Every manager knows the importance of disciplinary documentation. But what happens if an employee refuses to sign his disciplinary memo? Your carefully prepared documentation still stands, regardless. The question is how to deal with the employee.
You would think that getting an employee to show up on time, every day, would be a simple matter. But these days, you really can’t simply say, “Be here or be fired.”
Every manager faces employees who exhibit below-standard performance. These aren’t terrible employees who should be shown the door, but they’re not achieving the quality or quantity of work they’re capable of. According to an OnPoint Consulting report, here are the five best ways to give below-standard workers a performance boost:
Q. Can we reduce the wage rates of male employees in order to avoid Equal Pay Act violations?
Q. When interviewing a candidate for a job, I became suspicious that the job-seeker was a tester. Her answers to my questions seemed as though she was fishing for a slip-up. Does the EEOC send out testers to see whether employers are conducting their hiring processes within the law? What about civil rights groups?
Every workplace seems to have that one employee who’s nothing but a perpetual fountain of gripes, and challenges management’s patience and its authority. Here are some suggestions for disciplining a chronic complainer.
It happens in every workplace: Two employees have a classic personality conflict and bicker constantly. What’s the best way to stop their petty squabbling?
How you reject applicants can mean the difference between applicants still having a positive impression of your organization, versus coming away with hurt feelings or even giving them incentive to take you to court on discrimination claims. A well-crafted rejection letter is the safest route.
Q. Despite being given two hours’ notice, an employee refused to work overtime at the end of his shift because he said he had plans to attend his son’s Little League game. Is this insubordination?
One of the easiest, most effective ways to put your finger on the pulse of your employees’ level of engagement is to survey them. Follow these tips on creating survey questions.