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HR Management

How long should an agency investigation take?

10/12/2012

Q. A discrimination charge was filed against my company almost two years ago. We responded to the charge and provided the requested information. We haven’t heard anything for more than 18 months. My boss is worried and wants the process over with. Should I try to find out what’s going on, or just leave it alone?

How should I handle a rude investigator?

10/12/2012

Q. I’m dealing with an enforcement agency investigator who is really rude. She accuses me of hiding information, threatens to subpoena information and says things like, “I know all about your company and how it treats minorities.” She’s been calling my managers at home and demanding that they answer questions. What do I do? Am I going to make things worse if I complain about her behavior?

Should we take up the EEOC on its offer to mediate a complaint?

10/12/2012
Q. The EEOC wants us to participate in mediation. Should we? If we don’t, will it make the investigator think we’re trying to hide something?

What’s going on? It seems like we’re being investigated twice for bias

10/12/2012
Q. We received a charge from the EEOC and we’re dealing with it. Now we’ve received correspondence from the state equal opportunity agency, too. What’s up? Are we going to be investigated twice?

What to do when enforcement agencies come knocking

10/12/2012

The federal government, most states and some municipalities all have agencies charged with enforcing employment laws. Employers are most likely to have contact with agencies that enforce anti-discrimination laws. How you deal with those enforcement agencies when discrimination charges surface matters a lot.

Is your cube becoming a cage? 6 tips to put the ‘human’ back in HR

10/12/2012
Getting out on the shop floor or into the breakroom could counter employee attitudes that link HR only with bad news and being disconnected from employees. Here are six tips to help raise HR’s visibility.

Employers set few limits on off-duty smartphone usage

10/12/2012
Only 21% of employers set formal policies that limit employees’ use of cellphones and tablets during nonworking hours, and 26% have informal policies limiting their use, says a new SHRM survey.

What to do if you suspect intoxication at work

10/10/2012
When you smell alcohol on an employee, or receive reports that an employee smells of alcohol, you need to act fast to protect everyone’s safety. However, it’s also essential to handle the situation prudently. Follow these guidelines.

Ensure policy lets employees report harassment to someone other than boss

10/09/2012
Your sexual harassment policy may not be worth the paper it’s printed on if doesn’t spell out an alternative reporting option for em­­ployees who allege they were harassed by their supervisors. You must allow employees to bypass their bosses.

Workers using iPads? Tap into the best apps

10/08/2012
The iPad can be a great tool for your employees, especially if they move from place to place or are on the go all day. Here are the essential business apps for any employee, according to PC Magazine: