Productivity / Performance

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.

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.

Feel free to reprimand for substandard work

10/24/2013

Does fear of being sued keep you from reprimanding slipshod employees? If you can document their shortcomings, don’t worry.

Planning to fire expectant mom? Prove problems predated pregnancy

10/24/2013

Ordinarily, if an employer can show it decided to terminate an employee before she announced her pregnancy, a pregnancy discrimination lawsuit won’t succeed. But employers that try to make a better case for termination by whipping up a new performance appraisal that emphasizes poor performance can wind up handing the employee an easy lawsuit victory.

Keep chitchat from killing your productivity

09/25/2013

Office chitchat builds camaraderie and helps break up the day. But when workplace socializing starts to threaten your productivity, call a halt to it with these common-sense tips.

Beware retaliation after employee complains

09/10/2013

Watch out if a supervisor suddenly gives a poor performance review to a previously good employee who has recently complained about discrimination. Unless you can clearly show that the employee’s performance was deteriorating, you might be setting yourself up for an otherwise avoidable retaliation lawsuit.

Warn bosses about personal liability risk

08/07/2013

Remind supervisors that the integrity of the performance evaluation process depends on their honest assessment. Providing anything less may mean a court date and personal liability under North Carolina law.

Document stressful work conditions to defend against retaliation claim

08/05/2013

Some jobs are inherently more stressful than others and some positions require careful supervision. Employees with such jobs may feel anxious and under constant scrutiny. That can be an unexpected benefit should an employee claim some form of harassment based on sex, race, disability or other protected membership.

Spur on the brainstorm of the century

07/25/2013

You can help your organization’s brainstorming sessions soar to new creative heights simply by posting these “Rules of Engagement” for the group to follow.