Elephant in the Room: E-Verify Bombshell

March 11th, 2010

Thanks for coming by. Yes, I'm half-Mexican and I write this blog for U.S. employers of Mexican labor (Central American labor, too). If you've never employed Mexican or Central American workers, it's impossible for you to understand the frustration of honest employers managing their priceless Hispanic workforce by trial & error. Guessing and offending. This site is especially for employers that would rather know and respect instead of guess and offend. Study the respectful advice to reduce your frustration and help you avoid profit-killing mistakes you are prone to make with your Hispanic labor force. If you implement my tips, I promise you, your Hispanic and non-Hispanic workers will develop a relationship built on respect and trust. You'll be seen as an employer of choice. An employer who truly cares about their workers. Warning: Many people who have never employed or supervised Mexican or Central American laborers think my advice is politically incorrect. The subject is politically touchy because we have been brainwashed to believe we should manage all workers the same way. Except the brainwashers forgot about culture. And by treating everyone the same, we are actually offending many and we don't even know it. The harsh reality is the majority of those critics have not spent over 21 years researching respectful ways to manage a Mexican or Central American workforce. I respectfully tell it like it is. For your benefit. For your workers' benefit. Enjoy, Emeric P.S. If you're new here, you may want to sign up for the special report Ultimate Hispanic Workforce Management Success Mini-Course. Thanks for visiting! Emeric

P.S. Sign-up for updates. Put your first name and email in the box on the right side of this page. Adios!

More Than Half of Unauthorized Workers Are “Approved” to Work!

According to the report released by Dept. Homeland Security.

You can find all this by googling “E-Verify Westat Report.”

But about 93% of authorized workers are deemed “Authorized” by E-Verify.

Isn’t E-verify  a way for an employer to somewhat protect himself
from the legal issues of “accidentally” hiring unauthorized workers?

So I guess you can use E-Verify and just go through twice as many job
applicants to get the labor you need?

Am I looking at this the right way?

Give me your comments.

Feliz Navidad-Merry Christmas Mexican Style

December 22nd, 2009

Christmas in Mexico.  Navidad.  Mexicans start the festivities on December 16th and finish up by February 2nd!

Celebrating Christmas in Mexico

Celebrating Christmas in Mexico

You will find in nearly every Mexican home a Nativity scene with clay or plaster figures. Pine Christmas trees are a luxury so you might find a small artificial tree or a branch cut from a copal tree.

Starting December 16th, each night for nine nights, groups of candle carrying partiers re-enact Joseph and Mary’s quest for lodging in Bethlehem. The group stops at a designated house to sing traditional songs and words requesting shelter for the night.

 The group is told there is no room at the Inn, but they are welcome to the stable. At that point, the front doors are flung open and the party begins with food, beverages and adults and kids taking part cracking piñatas.

Holiday festivities culminate on Noche Buena (Christmas Eve) where everyone celebrates midnight mass known as Rooster’s Mass -  Misa de Gallo. 

Afterwards, families head home for a traditional meal of tamales and atole (corn gruel) or other local dishes. The evening goes on to the wee hours opening gifts, cracking piñatas and lighting fireworks.

The 25th is usually reserved for relaxation.  Traditionally, Mexican children direct gift wishes not to Santa Claus but to the Baby Jesus for Christmas Eve and the Magi for Three Kings Day (January 6th).

On Three Kings Day, a traditional dessert is a Rosca de Reyes-a crown-shaped sweet bread decorated with jewel-like candied fruits. Tiny figures of babies are hidden in the dough. Whoever gets a slice with a baby must throw a party on or before Candlemas, February 2, when Mexico’s holiday season finally ends.

Whew!

Mexican Halloween: Day of the Dead

October 27th, 2009

dayofdeadHalloween….Do Mexican’s Celebrate?

In the U.S., of course Mexican’s celebrate Halloween. Come on, what kid doesn’t want all that loot?

