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Training

Stick to your story: Don’t shift explanation for termination

06/22/2009

One of the most legally dangerous things you can do after you terminate an employee is change the reason for ending the employment relationship. Instead, decide on a defensible rationale at the time of the termination. Document that decision and all the supporting evidence. Then remind execs and supervisors to stay on script.

Up ‘shift’: 9 tricks to turbocharge your computer skills

06/16/2009

We all know the “basics” when it comes to computers, right? Not necessarily. One person’s everyday shortcut may be another person’s “Cool! I didn’t know you could do that!” Try these nine keyboard and mouse tricks right now.

You’re now strictly liable for supervisor sexual harassment

06/12/2009

In a significant ruling interpreting the Illinois Human Rights Act, the Illinois Supreme Court recently expanded employers’ potential exposure to sexual harassment claims and damages by holding that an employer is strictly liable for sexual harassment committed by a supervisor, even if the supervisor does not directly supervise the employee who is harassed.

Address harassment complaint with thorough investigation—and quick action to fix problems

06/08/2009

The U.S. Supreme Court hasn’t decided any big sexual harassment cases for several years. That doesn’t mean the problem has disappeared or that employers should slack off in their efforts to prevent and fix sexual harassment. Instead, review your training program to make sure sexual harassment gets the attention it deserves. Then be sure to investigate any harassment complaints you receive.

Use TEAM approach to stay union-free in a union-friendly world

06/05/2009

By now, nearly everyone in HR has heard of the Employee Free Choice Act (EFCA), under which unions would have a much easier time becoming certified. Because unions have become more aggressive and more successful at unionization even without the EFCA, I recommend that employers adopt the TEAM approach to keeping their workplaces union-free.

How strategic are you? An 8-question test

06/02/2009

CEOs want their HR leaders to break outside the operational box and become more strategic players. But many HR pros are so bogged down by daily process, they have trouble lifting their heads out of the weeds. Here’s a self-assessment to help you gauge the strategic value you bring to your organization.

So you need to trim your training budget … but where?

06/01/2009

Training programs are among the first areas to take a hit when the economy falters. If you haven’t scaled back training expenses yet, your boss may soon ask. To examine training programs and avoid eliminating those that do work, ask the following questions:

Offering help at interview doesn’t mean you regard applicant as disabled

05/27/2009

As an employer, you’ve probably learned to ignore apparent disabilities because you could end up violating the ADA if you inquire about disabilities. That doesn’t mean, however, that you’ll run afoul of the law if you do something as simple as offering assistance to an applicant who is having trouble navigating stairs or getting on the elevator.

Train managers: Watch out for language that could be construed as derogatory

05/27/2009

Sometimes, people don’t realize the language they are using may be offensive to members of a protected class. That can happen when a term has been in use for decades or even centuries and has become separated from its original meaning or context. Consider a recent case involving usage of the term “tar baby.”

Carefully track all training to ensure all employees have equal access

05/27/2009

Employees are entitled to a workplace free of discrimination. That includes having equal access to training. For example, favoring some employees for training opportunities at the expense of other employees who belong to a protected class may cause a discrimination lawsuit.