Discipline / Investigations

‘He said, she said’: Train staff in workplace conflict resolution

02/01/2007

What’s a manager to do when faced with conflicting accounts of an argument between employees? An important part of that answer is to resolve the conflict quickly, before it spreads like a cancer through your organization …

Arbitrating Employee Disputes

01/03/2007

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What to do when complainer is actually the harasser?

01/01/2007

Just because an employee urges you to investigate alleged discrimination, don’t assume you have to treat that person with kid gloves. If it turns out that the complainer was actually the one causing the problems, you can—and should—take action …

Employee’s comment can serve as harassment ‘Notice’

01/01/2007

It doesn’t take much for employers to become liable for sexual harassment once someone in authority knows (or should have known) about the probability that harassment will occur. Actual knowledge that harassment has occurred isn’t necessary. In fact, liability can be triggered by something as minor as an employee’s comment that she is “uncomfortable” around a co-worker …

Sample Policy: Absenteeism/tardiness

01/01/2007

Sample Policy: Peformance Reviews

01/01/2007

Sample Policy: Progressive Discipline

01/01/2007

Remind bosses: Don’t tolerate rude acts for fear of lawsuits

01/01/2007

When employees behave rudely or in an insubordinate fashion, supervisors shouldn’t back off discipline because they fear a legal complaint. Your organization can, and should, enforce civility standards …

One-Time pay penalty can’t be challenged years later

01/01/2007

A temporary suspension without pay is a one-time event, and employees can’t use it as the basis of a lawsuit years later. Those who allege such a pay loss must file a complaint promptly; they can’t argue that later consequences open the door to a lawsuit again …

NYC chef accused of sexually harassing waitress

01/01/2007

Employers should never look the other way if they know about a supervisor’s harassing behavior. Investigate every complaint and promptly discipline harassers …

Discipline / Investigations

‘He said, she said’: Train staff in workplace conflict resolution

Arbitrating Employee Disputes

What to do when complainer is actually the harasser?

Employee’s comment can serve as harassment ‘Notice’

Sample Policy: Absenteeism/tardiness

Sample Policy: Peformance Reviews

Sample Policy: Progressive Discipline

Remind bosses: Don’t tolerate rude acts for fear of lawsuits

One-Time pay penalty can’t be challenged years later

NYC chef accused of sexually harassing waitress

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