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Employee Relations

Be ready to explain male/female pay differences

02/25/2011

The Equal Pay Act requires the same pay for women and men doing the same work under similar working conditions and requiring equal skill, effort and responsibility. But the law provides several ways for employers to defend pay disparities. Wage differences can be justified if they are based on a seniority or merit system, or vary depending on the quantity or quality of production.

Car salesman fired over Packers necktie lands on feet

02/25/2011

Before the Chicago Bears played the Green Bay Packers in the NFC Championship game, car salesman John Stone wore a Packers necktie to work at Chicago’s Webb Chevrolet. General Manager Jerry Roberts asked Stone to remove the tie. He refused and was fired. When Roberts learned of Stone’s reason for wearing the tie, he offered him his job back. By then Stone had already packed up to move to rival Chevrolet of Homewood.

When manager recommends firing subordinate, investigate to make sure bias isn’t a factor

02/25/2011

If you don’t have a chance to personally observe an employee’s behavior, don’t rely solely on a supervisor’s termination recommendation. Instead, conduct an independent investigation to verify the supervisor’s claim. Otherwise, any employment decision based on that recommendation can be tainted by the supervisor’s hidden bias.

When employee sues for discrimination, be prepared to show your processes are solid

02/25/2011

Judges don’t want your job. They don’t see courtrooms as publicly funded HR offices, and will often try to defer to employer decisions as much as possible. That’s a huge advantage for employers. Capitalize on that by giving the court something to hang a favorable decision on. That something is often a clear and fair disciplinary process.

This year’s Supreme Court decisions make investigations a must

02/25/2011
In recent rulings, the Supreme Court clearly signaled its unwillingness to tolerate even the appearance of circumventing the nation’s anti-discrimination laws. Employers must have investigative procedures in place to help guide decision-making when an employee could be disciplined or terminated.

Learn to adapt your communication style

02/24/2011
One of your best weapons, when it comes to persuading others, is an adaptable communication style. Look out for these four styles of communicators, and adjust your approach when working with them.

Tap employee affinity groups to build bottom-line results

02/23/2011
An old employee-relations idea has found new purpose in today’s tumultuous business environment: Employee resource groups (ERGs)—also known as affinity groups or employee networks—are on the rise in companies large and small.

If employee won’t admit disability, what are our reasonable accommodation obligations?

02/21/2011
Q. One of our employees is experiencing performance-related problems, which I believe are attributable to a mental disability. However, the worker has not notified anyone here that he suffers from an impairment that substantially limits a major life activity. He hasn’t asked for any accommodations either. Should we nonetheless offer to reasonably accommodate this employee?

After NLRB ruling, can employees really trash you on Facebook?

02/21/2011
Don’t read too much into the recent foray by the NLRB into the brave new world of social media. Employees don’t receive a free pass on social media posts. They don’t have license to defame, disparage or otherwise trash their company, management, product or co-workers. Until the NLRB says otherwise, employers shouldn’t treat social media any differently than any other form of employee communications.

Need to discipline employee? Prepare to back it up with contemporaneous records

02/21/2011
Courts love to see good records that support employer discipline—records created at or very near the time events occurred. That’s why every manager needs to know how to document discipline and who gets a copy for later use.