If they’re doing their jobs, HR and managers must periodically have “the talk” with problem employees. How this meeting is conducted can mean the difference between turning around a marginal employee and opening the organization to costly litigation.
Proper handling can leave room for a good worker to return to top form, but it’s important to proceed carefully, deliberately, and without favoritism.
Suppose one person on your team constantly speaks out in staff meetings, offers unrequested opinions and suggestions, comments on other people’s statements, and generally interposes himself between you and everyone else on your team.
Conducting job interviews is one of the most legally dangerous tasks performed by managers. That’s why every question should relate to this central theme: “How are you qualified to perform the job you are applying for?”
There are two risks an employee takes if he tries to stop robbers in the act.
The U.S. Department of Labor has filed a lawsuit against a Georgia foam manufacturer and three of its managers for suspending and terminating employees who reported workplace hazards in violation of the Occupational Safety and Health Act.
It can be as small as office supplies or as big as an embezzlement scheme, but your employees are likely stealing something from your company.
While you’re wondering whether they should or should not, the fact is, they do. If you want to be more formal about it, here’s a 15-point assessment you can hand out to them.
Employees are expected to have relatively thick skins when it comes to how their bosses treat them. They aren’t supposed to overreact and quit at the drop of a hat.
Sexual harassment costs workplaces hundreds of millions of dollars annually in lost productivity and legal liability. Beyond the dollar figures, companies struggle with the bad PR that comes with it, and individuals must endure the shame.