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Employee Relations

It’s business as usual, even after sex change

11/06/2013
Here’s a tip for handling em­­ployees undergoing sex changes: Make sure the employee isn’t har­­assed and that it’s business as usual in the workplace. Treat the employee as you always have and don’t fear legitimate discipline or an evaluation based on performance.

Beware subtle age-bias peril: Don’t assume older employees are ready to retire

11/05/2013
Employees in this day and age often want or need to keep working despite advancing age. If you force out those workers, you’re asking for trouble.

Be sure to document any deviation from evaluation rules

11/01/2013

Following your own rules for discipline, promotion and evaluation is the best defense against a discrimination lawsuit. But that doesn’t mean you can’t make exceptions to your rules when the situation calls for it. Just make sure that you document why you made the exception at the time you did.

Coaching costs less than hiring new employees

10/30/2013

Smart business people know it’s more profitable to keep existing customers than constantly having to find new ones. The same principle applies to employees.

When employees violate anti-violence policy, make sure everyone is disciplined equally

10/29/2013
Nothing will get you in trouble faster than discipline that’s harsher for members of some classes than others. That’s especially true in cases where someone has been accused of violating anti-violence policies.

Make good-faith effort to root out racism

10/29/2013
There’s only so much you can do to prevent a racially hostile work environment. Fortunately, courts understand those limitations and won’t hold it against you—provided you acted in good faith to stop harassment.

Victoria’s Secret employees claim online campaign victory

10/24/2013
Employees at the Manhattan flagship store of Victoria’s Secret received raises of between $1 and $2 per hour recently, and say it’s all because of a petition started on the advocacy website www.change.org.

Feel free to reprimand for substandard work

10/24/2013
Does fear of being sued keep you from reprimanding slipshod em­­ployees? If you can document their shortcomings, don’t worry.

Planning to fire expectant mom? Prove problems predated pregnancy

10/24/2013
Ordinarily, if an employer can show it decided to terminate an employee before she announced her pregnancy, a pregnancy discrimination lawsuit won’t succeed. But employers that try to make a better case for termination by whipping up a new performance appraisal that emphasizes poor performance can wind up handing the employee an easy lawsuit victory.

‘You can’t motivate people; you can inspire people’

10/23/2013
“When you’ve got the right people who are internally motivated before they come to you, that’s the key,” says Brian Scudamore, founder of 1-800-GOT-JUNK.