an outbreak similar to the spring/summer 2009 H1N1 outbreak. If severity increases, public health officials may recommend a variety of methods for increasing the physical distance between people (called social distancing) to reduce the spread of disease, such as school dismissal, child care program closure, canceling large community gatherings, canceling large business-related meetings, spacing workers farther apart in the workplace, canceling non-essential travel, and recommending work-from-home strategies for workers that can conduct their business remotely.

Please remember: employers should develop capabilities to respond to both scenarios and these two conditions serve only as a planning framework. Businesses and other employers should develop flexible capabilities to respond to either situation given the difficulties in accurately predicting the extent and severity of 2009 H1N1 as it unfolds during the 2009-2010 influenza season. Individual businesses may implement additional actions if they experience high absenteeism or business continuity is compromised. In addition, employers should be aware that other emergencies such as hurricanes or other natural disasters may happen during the fall and winter, creating additional challenging problems for businesses and communities.

Work with State and Local Public Health Partners
Coordination with state and local health officials is strongly encouraged for all businesses so that timely and accurate information can guide appropriate responses in each location where their operations reside. Since the intensity of an outbreak may differ according to geographic location, local public health officials will be issuing guidance specific to their communities. Also, businesses could work with public health and community leaders to explore ways of improving accessibility of vaccination for the workforce and in the community.

Keep Sick Workers Home

One of the best way to reduce the spread of influenza is to keep sick people away from well people. However, in the fall and winter, it will not be possible to quickly determine if workers who are ill have 2009 H1N1, seasonal influenza, or any number of other different conditions based on symptoms alone. Local and state health department surveillance information can be helpful to know when influenza is circulating in the community, although the availability, timeliness, and amount of local information on when influenza is circulating may vary substantially from community to community.

Workers who have symptoms of influenza-like illness³ are recommended to stay home and not come to work until at least 24 hours after their fever has resolved.⁴ Regardless of the size of the business or the function or services that you provide, all employers should plan now to allow and encourage sick workers to stay home without fear of losing their jobs. CDC recommends this strategy for all levels of severity. Employers should plan now for how they will operate if there is significant absenteeism from sick workers. However, employers should know that some persons with influenza, including those ill with 2009 H1N1, do not have fever. Therefore it will not be possible to exclude everyone who is ill with influenza from the workplace.

Be Prepared if Schools Dismiss Students or Child Care Programs Close

In some communities, schools may dismiss students and childcare programs may close, particularly if the severity increases. Officials will make these decisions to protect public health, but they will affect your business's functioning, especially affecting absenteeism. Plan now to determine how you will operate if absenteeism spikes from increases in sick workers, those who stay home to care for ill family members, and those who must stay home to watch their children if dismissed from school. Businesses and other employers should prepare to institute flexible workplace and leave policies for these workers.

Actions Employers Should Take Now

• Review or establish a flexible influenza pandemic plan and involve your employees in developing and reviewing your plan;
• Conduct a focused discussion or exercise using your plan, to find out ahead of time whether the plan has gaps or problems that need to be corrected before flu season;
• Have an understanding of your organization's normal seasonal absenteeism rates and know how to monitor your personnel for any unusual increases in absenteeism through the fall and winter.
• Engage state and local health department to confirm channels of communication and methods for dissemination of local outbreak information;
• Allow sick workers to stay home without fear of losing their jobs;
• Develop other flexible leave policies to allow workers to stay home to care for sick family members or for children if schools dismiss students or child care programs close;
• Share your influenza pandemic plan with employees and explain what human resources policies, workplace and leave flexibilities, and pay and benefits will be available to them;
• Share best practices with other businesses in your communities (especially those in your supply chain), chambers of commerce, and associations to improve community response efforts; and
• Add a "widget" or "button" to your company Web page or employee Web sites so employees can access the latest information on influenza: www.cdc.gov/widgets/ and www.cdc.gov/SocialMedia/Campaigns/H1N1/buttons.html
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Important Components of an Influenza Pandemic Plan

