A look back at the Holder Report: Organizations must implement an employee relations solution designed specifically to track and manage investigations, and consistent investigation processes and protocols are essential. Why Risk Waiting?
What would you do if Judge Kavanaugh, Dr. Ford, and Senator Feinstein were your employees? Set politics aside and learn why business leaders must take sexual harassment claims seriously.
How do you handle a dishonest employee during an investigation? Emphasize the importance of integrity, use consistent processes, and learn to navigate the process for an acceptable outcome when there are clues that an employee is not being truthful.
Creating a positive employee experience usually focuses on perks and benefits, but what happens when an investigation is needed? Create a culture where employees report incidents, knowing that issues will be addressed fairly and in a timely manner.
Female academic faculty face harassment at levels second only to the military. Employers need to take a hard look at how they address sexual harassment, how they enable female employees and students to report harassment, and how they train their staff.
How often have your managers presented a plan to fire a problem employee, when the employee’s performance records on file are stellar? Learn the best ways to capture and store performance information to avoid liability and treat employees fairly.
Expenses add up fast for employment litigation cases. Does your organization track time, legal fees, and other associated costs? It makes sense for employers to know these costs for planning purposes. Here are some things fo consider.
Reasonable accommodation can be a tricky issue for employee relations. Good legal counsel can provide perspecitve, but these practices that can also help simplify the process of accommodating employees under the Americans with Disabilities Act (ADA).
Workplace stress can hamper productivity and employee engagement. When employers set clear priorities and leaders provide the systems, processes and tools their employees need, the employees can focus on the right tasks and manage their work effectively.
A reduction in force (RIF) is painful for employees receiving the decision, and remaining employees face low morale and higher demands. Employers should think critically and creatively when considering alternatives to RIFs and layoffs.
You’re deep into the investigative process - interviewing witnesses, gathering evidence and capturing your findings. At what point do you loop the manager in and to what degree? Read on to find out how to involve managers in the investigation process.
Evidence shows a positive work environment fosters employee engagement and boosts productivity, thereby making a company more profitable. Here are metrics and methods HR professionals can use to contribute to a positive environment in the workplace.
Measuring, evaluating and coaching employees with the goal of improving performance is important, but HR professionals should also consider the developmental aspects of the process to enable better outcomes on an individual and organizational level.
While some humor can have a positive impact on the workplace, inappropriate humor has nothing but negative consequences. Understanding the difference between the right and wrong way to use humor is critical for avoiding employee relations challenges.
Metrics tell you where you’ve been and indicate how well you’ve done. Today, business leaders, including HR and ER, must consider the ROI and metrics that gauge the effectiveness of programs and services and use this data to pinpoint where problems arise.
Many employers find it tricky to navigate what is a reasonable accommodation and what isn't, especially with increasing requests for accommodations for health concerns that are not as clear. Learn how to deal with these non-traditional issues.
As a decades-old movement is revived, here's what HR and ER must do to create a proactive plan to handle #MeToo incidents and change workplace culture.
Employers with a firm grasp of the EEOC complaint process and a good system to track employee relations have a better chance of successfully navigating claims. Explore how to handle an EEOC complaint and what information may be requested by investigators.
Employers with a firm grasp of the EEOC complaint process and a good system for tracking employee relations have a better chance of successfully navigating a claim. Learn the early stages of the EEOC complaint process and the key items you need to know.
This post is brought to you by Wendy Silver, Founder and President of Beyond the Workplace, LLC- thanks for sharing your thoughts Wendy! I am always i ...
The ultimate goal of a workplace investigation is to find the truth to help an employer comply with the law and maintain a healthy, productive work environment for all employees. Here’s a quick guide to managing the logistics of an investigation.
While social media can be effective to hire talent, improve employee engagement and retention and raise productivity, it can also be a conduit for misconduct. Here are some considerations for handling social media misconduct as an ER or HR leader.
How a company is structured and managed affects employee direction and motivation. Similarly, a company's employee relations strategy needs to take into account the type of structure. Here are the challenges that come with flat and matrixed organizations.
During workplace investigations, noting body language is as important as listening to a person's words. These nuances can be indicators that more questioning should occur and can guide decisions made by HR leaders in the investigation process.
Workplace investigations always involve evidence. All physical, documentation and testimony evidence must be collected and managed in different ways. The evidence must also be protected and leveraged to support the investigation and guide the outcomes.
