Unfortunately, toxicity is everywhere – toxic chemicals in our food, toxic pollutants in the air and water, toxic bacteria that can invade our bodies and make us sick – but one place where toxicity exists that we don’t always manage is in the workplace! Toxic employees can slowly but surely penetrate an office environment and the effects can spread, causing negative chain reactions on employees, which can even filter down to clients and customers if it’s not stopped in its tracks expeditiously.
Wrapping up 2018: How and Why you should Archive Historical Documentation and Data
We all know in America that Big Brother is watching, but did you know that Big Business might be too? Keeping an eye and ear on your employees is something that bosses and managers have done since the dawn of business, long before it was easy. In fact, new technologies are being born out of the fearful climate we live and conduct business in every day—whether it be due to concern over employee productivity (or lack thereof), to ensure data integrity, over the looming threat of litigation, or due to government investigations. But, despite big headlines over firings due to behaviors in the workplace being displayed everywhere all the time, many employees remain ignorant that this is taking place—right under their noses.
It is important to be aware of the recent rollbacks that were made to the U.S. Department of Education’s Office of Civil Rights’ (OCR) gender-equity law by the country’s current administration, or specifically guidance of Title IX expectations and standards. To refresh your memory, this amendment debuted in 1972 and prohibits sex discrimination in educational institutions that receive federal funding, and directs how colleges and universities respond to sexual misconduct claims.
What You Should Know About Retaliation in the Workplace
Problem Employees Are Your Problem Too: How to Manage and Document Difficult Employee Behavior
How to Minimize FMLA Lawsuits
As a corporate supervisor or manager or even a company owner, how you respond to employees’ requests for Family Medical and Leave Act (FMLA) leave is significant. You do not want to find yourself in the middle of an employment law violation by showing your displeasure or by infringing workplace leave policy. This was a key topic of discussion at the Society for Human Resource Management’s (SHRM) annual conference this past June.
Unique Challenges that Hospital and Healthcare HR Departments Face
HR professionals in hospitals and other healthcare organizations face precarious challenges that other industries don’t necessarily contend with. Due to stringent regulations, hospital and healthcare HR departments must be cognizant of compliance and consumer satisfaction even more so than in other industries. If job satisfaction is held high on HR’s priority list, then the other chief priority of providers—quality patient care—can take center stage.
Is Your Company At Risk? Follow These Steps When an EEOC Complaint is Filed
As an HR manager or company owner, you would probably agree that one of the last things you’d want to deal with would be a discrimination charge notice from the EEOC. In the wake of the last year where harassment claims and lawsuits have pervaded both corporate and popular culture, the potential of such charges crossing your own desk looms large. If you and your organization do find yourselves in this precarious position, the cautious steps you take to navigate through this EEOC complaint process may be your saving grace.
Workplace Dress Codes: What’s Allowed?
If you own a business or are a Human Resources manager, you know that establishing and enforcing a dress code is not the easiest feat. It becomes even harder during the “dog days” summer months, when we are used to seeing the masses clad in tank tops, shorts, and sandals. In the age of the casualization of dress in the workplace, there’s a fine line between allowing less formal clothing and making the office environment too breezy. Consider the following topics when you are creating or revising a dress code policy: