Arbitration 101: Why and How to Keep Your Company Out of Court
One of the cornerstones of effective HR is being able to handle workplace complaints properly, in a way which minimizes liability and -hopefully- resolves the issue with as little drama as possible. Whether the grievance comes from a single employee, a group, or from an employee union, it's vital to handle complaints with the right grievance procedures in a way which makes the situation better, rather than worse.
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