Employee Relations

Unseen lawsuit peril: Too much performance input from too many co-workers

05/09/2013

Seeking performance appraisal input from too many employees can cause problems if you’re sued by a terminated worker. The wider a net you cast, the more likely someone will be called to testify about his or her opinion of the discharged employee’s performance. The problem: If any of those co-workers retire, quit and move on, you may have trouble tracking them down.

Should veiled lawsuit threat affect how we approach disciplining difficult worker?

05/08/2013

Q. We have an employee who has been a constant source of drama and complaints within her department. When her manager sat down with her recently to discuss a confrontation she had with another co-worker, she “casually” mentioned that she has been trying to get pregnant, and “wonders if the stress of the job” could be the reason she has been unable to conceive. What are we supposed to do now?

2 workers broke same rule? Explain different punishments

05/07/2013

Sometimes, two employees who break the same rule don’t deserve exactly the same punishment. But employers must make sure they can explain the difference.

Overlooked retention tool: Show employees a future path

05/03/2013

Many employers are missing out on a simple, no-cost way to retain employees—communicate your promotions and promotion policies.

Retaliation alert: Don’t punish boss for refusing to alter disputed performance review

05/01/2013

Here’s an important reminder for senior executives: If an employee says she will sue for discrimination unless her evaluation is changed, don’t punish her supervisor if he refuses to go along. That could amount to retaliation for protected activity—meaning you could have two lawsuits on your hands.

OK to punish repeat offenders more harshly

04/30/2013

A cardinal HR rule: Everyone who breaks the same rule should receive the same punishment. That doesn’t mean a frequent rule-breaker can’t be punished more harshly.

Emotional outburst? Respond with patience, calm

04/29/2013

Occasionally, we all have to deal with overly emotional employees. Handling them requires a mature and measured response, especially if it looks like you may have to discipline them.

Being sole minority employee doesn’t mean special protection

04/22/2013

How often have you worried about disciplining the only employee who belongs to a particular protected class? You probably feared that the employee would sue, alleging bias. Relax. Being the only black … or Asian … or female employee doesn’t confer any particular advantage in a discrimination lawsuit.

Verizon workers teach each other via video

04/22/2013

Verizon invested nearly $400 million in the development, education and training of its employees last year, and spent $100 million in tuition assistance for more than 23,000 employees. But it’s the company’s employees themselves who may be teaching one another the most.

Poor performance–properly documented–warrants termination

04/15/2013

In almost every case, clearly documented poor performance will trump discrimination allegations. That’s especially true if you can offer examples going back a reasonable period of time.