However, many Mexicans and others through out Central America celebrate a version of the following.

The Day of the Dead (Día de los Muertos in Spanish) is a holiday celebrated in many parts of the world, typically on November 1 (All Saints’ Day) and November 2 (All Souls’ Day).

In Mexico, where the holiday originated, the holiday has ancient Aztec and Mesoamerican roots, and is a national holiday. Observance of the holiday has spread to Mexican-American communities in the United States, where in some locations, the traditions are being extended.

Mexicans don’t have the same hang ups about death as do most North American Caucasians.

Celebrants typically approach the Day of the Dead joyfully, and though it occurs at the same time as Halloween, All Saints’ Day and All Souls Day, the traditional mood is brighter celebrating and honoring the lives of the deceased, and celebrating the continuation of life.

The belief is not that death is the end, but rather the beginning of a new stage in life. Some Mexicans feel death is a special occasion, but because the soul is passing into another life.

Plans for the festival are made throughout the year, including gathering the goods to be offered to the dead.

During the period of November 1 and November 2, families usually clean and decorate the graves. Most visit the cemeteries where their loved ones are buried and decorate their graves with ofrendas, or offerings, which often include orange marigold called “cempasuchil”, originally named cempaxochitl, Nahuatl for “twenty flowers”, in modern Mexico this name is often replaced with the term “Flor de Muerto”, Spanish for “Flower of the Dead”. These flowers are thought to attract souls of the dead to the offerings.

Toys are brought for dead children (los angelitos, or little angels), and bottles of tequila, mezcal, pulque or atole for adults. Families will also offer trinkets or the deceased’s favorite candies on the grave.

Ofrendas are also put in homes, usually with foods such as candied pumpkin, pan de muerto (”bread of the dead”) or sugar skulls and beverages such as atole.

The ofrendas are left out in the homes as a welcoming gesture for the deceased. Some people believe the spirits of the dead eat the “spiritual essence” of the ofrenda food, so even though the celebrators eat the food after the festivity, they believe it lacks nutritional value. The pillows and blankets are left out so that the deceased can rest after their long journey.

 In some parts of Mexico, such as the towns of Mixquic, Pátzcuaro and Janitzio, people spend all night beside the graves of their relatives.

Some families build altars or small shrines in their homes. These altars usually have the Christian cross, statues or pictures of the Blessed Virgin Mary, pictures of deceased relatives and other persons, and scores of candles.

Traditionally, families spend some time around the altar praying and telling anecdotes about the deceased.

In some locations, celebrants wear shells on their clothing so when they dance the dead will wake up because of the noise. Some will dress up as the deceased.

Emeric McCleary

Interpreting: Bob Hope Syndrome

September 18th, 2009

Growing up, my first language was Spanish. If you didn’t know, I grew up in Southern California. Both my parents were born and raised in Mexico.Bob Hope

I have a brother, 3 years older than me and a couple of sisters, one 6 years older, the other 9 years younger than me.

My Mom’s English, when I was a kid, was pretty broken, but she tried hard and she has a great sense of humor.

Well, one day my Mom looks at my brother and says in her broken English “You are a Bob Hope”.   “You are a Bob Hope.”

My sister and brother both had a puzzled look on their faces.  I was only about 9 years old and confused.

And my 15 year old sister says, “What do you mean a Bob Hope?”

My Mom says in Spanish and I’ll translate:  “You are always running around the house calling your brother a Bob Hope. And everyone likes Bob Hope.”

My sister, almost peeing herself, shouts “I’m calling my brother a butt hole! A butt hole!  And no one likes a butt hole!

Then she told my Mom what a butt hole was. I think my Mom peed herself.

That was almost 40 years ago and I still laugh at it and I still remind my brother and sister, and Mom (the youngest sister was a newborn at the time-although she likes the story too).

The moral of the story is are you saying to, or doing something with your Hispanic workers just thinking you’re saying and doing the right thing?

