Working With Independent Neutrals, Conflict Experts, Mediators and/or Ombuds
Conflict in the workplace can be both an annoyance and an expensive proposition.
U.S. employees spend an average of 2.8 hours per week dealing with non-productive conflict. This lost productivity equates to $359 billion in paid hours on an annual basis.
At the firm’s October 2012 client briefing we discussed the new attitude of the National Labor Relations Board (“NLRB”) and the fact that non-unionized employers were not immune from the provisions of the National Labor Relations Act (“NLRA”).
As much as everyone loves them, the holidays create increased risk of employer liability and can result in a long list of legal problems for an unprepared employer. As our holiday gift to you, we've put together our top five holiday headaches employers, which will be provided to you in a week-long series starting today.
Employers are facing greater scrutiny than ever in their screening and selection processes. Criminal background checks are one of the biggest areas coming under fire.
It is estimated that 1 in 3 adults in the United States will be arrested before age 23 for something other than minor traffic violations. If that’s true, employers who take a “no hire” hard-line to applicants with any criminal history are going to struggle to find talent for their organization.
Over the past couple of years, we have seen hundreds of articles extolling the virtues and benefits of "social media" for every kind of business. We're told that Facebook, YouTube, LinkedIn, Twitter and other electronic resources will help our businesses reach more potential customers, improve the public's impression of the business, bond existing customers to the company, and improve overall customer satisfaction.
Unfortunately, little has been written to alert managers to the legal issues they may face in dealing with their employees' social media posts, particularly when the post involves provocative or insulting material related to the job, the managers or their employer.