Problem Employees Are Your Problem Too: How to Manage and Document Difficult Employee Behavior
Walking a Fine Line
When the Boss/Friend Relationship with Co-Workers Puts Your Company At-Risk
HR cases are on the rise. Accompanied by costly legal fees, settlements, and irreparable damage to a company’s reputation, now more than ever, businesses are reevaluating their grievance processes.
Employee discipline processes vary from business to business – and in some cases, from manager to manager. While there may be state and federal regulations in place, as well as recommendations for mitigating the risk of legal woes, there are several do’s and don’ts that companies should consider commonplace.
Between the DOL and the DOJ, the changes coming out of Washington and state-level chairs are on the rise. With this, a host of new compliance ramifications are just some of the headaches businesses need to prepare for.
Mid to large-sized companies are caught in the crosshairs of legislation and legal, making it difficult to keep up. Internal HR processes, including manual entry spreadsheet records for HR case management, are being retired for their lack of efficacy. More businesses are configuring cloud-based HR technology to pick up the slack, and protect companies from costly legal fees.
Nine out of ten times, prospective clients call us after losing a case. HR grievances cost companies tens of thousands of dollars out of pocket each year. The loss of revenue and diminished reputation causes businesses to seek better ways to handle HR related issues.