• The HR Specialist - Print Newsletter
  • HR Specialist: Employment Law
  • The HR Weekly

Employee Relations

Must employers use progressive discipline?

03/10/2010

Q. Under our progressive discipline policy, employees receive an oral warning, a written warning, suspension and finally termination. If an employee’s conduct is severe enough to warrant termination upon the first offense, can we fire the employee right away, or must we follow this progressive discipline policy?

‘Unwonk’ your company mission statement; give employees a quantifiable goal

03/09/2010

Do your employees truly understand your organization’s mission? Heck, do you even understand it? Sometimes, putting a one-sentence mission on paper for all to see can help focus and motivate a workforce. And while mission statements can be valuable, they must articulate real targets. Otherwise, they sound too much like a corporate Hallmark card.

Trim the fat from your business writing

03/09/2010

In business writing, you don’t receive extra credit for slathering your sentences with fancy phrases, the way you did in college. Do that in a memo or e-mail, and you can expect eyes to glaze over. Here are five “less is more” tips for writing more effectively at work.

Chicago secretary accused of bilking boss out of $900,000

03/09/2010

A legal secretary for a Chicago law firm has been charged with paying herself almost $900,000, using checks drawn against her boss’s money market account. She allegedly made the checks payable to her and then signed them using the attorney’s signature stamp.

Fire away if defiance follows discipline

03/05/2010

Some employees don’t respond well to corrective discipline. They may become angry and combative. You don’t have to put up with that sort of behavior. In fact, you can use that reaction as a valid termination reason.

Follow 4 keys to legally manage employee absenteeism

03/04/2010

The costs of employee absenteeism—reflected in lost production, overtime and temporary replacements for the absent worker—can add up quickly. What’s the best way to combat the problem? With a clear policy, careful documentation, consistent application of the policy and progressive discipline.

Managing today’s workforce: Teenagers and sexual harassment

03/04/2010

Federal and state laws that protect employees in general also protect young people in the workplace. But because of their youth and inexperience, teenage employees may be more vulnerable to harassment than other workers. The EEOC has launched the “Youth at Work” initiative in response to several high-profile teen sexual harassment cases.

Fine-tune your perks with the help of a BUG

03/03/2010

Balancing your annual benefits budget and setting benefits priorities are some of your most important tasks. Why go it alone? More employers are getting their employees involved in the process of deciding which benefits to keep and which to ditch. Your best bet for engaging employees: Convene a team of workers to serve as a benefits users group, or BUG.

Cinderella! March Madness! The Big Dance! Bracketology!

03/02/2010

Once again it’s time for "March Madness." If your workplace is like many, talk of NCAA tournament picks and the Final Four will be everywhere, as well as bets on the games. While office pools are a lot of fun, they also can present some risk for employers. Consider having a written policy regarding workplace gambling to prevent things from getting out of control.

Poor performer getting ax? Don’t rush process

03/01/2010

You’ve documented the poor performance. You’ve been careful to keep things professional, even as you’ve concluded you’ll probably have to fire the employee. Then he files a discrimination complaint. Avoid the temptation to speed up the usual disciplinary process.