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Employee Relations

How to handle employee personality conflicts

05/01/2004
Issue: Employee disagreements are often laid at the feet of HR. Risk: Disputes can lower morale, cut productivity and even trigger violence. Action: Follow the following 5-step plan for …

Baseless claims won’t trigger anti-retaliation protection

05/01/2004
While it may be tempting, avoid firing employees in reaction to their in-house complaints or lawsuits, even if you think the charges are without merit. Reason: A jury will likely see …

Don’t dock employees for time worked

05/01/2004

Q. We give employees the choice of using two 10-minute breaks each day or combining them into one 20-minute lunch break. The employees are required to punch out and in for these breaks. Now, we have a policy that docks employees 15 minutes if they’re four or more minutes late returning from a break. Is this legal? —J.B., Texas

Cut turnover by revealing ‘Hidden facts’ in paychecks

05/01/2004

Issue: Employees too often see their base salary as their bottom-line compensation. Risk: Without a clear view of their total compensation package, employees become disillusioned and seek greener …

Bankruptcy won’t shield you from COBRA claim.

04/01/2004
Don’t think you can escape your COBRA health-insurance continuation responsibilities simply because your organization files for Chapter 11. Recent case: A company filed for bankruptcy one month after it laid off …

Listen up! Are you really hearing what they’re saying?

04/01/2004
Issue: Strong listening skills are vital when handling sensitive personnel issues. Benefit: You’ll enhance your reputation among employees and the top brass as a problem-solver. Action: Practice the techniques …

When does ‘religious expression’ cross the line?

04/01/2004
Issue: You must walk a fine line between allowing employees’ religious expression and preventing that expression from harming the business or creating unbalanced treatment of employees. Benefit: Federal law says …

Interview the hiring manager before the candidates

04/01/2004

Q. I constantly run into this problem: I pre-screen a candidate who seems like a perfect fit for the job description. But when I send the person to the hiring manager for an interview, I’m told to keep looking for someone better. This is frustrating to the managers, the applicants and me. Any suggestions on how I can improve my pre-screening? —P.B., New Jersey

What to do when an employee is too friendly

04/01/2004
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Employee ‘odor policy’ must pass the smell test

04/01/2004
Issue: Can you tell an employee to take a bath? Risk: You risk a discrimination claim because, unlike other grooming-policy issues, odor lies in the eye (or nose) of the …