Employee relations as a function is becoming increasingly important in the workplace, irrespective of industry. Although employee relations policies and processes are often managed by specialists, employers should strive to involve their employees in programs designed to improve employee relations. Active participation in improving relationships between workers leads to heightened employee engagement which, in turn, results in greater employee retention and enhanced productivity. To do this, specialists as well as generalists should conduct employee relations training. We will go into more de ..read more

Employment practices liability (EPL) has increased over recent years. In addition to the pandemic’s beginning in 2020, trends such as #metoo, and an increased focus on racial and social injustice have left many organizations struggling to ensure their own employment practices continue to be up-to-date. Legal repercussions such as lawsuits (for example, misconduct involved with an employee’s right not to be a victim of sexual harassment or discrimination by employers) can be wildly expensive – and put a permanent stain on the reputation of a company.     ..read more

Sexual misconduct, discrimination, harassment and violence are among the most serious allegations of wrongdoing reported in the workplace. Reports of these acts must always be taken seriously by employers, especially human resources and employee relations staff. The consequences of delaying or avoiding action in these situations, such as costly lawsuits and reputational damage, can be devastating for an organization.   ..read more

As organizations continue to shift and adapt to the ever-changing workplace dynamic, technology has become a necessary asset to reach managerial goals. Not only are more employees working remotely and requesting a flexible work environment, expectations of human resources (HR) including the ability to keep up with employee relations (ER) are increasingly apparent. As the current workforce becomes more comfortable with moving from one company to another until they find the perfect fit, losing out on effective employee relations could result in an unhappy team and an increase in turnover.  ..read more

As we’ve noticed in recent years, organizations of all sizes need to actively prepare for issues and problems in the workplace using newer management methods. Of course, we can’t predict a worldwide pandemic, but as human resource and employee relations managers, we can strategize ways to identify potential problems before they affect the bottom line of your organization or result in a negative effect on your company’s reputation.   ..read more

Promoting the longevity of your employees means discovering methods for nurturing happiness, embracing strengths and developing an employee engagement strategy that works at every stage in an employee’s lifecycle.  You can improve the productivity and satisfaction of your employees by creating a phased approach to your organization’s employee lifecycle. Predict and prepare for the road ahead in a way that encourages your employees to reach their full potential and remain loyal to your organization and the role they play in its success.   ..read more

The role of employee relations (ER) evolves and expands every year. From navigating the avalanche of change ushered in by COVID 19, to supporting the growing importance of Environmental, Social & Governance (ESG) departments, ER increasingly drives the policies, processes and decisions that help organizations maintain a healthy employee experience during very uncertain times. ER is not an afterthought, nor is it an HR “tag along,” so why do ER teams still settle for afterthought, tacked-on technology?  ..read more

The role of employee relations (ER) evolves and expands every year. From navigating the avalanche of change ushered in by COVID 19, to supporting the growing importance of Environmental, Social & Governance (ESG) departments, ER increasingly drives the policies, processes and decisions that help organizations maintain a healthy employee experience during very uncertain times. ER is not an afterthought, nor is it an HR “tag along,” so why do ER teams still settle for afterthought, tacked-on technology?  ..read more

No matter how many policies you may have in place, employee misconduct is likely to occur. Some employee misconduct is less serious than others, and it can usually be handled by a manager. Tardiness, absenteeism, “no show, no call” types of behavior usually fit that category.   Then there is more serious misconduct or gross misconduct that includes sexual harassment, other types of harassment, discrimination, workplace violence and fraud.  ..read more

Last week I introduced two amazing speakers in a thought leadership webinar on the topic, “The Elizabeth Holmes Effect: Understanding Unconscious Bias in Investigations.”   Jill Rorschach, Esq., President, Employment Practices Solutions, Inc.    Jessica Caspe, Esq., Director of Training and DEI Initiatives, Employment Practices Solutions, Inc.   ..read more