Or are you pulling a “Bob Hope” move and crossing your fingers? I call it the Bob Hope Syndrome.

Lean on me my Sisters and Brothers.

Avoid the Bob Hope Syndrome.

Take advantage of the tips and strategies I provide on these pages.

To Your Success,

Emeric

P.S. Tell me your funniest “Bob Hope” story. If it makes me laugh, I’ll send you a cup of coffee.

Beware Mexican Independence Day

September 15th, 2009
Mexican Independence Day
 
This one minute read may be worth thousands to you.

Enjoy the tip.

September 16th is to a Mexican
what 4th of July is to Americans.

(Central Americans celebrate the 15th)

Mexican Independence Day celebrates
independence from Spanish rule.

Festivities start all over Mexico on
the night of the 15th. At 11 P.M. the
“cry” for independence is made.
Mexicans call it “El Grito”  (gree-toh).

Parades and parties continue on the 16th.

Why do I tell you this?

Well, the party starts the 15th, and the 16th
and 17th might find some of your workers
dragging a little.

Try this. On the 15th, ask your workers if
they are going to celebrate and make El Grito.

When you greet your Mexican workers on the
morning of the 16th, say this to them
“pegaste El Grito?”  Here’s how to say it.
Peh-gah-steh El gree-toh? Try it. You don’t
have to say it perfectly.

This literally translates “did you hit the cry.”
What it means is “did you shout for independence”.

You’ll blow them away with this. They’ll instantly
know YOU know something nearly every American
doesn’t know.

Here’s what it does for you. 

Your Mexican super/workers see how you
respect them and their country.  This creates
a deeper bond and trust with your workers.

PLUS, they know they can’t make some other
excuse if they show up late for work.

Better production = better profits.

To Success With Your Mexican Workers,

Emeric

P.S. The 15th is Independence Day for the Central
American countries. Wish them a great day too for
the same respectful reasons and results.

Have any Independence Day stories? Tell me in the comments
section- Gracias!

Managing Hispanics: How to Ask for Suggestions-Risk Free

August 27th, 2009

cultural-brick-through-a-windowWARNING: TOP GREEN INDUSTRY MANAGEMENT GURU IGNORES HISPANICS

What I mean is a well known and respected green industry management guru with the initials JP wrote a neat and concise article referencing lean methods and working smarter. I’m all for that.

JP goes on to say one huge waste in your business (my words) is unused employee creativity.

Since your workers are your most valuable asset, it makes sense to tap their minds for suggestions.  O.K.

JP goes on to suggest management should regulary ask the newest hires, “How do you think we can do this better?”

For your 3rd generation and beyond  Americans, then this is one perfectly usable technique.

What if your workers are immigrant Mexicans or Central Americans?

Does the same tactic work?

Here comes the brick through the window.

By asking your newest Latino workers you alienate your best Latino workers with tenure.
By asking your newest Latino workers you put them between a rock and hard place because they are group oriented and the group should deliver suggestions through the group leader, NOT the newest arrival.

By asking your newest Latino workers you create an awkward, uncomfortable situation because the other workers may automatically think the new guy is trying to get in good with the owner.

Now the new worker is a target for sabotage. A candidate for failure because of an innocent article that assumes everyone thinks exactly like…an anglo-saxon.

Not your workers’ fault. Not yours either.

Unless you keep your ear plugs in when I’m whispering.

Lesson: Anything the management gurus say to do with your workers, first ask yourself “Does this work with the Mexican culture or Guatamalen culture” or whichever culture you have .

If you’re not sure, don’t do it. Get the correct advice.

30 seconds spent saying or doing something you “think” is innocent or good, can make you guilty and you’ll never know what went wrong.

You’ll only see the symptoms: Lost profit margin. Lost worker. Lost client.

So, patiently listen to what I say. And if you implement what I suggest, your life will run smoother.

Please send me your comments and questions.

