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Stemming the Rising Rx Tide
After reading your article on the rising cost of pharmaceuticals
(June/July 2017), I am amazed by how
inefficient our current approach to
individual health is. If people’s health
were a business, it would be bankrupt.
How about trying to get to the root
cause of the problem? I understand
that many people need medications to
survive, but it is also a reality that as
many individuals are on medication
because our benefits are designed to keep
them alive versus making them healthy.
If we spent time and money on incentives to drive employees toward having
healthier lifestyles instead of dumping a
larger share of the Rx cost on them, we
would all be a heck of a lot better off.
Jay Edwards, SHRM-SCP
Mistakes Managers Make
T his article was a good review of common, often major, blunders
that managers at all levels make (June/
July 2017). This comment from Corbett
Gordon stood out to me: “Cronyism
among managers—where the emphasis
is on likes and dislikes, rather than on
performance—can lead to off-the-cuff
remarks and conclusory statements that
are not helpful in focusing an employee
on the pertinent timelines, rules and
tasks required.” Cecilia Romero’s
words are also primary: “Be honest and
direct with employees. Also, properly
document any performance problems
in reviews, in e-mails and in other per-
formance-related materials.” Failure to
document … sigh.
Adrienne Kostreva, SHRM-SCP
The Age of Rage
T hank you for your article on inci- vility in the workplace (April
2017). This is an excellent piece
focusing on a growing need for respect
among co-workers. It is important
to recognize that rage is a symptom
of fear, and clear and accurate communication helps dispel this highly
charged emotion. Unfortunately, the
author echoed an inaccurate statement
made by some members of the media.
The statement that “President Donald
Trump’s executive orders banning
immigrants and refugees from Muslim-majority countries reignited the flames”
is only partially accurate. The executive
order was a temporary stay, not a ban,
on countries supporting terrorist activities. There are over 40 countries with
majority-Muslim populations that were
not included in the stay. By communicating partial information and omitting key facts, this article propagates, in
part, the fear that can fuel rage.
We should do our best not to add to
the miscommunication in our world.
Instead, let’s encourage civility in the
Cats at Work
Iam a cat lover with three beautiful cats: a white Himalayan, a black
Persian and a rescued stray. They are my
babies. I was disappointed that almost
all of the pictures in your article on how
to be a pet-friendly employer (“Going to
the Dogs,” March 2017) were photos of
dogs and that the box on p. 37 was cap-
tioned “Show Us Your Pup.”
I realize that it is easier to take a pup
to work than it is to take cats. However,
pictures may provide solace to cat lovers
like myself who for obvious reasons
can’t take our precious babies to work.
I am an avid reader of SHRM’s HR
Magazine. I hope you will make space in
your magazine for furry feline babies.
Mastering the HR Resume
T his article (June/July 2017) was interesting, but I was disappointed
when I examined your sample resume.
While it may add context, noting the
year of your graduation could lead to
age bias. I always advise people to limit
their resume to the last 10 years and to
leave out the date of graduation. Allow
your recent work experience to speak
for itself without giving recruiters the
chance to unconsciously calculate your
age. I completely agree with the tip
regarding resume real estate, however—
it should be one or two pages. When
I’m recruiting, a multiple-page resume
gets little of my attention.
Mary Severin, SHRM-SCP