Getting past the threat of sexual harassment in the workplace

January 17, 2016 - by: Tammy Binford 1 COMMENTS

As employers strive to create diverse workforces, they need to think beyond just attracting employees from varied backgrounds. It’s just as important to think about how to retain a diverse group. Taking steps to prevent sexual harassment is one way to make sure talented and productive employees don’t flee work environments they find uncomfortable, even unlawful.Business Man Subtly Sexual Harrasing The Business Woman

Recognizing sexual harassment is the first step. Gone are the days when a typical case involved a male boss chasing a female secretary around the office, or workers in a male-dominated workplace posting a calendar displaying risqué pictures in the breakroom. The Equal Employment Opportunity Commission, tasked with enforcing antiharassment law, and courts now recognize many more situations that fit the definition of sexual harassment. So employers need to take concrete steps to reduce their risk regarding subtle as well as blatant harassment.

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Team up with your employees for the new year

by Robert P. Tinnin, Jr.

What do you do when employee morale is at an all-time low? As we all know, it is hard to produce positive outcomes with a workforce that has a negative attitude. I am a firm believer that there is a direct correlation between the level of employee involvement in identifying and addressing workplace issues and the degree of success achieved by efforts to fix those issues.Personal development

It seems elementary that if your employees know the limitations on resources available to address workplace issues, they will be the key to developing the most effective ways of prioritizing and addressing issues within identified parameters. Once employees buy into the concept that they are expected to own the issue and are involved in addressing it, morale is bound to improve. Even if there are not sufficient economic resources to fully address and remedy all issues, employees will know that their employer cares about them and is looking to them for solutions. Here are suggestions to help turn employees’ outlook and involvement to a more positive tone this year.

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When a good employee makes a bad mistake

by Mark I. Schickman

Brian Williams was NBC’s news superstar, appearing on programs ranging from 30 Rock, Saturday Night Live, and The Tonight Show. He was a beloved regular on the talk show circuit. Since 2004, he was heir to a line of NBC news chiefs flowing from Chet Huntley and David Brinkley through John Chancellor to Tom Brokaw.  Fixing Mistakes

But, next to good looks and a good voice, perhaps an anchor’s most essential job qualification is credibility–being the most trusted news source in America. If people don’t believe you, they’re not going to look to you for the news. So Williams’ world collapsed in early February when questions surfaced about an embellished version of a war story in which he claimed to be riding in a helicopter that was “hit by ground fire.” He made similar comments about surviving “a close call in the skies over Iraq,” “com[ing] under fire,” and “look[ing] down the tube of an RPG [rocket-propelled grenade launcher].”

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Employer’s workplace violence memo violated employee rights

Employees who posed for photo as KKK members lose race bias case

by Emily Bensinger Edmunds

It should go without saying that dressing up as a Ku Klux Klan (KKK) member in modified work clothing at work is unacceptable conduct in the eyes of any employer. As this case from the U.S. District Court for the Eastern District of Pennsylvania shows, three employees who were fired after being photographed dressed in KKK garb couldn’t prevail on a theory of reverse race discriminationProtest against racism

Background

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Hiring people with disabilities: ideas on meeting challenges, enjoying benefits

December 20, 2015 - by: Tammy Binford 1 COMMENTS

Searching for employment often feels like one of life’s most difficult challenges. The job seeker has to find a suitable position, go through the application process, hope to advance to the interview stage, and then find a way to stand out in what may be a crowd of applicants vying for the same job.   Impairments

Employers looking for the right hire face equally daunting challenges. Matching a position to someone with the right skills, experience, and attitude is no easy task, but successful employers develop methods to help them find the right talent. When reaching out to applicants with some type of disability, though, they may need to alter their process.

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Keeping the news out of the workplace

by Mark I. Schickman

Racial tensions in America have been dominating the news for several months. Not surprisingly, a new CBS/New York Times poll finds that over 60% of Americans believe that race relations in America are bad and getting worse—the highest percentage in 25 years.  Headline News

Some responses to these statistics will argue that arrests and detentions occur where crime exists and that there is simply more crime committed in communities of color. Others will argue that law enforcement officers have the most dangerous jobs around and should never be subject to “second-guessing.”

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Managing performance: 3 radical ideas

by Michael P. Maslanka

There are old and accepted ways of doing things, and there are new and bold ways. It’s your choice.  Employee motivation concept image with business icons and copyspace.

Are you thinking of changing your performance evaluation system? Are you tired of the meaningless nuance between a 3.5 and a 4.0 rating? Then pick up a copy of the April issue of Harvard Business Review, which is dedicated to reinventing performance measurement and incentivizing employees. One article explains the new performance evaluation system at Deloitte. Limited to four questions, it is simplicity itself.

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Passing on disabled candidates for safety reasons is risky business

by Erica E. Flores

Election season can bring out the best and worst in our nation. The important issues that should be the focus sometimes take a backseat to headline-grabbing one-liners. But true leaders emerge at some point in nearly every campaign. It remains to be seen which of this cycle’s large group of presidential contenders will have such a moment, but we can learn a lot from leaders of the past as we wait for it.  Caution Fork-lift trucks operating sign

On March 4, 1933, Franklin D. Roosevelt was inaugurated as the 32nd president of the United States. After taking the oath of office, he delivered his inaugural address. Speaking to a nation in the grip of the Great Depression, he famously told the American people that the only thing they had to fear was fear itself—”nameless, unreasoning, unjustified terror which paralyzes needed efforts to convert retreat into advance.” Eighty-two years later, Roosevelt’s words still ring true in many contexts, including the modern workplace.

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Policies designed to protect employees may do more harm than good

by Jeremy M. Brenner

The law prohibits discrimination against employees and applicants based on a number of protected statuses. Employers often implement policies that are intended to benefit workers but actually cause illegal systemic discrimination. Unfortunately, no matter how genuine an employer’s good intentions are, they typically do not excuse it from discriminatory conduct. Read on to learn some of the pitfalls employers face when implementing seemingly neutral — or even beneficial — workplace policies.   Folder with the label Policies

Facts

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