To Your Success, To Your Workers’ Success,

Emeric

Hispanic Workers: Money, To Lend or Not To Lend

August 21st, 2009

Do you lend money to your workers?   lending-money-to-workers

Maybe you’ve advanced money or made a small loan.  Perhaps you used the H-2B program and you fronted $50 or $100 just to help get the worker started out.

If you fronted the money, the worker assumes you are most likely the owner.

Understand, your worker will want to pay you directly. They don’t want to give the money to somebody to give to you because they want you to see they are trustworthy.

Furthermore, if they give the money to a supervisor or another worker there’s the potential the money doesn’t get to you. What if the go-between skims a little off the top?

Let your supervisors know workers should pay you back directly.

When you are given the money, shake the worker’s hand and thank him.
He’s going to thank you and feel you are trusting him.
This also shows mutual respect.

What does this all mean?

Greater trust and respect lead to greater morale, loyalty, and productivity. 

Happy owner-Happy workers-Better profits-It’s all good.

By the way, other than an initial $50 or $100 to help someone start out,
I DO NOT recommend ever lending money to the workers. It creates jealousy and resentment among the crews,  and abuse of YOU.

Leave me a comment about lending money to workers.

To Your and Your Workers’ Success,

Emeric

Racial Bias Obstacles and Hispanic Labor Force Success: What Green Industry Editors Won’t Admit, But You Must Know to Succeed

July 14th, 2009

   I have a story to tell you about a Green industry magazine Editor that had the guts to tell me the truth about who he/she really answers to (no names or gender mentioned to protect the innocent-but the editor is well-known).  

   The editor and I were discussing my respectful Mexican workforce strategies and tactics.  I was looking for a sponsorship from one of their magazines, BUT the editor said “it looks like you’re racially biased.”

   I was floored. It felt like I was in the “Invasion of the Body Snatchers” and all-of-a-invasionofthebodysnatcherssudden the zombie is screaming and pointing at me.

   Racially biased? According to one definition, racial bias means a “pre-formed” negative opinion or attitude toward a group of persons who possess common physical characteristics.   

   I said to the editor, my clients employ Mexicans and Central Americans (I won’t list all the countries). AND my clients want respectful, yet no B.S. specific tips, tactics and strategies to quickly and successfully manage their workforce.

  So if I don’t talk about the “symptoms” my clients experience with their workforce, how would they know if they had potential or on-going profit killing problems?” 

  The editor said if he got one phone call regarding racism, that would be one call too many.  Then I said “you wouldn’t want that call coming from an advertiser like Caterpillar or Bobcat.”

  The phone went silent. 

 I didn’t press the issue. I thanked the editor for the phone time. The editor did say they were willing to revisit the subject if I “changed” my information.

The editor didn’t offer suggestions or define change.

 Can an editor serve two masters- the advertisers and the subscribers?  If the magazine is free, who pays the Editor?  You know the answer.

What I talk about is very specific to quickly and respectfully managing by knowing and celebrating the CULTURAL differences of your workers.

 Unfortunately, not understandable to  people who don’t own or manage businesses with a Mexican labor force - or Guatemalan or Honduran, etc. 

   Today’s Takeaway: What we discuss here the industry media won’t effectively  touch with a 10-foot pole. Watch out for the watered down, no real specifics, politically correct, articles you’re served up in your trade industry publications, online or paper.  I’ve seen and recommended articles in other publications, but usually as gentle reminders.

 I understand the editor’s position. He/she must look out for his and his employees’ best interest. Even if it means compromising on the important.

 Thank you for your loyalty. I refuse to compromise my clients and subscribers.

  Give me your opinion. Click on comments or shoot me an email. If you don’t want me to share your comments, let me know. Do you want specifics or just feel good watered-down ideas?

 To Your Success,
 Emeric

Fire The Chronic Hater

June 23rd, 2009

I was just on a workplace safety teleconference where the subject was “challenges facing employers with Latino workers. ”

The speaker lumped all Latino’s into one bucket. 97% of what I teach you can use for

Hater, You're Fired!

