Employee Relations

Designing a Progressive Discipline Policy

03/07/2016

White Paper published by The HR Specialist ______________________ The most reliable way to protect your organization from wrongful termination charges is to establish and enforce a system of progressive discipline. Having such a structure in place, and making it clear to all supervisors that they are expected to abide by it, is your best defense […]

4 steps to regain control of your bulletin board

02/29/2016

When was the last time you reviewed your break room bulletin board? If it’s a clutter of yard-sale announcements and sign-up sheets for the softball team, clean it up!

Provide formal training on handbook contents

02/25/2016

If all you do with your handbook is bestow it on new employees on their first day, you’re not taking full advantage of it.

10 FBI tricks for effective persuasion

02/24/2016

What can managers, executives and leaders learn from the FBI’s techniques?

Beware boss backlash after complaint–you’re probably looking at retaliation

02/22/2016

It usually happens like this: An employee comes to HR complaining that her boss said something inappropriate—maybe it was a sexually explicit joke, racial slur or offensive comment about someone’s religion. Then the supervisor gets angry at the employee for complaining and retaliates.

Writing the ‘written warning’

02/18/2016

A “written warning” is usually a key step in the process of progressive discipline. It’s purpose, of course, is to effect a change in behavior. But how do you write one?

Unequal discipline for same offense? Be prepared to explain exactly why

02/10/2016

When more than one employee is implicated in a rule violation, make sure all employees are disciplined equally. That’s especially true if they have the same supervisors and similar disciplinary histories.

Speak like a true leader

02/10/2016

If you want other people to take you seriously and follow your lead, you need to speak with power, confidence and authority.

Are we allowed to discipline an employee for spouting off about political topics?

02/08/2016

Q. With the upcoming presidential elections, political conversation among employees has become more frequent and intense. One employee in particular, whose political views are the opposite of most of the others in the office, has taken to vehemently promoting his favored candidate and that candidate’s views. Several employees have complained that this has made them uncomfortable. Can we take disciplinary action against the employee for promoting his political views? We are a private employer.

10 steps: Conducting an internal investigation