• Be prepared to implement multiple measures to protect workers and ensure business continuity. A layered approach will likely work better than using just one measure.
• Identify possible work-related exposure and health risks to your employees. The Occupational Safety and Health Administration (OSHA) has developed tools to determine if your employees are at risk of work-related exposures and, if so, how to respond - (see www.osha.gov/dsg/topics/pandemicflu/index.html).
• Review human resources policies to make sure that policies and practices are consistent with public health recommendations and are consistent with existing state and federal workplace laws (for more information on employer responsibilities, employers should visit the Department of Labor's and the Equal Employment Opportunity Commission's websites at http://www.dol.gov/ and http://www.eeoc.gov/).
• Allow employees to stay home if they are ill, have to care for ill family members, or must watch their children if schools or childcare facilities close.
• Explore whether you can establish policies and practices, such as flexible worksites (e.g., telecommuting) and flexible work hours (e.g., staggered shifts), when possible, to increase the physical distance among employees and between employees and others if local public health authorities recommend the use of social distancing strategies. Ensure that you have the information technology and infrastructure needed to support multiple workers who may be able to work from home.
• Identify essential business functions, essential jobs or roles, and critical elements within your supply chains (e.g., raw materials, suppliers, subcontractor services/products, and logistics) required to maintain business operations. Plan for how your business will operate if there is increasing absenteeism or these supply chains are interrupted.
• Set up authorities, triggers, and procedures for activating and terminating the company's response plan, altering business operations (e.g., possibly changing or closing operations in affected areas), and transferring business knowledge to key employees. Work closely with your local health officials to identify these triggers.
• Plan to minimize exposure to fellow employees or the public if public health officials call for social distancing.
• Establish a process to communicate information to workers and business partners on your 2009 H1N1 influenza response plans and latest 2009 H1N1 influenza information. Anticipate employee fear, anxiety, rumors, and misinformation, and plan communications accordingly.

Over the past several years, HHS, CDC, DHS, OSHA, EEOC, and other federal partners have developed guidelines, including checklists, to assist businesses, industries, and other employers in planning for a pandemic outbreak. Review these resources to assist in your planning efforts: www.flu.gov/plan/workplaceplanning/index.html.

The recommendations that follow provide guidance on how employers can develop strategies and respond to two levels of severity. Local conditions will influence the decisions that public health officials make regarding community-level strategies; employers should take the time now to learn about plans in place in each community where they have a presence.

Recommended Employer Responses for the 2009-2010 Flu Season

Recommended Action Steps under Current Flu Conditions
(Similar Severity as in Spring/Summer 2009)

If the severity of illness in the fall and winter is similar to that observed in the spring and summer of 2009, the effects of 2009 H1N1 influenza may not have substantial impacts on absenteeism, though some increase in absenteeism over the spring season is anticipated. When larger numbers of people become ill, correspondingly larger numbers of people will become seriously ill and may require hospitalization.

Sick persons should stay home

• Advise workers to be alert to any signs of fever and any other signs of influenza-like illness before reporting to work each day, and notify their supervisor and stay home if they are ill. Employees who are ill should not travel while they are ill.
• CDC recommends that employees with influenza-like illness remain at home until at least 24 hours after they are free of fever (100° F [37.8° C] or greater), or signs of a fever, without the use of fever-reducing medications.
• Expect sick employees to be out for about 3 to 5 days in most cases, even if antiviral medications are used.
• Ensure that your sick leave policies are flexible and consistent with public health guidance and that employees are well aware of these policies.
• Talk with companies that provide your company with contract or temporary workers about the importance of sick workers staying home and encourage them to develop non-punitive leave policies.
• Do not require a doctor's note for workers who are ill with influenza-like illness to validate their illness or to return to work, as doctor's offices and medical facilities may be extremely busy and may not be able to provide such documentation in a timely way.
• Employees who are well but who have an ill family member at home with influenza can go to work as usual. However, these employees should monitor their health every day, and notify their supervisor and stay home if they become ill. Employers should maintain flexible policies that permit employees to stay home to care for an ill family member. Employers should be aware that more workers may need to stay at home to care for ill children or other ill family members than is usual.

Sick employees at work should be advised to go home

• CDC recommends that workers who appear to have an influenza-like illness upon arrival or become ill during the day be promptly separated from other workers and be advised to go home until at least 24 hours after they are free of fever (100° F [37.8° C] or greater), or signs of a fever, without the use of fever-reducing medications.
• Those who become ill with symptoms of an influenza-like illness during the work day should be:
  • Separated from other workers and asked to go home promptly. (For recommendations on personal protective equipment for a person assisting the ill employee see Interim Recommendations for Facemask and Respirator Use to Reduce Novel Influenza A (H1N1) Virus Transmission; www.cdc.gov/h1n1flu/masks.htm)
  • When possible and if they can tolerate it, workers with influenza-like illness should be given a surgical mask to wear before they go home if they cannot be placed in an area away from others.
• If an employee becomes ill at work, inform fellow employees of their possible exposure in the workplace to influenza-like illness but maintain confidentiality as required by the Americans with Disabilities Act (ADA). For more information on privacy issues, please refer to: http://www.pandemicflu.gov/faq/workplace_questions/equal_employment/index.html#PrivacyIssues. Employees exposed to a sick co-worker should monitor themselves for symptoms of influenza-like illness and stay home if they are sick.
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Cover coughs and sneezes

