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3 HR Practices to Consider on Veteran’s Day

Another update from the Jungle…..

This Saturday, November 11th, we will celebrate Veteran’s Day. This national holiday originated after World War I to commemorate the war which officially ended at the 11th hour of the 11th day of the 11th month in 1918. Since then, the holiday has expanded to commemorate all military service personnel in our country’s history.

In recent years, the solemnity of the occasion has been obscured by a tendency to label every military person as a “hero.” But a “hero” is an idealization. So labeling all military personnel as “heroes” can make it more difficult for these individuals to admit they need help with mental health issues arising from their days in the service.

For almost two decades, our all-volunteer military has cycled repeatedly through war zones in Afghanistan and Iraq, as well as many other parts of the world. The length of the wars means that they have repeatedly switched between combat and peace time deployments. This cycle has greatly increased mental health strains on active duty individuals, veterans and their families. Those issues don’t go away when an individual leaves the military for civilian life.

Employers who hire veterans can ease the transition with these 3 HR practices.

  1. Support mental health programs for employees. Veterans (and other employees) often avoid treatment out of fear that they will be unfairly stigmatized as “crazy.” More employees will seek help if senior management actively supports use of an employee assistance program (EAP) and the mental health benefits covered in most health insurance policies.
  2. Ensure that anti-discrimination, anti-harassment, and anti-bullying policies are enforced with the goal of limiting the potential for workplace violence. Employees dealing with mental health issues, such as post-traumatic stress disorder (PTSD), may be more likely to react inappropriately when facing a perceived threat. (Not all veterans develop PTSD and not all PTSD sufferers are veterans. Domestic violence survivors and residents of high-crime neighborhoods often have PTSD.)
  3. Review how your company handles Americans with Disabilities Act (ADA) requests for accommodations.  Some employees may function better in a quiet, secluded corner rather than in crowded, noisy cubicles. Other employees may flourish if they can sometimes work remotely. A flexible approach is more likely to ensure your company keeps good employees, including veterans.

This Veteran’s Day, let’s honor our veterans by treating them like the veterans of former wars were treated: men and women who did their duty and then returned to peace-time employment. Help them transition to civilian employment with enlightened practices for handling mental health issues. It will be good for all employees.

If your company is struggling with HR issues, Corporate Compliance Risk Advisor can help you create HR policies that are appropriate for your company’s size and then serve as a resource to your staff as the policies are implemented.

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Stop Him Before He Talks!

Another update from the Jungle….

Jack was an honors student in graduate school and he’s possibly the smartest person ever hired by his company. On paper he looks fantastic. That’s why his boss, Mitch, was so anxious to hire him. Acting in haste means that Mitch is now regretting at his leisure.

Jack is actually a pretty decent person, but he is a socially inept basket case. He misses every nuance of human behavior. By the time he understands a joke, everyone else has stopped laughing.

At his first staff meeting, Jack sits staring at his co-workers. At the second staff meeting, when Mitch calls on him, Jack describes a magazine article he is reading about a new management theory. Mitch’s jaw drops. His question was about the draft budget for the following year. Worse is to come.

Mitch’s staff is invited to join the semi-annual client appreciation event. Jack shows up early before the caterer has finished setting out the food and drinks. He explains that he wanted to be on time. He gobbles up food as if it’s his last meal for a week.

After banishing his hunger, Jack stands in a corner near the refreshments table and stares at everyone as they arrive, much as a zoo keeper might study an exotic animal. Anne, senior vice president of procurement for a key client, smiles at Jack while waiting for her drink and makes the mistake of engaging him in conversation.

Fifteen minutes later, Mitch spots Anne sidling away from Jack, her face frozen in a smile. He gallops across the room. Jack is describing the mating habits of sperm whales, based on a National Geographic show he’d watched last night on TV. Mitch is aghast. He kicks Jack in the shin and shoulders him aside, preparatory to ushering Anne away from the scene of the crime.

The next morning, Mitch invites Jack in for a quiet conversation on appropriate small talk during a client shindig.  Jack is hurt; he thought he was being friendly.  Mitch stares at him, helplessly.

What are Mitch’s options?

  1. He can join Jack’s co-workers in teasing Jack for his social awkwardness.
  2. He can build a reality show around Jack and sell the concept to a cable TV channel.
  3. He can try to teach basic social skills to Jack while limiting his contact with real people, like clients.

In the actual situation, the inept employee was a good employee in all other respects, so co-workers took turns looking after him at client events. Clients eventually grew used to the employee.

