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One important way to judge your success as a manger is by the success of your employees. An effective manager isn’t just a boss who can extract the most productivity from his people, but the one who produces great future managers. How can you be sure that under your leadership managers will blossom?
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As a leader, how you act—and how people react to how you act—matters. For proof, look no further than the public reaction to AIG executives whining about restrictions on their bonuses. In boss land, how you behave and how things look is more important than almost anything else. It’s called the rule of optics.
When an employee announces she is pregnant, the only appropriate response is “Congratulations!” Then give her the information she needs so she can take any leave to which she is entitled. Negative comments can be used to prove pregnancy discrimination, but neutral ones cannot.
Here’s some good news for employers that take sexual harassment complaints seriously. In Sutherland v. Wal-Mart, the 7th Circuit emphasized that an employer’s prompt response to an employee’s complaint of sexual harassment may protect it from liability.
This year is shaping up to be a tough one for organizations worried about employment law issues. So far, the U.S. Supreme Court has decided three big employment law cases—and every time, ruled in favor of employees. The latest expanded employer retaliation liability under the FLSA. But that’s not this year’s only pressing wage-and-hour problem. Pay attention to these other issues:
3M Companies appears poised to settle a high-profile age discrimination suit. Earlier this year, the company filed a joint motion for preliminary approval of a class-action settlement involving approximately 7,000 workers. If the Ramsey County District Court agrees, the employees (and their attorneys) will split $12 million.