|
Have you Heard?
Office Politics
With the constant presence of political advertising and other media coverage, it is impossible to ignore the fact that Election Day is a few weeks away. Though the presidential race (and other local elections) may be at the forefront of your employees' minds when they leave the office, bringing political conversation into the workplace can be damaging. A recent CareerBuilder survey found that 44% of people polled talk about politics at the office, but shut down when the conversation becomes heated. 14% of those surveyed said they enjoy a lively political debate at work. The discussion of political ideas and affiliation at the office can lead to arguments among employees, lingering bad feelings, and in some cases, behavior that can be considered harassment. According to the Society for Human Resources Management (SHRM), only 25% of companies have a written policy in place regarding political activities, with only some including policies about political conversations at work.
Click HERE to read the full article...
Interview Question of the Week |
|
HR Best Practices Tip
Performance Evaluation Policy
Too many companies have a policy that essentially commits to the employee that they will receive a formal performance appraisal annually...only to put it off, never actually providing anything more formal than a quick pat on the back. A good start to address this is to add some qualifying language that says the company will make every effort to formally communicate performance appraisals or similar. While you should focus on telling your employees how they are doing, stating you will do so without fail may get you in some trouble down the road.
|
|
Reader Question
Q: What concerns should we have when planning a company sponsored event?
A: The biggest concerns a company faces is how the social atmosphere impacts how people behave and interact. This can easily be complicated by the introduction of alcohol. That being said a major concern should be liability, with close attention paid to ensure employees who have been provided alcohol by the company are not allowed to drive if they are at all impaired. Other factors include how casual bordering on unprofessional you allow people to act. In short a plan-full process that considers all possible outcomes is key in these cases. |
Legal Disclaimer
Information provided in The OperationsInc Navigator is researched and reviewed by the HR experts at OperationsInc. The information in every issue of The OperationsInc Navigator is in part gathered via information available in the public domain, as well as in part the original, copyrighted work of OperationsInc and is protected under U.S. copyright laws. As such, you may not reprint or publish in any format any article or portion of article The OperationsInc Navigator without the express permission of OperationsInc. OperationsInc provides the information in this e- newsletter for general guidance only. The information provided herein should not be used as a substitute for consultation with professional human resources, legal, or other competent advisers. Before making any decision or taking any action, you should consult a professional adviser who has been provided with all pertinent facts relevant to your particular situation.
We encourage you to pass along any issue of The OperationsInc Navigator by forwarding it to friends and colleagues. |
|
|
Quick Links... 
|
|
Upcoming Webinars
November 7th- SPOTS STILL AVAILABLE
On-Boarding Your New Hires
December 5th
Terminating Employees
|
|
Did You Know...
OperationsInc and our team of HR Consultants can assist small businesses and Human Resources Professionals with Employee Handbook Development. Our Employee Handbook Services will provide you with a written guide that provides clearly established guidelines and rules for your business.
This guide can serve as the support needed to consistently enforce company policy, and may include such information as:
- Harassment Prevention
- Time off Policies
- Drug & Alcohol Abuse
- Email and Internet usage
Don't have a handbook in place?
- First, we will provide an attorney reviewed boilerplate handbook to serve as a starting point.
- Then we will work with you and your team to create a comprehensive handbook customized to meet your specific needs.
Have a handbook that needs refreshing?
- We assist you to audit, augment and edit your book to the point of completion and deployment.
Need your handbook in another language? We can help.
Click HERE to find out more.
|
|
