Categories
Recent Posts
- Meaningful Harassment Training
- Put it in Writting
- Get A Receipt: How to stop employee misappropriation
- Focus on the Wins
- HALLOWEEN EDITION: CUES TO CALL A LAWYER
Archives
- December 2023
- October 2023
- May 2023
- February 2023
- October 2022
- August 2022
- May 2022
- April 2022
- March 2022
- January 2022
- June 2021
- May 2021
- December 2020
- September 2020
- July 2020
- May 2020
- March 2020
- February 2020
- December 2019
- October 2019
- September 2019
- June 2019
- April 2019
- March 2019
- January 2019
- December 2018
- September 2018
- June 2018
- May 2018
- February 2018
- January 2018
- December 2017
- September 2017
- July 2017
- May 2017
- April 2017
- January 2017
- October 2016
- September 2016
- July 2016
- June 2016
- May 2016
- March 2016
- February 2016
- December 2015
- November 2015
- October 2015
- August 2015
- June 2015
- May 2015
- March 2015
- January 2015
- December 2014
- November 2014
- September 2014
- August 2014
- July 2014
- May 2014
- April 2014
- March 2014
- February 2014
- January 2014
- November 2013
- September 2013
- August 2013
- July 2013
- June 2013
- May 2013
- April 2013
- February 2013
- January 2013
- October 2012
- August 2012
- July 2012
- May 2012
- April 2012
- January 2012
- December 2011
- November 2011
- October 2011
- September 2011
- May 2011
- March 2011
- January 2011
- December 2010
- November 2010
- October 2010
NEW YEAR: BACK TO BASICS
Posted on January 5, 2017 in Consulting
Uncertainty surrounds the wide ranging changes President-elect Trump has promised that are certain to impact employers. Time will tell which campaign pledges come to fruition that impact the workplace. Whatever those changes may be will not, however, have a dramatic affect on employment-related litigation. Instead, employer will avoid the courthouse when they focus on strong fundamentals no matter who sits in the Oval Office Here are some basics all employers should focus on in 2017.
Effective Communication
My first news letter in October 2010 (http://www.employment-matters.com/consulting/better-communication-in-the-workplace-2/) argued that effective communication avoids workplace issues from becoming employment claims. That will always be true. Effective communication is direct, honest, and conveys a clear message. Anything short of this leaves the employee questioning the bosses intentions and motivations.
I was reminded of this recently at a lunch with a lawyer-litigator friend who asked whether I thought an employer should tell someone the reason for termination in an exit interview. Many people (really smart people too) hold tight to the premise that at-will employment means an employer never owes a person a reason for losing their job. While that is true, an employee who does not hear the rationale for termination will draw their own conclusions and might lean toward conspiracy theories or illegal ulterior motives.
I highly recommend employers communicate effectively and provide a clear, concise explanation for termination. It may be harsh but there is no substitute for the truth.
Read your Policies
Hypocrisy emerges most often when HR folks fail to achieve their own understanding of the company’s policies. Managers must also know company policies. Unfortunately, too little attention is placed on studying policies. We assume that people will take the time to read the handbook and other pertinent policies.
Take some time this month to read those policies, and while doing so, look for and propose needed changes. Also, borrow a lesson from our colleagues who handle HS&E and learn from the example of “tail gate” meetings. Before work begins the crew talks about the task at hand, the environment, and the safety protocol.
Too bad the work day does not begin with “the policy of the day.” Perhaps it should.
Be Accessible
All good legal work starts with an attentive lawyer who listens to the facts with an open mind to help clients achieve the best possible results. Good HR begins with the same approach.
The ideal HR department will be available and approachable creating an environment that welcomes a person seeking to make a good faith complaint. Likewise, HR needs to create an environment that encourages management to seek their guidance. A few easy rules for HR personnel:
- Avoid the appearance of favoritism. For example, eat lunch with a diversity of people;
- Keep your door open;
- Speak in positive terms. Avoid such terms as: “You can’t do that.” Think: “How can I help”.
I wish you the best in the new year and hope to see you at my upcoming Lunch & Learn.