Employees and their Blogs

Here's a common sense, straight-forward way to manage the issue of employees blogging at (or about) work.

Remember - this, like all areas of HR - is about advance prevention. You need policies and procedures in advance of a situation happening and NOT waiting for the situation to happen, and then making a policy!

Problems With Reporting to Two Bosses

When an employee reports to two bosses, it creates a number of problems - especially when creating performance appraisals.

I'm spending more and more time with businesses redefining their organization chart to avoid the perils of employees having multiple reports.

Violence in the Workplace - Warning Signs

Five percent of all US businesses had a violence problem in 2006. It could literally happen to you.

The concern is identifying the person who may have the potential of violence. All of your employees should be on alert - and management should encourage any employee who has a concern to report it promptly.

A prominent author worked next to Ted Bundy for years and never knew.

It could happen to you.

Was Tony Soprano A Good Boss?

Of course not!

Although I'm not intimately familiar with the inner workings of New Jersey mobs, it's safe to say that Tony didn't exactly exemplify the characteristics of great managers.

Here's the article (thanks to USA Today).

To Micromanage Or Not To Micromanage

As tempting as it is to be involved in every facet of your business, you'll never be successful doing so - and you'll burn out your employees in the process.

Find them, train them, develop them, and let them go.

Performance Review On Yourself

The number one complaint we hear from employees is they don't receive enough feedback from their boss.

Many bosses are too busy, or aren't aware that feedback - positive or negative - is what employees crave from them.

If you're the boss - make sure to provide frequent feedback.

If you have a boss - now is a good time to review yourself.

Unauthorized to Work? They're still protected!

Although federal law prohibits the employment of aliens unauthorized to work in the United States, California law still protects them.

Make sure every employee hired since 1986 has a valid I-9 on file. Now's the time to do a self-audit - the likelihood of being audit by the INS (now Bureau of Citizenship) is increasing daily.

(Thanks to our friends at Shaw Valenza LLP)

Wage & Hour Tips

Courtesy of Fredrikson & Byron, a really good article that talks not just about the problem with wage and hour issues (overtime, meal breaks, etc.) but offers excellent tips for managing these issues.

Recommended Reading

The Tallahasee Democrat poses a question - why is sexual harrasment is prevelent?
(Answer is - because there's still ignorant people out there, and businesses aren't doing enough to prevent it).

Gannett News Service interviews the former Chairman of Lee Hecht Harrison, who believes that there are lots of lousy bosses out there.
(He's right!)

The Risks of E-mails

E-mail is a positive and negative. What's surprising is how many businesses have not taken steps to adopt a policy regarding e-mails. (Hint: Business use ONLY!)

This article is a little too legal in style, but it does a good job of presenting the perils of e-mails in the workplace.

"Love Contracts" are a bad idea

Despite the growing popularity of so-called 'love contracts', they're a really bad practice.

While any manager would strongly prefer to eliminate workplace romance, the fact is that they've been going on for generations and will continue to do so.

You walk a fine line between imposing your will on an employee's private life and their performance at work.

In California, it's against the law to prohibit employees from dating, although it's acceptable to prevent supervisors from dating subordinates.

A good 'best practice' is to monitor your employees performance. If it drops off (for any reason - including a workplace romance) - then manage the performance, and not their personal life.

Are You A Bully (or just a demanding) Boss?

Nearly half of all workers feel their boss is a bully.

There's a fine line between being a demanding boss, and crossing that line as a bully. The best practice is to clearly lay out your expectations to each employee, and inspect what you expect.

One of the most important management practices is to constantly self-evaluate your performance as a manager (and those of your supervisors). A 180 degree survey is an excellent first step.

There Are Good Bosses Out There!

Some encouraging news out of this survey from CareerBuilder and Robert Half. Not all bosses are bad!

(Which one are you?)

Pregnant Employees - DO NOT Fire Them!

I continually get questions about pregnant employees, just like the question in this article.

This is a really good response - and a caution to any employer who'd like to terminate or discipline an employee just because she's pregnant.

Policies on Blogging

In the never-ending world of revising your Employee Handbook, here's the latest need for an additional policy - blogging at work.

Don't laugh - it's becoming a major issue, and you have the right to make sure that only business-related activities are conducted at work.

If you don't have a policy in writing, then how can you possibly discipline an employee? You cannot discipline an employee if there was no policy they violated!

The Carrot or the Stick?

I just bought this book on the basis of an article I read at CNN.com. It goes to one of the principles in my book: employees want and need to be rewarded, and the rewards to you for positive recognition are just about unlimited.

Do your managers regularly recognize good performance, or are they ignoring good performance with the expectation that 'that's what they're supposed to do'?

Positive recognition - and knowing how and what to praise for - is essential. Make sure it's happening.

What Are You Doing To Retain Your Employees?

Wow. 75% of all employees are looking to change jobs before the end of the year. The cost to interview, train, and manage an new employee is approximately 70% of that employee's salary (if they earn $50,000 per year, then it costs you - the employer - about $35,000 extra!

This is a good article on the basics of retaining employees. Remember - the single most important reason an employee stays with a company is if they're happy. That should be of paramount importance to you and your managers.

Sexual Harassment - It's Not What Your Preconception Is

The traditional notion of sexual harassment is man-woman. That's no longer the case!

Even if your company has all female (or all male) employees, the need for training is still critical (and in California, mandatory for businesses with 50 or more employees).

Update your training - or start your training - right away.

The Pitfalls of Layoffs

If you need to layoff employees, make sure the criteria you use is both consistent and business-related. There is a huge potential for accusations of discrimination when laying off employees.

Also, note the differences between a 'lay-off' and 'termination'.

A lay-off is done for business reasons and it means the elimination of a position(s) that will not be re-opened again (or at least for a very long time).

A termination is a specific action against a specific employee. The position will be filled again.

Don't Wait - Determine If They're Exempt Now!

The number one area for all California employers should be the proper classification of their employees. Too often, employers don't know the guidelines for determining if an employee is exempt or non-exempt from overtime provisions.

You've probably seen the headlines - Wells Fargo recently settled for $12.8 million...IBM ponied up $65 million, and many small businesses have written large checks as well - all because they misclassified their employees.

This article is a good attempt and trying to simplify a very complicated issue. Get your labor attorney or HR consultant to review all of your job descriptions to avoid writing that big check.