You went to dinner at your favorite restaurant and were dreaming all morning
about the leftovers that you brought to work. Or, you spent all day Sunday
cooking and preparing your lunches for the week. However, when you go to the
office refrigerator to enjoy your meal, you realize it is gone. There is a lunch
bandit on the loose!
This happens at every company, and at every company, the complaints come to HR
to handle with the expectation of us catching the thief somehow. Are we expected
to move HR investigations can be complex and are most certainly emotionally charged for
both those making the complaint and for the accused. If you or someone you know
has ever made an official complaint to HR, I will try to give you a general
overview of what is involved.
First, we evaluate the complaint. Depending on the seriousness of the
accusations, we will make the decision whether there needs to be a full-blown
investigation or not. Descriptive words like “hostile work environment,”
discriminatiI received the following question from a reader this week:
I was recently placed on a 60-day PIP (Performance Improvement Plan). If I am
not successful and am terminated, will I still be eligible for unemployment
Yes. Generally, when your employer decides that you are not performing up to
standards or that you do not have the required competencies for the role or that
you are not a culture fit and terminates you, you will be eligible for benefits.
I’d recommend documenting everythinIf I could choose one skillset that I have not mastered yet in my career so far,
it would be office politics. I dislike politics for so many reasons: the
manipulation, butt-kissing, stealing credit, publicly pointing out others’
inadequacies, favoritism, and so on can be hard to watch. Yet, I understand the
importance of this skill if one is ever to advance past a certain point in their
career. Office politics is everywhere, even in a company as small as two people.
Since I am not an expert, I A lawmaker in New York City has proposed legislation that would fine companies
who required employees to connect electronically after hours. No other city in
the United States has a law similar to this.
If a private organization has 10 or more employees, the Right to Disconnect Bill
would ban them from requiring employees to respond to texts, e-mails, and other
electronic communications outside of their scheduled work hours. The potential
fines would range from $250 to $2,500. If an employee chYou are working nights and weekends. You are regularly behind by at least 100
e-mails in your inbox. Your desk is a mess. Your day is spent running from one
meeting to the next and getting nothing accomplished. You feel like there is
never enough time to get all your tasks completed.
You may have a small or even large team that you manage. They seem to have a
reasonable work/life balance and don’t appear to be as frazzled as you are. They
may even ask you if you need help on a project or task. Over the years, I have been fortunate to report to a variety of functions
including the CEO, VP of HR, HR Director, and HR Managers.
When I apply to new jobs, I am always curious to know who the hiring manager is.
I take pause if the hiring manager works in finance. I would be concerned about
a couple of potential red flags in this situation.
The primary role of HR is to support the business by recruiting, retaining, and
developing the best employees. Well, this costs money. In order to attracJeffrey Pfeffer, author of Dying for a Paycheck, recently wrote an article
for BBC where he noted the following: “Harmful workplace practices include
things like long working hours, work-family conflict, economic insecurity
arising from job losses and not having regular or predictable work hours, an
absence of job control and, in the US, not having health insurance.”
Workplace stress leads tAt some point in your career, you’ve more than likely been asked to participate
in an employee survey. Organizations conduct these surveys for different
• To ask for feedback and get a “pulse” on employee satisfaction and engagement
• To instill an open-door policy where feedback and transparency is welcomed
• To make improvements within the company
I’ve worked at companies that conducted surveys annually, quarterly, or not at
all. The ones that did not conduct surveys chose this pathHR professionals are not lawyers - not even close. We can help keep you out of
legal trouble, but in some cases, it is a best practice to hire a licensed
attorney. You should already have a relationship with a local employment law
firm because many of these concerns are time-sensitive and you will need their
guidance immediately. Here are some examples:
• Upon receipt of a letter from an attorney representing a current or former
• If you receive an EEOC complaint
• Before terminating aPicture this. Your manager schedules an unexpected or last minute meeting with
you with a vague subject line. When you arrive in the conference room, your site
HR Representative is sitting alongside your manager. You immediately know
something isn’t right. Your heart starts to beat faster, your hands may begin to
shake, and/or you may begin to sweat.
And then it happens. Your manager delivers the blow: “We have some bad news. You
are being terminated/your position is being eliminated effective If your goal is to lower morale in a matter of seconds and you are in a
leadership position, all you have to do is announce reorganizations on a regular
basis. Now, I understand reorgs are necessary in ever-changing and growing
organizations. I’m talking about reorgs that seem to be just for the sake of
change and that are not understood by the employee population.
If the leaders of your organization are conducting major reorgs every three to
six months, employee satisfaction and engagement wil