• Influenza viruses are thought to spread mainly from person to person in respiratory droplets of coughs and sneezes. Provide employee messages on the importance of covering coughs and sneezes with a tissue or, in the absence of a tissue, one's sleeve. Place posters in the worksite that encourages cough and sneeze etiquette.
• Provide tissues and no-touch disposal receptacles for use by employees.
  

Improve hand hygiene

• Influenza may be spread via contaminated hands. Instruct employees to wash their hands often with soap and water or use an alcohol-based hand cleaner, especially after coughing or sneezing. Place posters in the worksite that encourage hand hygiene.
• Provide soap and water and alcohol-based hand sanitizers in the workplace. Ensure that adequate supplies are maintained. If feasible, place hand sanitizers in multiple locations or in conference rooms to encourage hand hygiene.
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Clean surfaces and items that are more likely to have frequent hand contact

• Frequently clean all commonly touched surfaces in the workplace, such as workstations, countertops, and doorknobs.Use the cleaning agents that are usually used in these areas and follow the directions on the label.
• No additional disinfection beyond routine cleaning is recommended.
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Encourage employees to get vaccinated

• Encourage your employees to get vaccinated for seasonal influenza. For information on groups prioritized for seasonal influenza vaccines please, see http://www.cdc.gov/flu/protect/keyfacts.htm.
• Encourage your employees also to get vaccinated for 2009 H1N1 influenza when vaccines are available to them. Different groups are prioritized for 2009 H1N1 influenza than for seasonal influenza. For information on groups prioritized for H1N1 influenza vaccine please see http://www.cdc.gov/h1n1flu/vaccination/acip.htm.
• Offer opportunities at your worksite for influenza vaccination. Consider granting employees time off from work to get vaccinated if not offered at the worksite.
• Review the health benefits you offer employees and work with insurers to explore if they can cover the costs of influenza vaccination.
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Take measures to protect employees who are at higher risk for complications of influenza

• People at higher risk for complications from influenza include pregnant women; children under 5 years of age; adults and children who have chronic lung disease (such as asthma), heart disease, diabetes, diseases that suppress the immune system and other chronic medical conditions; and those who are 65 years or older.⁷
• Inform employees that some people are at higher risk of complications from influenza and that if they are at higher risk for complications, they should check with their health care provider if they become ill. Early treatment with antiviral medications is very important for people at high risk because it can prevent hospitalizations and deaths.
• Encourage employees recommended for seasonal influenza vaccine and 2009 H1N1 vaccines to get vaccinated as soon as these vaccines are available. For information on groups prioritized for seasonal and H1N1 vaccines, please see http://www.cdc.gov/flu/protect/keyfacts.htm and http://www.cdc.gov/h1n1flu/vaccination/acip.htm.
• Employees who become ill and are at increased risk of complications from influenza and ill employees who are concerned about their illness should call their health care provider for advice. Their health care provider might want them to take antiviral medications to reduce the likelihood of severe complications from the influenza.
• See www.cdc.gov/h1n1flu/qa.htm for more information.
• 
  

Prepare for increased numbers of employee absences due to illness in employees and their family members, and plan ways for essential business functions to continue.

• Employers should plan to monitor and respond to absenteeism at the workplace. Implement plans to continue your essential functions in case you experience higher than usual absenteeism. Elevated absentee rates can be due to sick workers, those who need to stay home and care for others, or from workers with conditions that make them at higher risk for complications from influenza and who may be worried about coming to work.
• Cross-train personnel to perform essential functions so that the workplace is able to operate even if key staff are absent.
• Assess your essential functions and the reliance that others and the community have on your services or products. Be prepared to change your business practices if needed to maintain critical operations (e.g. identify alternative suppliers, prioritize customers, or temporarily suspend some of your operations if needed).
• 
  

