HR

Balancing Empathy and Accountability for Remote Workers at Home

By |2020-11-06T23:44:11+00:00April 21, 2020|

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 ...]

Can’t We Have Consistency, Compliance AND Compassion?

By |2019-08-08T20:01:18+00:00December 4, 2018|

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 ...]

Human Resources Investigations: Are You Outsourcing or Insourcing?

By |2020-11-09T23:45:19+00:00July 12, 2018|

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 ...]

Ford did their investigation, so what went wrong? Result: $10M Settlement.

By |2017-08-23T16:51:24+00:00August 23, 2017|

When a company is in the news for paying out at large harassment discrimination settlement, the first thought is that they did not conduct an appropriate investigation. But that is not always the case. Last week the EEOC ended an investigation into claims of harassment by employees in two [READ MORE ...]

Will Your Investigator Spill The Beans? A Lesson From The White House.

By |2017-04-19T09:28:10+00:00April 19, 2017|

Whether it’s your VP of HR, a department manager or an outside investigator, can you be sure your workplace investigator won’t jeopardize the investigation by sharing too much information? We all believe that our people know better than to share the details of an investigation with anyone who does [READ MORE ...]

5 Common Misnomers Re: Employer Retaliation

By |2020-11-07T00:08:26+00:00April 3, 2017|

We all know that the laws enforced by the U.S. Equal Employment Opportunity Commission (EEOC) make it illegal to fire, demote, harass, or otherwise retaliate against either job applicants or employees based upon the individual doing any of the following: filing a charge of discrimination, complaining to their employer about discrimination on the job, or [READ MORE ...]

Will There Be Over 90,000 Discrimination Charges Filed In 2017?

By |2017-02-22T18:08:57+00:00February 22, 2017|

The U.S. Equal Employment Opportunity Commission (EEOC) recently released the 2016 statistics for discrimination and harassment cases filed for the year, showing an increase for the second consecutive year. Discrimination charges were filed in 91,503 cases (29% being sex based claims).  The interesting point here is that the agency [READ MORE ...]

Can Your Company Afford $22,500 in Lost Productivity…Per Employee?

By |2016-11-14T15:01:55+00:00November 14, 2016|

Over the weekend, I came across an interesting article in the Harvard Business Review titled, Why We Fail to Report Sexual Harassment. The article addressed the fact that despite employer efforts to train staff and investigate complaints, the majority of employees affected by harassment, whether victims or bystanders, do [READ MORE ...]

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