Don’t be afraid of the “A” Word
Accountability is a much needed and often overlooked part of building civility in our companies, and communities. Asking three important questions can help move in the right direction.
Workplace Discrimination Claims on the Rise
Workplace discrimination is not new to the workplace. So why are claims on the rise in the workplace. There are three primary reasons that are new to the issue: Whenever there is a need to conduct layoffs, employees ask “Why me?” In the midst of the COVID-19 pandemic, mass [READ MORE ...]
Conducting Workplace Investigations with Remote Employees
Workplace investigations are always challenging, but remote workers create an interesting new challenge. But one that can be overcome.
It’s Time to Write Your Company Code of Civility!
Like anything else in life, if we do not put any focus or importance in how we treat each other, we cannot ever expect improvement.
Employee Relations Case Management as a “new normal” HR Tool
As business owners and HR professionals struggle to determine the new normal for their company and employees, we will collectively be leaning toward more automation like employee relations case management tools and online resources to get our day-to-day work done. Many, or even most, companies have implemented some form [READ MORE ...]
Employee Complaints: Employees Want To Be Heard. What’s Your Plan?
Race, age and sex discrimination • Wrongful termination • Retaliation • ADA accommodation violation • OSHA violations These are just a few of the employee complaints that are increasing due to actions employers have and are taking since the COVID-19 Pandemic began. Let’s face it, we had to act [READ MORE ...]
Solving the Loneliness Factor for Remote Workers
Ideas for helping your employees deal with loneliness due to COVID-19 forced remote working.
Balancing Empathy and Accountability for Remote Workers at Home
Written by Hannah Kirkland Maintaining a supportive environment while still encouraging employees to be productive is a tough balancing act. Requiring employees to work from home with family staying home as well, adds a new element to the balancing act. However, there are a handful of ways that you [READ MORE ...]
A Successful Work-from-Home Parenting Transition
A Note from the CEO: When the COVID-19 Pandemic came upon us, InvestiPro quickly responded by taking the same actions as most of the non-essential businesses in the U.S. We transitioned to a work-from-home scenario. And as many of you have found, it isn't quite as easy as it [READ MORE ...]
EEOC Suspends Issuance of Right-to-Sue Notices; Employers Need to Understand the Underlying Message.
There are two primary messages employers need to know regarding the EEOC suspension of case closed and right-to-sue notices.
What Your Employees Need From You Now
What employees need from HR right now.
A Young Worker’s Look at Company Culture
Written by Amanda G. Kassis The 2019 EEOC numbers regarding workplace discrimination charges were recently released and show a 5% decrease from 2018. This is a promising improvement but don’t be so quick to let your guard down. We have a long way to go. The EEOC still reports [READ MORE ...]
Explaining the Importance of a Workplace Investigation Process to the Board
In this post #MeToo Era, Executives and Board Members alike may be feeling that the Sexual Harassment crisis is under control and therefore it’s back to business as usual. After all, training has been done, policies have been updated, and employees are clearly aware of the reporting process and [READ MORE ...]
The Best Way to Avoid EEOC Claims
When a letter comes in the mail with a return address of the EEOC, I think we can all agree that it’s not likely to be good news. But there are a few changes that can be done to reduce or avoid EEOC claims all together. The EEOC harassment [READ MORE ...]
Is Your Consistent HR Investigation Process Truly Consistent?
Go ahead and say it. “Every investigation is different.” I agree with you. Any two situations involving people will be different. People’s actions, emotions and beliefs, etc. are all over the board. But there is a difference between the outcome of an investigation and the process of an investigation. [READ MORE ...]
Can’t We Have Consistency, Compliance AND Compassion?
An article posted yesterday in the SHRM HR Daily Newsletter, took a stand that in HR matters, “Consistency Might Not Be Worth the Cost.” Although I understand that no two situations are exactly the same, and careful consideration of all the factors should drive reasonable outcomes, taking out the [READ MORE ...]
Do you know how your employees feel after an HR investigation?
This is a question we ask often, and it tends to take people by surprise. Why? Because they are not sure. After 25+ years of conducting HR investigations, I understand the reasons why we don’t continue to talk with employees after an investigation is complete. It’s better to let [READ MORE ...]
The HR Impact of Gender Quota Board of Directors
Whichever side of the line you stand on, everyone seems to agree that the new California law requiring at least one board seat be filled by a female for publicly traded companies leaves a lot of room for debate and concern. In fact, Governor Jerry Brown wrote in his [READ MORE ...]
Accountability, Culture and Workplace Investigations
Join our CEO, Dana Barbato, as the guest of HR Happy Hour for this important and timely topic. HR Happy Hour 331 - Accountability, Culture, and Workplace Investigations This week on the HR Happy Hour Show, hosts Steve Boese and Trish McFarlane talk about workplace investigations with guest Dana Barbato, [READ MORE ...]
Human Resources Investigations: Are You Outsourcing or Insourcing?
Is Your Company Outsourcing or Insourcing Your HR Investigations? According to an article in Bloomberg Law, (Article: Surge in Outside Workplace Investigations in #MeToo Milieuir) there has been a surge in the number of workplace investigations being conducted by third-party investigators. Along with the high level, high dollar cases we [READ MORE ...]