Many business leaders don't care why employees do anything as long as they follow the company's rules, processes, cultural norms and laws. But we've found that leaders can create and sustain stronger business results if they...
Read this article by Scott Keller and Kaleen Love - Harvard Business Review
Monday, March 5, 2012
Thursday, March 1, 2012
12 Leadership Traits You Need to Thrive in Tough Times
Good reminders you can never hear too many times from Entrepreneur.com.
Wednesday, February 29, 2012
EEOC Outlines New Four-Year Strategic Plan...What Does it Mean For You?
The Equal Employment Opportunity Commission (EEOC) approved a strategic plan on Wednesday that calls for the agency to fight employment discrimination through law enforcement; prevent discrimination through education and outreach; and improve delivery of services to the public. The four-year plan, which was approved in a 4-1 vote and will start being implemented in March, “establishes a framework for achieving the EEOC’s mission to stop and remedy unlawful employment discrimination, so that the nation might realize the commission's vision of justice and equality in the workplace,” the agency said in a statement.
The EEOC is no longer taking a passive approach with employers, instead they have become more aggressive in their enforcement efforts. This shift in approach shows no signs of letting up. A review of EEOC statistics shows that 2011 was a record year in the number of charges filed, with the agency receiving 97,947 individual private sector charges of discrimination. The plan acknowledges what many employers and employment attorneys have said for years – that during an economic downturn comes an uptick in the overall charges of discrimination as more people are terminated or laid off.
Bottom line.... it is clear that all employers need to be ready to deal with a more aggressive EEOC. Prevention is the first step to avoiding discrimination and retaliation claims. Here are some suggestions:
• Review, evaluate and educate employees on your equal employment policies.
• Provide in-depth training to supervisors on legal obligations, and how to prevent discrimination, harassment and retaliation.
• Review hiring practices. The EEOC is on the lookout for systemic discrimination. You may consider eliminating any screening prohibitions on unemployed applicants and screening criteria not specifically job-related.
• Consider surveying your employees to learn how successful your diversity initiatives are and where there is room for improvement.
• Update your policies and procedures regularly.
• Documentation is a key to defend against discrimination charges, so carefully document performance counseling.
• Promote open communication to encourage reports of discrimination and suggestions of how to improve the workplace.
• Take internal discrimination complaints seriously. Conduct detailed investigations and document, document, document.
Further information about the EEOC is available on its web site at http://www.eeoc.gov/.
The EEOC is no longer taking a passive approach with employers, instead they have become more aggressive in their enforcement efforts. This shift in approach shows no signs of letting up. A review of EEOC statistics shows that 2011 was a record year in the number of charges filed, with the agency receiving 97,947 individual private sector charges of discrimination. The plan acknowledges what many employers and employment attorneys have said for years – that during an economic downturn comes an uptick in the overall charges of discrimination as more people are terminated or laid off.
Bottom line.... it is clear that all employers need to be ready to deal with a more aggressive EEOC. Prevention is the first step to avoiding discrimination and retaliation claims. Here are some suggestions:
• Review, evaluate and educate employees on your equal employment policies.
• Provide in-depth training to supervisors on legal obligations, and how to prevent discrimination, harassment and retaliation.
• Review hiring practices. The EEOC is on the lookout for systemic discrimination. You may consider eliminating any screening prohibitions on unemployed applicants and screening criteria not specifically job-related.
• Consider surveying your employees to learn how successful your diversity initiatives are and where there is room for improvement.
• Update your policies and procedures regularly.
• Documentation is a key to defend against discrimination charges, so carefully document performance counseling.
• Promote open communication to encourage reports of discrimination and suggestions of how to improve the workplace.
• Take internal discrimination complaints seriously. Conduct detailed investigations and document, document, document.
Further information about the EEOC is available on its web site at http://www.eeoc.gov/.
People Determine the Outcome
PropertyCasualty360
Despite the Economy, Obesity, an Aging Workforce, and Other Challenges, Manufacturing Facilities Don’t Have to Be Hostage to Increasing Workers’ Comp Costs
Despite the Economy, Obesity, an Aging Workforce, and Other Challenges, Manufacturing Facilities Don’t Have to Be Hostage to Increasing Workers’ Comp Costs
Thursday, February 23, 2012
Thursday, February 9, 2012
VeriSign Hack Ominous for Corporate, Government Risk | PropertyCasualty360
If it can happen to these folks, it can happen to anyone. What are you doing to protect your company from being a victim?
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