Business Bloggers

How-to advice, analysis, and commentary from experts in all areas of business.

Become a Blogger

The HR Answer Blog

The HR Answer Blog presents human resources topics in clear usable terms that help employers resolve issues, prevent headaches, and move organizations forward.

Rebecca Mazin

T T T

Contact

RSS

Latest Comments in The HR Answer Blog posts

But i want my "special" rights!

Thank you, Rebecca, for shedding light on how this lack of federal protection for "domestic partners" affects gay and lesbian couples in the U.S. As we are unable to have our marriages legally recognized by the federal government, we must rely on PRIVATE companies that extend benefits to domestic partners. But, as you point out, there are separate and distinct laws made and applied to two distinct and separate groups of U.S. citizens. This is the very definition of Apartheid, and it should be appalling to all U.S. citizens that we live in such a society. Read a powerful piece by David Mixner, former adviser to the Clinton White House, on this topic: http://www.davidmixner.com/2009/07/separate-but-unequal-means-gay-apartheid.html#more ...

By: diego on 7/2/09 at 2:14 PM

Can domestic partner coverage continue under COBRA?

Glad you didn't forget...

I'm glad you didn't forget number 5. You might add there that you need to make sure that your staff, as competent as they may be, may need a little coaxing to let this person come in and play a part in your business.
I once was brought in to help manage an office that had run smoothly, but there were a few men that took great offense to me being there. One actually walked out due to me being a woman and being younger than him.
It made for a tense situation until he was gone, but then everything settled down and we all got to work.

By: Kim Shuford on 6/30/09 at 4:37 PM

Is it time to hire a contractor?

Can we be too politically correct?

If everyone is trying to be too politically correct they don't truly understand the issue of harassment and the comments and jokes that can create a hostile work environment. After an investigation or training on the subject employees naturally feel they need to triple check their words. Last week one employee stated, "I guess I can't compliment...... on his shirt." I explained that this was a perfectly appropriate comment.

As far as terrible employees go, employers should take action on poor job performance, attendance or violation of any other policy. That does not mean they only discipline men, or certain minorities or fail to provide training or equipment to one ethnic group or apply any other standard to only one group of employees. Some of the best advice I heard from an attorney who represented employers was, "You can fire an employee for any reason, as long as it is not an illegal reason." ...

By: Rebecca Mazin on 6/2/09 at 1:08 PM

Harassment Doesn't Happen in Our Workplace

Politically Correct ...

I agree with what you are saying and I do think that some people tend to push the envelope when it comes to how they talk and the jokes they say. But, don't you think that sometimes everyone tries to be to politically correct? It seems things that need to be said aren't said anymore because of PC. Or, people are not fired even though they are a terrible employee just because the company is afraid that they may be considered racist.
Sometimes I think it just goes too far.

By: Kim on 5/31/09 at 11:45 AM

Harassment Doesn't Happen in Our Workplace

Be Prepared!

This is a great article to remind business owners of all sizes they need to prepare for the worst. Having a plan before something happens can prevent further damage to a company.
I found an article that also has some helpful information about preparing for problems before problems arise. Check out http://www.wbsonline.com/resources/prevention-your-best-option/ .

By: Sara F. on 5/21/09 at 4:42 PM

Do You Have a Workplace Plan for a Flu Pandemic?