The Twilight Zone: What to do when employees are downright scary More often than not, employee relations issues center around innocuous misconduct such as tardiness or simply slacking off on the job. But how do you handle it when employee behavior crosses the line and...
The criteria for these ‘silly’ lists such as the availability of development opportunities, a culture that supports health and wellbeing, a feeling that senior leadership values people as their most important resource, pride in the brand, and a good benefits package are the same as that which potential applicants are using to gauge your business.
In a world where disappointment correlates with a shooting rampage, mishandling of employee relations scenarios has been effectively thrust into the realm of life and death.
The Tangled Web We Weave: The Top 4 Examples of How Personal Relationships Policies Save Employers from Heartache
When I talk to employers about their personal relationships policies, they often do not see the need to be so restrictive with their people. “But I’ve got GREAT people…no need to be so controlling.”
Let’s get one thing straight: I am my own worst critic. You would be hard-pressed to present me with feedback that I haven’t already obsessed over on my own. So, in late 2018 when I was considering…
Ever feel like you cannot make your HR department happy? Those guys are always asking for things like “documentation,” they want to make everything into a “conference,” and they keep insisting that you apply crazy acronyms like PTO, ADA, FMLA, FLSA, NLRB, and EEOC to your dealings with employees.
I have always enjoyed the parable about the grandfather who tells his grandson, “My son, there is a battle between two wolves inside us all. One is evil. It is anger, jealousy, greed, resentment, inferiority, lies, and ego. The other is good. It is joy, peace, love, hope, humility, kindness, empathy, and truth.”
The EEOC just released its 2018 Enforcement and Litigation data and, as we all expected, there was a sharp increase in sexual harassment charges (up 13.6% over 2017). The #MeToo movement is unsurprisingly credited with the upsurge. The EEOC obtained $56.6 Million in monetary benefits for victims of sexual harassment in 2018.
Based upon the Federal government’s stagnant minimum wage (it’s been $7.25/hour for a decade, people), many states have elected to legislate their own increases. New Mexico is one of those states. However, until recently, it maintained its $7.50/hour minimum wage for almost a decade as well.
I recently listened to a CEO brooding over why his culture-survey results were so negative, and (in the same breath) saying that he doesn’t require his managers to “come down on policy violators because it’s bad for culture.” Uh oh!
Family-owned or controlled businesses are a cornerstone of the United States economy making up about 90% of all U.S. businesses and generating over 50% of the Gross National Product. However, less than one third of family businesses survive the transition from first to second generation ownership, and another 50% don’t survive the transition from second to third generation.
There’s no question that your top performers are somewhat critical to the success of your business, but what happens when Second Coming Steve is accused of FMLA interference and retaliation by Wilma With Child after he publicly shames her for her upcoming [super sarcastic air quotes] “BABY vacation,” you know, “while the rest of us will be stuck here working our butts off?”
Buh-bye bosses; welcome leaders! Gone are the days of the “boss man” saying, “Whiney Whitney should just feel lucky to have a job;” “If Family Guy Frank really cared about his job, he would be working this weekend, not coaching his kid’s soccer game;” and my personal favorite, “But Creepy Carl is our top seller and Reporting Rachel is just being oversensitive!”