02/06/2012
Q. We’re a dermatology practice and one of our new employees is excessive with tanning. She has a dark tan and sometimes is sunburned. We promote the opposite of what she does. She also wears tight low-cut tops. Are we allowed to say something in both regards?
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02/03/2012
Giving employees at least three weeks to review benefit information and providing that information in at least three different formats is the key to benefits training that sticks, says new research from benefits provider Unum.
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01/31/2012
Employees who work for technology/wireless communications firm BTS enjoy a unique vacation benefit: They can use a company-owned condominium in Florida—and $250 in spending money. That’s just one of the generous benefits that CEO Sean Lane says are important for attracting employees long on ideas and energy.
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01/27/2012
Managers can bring the most intelligent, creative people to their departments, but if the employees aren’t able to work as a team, the department’s productivity will suffer. If your team isn’t firing on all cylinders, it’s important to identify the reasons why … and what you can do to overcome the dysfunction.
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01/26/2012
Tax services firm Ryan & Co. measures employees’ work performance by results achieved, not hours worked. The result: an ultra-flexible workplace that allows employees to choose their hours, where they work and how much time to devote to work each day.
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01/25/2012
Google, the king of search engines, recently set out on a search of its own—to identify the qualities that make the highest quality managers at Google Inc., and then to replicate those qualities across the entire company. The end result: a simple, yet elegant, list of eight management practices that the best Google managers consistently do.
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01/24/2012
Sexual harassment allegations often come down to he said/she said arguments. Without hearing from both sides, there’s no way to determine what happened. If one of the employees involved in the allegations won’t talk, you can discipline him for refusing to cooperate and the courts will back you up.
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01/23/2012
Google, the king of search engines, recently set out on a search of its own—to identify the qualities that make the highest quality managers at Google Inc., and then to replicate those qualities across the entire company. The end result: a simple, yet elegant, list of eight management practices that the best Google managers consistently do.
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01/23/2012
Health insurance and flextime aren’t the only perks employees consider benefits. Most of the companies that won “Best and Brightest” awards from the National Association for Business Resources earned accolades from their employees for these offerings:
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01/16/2012
Every once in a while, you’ll run across an employee who is hypersensitive to any criticism. She may even attribute it to bias against a protected status, and may file an EEOC complaint. Rest assured that if you investigated and took her complaint seriously, the EEOC complaint will likely be dismissed.
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01/10/2012
Have you seen a lot more empty seats around the workplace these days? When asked to share the most unusual excuses their employees have given for missing work, employers offered the following real-life examples ...
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01/09/2012
Courts don’t want to second-guess employers unless they feel they have no alternative. When an employee charges discrimination based on different treatment because he belongs to a protected class, the court first looks at the employer’s rules and tries to see if they have been enforced consistently.
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01/09/2012
Ignoring a discrimination complaint can set in motion an unstoppable litigation train wreck. That’s especially true if you fail to investigate a boss who ends up retaliating against the complaining employee.
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01/09/2012
It may sound silly, but there’s a very practical reason to be careful when questioning employees during an investigation: Some especially sensitive people may feel they are being held involuntarily—and sue for false imprisonment.
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01/09/2012
If you want a termination decision to stand up in court, make sure you carefully document all discipline that occurred before the firing—and do so at the time the discipline occurs. Otherwise, chances are a court or jury may assume the earlier incidents didn’t happen.
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