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Employee Relations

HR pros, bosses beware! Shoddy harassment investigation may create personal liability

06/28/2017
If you don’t do enough to end reported harassment, you may be found liable under New York state and New York City law for aiding and abetting that harassment. In fact, it’s just as if you were the harasser yourself—you could be subject to personal liability.

Progressive discipline is great, but retain the right to fire immediately if necessary

06/26/2017
If you have a progressive discipline system, give yourself some wiggle room. Make sure you retain the right to immediately terminate an employee when necessary.

Protected activity occurred long ago? Discipline now won’t cost a retaliation suit

06/26/2017
If an employee complains about discrimination or takes protected leave, beware taking any action that smacks of retaliation. Otherwise, you are risking a lawsuit.

Workers’ comp pending? Discipline with care

06/26/2017
Are you disputing an employee’s workers’ compensation claim? Be careful how you handle absences during the time the case is working its way through the system.

Not every suspension is retaliation

06/21/2017
HR professionals sometimes warn managers that suspending an employee without pay can backfire—even if it’s for what seem like legitimate reasons. The problem is the potential for a retaliation lawsuit if the employee has previously complained about discrimination.

Must-have talks with new hires

06/16/2017
Forget the idle chitchat, hours of paperwork and orientation video, and make new hires’ first day on the job count. Take time to do the following on Day 1.

Document performance to beat bias claims

06/13/2017
When a fired employee claims he was the victim of discrimination, be prepared to show that the real reason for termination was poor performance. That requires keeping detailed documentation of any work deficiencies.

Snapshot: Who is most responsible for giving workers what they need to succeed?

06/12/2017
HR, IT and top brass all have some effect on employee success, but none matter more than immediate bosses.

Invest in a timely, thorough investigation, or prepare to pay big damage award

06/12/2017
When employees complain about potential workplace discrimination and harassment, smart employers take it seriously. Nothing short of a thorough investigation will do. If you drop the ball and don’t take quick action, it could wind up costing your organization dearly.

Refereeing a gripe? Try this

06/12/2017
Part of a boss’s job is to listen to complaints about employees from their co-workers. For example, Jane tells you she often has to scramble near deadline because her co-worker Joe seems to drag his feet with the data she needs to complete her task. What should you do?