Managers and employees can be quick to call HR at the first sign of trouble. Here’s what HR professionals can do to minimize unnecessary outreach while still holding all parties involved accountable.
Unethical behavior can negatively impact a company and tarnish its reputation. When an ethics investigation arises due to misconduct, the HR leader must work with their boss towards the best possible outcome. Learn how to handle an unethical boss.
When HR receives a complaint, or something seems suspicious, one of the first steps is to determine if an investigation is needed. A proper investigation can benefit both the employer and employees. Here’s how to know when to conduct an investigation.
Three generations are now in the workplace together and the youngest has created quite a stir. Millennials have been painted as conflict-averse. True or not, proper coaching and encouragement can guide employees in communication and conflict resolution.
You’ve known for some time that a certain employee and his boss aren’t getting along. You have valuable advice for both parties but hoped they could w ...
Rapid growth can be both exciting and stressful for all departments in a company, including HR. Here are some strategies HR leaders can use to prepare for change and navigate their company through a time of expansion.
As businesses become more complex, many are shifting responsibilities in an effort to find the right balance between personalized service and cost sav ...
Effective employee relations efforts foster mutual respect and trust between employee and employer. Environments where employees have confidence in le ...
HR leaders and employee relations professionals find dealing with legal can be a wild card in the investigation process. This interview with Jamie Brabston, Sr Legal Consultant at Redstone Government Consulting provides insights for collaboration.
Investigating a hostile work environment requires sensitivity, attention to detail and strong people skills. Before carrying out an investigation, it’s also important to know what constitutes a hostile environment and which questions are best to ask.
When an employee calls to allege serious misconduct by a coworker, a workplace investigation will certainly follow. For most employee-related events, a workplace investigation would not be complete without interviews.
Company leaders set an organization’s standard for values, but it’s the responsibility of HR leaders to focus on how behavior and decisions impact the culture. Here’s how HR can hold C-level executives accountable.
It’s important to establish protocols and policies regarding fraternization in the workplace, especially between managers and subordinates. Here are a few things to take into consideration when establishing and implementing your ‘No Fraternizing’ policy.
Although illegal, retaliation can still occur at work. Consider these best practices for establishing protocols and monitoring signs of retaliation for a fair and productive workplace.
While investigations are challenging, having a good plan and a core set of questions for interviewing complainants can help investigators resolve matters as quickly as possible.
Bias in the workplace can be hard to track. Fortunately, an employee relations management system can help employers identify and prevent bias in the workplace to enable fair treatment for all employees.
In the wake of an uncertain political climate, make sure your organization is working to prevent religious and ethnic harassment and create an environment of universal respect.
Attorney-client privilege is an important legal privilege available to individuals and businesses alike. To protect this privilege and ensure confidentiality, here’s what HR leaders need to consider.
Employee burnout is a significant threat to workforce engagement. Avoid stress and frustration by considering these practices.
When conducting an interview of the accused in a workplace investigation it’s important to show respect and objectivity. Here’s how to keep the process fair while building trust within your organization.
It’s no surprise that establishing a culture of mutual respect is a good employee relations practice. Less obvious are the positive outcomes, such as higher employee engagement and productivity.
An effective whistleblower program not only mitigates risk, it also creates a fair work environment in which employees feel safe. Here’s what to consider when creating one.
In addition to reducing risk, there are other positive outcomes business leaders want from a strong investigation program. Here’s what your program should do to create a better work environment.
Quality employee performance documentation both protects a company from future litigation and benefits its employees by providing feedback for improvement. Many companies are moving away from the traditional annual employee review.
Investigations are one of the least-loved aspects of employee relations, yet my hypothesis is that if HR leaders took more time to properly plan and carry out investigations, it would dramatically improve results and performance.
Investigation protocols are a set of standard statements that publicly explain the process and expectations that guide the process. Once they’re put in place, they exert tremendous power in making sure that the outcome of your investigation will be valid.
High turnover rates can be indicative of a larger problem within the workplace. Failing to deal with these issues can be a major problem for organizat ...
HR Acuity was pleased to announce the arrival of the 2016 Employee Relations Benchmark Study: a 57-page compendium on Employee Relations processes and procedures.
HR professionals in the role of Investigator are under enormous pressure: by concerned employees asking for case updates and by management looking to quickly conclude the investigation and move on.
Employee Relations technology provider HR Acuity recently released the findings of its inaugural 2016 Benchmark Study.
