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Employee Relations

Fewer than half have option to work remotely

01/28/2020
Before embracing remote work as an option in your organization, know what you’re getting into. You’ll need to manage three kinds of telecommuting risks: workplace safety, time tracking and compliance with local laws.

Retain all documentation related to discipline

01/28/2020
Require supervisors and managers to preserve all evidence involving recommended discipline. That includes things like video recordings.

Tailor your engagement strategy to each generation

01/23/2020
Employers are wisely shifting their priorities and resources to improving engagement. However, most organizations fail to take generational differences into account.

Document poor performance, reasons for discipline

01/17/2020
Always document how employees perform and how you handle discipline. If an employee isn’t doing her job to your expectations, create detailed notes describing exactly what she’s doing wrong.

Employer doesn’t have to prove poor performance

01/17/2020
When it comes to whether an em­­ployee is meeting employer expectations, courts almost never look closely at the specifics of that performance. If the employer honestly believes the worker isn’t doing her job, the court won’t second guess.

Document poor performance as it happens

01/14/2020
It’s essential for supervisors to document poor performance at the time it happens. Don’t wait until you’re ready to terminate a worker to start building a paper trail. You won’t get away with it in court.

Determining staff workload

01/10/2020
What’s a reasonable workload for a given position? Your employee should be able to maintain high-quality work, produce the necessary output, and be challenged but not overly stressed. Consider these factors.

Prevent bias lawsuits: Never simply rubber-stamp boss’s discipline recommendation

12/26/2019
Before approving a supervisor’s recommended disciplinary action, HR should conduct an independent investigation. It needn’t be extensive, but it’s essential to document that you checked into the facts of the case.

Review disciplinary records to uncover hidden supervisory discrimination

12/18/2019
Before discharging an employee for violating a rule, make sure that he or she really did commit an infraction. Be particularly alert for the possibility that a supervisor might have tried to manipulate the rules to get an employee to break one.

Mere threat of discipline is no reason to quit

11/30/2019
Employees who quit can still sue their employers just as if they had been fired for an unlawful reason—under very limited circumstances.