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Employee Relations

Poor performer getting ax? Don’t rush process

03/01/2010

You’ve documented the poor performance. You’ve been careful to keep things professional, even as you’ve concluded you’ll probably have to fire the employee. Then he files a discrimination complaint. Avoid the temptation to speed up the usual disciplinary process.

Use objective, easily measurable standards to gauge employee performance

03/01/2010

Most jobs can be quantified. That is, it’s possible to measure success on the job by tallying how much an employee produces in a given period—whether that’s widgets, reports, new clients or sales. By using such objective measures to decide who is terminated, employers have powerful evidence to counter discrimination claims.

Sheetz employees ‘connect’ with execs at ‘town halls’

02/26/2010

Since the convenience store chain Sheetz started its “connect sessions” last year, 1,000 of its 13,000 employees in six states have met with store executives to ask questions, make suggestions and complain. The 57-year-old, family-owned organization has made changes as a result.

When supervisor’s harassment is serious, make sure the punishment fits the crime

02/26/2010

Employers that don’t take swift action when they learn of possible harassment have only themselves to blame. Being too timid when it comes to punishing the supervisor is not a good idea. Whatever you do, don’t even think about transferring the harassed subordinate into a position with fewer responsibilities. Instead, move the harasser—or even terminate him.

Don’t let supervisor punish employees who cooperate in investigation

02/26/2010

If you discipline a supervisor for discrimination, make sure you can reassure employees who cooperated in the investigation that the supervisor won’t turn around and punish them.

ADA: Use these criteria to keep courts from second-guessing job’s ‘essential functions’

02/25/2010

The ADA requires employers to try to find reasonable accommodations so disabled employees can perform the essential functions of their jobs. It’s up to employers to determine which functions are essential. Courts rarely second-guess employers that follow a few simple rules when a disabled employee challenges the employer’s list of essential functions. Here are the factors courts consider:

Unhappy campers: Job satisfaction lowest in decades

02/22/2010

Only 45% of the 5,000 working adults surveyed by The Conference Board say they are satisfied with their current jobs. That’s the lowest level recorded, down from 52% in 2005, 58% in 1995 and 61% in 1987, the year of the inaugural survey.

Help employees ‘give back’ during crisis and all year-round

02/17/2010

We’ve seen it with Haiti. We saw it on the Gulf Coast with Hurricane Katrina, and when floods and wildfires have ravaged other parts of the country. When employees see an organization taking the initiative to help victims of natural disasters or support charities in their own communities, it sends an important message: This is a good place to work because it’s about more than just making a buck.

N.D. co-op doubles down when employees raise $7K for Haiti

02/17/2010

Every Friday is “Jeans Day” at Bismarck, N.D.-based Basin Electric. That’s when employees who want to sport weekend wear at work pay $1 for the privilege—money that the electric distribution cooperative donates to local charities. But on Jan. 15, just after the earthquake in Haiti, they raised $7,518.44—in one day—to send to the American Red Cross for Haiti relief.

Should we investigate? Worker may have been a victim of bias, but has yet to complain

02/12/2010

Q. We’re afraid one of our employees may have been subjected to discrimination here at work. However, she hasn’t filed a complaint. What should we do? Do we have an obligation to bring it up and investigate even if she declines?