When the decision is reached to conduct an investigation, several processes are activated.
Employees play a major role in the diversity and inclusivity of office environments.
Sometimes voluntary and at other times mandatory, arbitration clauses are often portrayed as legalese put in employment contracts to protect the employer. However, employers – not just employees – are wise to consider the implications of these clauses.
A thorough investigator has the responsibility to analyze the facts as uncovered, assess the credibility of the parties involved and come to some reasonable determination – even in a “he said, she said” situation.
At the start of a recent training class I led on investigation skills, I asked the participants to share what their biggest challenge was when conduct ...
Open a laptop and load your spreadsheet of choice. What you’ll see is a compilation of data that is probably 13 columns across and about 37 rows deep. ...
With a net worth estimated at $149 billion, the Walton family, heirs of the Walmart empire, topped the list as the richest family in the United States ...
The issue of transgender rights in the workplace has received a lot of attention in the media and the laws governing those rights continue to evolve.
The Fraud Triangle is a well-known concept that has its roots in criminology. Largely attributed to researcher Donald Cressey, he believed that people ...
Remember the childhood playground game, Red Light–Green Light? One person gets to be the traffic light and stand at the front with his/her back facing ...
HR Acuity® looks back at 10 employee relations milestones over the last 10 years. These important events may even give us clues to the employee relati ...
Bad headlines drive readership, and stories about people have the added advantage of tugging on our emotional heartstrings as well. In a recent articl ...
Big data is slowly permeating the workplace. Managers are tracking engagement, enterprise platforms are monitoring employee social media activity, wor ...
With the close of 2015, many of us are reflecting on the year that passed and, of course, the one that lies ahead. The employee relations landscape ch ...
From same-sex marriage benefits to protecting employee confidentiality in a workplace investigation, the employee relations landscape is in constant f ...
The green and black headline announces, “TATTOOS. Yes!” and is accompanied by a thumbs up graphic sporting a coffee cup tattoo on the wrist. Along wit ...
Aging Americans are working longer – a lot longer. By 2022, almost 32% of the population between 65 and 74 will be working – almost double the labor p ...
There may be no other industry that confronts quite the array of employee relations challenges seen in healthcare. Here are 5 employee relations challenges confronting healthcare now and will continue to try human resources for years to come.
The Role of Data-Driven Insights in Employee Relations
In a response to an inquiry by three U.S. Senators, the Office for Civil Rights (OCR) admitted that the average duration of a Title IX investigation ...
Can a casual comment at the water cooler land you in hot water with your employer? How about if you tell a group of co-workers a joke laced with foul ...
Accenture, a Fortune Global 500 company, recently informed its employees that next month it will cease both annual performance reviews and its interna ...
Hiking through the mountains with a tour guide from a well-known travel company, I learned that the company recently asked all of its guides not to sh ...
There is no doubt that the debate over medical marijuana has heightened public awareness and played a role in shifting sentiment, but the issues surrounding medical cannabis remain complex.
Are Title IX Coordinators the answer to the growing wave of litigation on American campuses? They are certainly part of the solution, but the responsibilities inherent in the job are vast.
According to a survey by Captivate, a digital media company, over half of employees spend time in the office on their Facebook, Twitter or other socia ...
For best practice employee relations and to ensure your company is protected, here are 50 employee issues your organization should be documenting:
DON’T rush. Create a plan for your investigation by identifying what issue(s) you are trying to resolve, what documents to review and who to intervie ...
The UPS case should be collaboratively discussed by every HR and management team in the country because employee relations is about people, not just the technicalities of HR policy.
Companies able to maintain a culture of diversity and inclusion attract the top talent.
HR Acuity®, a leading provider of employee relations and workplace investigation solutions, has launched its 6th Annual Employee Relations and Workplace Investigation Survey.
A defensible workplace investigation case file includes a comprehensive investigation report, interview notes and supporting documentation.
Some outwardly trivial employee behaviors may be more serious than you think, and with the appropriate workplace guidelines in place, companies can take legal recourse to combat them.
Engaged employees, or employees that are emotionally committed to their company and its success, are hugely impactful to the organization’s bottom line. Here are 5 reasons why employee engagement really does matter.
The recent Intuit 2020 Report: Twenty Trends that will Shape the Next Decade highlighted an incredible, emerging workplace trend.