If your company is struggling with HR issues, Corporate Compliance Risk Advisor can help you create HR policies that are appropriate for your company’s size and then serve as a resource to your staff as the policies are implemented.

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The Morning After

Another update from the Jungle….

George rolls over and groans. It’s the morning after July 4th and he needs to go to work. George would love to call in sick, but he’s used all his accrued PTO.  As he shakily goes through his morning routine, he reflects on the long weekend that was.

George used his last PTO hours to take off Monday, knowing that he planned to have a good time over the weekend with his buddies. His memories of Friday night are fuzzy, involving a sports bar, overpriced drinks, and a contortionist from a circus or a zoo or something.  On Saturday his wife dragged him to a picnic with their church group. After gobbling down a couple of hot dogs and a bowl of potato salad, he joined his buddies for another evening of overpriced drinks.

Sunday he recuperated, sort of, staying in bed most of the day.  His wife was unhappy because he hadn’t managed to do any of the chores that he said he would. She walked around the house humming Highway 101’s hit “Whiskey, If You Were a Woman”.   George may be hung over, but he’s not stupid. It’s almost a relief to go to work today.

George staggers out the door and slides into his car. He makes it to the office safely, parks the car, and gathers his dignity for the stroll into the building. His co-workers smile at him and surreptitiously start a betting pool to guess when he’ll collapse face down on his cubicle’s desk.

Sally, his manager, notices his shaky hands clutching a mug of coffee in a death grip and frowns. She’s been worried for a long time about George.  He’s a likeable guy, hardworking and knowledgeable when he’s sober, but it’s obvious that he has a problem. Sally consults Connie, the HR manager, and they decide to call George in for a meeting.

What should they say to George?

  1. They could berate him for showing up too hung over to do his job and threaten to fire him.
  2. They could sanctimoniously point out the obvious, that he’s an alcoholic, and needs to change if he wants to keep his job.
  3. They could show concern by offering to help him get into a treatment plan to deal with his alcoholism before it costs him his job.

Holidays can be difficult for employees with addictions. Employers can help their employees, and the company’s bottom line, by offering an employee assistance program (EAP) and having an HR policy that encourages treatment first as an alternative to disciplinary proceedings.

If your company is struggling with HR issues, Corporate Compliance Risk Advisor can help you create HR policies that are appropriate for your company’s size and then serve as a resource to your staff as the policies are implemented.

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The Knife in the Back

Another update from the Jungle…

pic-5Bryan is a serial entrepreneur. Every time he gets a new idea, he starts a new company to exploit the idea. He’s successful at starting businesses, but he’s lousy at running them.

Bryan doesn’t like getting bogged down in the details. So he relies on lieutenants to keep him informed of how things are going at each company. Unfortunately, Bryan doesn’t seem to have noticed that one of his trusted lieutenants is deadlier than a rattlesnake.

pic-1Susan learns this the hard way when she begins working at one of his companies. Her first day on the job, she’s introduced to Elaine who is so friendly and helpful that Susan is duped into thinking she’s nice. But Elaine is a snake in the grass.

pic-2Elaine is an intolerable busybody. She stands near the elevator to track the time each employee shows up for work. She wanders the hallways, keeping tabs on what others are doing and saying. Then she passes every tidbit of information along to Bryan with a special Elaine twist.

Susan learns the truth when Bryan stops by for a quarterly meeting with the company’s management team, of which Susan is a junior member. Bryan marches into the conference room and sits opposite Elaine who is taking notes on pic-4the decisions he makes.

Bryan begins the meeting by chewing out Laura for falling sales in the past quarter. Laura replies that it is impossible to boost sales when her team is starved for resources. She produces a stack of receipts showing that her team has to pic-3buy their own office supplies since Elaine locked up the supply closet and hid the key.

Bryan impatiently tells Laura to stop blaming others for her own failings as a manager. Then he turns on Bob, the CFO, who didn’t have the financial reports ready for Bryan. Bob scowls but says nothing.

pic-6Susan knows that Bob was late with the financial reports because Elaine delayed helping him while she worked on other lower priority assignments. Susan looks at Elaine expecting her to defend Bob. Elaine smirks and remains silent.

What are Susan’s options?

  1. She can point out that Elaine sabotaged Bob but doubts that Bryan will believe her.
  2. She can thank her lucky stars that Elaine isn’t gunning for her.
  3. She can use her accrued vacation to begin hunting for a new job, preferably one without another Elaine.

pic-7In the actual situation, the junior manager soon found herself on the backstabber’s hit list and left the company as soon as possible.

