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Employee Relations

Investigate—And then explain decision to discipline or not

12/01/2007

Just about every harassment allegation deserves some sort of investigation. After all, that’s the only way to tell what is really happening down in the trenches. But that doesn’t mean each and every accusation should result in discipline or some other tangible action …

In Pennsylvania lately, no noose is good news

12/01/2007

A recent spate of bizarre “noose” incidents at workplaces in Philadelphia and Pittsburgh have activists calling for tough responses. A Verizon worker in Butler County discovered a doll with a noose around its neck and a note saying she didn’t deserve a promotion. Days later, a worker at a construction site in O’Hara Township found a noose in his work area …

Give HR the authority to investigate, impose discipline

12/01/2007

Supervisors faced with difficult employees can’t always put aside their emotions. That’s why it’s best for everyone involved if HR takes the lead investigating employee infractions and decides on the appropriate discipline. A prompt, fair and dispassionate investigation by HR professionals is the key to avoiding unnecessary lawsuits …

Documenting HR’s responsiveness cuts harassment liability

12/01/2007

Employees who quit in frustration when their harassment complaints go unheeded can sue, claiming they were “constructively discharged” because conditions were unbearable. That’s why it’s crucial for the HR office to respond to each and every complaint. Doing so can head off a surprise lawsuit …

Hospital workers suspended for peeping at George Clooney’s medical files

12/01/2007

When actor George Clooney was admitted into the Palisades Medical Center in North Bergen after a motorcycle accident, staffers scrambled to get a glimpse of the star. Others apparently contented themselves with a peek at his medical files …

Independent investigations by HR remove bosses’ biases

12/01/2007

If there’s one situation in which the HR function really earns its keep, it’s when an employer faces the prospect of having to discharge an employee. Sometimes—if a subordinate has a legitimate complaint against the supervisor, for example—the supervisor harbors illegal retaliatory motives. That’s when it’s best to have an independent decision-maker involved …

Go ahead and discipline, even when considering FMLA leave

12/01/2007

Employees who ask for FMLA leave often act as if they are immune from any sort of discipline. But that’s simply not the case. Even if an employee has applied for or is actually on FMLA leave, you can and should punish rule breaking. Just make sure you aren’t treating an employee who takes FMLA leave more harshly than any other employee. Equitable discipline is the rule …

Got wind of harassment? Fast action can cut liability

12/01/2007

We all would like to believe harassment and discrimination can’t happen where we work. Of course, we’re dreaming if we do. Ordinary people sometimes fall back on old stereotypes or react strongly to newly perceived dangers by inappropriately striking out at a group or nationality. Fortunately for employers, isolated acts of harassment, if stopped dead in their tracks, won’t come back to haunt them years later …

Concierge services: Are they right for your organization?

12/01/2007

Between the year-end business crunch and the bustle of the holidays, December can be the most stressful month for your employees. Concierge services can take on some of your workers’ holiday planning and shopping by doing personal errands like locating hard-to-find presents, ordering gift baskets, making family dinner reservations, picking up dry cleaning and buying theater tickets …

Boost employee morale at low cost with surprise days off

12/01/2007

Your organization is trying to hold the line on benefits costs, but you still want to offer competitive perks. One good way: Provide extra days off—a low-cost benefit that employees highly value. Organizations of all sizes can use the tactic …