Leading with emotional intelligence

by Jimmy Daniel

75% of careers are derailed for reasons related to emotional competencies, including inability to handle interpersonal problems; unsatisfactory team leadership during times of difficulty or conflict; or inability to adapt to change or elicit trust.

—The Center for Creative Leadership

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Apps, attitudes pushing employers to walk the walk on social responsibility

September 20, 2015 - by: Tammy Binford 0 COMMENTS

More and more employers tout diversity and inclusion efforts in their recruiting strategies, but just putting on a socially responsible face may not be enough to entice today’s high-potential jobseekers. Not only are prospective employees interested in working for employers that are good corporate citizens, they have a plethora of tools available to make sure an employer is truly walking the walk and not just talking the talk on its social justice efforts. Man with Note Pad and Give Concept

For example, websites and phone apps such as GoodGuide and B Corp let consumers and jobseekers alike check out products and organizations on social justice issues. In addition to apps and websites, jobseekers use social media to scrutinize potential employers. With the expanded networking capacity social media provides, jobseekers are empowered to investigate potential employers by interacting with people they know and trust.

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Religious accommodations: Be careful after same-sex marriage ruling

by Brent Siler

Unless you have been hiding under a rock the past few weeks, you know that the U.S. Supreme Court legalized gay marriage in all 50 states when it issued its Obergefell decision on June 26. Much of the discussion about the ruling has revolved around its effect on people with sincere religious objections to gay marriage and balancing their right to religious freedom and expression with the newly approved constitutional protection of gay marriage.  Dictionary definition of word ideology

The tension between same-sex marriage and the right to religious expression has inspired much debate and controversy. Although you may hope otherwise, you can expect this issue to find its way into private employment settings sooner or later when employees’ sincere religious beliefs come into conflict with different beliefs or workplace policies.

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Employers risk damages, civil money penalties for improper I-9 and E-Verify procedures

by Mary Pivec

Employers face a high cost if they are accused of engaging in discriminatory employment verification procedures. The Office of Special Counsel for Immigration-Related Discrimination (OSC) in the Civil Rights Division of the U.S. Department of Justice (DOJ) has made it a priority to pursue employers that allegedly misuse or abuse their access to the E-Verify program and unlawfully discriminate against applicants and employees in hiring and termination on the basis of their citizenship status or engage in document abuse.  Employment Verification Information

Employers suspected of a pattern or practice of discriminatory employment verification procedures could face months of costly investigation and be forced to pay civil money penalties, back wages, and punitive damages. What’s more, they could be barred from participating in the E-Verify program, lose the right to do business in some areas, and face debarment from federal contracting rights.

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Let’s talk about race: the death of Tony Robinson

by Saul Glazer

The recent police shooting of Tony Robinson put Madison in the national headlines. Thankfully, unlike last year’s events in Ferguson, Missouri, the protests following Robinson’s death have been peaceful. However, the incident has once again put a spotlight on how we view race relations. This article discusses race relations in general and the problems employers have with race issues in the workplace.Time for a conversation

Robinson shooting and reaction

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Interrupting gender bias: Fire away!

by Michael P. Maslanka

I am honored to be a Bedford mentor at the University of North Texas School of Law in Dallas. Mentors divide into numerous small groups with students, and each group reads a different book on a matter of public interest. Our book is Knowing Your Value: Women, Money, and Getting What You’re Worth by Mika Brzezinski. So I read with interest an article in the October 2014 issue of Harvard Business Review, “Hacking Tech’s Diversity Problem” by Joan C. Williams. As its title indicates, the article deals with issues at tech companies, but her advice is portable to all businesses. First, though, some statistics. Solution - break the rule

According to the article, tech companies have a “brogrammer” culture that is very male-focused. Williams notes that 37% of computer science degrees were awarded to women in 1985; by contrast, that number dropped to 18% in 2012. Women held 37% of all computing jobs in 1991; today, it’s down to 26%. And in the tech industry, 41% of women leave their jobs after 10 years, as opposed to 17% of men.

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Clarity amidst confusion: handling mental disability claims

by Allison B. Wannop

One of the most difficult issues employers deal with is how to accommodate an employee with a mental impairment under the Americans with Disabilities Act (ADA). Mental impairments can include depression, anxiety disorders, and psychiatric disorders that affect employees’ attendance and performance. Employers may have a difficult time distinguishing mental impairments from other common employee behaviors. For example, an employee may frequently miss work because he suffers from depression. Balancing the needs of the business and the needs of disabled employees while staying within the ADA’s often confusing framework can be challenging.  Disability Signs

Evolving legal standard

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Revisiting gender identity discrimination

by Lauren Moak Russell

We have addressed the issue of gender identity discrimination several times. As transgender individuals enter the mainstream of popular culture and employees become more comfortable disclosing their gender identity, employers can expect to see this issue arise with increasing frequency. The following is some guidance on how to stay out of trouble.  Transgender Bathroom

General employment advice

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Top 10 tips for dealing with substance abuse in the workplace

by Michelle Lee Flores

There is clear agreement that substance abusewhether it’s alcohol, prescription drugs, or illegal drugsadversely affects employers and their businesses. Some estimate the loss of productivity for U.S. employers has been as much as $200 billion annually! General concerns for safety at work, injuries on the job, theft, loss of employee morale, and costs related to absenteeism, recruiting, training, turnover, and healthcare utilization illustrate why substance abuse in the workplace is problematic. Below are some tips for dealing with substance abuse in the workplace.  WorkAlcoholic

10 important do’s and don’ts
1. Don’t be the ostrich. Many employers don’t want to deal with substance abuse in the workplace, so they ignore it, thinking it won’t happen to them or a policy isn’t needed. Don’t be that employer. Indeed, chronic abusers seek out employers that don’t have substance abuse policies for their workplace. Many employers also tend to ignore or enable the substance abusing employee in his behavior. If there are suspicions of abuse, rely on your workplace policy and your employee assistance program (EAP).

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The role of leadership in creating transgender-inclusive workplaces

August 12, 2014 - by: Diversity Insight 0 COMMENTS

by Dr. Jamison Green

Corporate leaders agree that diverse and inclusive workplaces are more productive, versatile, and adaptive in a changing marketplace. But often, when managers think of gender diversity, they think only about gender parity between men and women, or about opening traditionally male occupations to women, or vice versa. Creating a transgender-inclusive workplace is an opportunity to create even more awareness about gender, and to eliminate the prejudices and limitations we impose on people because of our assumptions about gender and sex stereotypes.  PositiveLeadership

Employers may not even be aware that they may already have transgender people in their workforce. Not all transgender people will go through an “on-the-job” transition, nor will they be “obvious” in their appearance. Some employees may have transgender family members or friends, and knowing that there are employers who actively do not discriminate against this segment of the population can be a source of relief and even pride.

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