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Employee Relations

Effective evaluations are management tools, legal protection

02/25/2013
Ah, the “halo effect”—the practice of inflating an employee’s annual review to increase morale and avoid the unpleasantness of pointing out underperformers’ weaknesses. Too bad the halo strategy sparks legal risks.

Good performance reviews don’t outweigh later discipline

02/20/2013
Sometimes, an employee does something so outrageous that you have no choice but to fire her. If she sues, you may worry that her past good reviews will create trouble. They won’t if you documented the incident leading to the discharge.

Documentation key to post-complaint discipline

02/20/2013
HR pros often think twice before disciplining an employee who has complained of a serious workplace problem such as sexual harassment. It’s natural to worry about an add-on retaliation claim. But as long as discipline is clearly warranted, don’t second-guess yourself.

Working at home boosts debt counselors’ productivity

02/19/2013
More than 60% of employees at Orlando, Fla.-based InCharge Debt Solutions work from home. The payoffs have been impressive.

Different punishments for breaking same rule? Cite specifics to justify harsher discipline

02/18/2013

It’s reasonable to expect employees to obey your work rules. But employees can also reasonably expect you to apply those rules fairly. If you don’t, you risk a lawsuit. That’s why it is crucial to be specific when documenting discipline.

Have ‘the talk’ to stop hostile environment

02/18/2013

You can’t fire everyone who makes a stupid comment—or even two. But you also can’t ignore insensitive or offensive speech, just hoping for the best. The best approach is direct: Pull the employee aside and explain that neither you nor the company tolerate racist, sexist, ageist or other offensive comments …

Same offense, different discipline: Show why harsher punishment was warranted

02/18/2013
Even when two or more employees break the same rule, each may not deserve the same punishment. But if you don’t document why each case is different, a judge or jury could decide that discrimination was your motive for punishing one employee more severely.

12 steps you can take to create a happier workforce

02/14/2013
As an HR professional, you’re in a unique position to guide your organization to a culture that causes less worry and stress for employees—and better health and productivity. Here are 12 ways to get started:

Think twice before giving employees personal advice

02/12/2013
It happens all the time: An employee approaches someone from HR to ask for help. But occasionally, HR pros find their work conversations veering dangerously toward inappropriately personal topics—from how to handle retirement investments to life-and-death health care decisions.

When discipline differs, be sure to document why

02/01/2013
Here’s a timely reminder that you should carefully document disciplinary actions and make sure there is no unintentional discrimination. The key is to thoroughly consider the appropriate punishment for each transgression, taking into account all the details.