Advise employees before traveling to take certain steps

• Advise workers to check themselves for fever and any other signs of influenza-like illness before starting travel and notify their supervisor and stay home if they are ill.
• Advise employees who will be traveling or on temporary assignment about precautions they may need to take to protect their health and who to call if they become ill.
• Employees who become ill while traveling and are at increased risk of complications from influenza and others concerned about their illness should promptly call a health care provider for advice.
• Ensure employees who become ill while traveling or on temporary assignment understand that they should notify their supervisor.
• If outside the United States, ill employees should follow your company's policy for obtaining medical care or contact a health care provider or overseas medical assistance company to assist them with finding an appropriate health care provider in that country, if needed. A U.S. consular officer can help locate health care services. However, U.S. embassies, consulates, and military facilities do not have the legal authority, capability, and resources to evacuate or give medications, vaccines, or medical care to private U.S. citizens overseas.
• See CDC's Travel Website (www.cdc.gov/travel) for more information for travelers.
• 
  

Prepare for the possibility of school dismissal or temporary closure of child care programs

• Although school dismissals or closures of child care programs are not likely to be generally recommended at this level of severity, they are possible in some jurisdictions.
• Be prepared to allow workers to stay home to care for children if schools are dismissed or child care programs are closed.
• Strongly recommend that parents not bring their children with them to work while schools are dismissed.
• Ensure that your leave policies are flexible and non-punitive.
• Cross-train employees to cover essential functions.
• Read CDC's Guidance for State and Local Public Health Officials and School Administrators for School (K-12) Responses, which can be found at www.cdc.gov/h1n1flu/schools/schoolguidance.htm, to better understand the conditions under which schools may be dismissed.

Under Conditions with Increased Severity Compared to Spring/Summer 2009

If 2009 H1N1 becomes more severe than during spring/summer 2009, absenteeism will likely be far greater, and additional protective measures to slow the spread of influenza may be considered. Check with your local health department for the extent and severity of disease activity in your community and for recommendations for necessary measures. Decisions about what tools should be used during a severe 2009 H1N1 outbreak should be based on the observed severity of the event; its impact on specific subpopulations; the need to protect workers; the expected benefit of the interventions; the feasibility of success of implementing these measures; the direct and indirect costs of different interventions; and the effects on critical infrastructure, health care delivery, and society. The following are measures that should be considered if influenza severity increases, and are meant for use in addition to the measures outlined above.

Consider active screening of employees who report to work

• If influenza severity increases, at the beginning of the workday or with each new shift, all employees should be asked about symptoms consistent with an influenza illness⁸, such as fever or chills AND cough or sore throat. If the severity or the impact of influenza increases, CDC recommends that persons with an influenza-like illness not come to work or travel and remain at home for at least 7 days, even if symptoms resolve sooner. Individuals who are still sick 7 days after they become ill should continue to stay home until at least 24 hours after symptoms have resolved. If influenza severity increases, CDC recommends that people stay home at least 7 days whether or not antiviral medications are used.
• Make sure your sick leave policies are flexible and consistent with public health guidance, and that your employees are aware of these policies.
• Do not require a doctor's note for workers who are ill with influenza.
• Continue to advise workers to check for any signs of illness before reporting to work each day.
• Make contingency plans for increased absenteeism caused by illness in workers or illness in workers' family members that would require them to stay home. Planning for absenteeism could include cross-training current employees or hiring temporary workers.
• 
  

Consider alternative work environments for employees at higher risk for complications of influenza during periods of increased influenza activity in the community

• Employees with an underlying chronic medical condition or who are pregnant should consider calling their health care provider for advice about how to reduce their risk of exposure to influenza and, if they get sick, how best to get early treatment for influenza.
• If influenza severity increases and if influenza transmission is high in the community, employers may want to evaluate their work environment to see how they can reduce the number of people that high-risk employees come in contact with, such as exploring options for telecommuting from home (if feasible). Employers can also think about how workers at higher risk for influenza complications could be reassigned to duties that have minimal contact with other employees, clients, or customers. If these workers cannot be reassigned duties to reduce contact with others, are concerned about their ability to avoid influenza at the workplace, or will be in crowded conditions at work or while commuting to work, then consider allowing employees at higher risk for influenza complications to stay home from work.
• CDC recommends that ill workers at higher risk of complications from influenza seek early treatment if they become ill.
• See www.cdc.gov/h1n1flu/qa.htm for more information.
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Consider increasing social distancing in the workplace

