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Employee Relations

Stretch your budget with 5 benefits-on-a-shoestring tactics

05/26/2009

Even during a recession, it’s possible to beef up your benefits. Instead of spending money on new perks, spend some time thinking creatively about the perks you already offer—and present them to employees in a new light. Employees are likely to perceive that you’re adding benefits if you make existing ones more valuable. Here are some ways to get started:

Dump the slump: 14 ways to energize staff

05/19/2009

The recession has plenty of employees distracted and anxious—about their jobs, their 401(k)s and their monthly bills. That’s not good news at a time when you need to squeeze every ounce of productivity from your employees. These 14 tips can motivate shell-shocked employees.

Performance Reviews: Employee Self Evaluation Form

05/19/2009
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Government employers get some backup: You’re free to harshly punish harassers

05/15/2009

If you are a public employer, you know how hard it is to punish an employee. Now the California Court of Appeal has made it a little easier by overturning a Civil Service Commission decision that merely slapped a harasser on the wrist. Now it’s clear that government employers have to take serious measures to end harassment in the workplace.

OK to factor in truthfulness when disciplining

05/11/2009

Sometimes, it isn’t the rule violation that makes a supervisor want to fire an employee, but the way the employee responds when confronted. Some will lie and deny what turns out to be obviously true. Others may ’fess up. You can leniently treat those who do the right thing, while punishing the others.

Note extraordinary offense when you must fire

05/11/2009

You have disciplinary rules for a reason. They tell employees what to expect and guide managers and supervisors so they don’t inadvertently treat employees who belong to a protected class more harshly than others. But disciplinary rules have to be a little flexible—loose enough to let you distinguish between minor infractions and major ones. Here’s how to strike the right balance.

After ARRA, how to handle gross misconduct and COBRA coverage

05/11/2009

In light of the enactment of the American Recovery and Reinvestment Act (ARRA) of 2009, employers have begun re-examining the cases of some employees who were involuntarily discharged for misconduct. The purpose? To determine whether the employees are eligible to receive a 65% subsidy for continuation of health insurance benefits under COBRA.

It’s your right to demand good performance—even from employees who take FMLA leave

05/11/2009

Employees who take FMLA leave or engage in other protected activities sometimes look for signs their employer is illegally punishing them. They interpret every legitimate request for improvement as retaliation. Fortunately, courts are beginning to reject those frivolous claims.

Got a good reason to fire worker who has requested FMLA leave? Document and do it!

05/11/2009

Some employees are under the mistaken impression that merely asking for FMLA leave means they cannot be fired. That’s simply not true. Employees who take FMLA leave don’t have greater rights than other employees.

Investigate in good faith and your credibility call will stand—even if wrong

05/06/2009

When employers investigate discrimination claims, they don’t have to act like courts of criminal law, deciding whether an employee is telling the truth “beyond a reasonable doubt.” Don’t feel paralyzed if a discrimination investigation boils down to one employee’s word against another’s. Use your best judgment to decide who is telling the truth and go with that judgment.