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Employee Relations

Track discipline by offense, worker traits to reduce bias risk

06/09/2008
Employees who believe management has unjustly targeted them for poor treatment often blame it on bias against whatever protected class they may belong to. That’s why it’s so important for employers to proactively ensure that they enforce all rules equitably and fairly—so no employee can claim she was singled out for harsh punishment …

Transparency is key to lawsuit-Proof promotions process

06/09/2008
If, like most organizations, you prefer to promote from within, here’s a good rule of thumb: Follow careful procedures in your selection process. That way, you can choose the best applicant for the job and also be able to easily justify your selection if a disgruntled and rejected applicant sues …

Building case for firing employee is OK—If it’s legitimate

06/09/2008
By all means, supervisors and managers should build a strong case for discharging a poorly performing employee before issuing a pink slip. However, they must make sure their motivations for compiling a record of poor performance are legitimate—not just fishing expeditions designed to look for excuses to fire …

Use performance evaluations to pinpoint problems—And follow up

06/09/2008
There’s no point in completing performance evaluations and suggesting areas in which employees could improve if no one follows up. The best approach is to schedule an interim review for an employee who needs improvement. Then tell him what he needs to do before the next review …

Equal enforcement keeps juries from wondering about bias

06/06/2008
Employees who lose their jobs after committing some infraction often look for reasons to sue. Don’t give them an excuse to drag you into court! The best way to immunize your organization from lawsuits: Equitably and fairly enforce your work rules …

How not to manage a hostile work environment

06/06/2008
When employees complain about being harassed while at work, employers often wonder how to stop the offending behavior. One thing is certain—simply ordering employees to stop doing what they allegedly are doing isn’t enough …

Ask managers to set a good example … by going on vacation

06/06/2008
Your organization’s employees no doubt believe they’re entitled to take all the vacation days they earn. So why do they leave so many on the table? A new survey from travel site Expedia says 92% of employees embrace their rights to take their vacations, yet one of every three is “vacation deprived” …

Keep Gen Y’ers with pay for performance and lots of options

06/06/2008
Your youngest employees have parents who raised them in a culture of rewards: They got money, gifts or privileges for doing their chores and earning good grades. Here are some strategies for attracting, motivating and keeping your Generation Y employees …

Michigan firm pays 100% for health care

06/06/2008
With 350 employees, the managers at Grand Rapids, Mich.-based Fishbeck, Thompson, Carr & Huber have custom-built a health care plan based on the staff’s needs. And it pays 100% of the premiums. “Of course it’s costing us money,” says HR Director Brenda Heerdt, “but we feel that the health of our employees is very important” …

9 steps to negotiating any workplace conflict

06/04/2008
Conflict happens in all corners of the workplace. But if issues aren’t settled, bad things can happen: Good people quit, morale can plummet and, sometimes, violence can erupt. But you don’t need to become a certified mediator to settle disputes. Here are nine tips for understanding human behavior and resolving conflicts with co-workers, employees and even customers.