• If influenza severity increases, local public health officials may recommend that employers implement measures to increase the physical distanc between people in the workplace to reduce the spread of influenza. The goal should be for there to be at least 6 feet of distance between people at most times. This is not a simple or easy strategy and would typically require considerable flexibility. These measures may include avoiding crowded work settings, canceling business-related face-to-face meetings, spacing workers farther apart, canceling non-essential travel, increasing use of teleworking, and using staggered shifts to allow fewer workers to be in the workplace at the same time.⁹
• If appropriate for your type of business and feasible, review or develop policies for teleworking including an assessment of the capabilities and gaps of your current computer systems and availability of technical support. Take remedial steps if needed, and test your system in advance to assure it can handle an increase in remote users.
• Recommendations to increase social distancing may affect community functioning. Because supply chain issues may be affected, make sure you have plans for back-up suppliers.
• 
  

Consider canceling non-essential business travel and advising employees about possible disruptions while traveling overseas

• If the severity of the outbreak worldwide increases in the fall or winter, public health officials may recommend social distancing strategies which include canceling non-essential travel and travel restrictions may be enacted by some countries which may limit the ability of employees to return home if they become ill while on travel status.
• If influenza severity increases, travelers should also be prepared for travel delays, health screenings, and other activities targeted towards travelers. Provide information to travelers about contingency plans and how their travel can be rebooked for these possible delays.
• 
  

Prepare for school dismissal or closure of child care programs

• School dismissals and closure of child care programs are more likely at higher levels of severity. Be prepared to allow workers to stay home to care for their children if schools are dismissed or child care programs are closed. If dismissal is needed, schools are being advised to dismiss students for at least 5 to 7 calendar days or longer if necessary.
• Encourage employees who perform essential functions and who have children to plan for contingencies should local child care programs close or schools dismiss students.
• Be prepared for prolonged absenteeism if schools dismiss students for an extended time. Make sure your leave policies are flexible and non-punitive.
• Employers should strongly recommend that parents not bring their children with them to work while schools are dismissed.
• Implement flexible workplace policies like teleworking and staggered shifts.
• Cross-train employees to cover essential functions.
• Read CDC's school guidance, which can be found at www.cdc.gov/h1n1flu/schools/schoolguidance.htm, to better understand the conditions under which schools may be dismissed.
• 
  

Other considerations

• As part of their comprehensive pandemic planning, some public and private sector employers have stockpiled or otherwise arranged for influenza antiviral drugs to be available for their employees during a pandemic. To guide these efforts, HHS released guidance to businesses in 2008 entitled Considerations for Antiviral Drug Stockpiling by Employers in Preparation for an Influenza Pandemic (http://www.pandemicflu.gov/vaccine/antiviral_employers.html). See updated interim guidance on the use of antiviral agents for treatment and prophylaxis of 2009 H1N1 influenza infection at www.cdc.gov/h1n1flu/recommendations.htm.
• Employers should be aware that the severity of 2009 H1N1 influenza could change rapidly; therefore, local public health recommendations to communities and businesses could be revised quickly. Planners should identify sources of timely and accurate information so they are aware of changes to recommendations and can promptly implement revised or additional measures recommended by local public health officials.
• 
  

Resources
Additional tools and guidance documents have been developed by the federal government to assist employers in their planning. These resources are available online at: www.flu.gov/plan/workplaceplanning/index.html.

One-Stop Access to U.S. Government Information on Pandemic Influenza
(http://www.flu.gov/)

• 2009 H1N1 Influenza Information
  www.cdc.gov/h1n1flu/
  
• 2009 H1N1 Influenza Resources for Businesses and Employers
  www.cdc.gov/h1n1flu/business/
  
• Worker Safety and Health Guidance for a Pandemic
  www.osha.gov/dsg/topics/pandemicflu/index.html
  
• OSHA's Guidance on Preparing Workplaces for an Influenza Pandemic
  www.osha.gov/Publications/influenza_pandemic.html
  
• CDC/NIOSH Occupational Health Issues Associated with 2009 H1N1 Influenza Virus
  www.cdc.gov/niosh/topics/h1n1flu/

¹ This guidance was developed for use by employers that do not provide health care services or have "high and very high exposure risk tasks and operations."  Please see : https://www.osha.gov/Publications/influenza_pandemic.html#classifying_exposure for more information about levels of occupational risk and exposure. Special considerations need to be included for these employers. Resources for health care entities can be found at: http://www.cdc.gov/h1n1flu/clinicians/

