training

July 1, 2007

Categories

Civility

Violence Prevention

Aside from the legal consequences and financial impact, employers have a moral obligation to protect their employees. Treating people fairly, with dignity and respect is the core of violence prevention. A workplace violence policy is essential. Studies have yet to determine why employees act violently or what preventative measures will minimize risk. The most successful programs focus on improving employees’ personal growth and quality of life. It’s an holistic approach, designed to encourage employees to disclose personal problems that may include: domestic abuse, mental health issues, and antisocial or bullying behavior of coworkers. Employers may choose to create a team […]

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 […]