• Friday, April 19, 2013 11:09 AM | Sandra Harshman (Administrator)

    At the April 18th chapter meeting we had a wonderful presentation about managing change given by Ralph LePore, MBA. 

    If you would like information about this presentation please contact a chapter officer or board memeber.

  • Tuesday, April 09, 2013 10:23 PM | Sandra Harshman (Administrator)

    Las Vegas Sees Pace Pick Up on Development, Visitation, Hotel Rates

  • Monday, April 08, 2013 10:07 AM | Michele Kline
    Since our Mixer at Bally's not too long ago was a huge success, we want to keep the momentum going!!!

    The IEHA LV Chapter will start meeting every 1st Tuesday of the month*

    Where: Miller's Ale House located at Town Square, on 6683 Las Vegas Boulevard South
    When: every 1st Tuesday
    Time: 6pm-8pm

    * July is subject to change due to the holiday
  • Monday, April 08, 2013 8:48 AM | Michele Kline
     ISSA continues to change the way the world views cleaning with the debut of the world's only science-based standard for clean for K-12 schools. Read all about this innovative program in the April issue of ISSA Today.
    In this edition, you will also:

    • Get a peek at the industry's first Web-based green product registry: Transpare
    • Learn how to build your business using the new Value of Clean Calculator
    • Discover why your sick-day policies could be bad for business.

    Access and share ISSA Todayundefinedthe cleaning industry's leading publicationundefinedon your desktop, smartphone, or tablet by visiting
  • Monday, March 25, 2013 8:40 AM | Michele Kline
    No manager enjoys having "the talk” with employees. But ignoring an employee's poor performance won't make the problem go away; it'll only make things worse.

    If you're apt to take the head-in-the-sand approach to employees' job failings, you're not alone: Only 31 percent of U.S. workers agree with the statement, "My manager confronts poor performance,” according to a recent KEYGroup survey.

    And companies that tolerate poor performance will drive away top performers who are unhappy working in such an environment.

    The solution: Approach workers about their performance problems in a fair, problem-solving manner. When you confront such people in a tactful way, you'll find that one of two things happens: They improve or they move.

    Here are the six rules of engagement:

    1. Be specific

    If an employee has been consistently late, specify the number of times or amount of time. Avoid exaggerations, such as"You are totally unreliable.” Instead, say,"This is the third time in one week that you have been at least 10 minutes late.”

    If this issue has been a problem in the past, remind the employee when you have pointed out the offense previously. Say, "I indicated to you last Tuesday that coming in late is not acceptable.”

    2. Focus on business reasons

    Always refocus the employee on the stated business reason for your comments. Example: "It's important for you to be here at the designated time since customers rely on our immediate responsiveness when they have questions about their order.”

    If you need to correct something like inappropriate casual dress, reiterate the company guidelines. Don't comment on the employee's personal taste. Straying into areas that have nothing to do with workplace performance will result in a loss of credibility with that person. Stay focused on the employee's job performance and how it affects the company.

    3. Give timely feedback

    A common management mistake is to bombard employees with feedback at their appraisal, but remain mostly quiet during the rest of the year. The appraisal should be a review of the discussions held during the year. Nothing mentioned at that time should come as a surprise to the employee.

    That's why it's vital to provide all employees with both positive and negative feedback on a consistent basis.

    Poor performers require more feedback, not less. Make them aware of what they did wrong immediately.

    One caveat: Don't try to give corrective feedback when the person is upset or emotional. Wait until the employee has calmed down.

    4. Consider the employee's personality

    Everyone handles feedback differently. Some people want it straight while others are more sensitive. With an employee who wants straightforward feedback, you can get away with saying, "You gave the customer the wrong information because you didn't have the updated manual. How do you think we should handle it?”

    To get through to a more sensitive employee, take a different approach. For instance,"I understand why you provided the customer with this information. Are you aware that the guidelines have changed? What do you suggest we do in this situation?”

    Regardless of the person's personality, be clear and straightforward in your communication.

    5. Check for understanding

    Avoid asking close-ended questions during the discussion or when summarizing. At the end of a confrontation, don't ask, "Do you understand?” The employee could simply say "Yes.”

    Instead, ask the employee to summarize his understanding of the situation. Have him lay out actions, steps or accountabilities that were discussed.

    6. Keep a paper trail of discussions

    Good documentation, such as a performance log for each employee, allows you to easily identify and prove recurring problems. (This could also help if the employee decides to sue.)

    After each meeting with the poor performer, take notes that summarize the discussions. Include the problem, the action taken to correct or eliminate it, the dates, the result that occurred and any comments that will help you recall feedback sessions when you complete the performance appraisal.

    Don't let the performance log become a little black book of mistakes and errors. Also include examples of acceptable and/or outstanding performance.
  • Tuesday, March 19, 2013 9:21 AM | Sandra Harshman (Administrator)
    Americans tend to be results-oriented rather than process-oriented. We like big results undefined major innovations, technological breakthroughs and dramatic outcomes.
    Although Americans created many of the statistical analysis techniques used in quality control (think Deming), the Japanese gave it the idea of kaizen, or gradual, continuous improvement.

    To read the full article go to
  • Tuesday, March 19, 2013 8:36 AM | Sandra Harshman (Administrator)

    Dear IEHA Members,


    From March 1-May 31, we're offering special reduced rates for membership renewal and new members. So if you know anyone who's been thinking about joining IEHA, tell them that now is the time to do it! The specials are as follows:

    • Non-certified membership renewal: $125 (originally $160)
    • REH/CEH certified membership and 1/3 designation renewal: $160 (orignally $195)
    • New members: $125 (originally $175)

    These rates are only applicable for one-year renewals, rather than two or three years. If you have any questions, please call the Association office at 800-200-6342. Payments can be made by check or credit card. All purchase orders must be paid in full by May 31, 2013.


    Thank you,

    IEHA Staff

    Visit for more details

  • Wednesday, March 06, 2013 2:37 PM | Sandra Harshman (Administrator)

    The March edition of EHT Magazine has a feature article on Las Vegas Chapter member Jeffrey Nagata.  Jeff is the Director of of Housekeeping at the Cosmopolitan. 

    Click here to read the article.

  • Monday, February 11, 2013 6:46 PM | Sandra Harshman (Administrator)
    Congratulations to member Ronna Timpa for being named a "Women to Watch in 2013" by Vegas Inc magazine.
  • Saturday, January 26, 2013 10:55 AM | Michele Kline
     Here is a link to a brief explanation on how Noro Virus works. It is time to prevent from Noro Virus spreading in our properties and facing potential legal demands.

    Three important things to do:

    1) Wash your hands and encourage your team members to do so as well
    2) Keep a Noro Virus written program with your OSHA written safety programs
    3) Utilize hydrogen peroxide based disinfectants in all hard surfaces

    (If you cannot open the link by clicking on it, copy and paste on your browser)

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