² In 2006, to help businesses and employers with pandemic planning, the United States government (USG) created response stages to guide actions for state and local government and the private sector. Until the 2009 H1N1 influenza outbreak, the planning was based on the assumption that the next pandemic would start overseas and would be high in severity and therefore the stages served as a guide for planning and response. However, because of the unique characteristics of the 2009 H1N1 influenza outbreak, the stages will no longer be used as a planning and response framework.
³ Symptoms of influenza-like illness include fever or chills and cough or sore throat. In addition, symptoms of flu can include runny nose, body aches, headache, tiredness, diarrhea, or vomiting.
⁴ Fever is usually described as 100°F [37.8°C] or greater.
⁵ For more information about CDC's recommendations for schools, see http://www.cdc.gov/h1n1flu/schools/schoolguidance.htm.
⁶ Symptoms of flu include fever or chills and cough or sore throat. In addition, symptoms of flu can include runny nose, body aches, headache, tiredness, diarrhea, or vomiting.
⁷ People older than 65 years of age and older are at lower risk of getting infected with 2009 H1N1 than younger persons. However, similar to seasonal influenza, when people 65 and older do get infected with 2009 H1N1, they are at increased risk of severe illness.
⁸ Symptoms of flu include fever or chills and cough or sore throat. In addition, symptoms of flu can include runny nose, body aches, headache, tiredness, diarrhea, or vomiting.
⁹ See this OSHA website for examples of protective social distancing-methods for the workplace: http://www.osha.gov/Publications/influenza_pandemic.html#medium_exposure_risk

Elevate America to provide free technology training for up to 51,000 Illinoisans

Chicago-  Governor Pat Quinn joined Microsoft CEO Steve Ballmer at the Chicagoland Chamber's Annual Meeting to announce a major public-private partnership between Microsoft and the State of Illinois to provide free technology training for up to 51,000 Illinoisans, starting July 31.

"This is a great opportunity for Illinoisans looking to improve their skill set," said Governor Quinn.  "Whether you are out of a job or the technological revolution has simply passed you by, taking advantage of these vouchers is one way to get back on board as our economy moves forward."

The Microsoft Elevate America initiative will provide up to 1 million vouchers nationwide for Microsoft e-Learning courses and select certification exams.  The program is part of Microsoft's overall effort to provide technology training for at least 2 million people during the next three years.

"Microsoft is committed to improving access to the education and workforce readiness skills required for 21st century jobs," said Ballmer.  "We believe these types of public-private partnerships are key to helping rebuild the nation's economy and getting people back to work."

In Illinois, Microsoft is working with the state's Department of Commerce and Economic Opportunity and its partners to distribute 51,000 vouchers starting July 31.  Online courses available using Elevate America vouchers include intermediate level Microsoft Office 2003 and Microsoft Office 2007 training, and advanced-level training for technical professionals.

From August through October, eligible Illinoisans can apply for a voucher through one of the following workforce networks:

• Illinois workNet Centers, including Mayor Daley's WorkNet System
• Digital Inclusion Community Technology Centers, including the Illinois and City of Chicago Digital Excellence Network and affiliated non-profit agencies. 
• High School Career and Technical Education programs approved by the Illinois State Board of Education
• Illinois Community College Career and Technical Education Network
• Illinois Community College Board Adult Education Network

Voucher recipients will be required to register with Illinois workNet, an online one-stop-shop that provides access to worker resources at www.illinoisworknet.com.  To learn more about Elevate America, visit:  www.microsoft.com/elevateamerica

Show your support of a High Speed Rail System connecting Chicago & Dubuque w/stops in Galena, Freeport, Rockford & Belvidere.

It is the mission of the Northwest Illinois Blackhawk Express to bring rail service to our region, providing a route connecting Dubuque and Chicago with stops in Galena, Freeport, Rockford and Belvidere.

With Amtrak rail, our region would have the ability to:

• Provide safe, efficient options for transportation
• Build a foundation for economic competitiveness
• Support interconnected, livable communities within a region
• Offer alternative inter-city transportation that is among the cleanest and most energy-efficient transportation modes

The availability of funding through the State of Illinois Capital Program and federal American Recovery and Reinvestment Act for the expansion of Amtrak presents a feasible and timely opportunity for our region. Never have we been this close to receiving federal and state legislative support and funding to bring inter-city rail transportation to our region.

Become involved today!
How? Sign the petition  http://www.surveymonkey.com/s.aspx?sm=h6xQrXpgw6Ku_2fbRFpKd_2bWg_3d_3d to show your support as we take our combined voice to our elected officials and show the regional strength and support for bringing Amtrak here. 

http://www.surveymonkey.com/s.aspx?sm=h6xQrXpgw6Ku_2fbRFpKd_2bWg_3d_3d and http://www.BringRail.com