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Employee Relations

Survey: Stress is top workforce health risk

11/26/2013
Stress is the No. 1 workforce health issue, ranking above physical inactivity and obesity, according to a Towers Watson Staying@Work Survey. But only 15% of employers identify improving employees’ emotional and mental health as a top priority of their health and productivity programs.

Who’s the (best) boss? A man or a woman?

11/20/2013
If Americans were taking a new job and had their choice of a boss, they would prefer a male boss over a female boss by 35% to 23%, although 40% would have no preference, according to a new Gallup poll.

‘I’m pregnant’ + poor review = likely employee lawsuit

11/19/2013
When a formerly high-rated em­­ployee suddenly finds herself on the receiving end of a poor evaluation, she’s likely to look for a reason—such as her recent announcement that she is expecting a baby.

You should ban all racial slurs at work, but hold supervisors to a higher standard

11/19/2013
When it comes to the use of racial or other patently offensive slurs, it makes a difference who does the talking and how often. Courts don’t tolerate slurs when a supervisor is responsible, but cut employers more slack when it’s a co-worker speaking.

Want to retain employee threatening to quit? Think twice before over-promising

11/19/2013
Here’s a warning that may save you time and trouble: If you want to keep an employee who has another job offer, be careful what you promise.

When settlement requires confidentiality, tell everyone to keep lips sealed

11/12/2013
Settling a case early on can have advantages. One of these is that you can include a confidentiality clause that bars a former employee from talking about the case. Now a Cali­­fornia court has said that such clauses are valid, meaning you can sue a former employee who breaks a confidentiality agreement.

It’s business as usual, even after sex change

11/06/2013
Here’s a tip for handling em­­ployees undergoing sex changes: Make sure the employee isn’t har­­assed and that it’s business as usual in the workplace. Treat the employee as you always have and don’t fear legitimate discipline or an evaluation based on performance.

Beware subtle age-bias peril: Don’t assume older employees are ready to retire

11/05/2013
Employees in this day and age often want or need to keep working despite advancing age. If you force out those workers, you’re asking for trouble.

Be sure to document any deviation from evaluation rules

11/01/2013

Following your own rules for discipline, promotion and evaluation is the best defense against a discrimination lawsuit. But that doesn’t mean you can’t make exceptions to your rules when the situation calls for it. Just make sure that you document why you made the exception at the time you did.

Coaching costs less than hiring new employees

10/30/2013

Smart business people know it’s more profitable to keep existing customers than constantly having to find new ones. The same principle applies to employees.