Informed Resolutions®: The Cure (part 3 of 3)
Informed Resolutions®: How to Treat the Pain
Workplace culture either stimulates or discourages employee engagement. One or two positive gestures, such as an extra day off or a raise, does not increase engagement. Engagement is systemic. Healthy work cultures are immersed in a holistic approach to addressing both problems and opportunities.
Diverting Disaster: How Reporting Culture Can Deter Workplace Violence
American companies are leaders in external innovation but fail miserably in extending that same creativity to address internal issues.
Informed Resolutions®: Where is your pain?
Reluctance to report a workplace problem or ignoring a problem--hoping that it will go away--is never a good idea. The importance of a supportive workplace culture where people are free to report is integral to avoiding crises.
National Jewelry Store Chains Are Facing Uber-Sized Problems
When you were dreaming about owning your own business or running a company, did you ever think it would be like this? Did you anticipate spending so much time on HR issues and employee problems? How much time do you spend on things that are not necessarily growing your business?
American Horror Story: Workplace Bullying
The court documents obtained by The Washington Post include salacious allegations of sex parties, quid pro quo career advancement in exchange for sexual favors, and a general “culture of sexism and womanizing.”
Reporting Culture: Are your employees comfortable reporting their workplace concerns?
Have you ever been bullied? Be honest. If so, was it in school? Do you recall that shiver of dread during recess, or on the bus, or walking home? The horror writer, Stephen King, masterfully describes the childhood experiences of being bullied in many of his novels. Pig’s blood at prom, anyone? How about a group of bullied teenagers who form a group called The Losers Club to confront a scary clown?
Reporting Culture: Would yours stand up to scrutiny?
There have been several instances in the news of late that have magnified the need for an ethical and defensible reporting mechanism in the workplace. For example:
Retaliation: The growing claim that is not always obvious
Whew. If these allegations are true, how would you like that as your company reporting culture? Fowler’s claims paint a picture of a culture that is rife with what not to do when someone comes forward with a concern.
Embracing Religious Diversity in the Midst of Political Chaos
Negative employment consequences can be overt or subtle. They can manifest in termination of the employee as well as subtle things like missing out on opportunities given to other employees.
Jake Gittes Needed A Background Investigator
But how do you address religious diversity in the midst of the current political craziness? No matter what side of the travel ban issue you are on, today’s political tumult is potentially divisive, threatening, and bullying. The emotions of this situation are likely seeping into the workplace in unexpected and unintended ways.
Mental Health Conditions in the Workplace
When companies make a bad hiring decision, the challenges they face, such as wasted money, negative morale, and even safety concerns, can grow exponentially and, like Jake, companies may find themselves constantly tilting at windmills to find a remedy.
Independent Contractors: Not a good business model
Many mental health conditions are protected under the American’s with Disabilities Act (ADA). Employers cannot discriminate against or harass employees or applicants with these disabilities. Reasonable accommodations for these disabilities may be required by law.
Employers: New I-9 form effective January 22, 2017
Just because someone agrees verbally or in writing that they are an independent contractor, doesn’t necessarily make it so. You can call a venus fly trap a flower, but it’s still going to kill something.
Let’s Make A Deal: Why Investigative Due Diligence Is Key to Making the Right Decision
Beginning Sunday, January 22, employers must begin using the new I-9 'smart' form. An increase in enforcement audits is expected, so compliance is important. Employers should review their policies and procedures to assure they are up-to-date
Unlike Hollywood Fantasy, Real Life Holiday Parties Do Not Always Have a Happy Ending
Companies that are contemplating a merger or acquisition – as either a buyer or seller – should be conducting investigative due diligence in anticipation of the deal. Business decision makers need to evaluate a possible transaction from all angles to make an informed decision.
Navigating the Holidays: How to Handle Religion in a Diverse Workplace
Office parties – if not conceived and managed properly – can concoct a veritable punch bowl of liability. From drunk driving, to unwanted sexual advances, to illegal conduct, the road to litigation is often paved with an employer’s good intentions.
Sexual Harassment Investigations—Why Companies Should Hire an Independent Third Party
It can be a sticky situation as companies struggle to decide if, for example, a menorah should be lit, a Christmas tree put up, or a Kwanzaa candelabra displayed. Instituting clear, unbiased policies and enforcing them consistently will assist your human resources staff in not losing their minds during the holidays.
Megyn Kelly supports "a safe off-ramp" for reporting harassment complaints
It all comes down to culture. What kind of culture do you want at your company? If you want to be completely transparent and promote an ethical culture that provides a great working environment for employees, it may be best to consider hiring an outside resource to manage your internal complaints.
Sorry, Scrooge, “Bah, Humbug” Will Not Deter the Department of Labor
In our experience, employees are more inclined to open up to independent, third-party consultants than to internal personnel whom they perceive cannot be objective. Outsourcing the complaint collection and investigation process could also be a win for employers. From a cultural standpoint, it shows employees that the employer does not value loyalty to a company leader over the rights and well-being of its employees.
As the holidays approach employers are faced with many decisions, but one they may not have considered involves compliance with new employment regulations that could put a financial damper on the upcoming festivities.