It’s time for the company’s annual holiday party! There will be great food, time with colleagues and a fun evening for all. Managers say “cheers” to their employees for a job well done, and everyone will toast the year ahead.
As technology continues to pervade both our everyday lives and the workplace, it ushers in a whole new set of employee relations issues for companies as well.
Title IX underpinned a move to ensure women athletes would have equal access to sports facilities and scholarship funds as well as comparable coaching to their male peers. But there is far more to Title IX than athletics.
People often evaluate the success of a new company in terms of its growth rate. In fact, I recently read an article which focused on whether year-on-y ...
You might think that social media has no bearing on this particular section of HR, but you’d be wrong.
After back-to-back conferences in Las Vegas last week, let's rewind and relive some of my HR Tech moments.
When a problem employee files a complaint, the severity and complexity of the investigation automatically increases. Find out how to manage the situation.
In 2010 retaliation claims surpassed race discrimination as the most common type of charge filed with the US Equal Employment Opportunity Commission (EEOC).
There are a myriad of to-dos for Human Resources when a new hire comes on, but the most important step of onboarding a new employee is the post-hire interview.
The second in a series of articles aimed at control issues facing in mitigating employee-related risks: Learn about “whistleblowers”, what legal and workplace protections they have, and how the enhancement of those protections affect organizations.
Patterns of behavior can occur in individuals, in teams and in entire departments, and they can be really tough to identify if you don’t know what to look for. Learn how to recognize them.
To employees, HR could be the person they see only when something goes wrong. We‘re there when someone gets fired, during exit interviews, disputes and almost every talk behind closed doors. It’s easy to see why HR is often misunderstood.
In this series, I would like to define the risks, explain and identify the impact and provide actionable advice on how to take control within your organization.
You know that moment of truth on American Idol when the awful, tone-deaf singers find out just how bad they are? The “ignorance is bliss” policy may work on TV, but in business it causes damage. To avoid such situations, try these remedies, then call HR.
Employers plan to hire 8.6 percent more new college graduates this year according to a survey by the National Association of Colleges and Employers, a nonprofit group that tracks hiring. Read our Career Fair Manual so you can put your best foot forward.
Your corner office has arrived! Haven’t made it yet? Well, you’re just in time to wrap up our pro tip series with Part 4.
Every organization is aware it needs a solid employee relations strategy. Building that strategy involves creating an environment that delivers what people want. Here's how you can tie KPIs (Key Performance Indicators) to some key employee needs.
Ready for the third installment of our pro tips series? Check out List #1 and #2 here. Here you go, we’ve even got a few user submissions for you: Do ...
If you’re ready to advance in your career, and need to get the edge on the competition, then these tips are for you. Some of them may seem obvious, but you’d be surprised how many people violate these every day. You could be one of them!
Are you ready to move up in your career? We all are. As a leadership coach, former executive and current CEO of a software company, I’ve learned a thi ...
HR stories make the news every day, from disgruntled employees to legal precedence, but it’s easy to find the lessons hidden…if you’re looking. Learn from these crazy situations and use your knowledge wisely in your employee relations efforts.
It’s that time of year again. As 2012 begins to wind down, HR Acuity takes this time to reflect on issues surrounding employee relations and workplace ...
The exit interview can unlock potentially valuable information that may be used to promote an employee retention strategy. Read on to learn ways to make the most of the exit interview, from an HR pro who has been on the other side of the desk many times.
Documentation is the backbone of an internal investigation – it represents research, interviews, data compilation and more. Learn about some of the different types of documentation in workplace investigations that you’ll want to gather and maintain.
Conducting workplace investigations involves gathering a lot of firsthand information from employees who are involved or are witnesses to the subject of the investigation. Here's a list of five questions you’ll want to ask during investigatory interviews.
Maintaining a few foundational principles in workplace investigations can reduce the risk of litigation and compliment instead of erode employee relations. Let’s explore a few of those areas.
The art of the handwritten note is a sure way to show employees you appreciate and respect them. Deborah Sweeney's Forbes article about Doug Conant's practice of this art (he wrote 30,000 over ten years) highlights three reasons why they are so impactful.
50 Employee Relations Issues You Should Be Documenting - This list originally appeared on LinkedIN in 2010. the response was (and continues to be overwhelming. So here it is again:
The exit interview is an invaluable source of information to assess the overall quality of work life within your organization and identify opportunities to improve retention and employee engagement. Here are 10 more reasons to conduct exit interviews.