HR Hot Topic for March 2014
5 Ways of Avoiding Harassment
By: Ann Fisher, President – HR Alternative Consulting, Inc.
Most companies do not realize that their company policies need regular updating (or maybe need to be written). It’s easy to let policies slide, but you can’t afford to. Your policies are your only hope for consistent and compliant management that avoids lawsuits.
Management must set an example by refraining from:
Unlawful discrimination, harassment, and retaliation against members of any protected group
Other unacceptable conduct, even if not unlawful
Management must report to their HR professional all complaints by an employee of unlawful discrimination, harassment, or retaliation or other inappropriate conduct, even if the employee:
Asks for absolute confidentiality
Does not use legal buzz words
Requests that nothing be done
And even if you do not believe that the complaint has merit
Job Descriptions are not required by the Americans with Disabilities Act (ADA). Although … without them, it’s going to be very difficult to establish essential functions when you face discrimination charges from an applicant with a disability.
Well-written job descriptions can be a key component to ADA compliance. This is because the essential functions of the job come into play when determining reasonable accommodations for disabled individuals.
Social Media is Saving Businesses
By: Douglas Karr, CEO – DK New Media
Last year, I was invited to speak at a regional IT Security conference. I’m fairly certain it was the first and last time that I would be invited to such a conference. I arrived early for the conference to meet and greet some of the attendees, speakers and vendors that had arrived. As I sat through presentations, the theme throughout was pretty much unanimous… companies were losing a ton of productivity from their employees on social media. Each vendor had just the right solution to block Twitter, block Facebook, block YouTube, block, block, and block.
The general consensus of the audience was the same… social media was unproductive and losing companies billions of dollars.
Then it was my turn to speak. I gathered myself, stepped up to the podium, turned OFF my presentation and asked a question: “Could everyone with a smartphone please raise it up in the air?”
“Could everyone with the Facebook App on their smartphone keep it in the air?”
The majority of them did.
“Could everyone who has watched a YouTube video, at work, on their smartphone keep it in the air?”
About half of them did.
With that, I entered a rant on the blocking strategy of IT security. Information Technology is not supposed to be disabling, it’s supposed to be enabling. More than ever, employees need the resources to generate revenue saving ideas for businesses as companies cut back on personnel and increase workloads.
Interview with Mary Beth Oakes, Founder/CEO – Choreo Group
With nearly 20 years of experience in the change management consulting and office furniture industries, Mary Beth founded Choreo to help clients leverage the workplace as a strategic tool. With a focus on productivity and engagement, Mary Beth has developed transformational implementation strategies for clients such as Eli Lilly, Imclone, Rolls-Royce, Cummins, Roche Diagnostics and Wellpoint. In 2010, Mary Beth received a scholarship from Eli Lilly to attend the Tuck School of Business Executive Minority Business Program at Dartmouth University.
Mary Beth is the former VP of Marketing & Communication at Business Furniture, Indiana’s largest provider of office furniture. Mary Beth also serves on the Board of the National Association of Women Business Owners (NAWBO-Indianapolis), Indy Reads and the Indianapolis Zoo.
MBO: My name is Mary Beth Oakes and I am the CEO and Founder of Choreo and we choreograph change for businesses.
HR: And how large is your company?
MBO: We have seven employees and often times we subcontract for certain jobs that we’re doing that require a different type of employee or someone that we just don’t have on our staff at that time so we do also subcontract other employees.
HR: Full time employees?
HR: That leads to a great question… How do you find staff that is qualified to work in your business if you’re bringing them in as a part-time or independent contractor?
MBO: I usually start out, interestingly enough, by looking at resources like NAWBO so I know that if I look at our NAWBO Directory there are other companies that might provide the type of services I’m looking for and I usually find good folks in that way. So I usually try to start with an organization like NAWBO. The other way that I have found other good employees, sometimes I will talk to employment agencies, talk to folks who have an employment service agency. So often times its word-of-mouth. I’ll talk to a network of colleagues that I have, peers, I belong to the Women’s Presidents Organization so often times I’ll talk to those ladies and find out if they have any suggestions. Sometimes it’s just among a circle of friends. Sometimes I tap into Business Furniture which is my husband’s company. They’re kind of our sister company and they also have a good referral base of other places to look for subcontract employees.
HR: Excellent! When you’re looking for these contract employees do you provide job descriptions so other people know exactly what you’re looking for?
Are you taking supplements and still feeling “sick and tired”?
Give your body the “All Natural” nutrients it needs to:
Increase Energy – Build Immune System – Weight Management
Did you know that increased stress levels, pollution, UV radiation, lack of sleep, tobacco, etc. all contribute to higher numbers of free radicals that your body has to contend with?
Your body needs antioxidants to protect it from free radicals. Antioxidants render free radicals harmless, which helps prevent illness.
If you’re sick and tired from being sick and tired, what do you have to lose? www.monavie.com/rep/af
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