human resources

May 1, 2007

Categories

Compliance

Basic Training

Providing employees anti-discrimination or harassment prevention training makes sense. It not only protects the employer from liability and especially punitive damages; it clarifies behavioral expectations and establishes a respectful work environment. The U.S. Supreme Court’s ruling in Kolstad v. American Dental Association (1999) ruled that employers may avoid punitive damages for harassment and discrimination if they can show that a good-faith effort was made to prevent both. The Court defined good-faith efforts … “where employers are encouraged to adopt antidiscrimination policies and educate their personnel on Title VII’s prohibitions.” California and Connecticut have very specific mandates for harassment prevention training. […]

April 1, 2007

Categories

Compliance

Before You Terminate

Termination due to poor performance is potentially litigious. Even employers with established policies, effective performance appraisal systems, and apparent good cause for termination should follow proper procedures in making the decision and carrying out the discharge. Consider suspension first. Suspending the employee gives you time to look into the situation and consult with counsel or a third-party prior to making the decision to terminate. Thoroughly investigate the facts. Take time to review the details of the situation. Talk with the employee to establish his or her perspective. Obtain statements from witnesses. Review all related documentation. Outline the facts of the […]

March 1, 2007

Categories

Performance

Top Performers

Identifying and hiring great employees is a key challenge for many organizations. But even when companies are able to do this, they face a more important challenge – ensuring that strong employees reach their full potential. Top performers are the employees that will carry a company for- ward. Training and mentoring efforts – often used as remedial measures for sub- standard performers – must also focus on the best performers. Strong performers want to do their jobs well. They are motivated to achieve for personal as well as work-related reasons. Helping them to define job goals and providing them with […]

February 1, 2007

Categories

Performance

Poor Performers

Why won’t some employees just do their jobs? New managers in particular may struggle with this issue. Most employees need more than the opportunity to carry out their assigned job functions. But too often, managers assign and walk away, assuming the work will be carried out as they envisioned, but haven’t adequately communicated. Sometimes blame and punishment are used as methods of correction. In these contexts, employees are often inefficient – having to learn by trial and error. They are also often hesitant to innovate in their jobs lest they make punishable mistakes, and are ultimately de-motivated to perform at […]