HireCentrix - ViewPoint

Introduction
On December 12, 2011, Karen Mattonen posted an article, “Poor mental health harming productivity, with 1 In 5 workers suffering - how are you prepared?”[1] in Conflict Coaching Resources. As one living with, not suffering from, mental illness, the topic piqued my interest enough that I sent in a comment.

In a reply message, Karen asked if I would be willing “to share [my] story on www.hirecentrix.com as a Viewpoint article next week.” In particular she thinks, “maybe H.R. and recruiters should be more familiar of what they often turn down due to fear,” and that my story will reduce some of that fear.

It's holiday time.  Time for seeing friends and relatives, creating traditions, celebrating together.  Time for taking time to connect.  Time for family relationships and traditions. Time that sometimes seems a little scarce  throughout the rest of the year.

Sounds great!  But, a small problem. Somehow, during the holidays, time becomes even scarcer!  Read more...

With an election year approaching and unemployment still high, lots of lip service and media ink are being wasted on ways to fix the jobless recovery. What a crock of $#!%.

While it is unquestionably heart-breaking to see good, hard-working, well-intentioned people become victims of corporate greed and negligent governance, much of the responsibility for getting a job (and keeping it) should fall on the shoulders of the individual and that includes individual executives and business owners.

5 Tips for HR to Help Corporate Avoid Holiday Party-related Legal Liability

“Angela drafted me into the party planning committee. Her memo said that we need to prepare for every possible disaster. Which to me, seems... excessive”.
– Ryan Howard, in a holiday episode of The Office.
The good news is that the holidays are here! The bad news is that Angela is right!

THE KEY TO GOOD FAITH INVESTIGATIONS

As the human resource professional in your organization you may be called upon to conduct a confidential investigation and as such, your methods and findings must be able to withstand the scrutiny which will most certainly occur.

Fair investigative treatment toward the complainant, subject of investigation and the witnesses will ensure that employment decisions will be asserted without regard to race, color, religion, sex, sexual orientation, national origin, ancestry, marital status, medical condition, pregnancy, age, physical, mental disability or any other discriminatory non-merit factor.

President Obama at a press conference in Hawaii referring to a question about the scandal at Penn State made the observation that protecting the innocent was more important than shielding institutions or organizations. I took in the premise and then looked at the daily RSS feed I receive from the EEOC and began to question the strategic moves many corporations are making in the marketplace.