Hater, You're Fired!

 Central Americans too. The call was sponsored by a huge insurance company and the speaker was an OSHA certified trainer.

The solution for workplace safety success was to overcome Latino cultural and communication barriers  in order to maintain a safer work place.

Cultural and communication barriers are the pieces to overcome in order to earn trust, loyalty, and build morale.  All on a foundation of respect. (see article Tamale Triangle for insight).

At the end of the call there was time for a few questions. One of the callers was outwardly pissed off. First, he was not the owner of the company. He was a construction field supervisor.

He started by saying “It’s difficult to keep employees and so there’s really no time to build trust and relationships.”

Then the real story came out. These aren’t his exact words, but it came out like “Hey, why should I have to learn how the Latinos communicate best and have to learn to work with their cultural hang-ups. They should all learn English and assimilate like my Italian grandparents had to when they came to the U.S.”

The speaker calmly replied he is explaining how to make the workplace safer and successful by describing what works. Since he was sponsored by a big insurance company I suppose the speaker wouldn’t take the harsh butt-whippin’ route I might’ve taken.  Don’t want to step on anyone’s toes.

And I must admit, the caller was not the owner and therefore doesn’t have the same goals-like maybe building a successful company so the owner can work when she pleases and retire comfortably with a fat bank account or at least no-worries.

This caller had his own hang-ups. With his attitude, he will forever have terrible turnover, bad communication, and workers’ comp nightmares-and probably blame everyone but himself.  Unless, he changes to see the bigger picture - the one you see.

If you have supervisors like the caller I described, you may want to remind and train them as to why you are in business, and monitor them and their crews like a hawk for symptoms.

If the super just can’t get on the same page, it may be time to fire him in order to move your business in the right direction.  Firing people is one of the biggest drags of being in business. We put it off as long as we can. But if the bad attitude supervisor is holding your business back, you must pull the trigger.

Unless you like the status quo.

If you’ve been or are in this situation, let me know what
you did and how it went.

To Your Success,

Emeric

How To Be a Wise Latina: Stealth Beaner Tips for Crazy Good Productive Meetings

June 5th, 2009

The “wise Latina” comments about Sotomayor spurred me to give you a critical tip for effective meetings. Individual or group. This is not just for you female business owners because you male owners need to know how to be a wise Latino.  You’ll see.

Wise Latina:  The press is having a ball with this. I think all out of context, but hey, I’m just a beaner researcher, not a Supreme Court nominee.

Your lesson. Straight out of my Mexican Worker Secrets bag of tricks starting on page 68.  (Use it for your next political argument-my treat)

Mexican workers give cult-like respect to hierarchy.  Hierarchy and how it helps or hinders you with Mexican workers has its own chapter. What you need to know quickly, if you haven’t read my books or heard me speak, is because of this phenomenom you must assume the role of the calm “wise” Aunt or Uncle or Mother or Father in order to have the most effective meetings. 

Now I’m not going to get into all the background as to the additional “whys” of why this works. I explain the nitty-gritty in my programs.

So here we go.

1. Be the calm wise Aunt or Uncle. Mexicans would never disrespect the Aunt or Uncle or Mother or Father. If you are going into a meeting completed pissed off, figure out how to calm yourself down and NOT show the “I’m raging mad” look on your face.  If your style doesn’t allow you to calm down or at least have the right poker face, get some training if you are serious about your success.

2. TURN OFF the CrackBerry, WalkieTalkie, Push to Talk devices. Make it obvious you are turning the devices off.

3. REMOVE your watch. Again, make it obvious you are doing this.

These 3 things show your workers you RESPECT the time TOGETHER with them. This is a BIG deal in the Mexican culture.

Your workers feel and see the respect. This is a way to develop the cult-like following where your workers will do anything for you.

I’d like to hear from you, comment on this!

Emeric