If your company is struggling with HR issues, Corporate Compliance Risk Advisor can help you create HR policies that are appropriate for your company’s size and then serve as a resource to your staff as the policies are implemented.

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The Magic of the Season

Another update from the Jungle….

unnamed-3After the fiasco of their Thanksgiving dinner, Rudy and Trish decide they will skip a holiday party this year.  Even a warlock and a witch need a break.  Jerry, the werewolf next door, offers to host a holiday party, but they turn him down. Every surface in Jerry’s house is covered in dog hairs and Trish is a finicky witch who doesn’t like the way the dog hairs stick to her clothing.

Besides, there are rumors of an employee party at the big box store where Rudy, Trish and Jerry work.  Trish checks the bulletin board in the employee break room and sees the notice that the company isunnamed-20 hosting a Christmas party for employees.  Trish immediately complains to the HR manager that calling it a Christmas party interferes with her religious beliefs as a pagan. She threatens to take concerted action with the other witches to protect her workplace rights.

The HR manager cleverly deduces undercurrents of discontent and decides to take a survey of employees to ask who will attend the holiday party.  Most employees say they will attend if they are paid for their time and there is no gift exchange.  In a workplace full of witches, warlocks and a mischievous leprechaun, no gifting is a prudent choice so the HR manager agrees.

The HR manager reports the survey results to the ogre who owns the store and he agrees to pay the employees to attend the holiday party. Actually, what the ogre says is much pithier and an exact quote might give rise to an EEOC charge. The HR manager posts a signup sheet for the potluck lunch.

unnamed-19Trish brings sugar cookies shaped like pentagrams. She’s added a magic spell that increases the eater’s happiness. After eating a cookie, the HR manager smiles benevolently at her coworkers.

Ryan, the leprechaun, arrives late because it is normally his day off.  But he never misses an opportunity to get paid for not working.  He steps jauntily into the break room breathing Bushmills Irish Whiskey fumes on everyone and smiling bleaunnamed-17rily.  As he passes the buffet table, he snatches one of Trish’s cookies and gulps it down in two bites.

The magic spell synchronizes beautifully with his whiskey. Ryan begins high-stepping around the room, like an extra in Riverdance, listening to a tune only he could hear.  The HR manager joins him and soon everyone is hoofing it round the breakroom.

Everyone agrees it is the best office holiday party in years.

Happy Holidays!

If your company is struggling with HR issues, Corporate Compliance Risk Advisor can help you create HR policies that are appropriate for your company’s size and then serve as a resource to your staff as the policies are implemented.

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Looking for Love!

Another update from the Jungle….

unnamed

  a womanscreen-shot-2016-09-16-at-2-08-32-pm named Trish was searching for true love. Like so many others, she found it at the office.  Her Prince Charming was John, Vin another division of the company.  John was also looking for true love having just wrapped up a nasty divorce with his former true love

unnamed-2Trish met John at the office Christmas Party and thought he was a jerk. She changed her mind at the summer picnic when she saw him playing with his kids and lobbing water balloons at other managers.  John looked like an Olympic athlete compared to some of the other managers.

So when John’s division needed a little extra help with a special project, Trish volunteered. By diligent effort, Trish made herself a star on John’s team and managed to catch his eye. A shared interest in the project led to a little flirting which led to long dinners and then to other extracurricular activities.

Alas, as with every fairy tale a curse fell upon the lovers.  John’s schedule kept him busy with out of town business trips and Trish began to feel neglected. John tired of her whining over the dinner wine about how his career meant more to him than she did, giving John nasty flashbacks to his ex-wife’s complaints.

unnamedAs in a fairytale, when a workplace romance fizzles people behave badly. John stopped responding to her emails and text messages. He also told Trish’s boss that Trish could never work in his division again because she was a lousy worker. Meanwhile, Trish’s performance nosedived as she realized her fairy tale was fizzling.

The final fizzle arrives when Trish hears through the grapevine that John is blacklisting her.  She’s convinced its retaliation for their affair. When her boss counsels her about her cratering performance, Trish remembers that he is John’s friend. Trish storms into Sue’s office to complain about sexual harassment and retaliation.

What options are available to Sue?

  1. She can slap the taste buds out of John’s mouth for being stupid since managers are expected to use their brains to make decisions at the office.
  2. She can recommend settling Trish’s claims to limit the damage caused by John’s violations of company policy.
  3. She can disguise the details and include them in her next popular bodice-ripper novel, which she hopes will earn her enough money to retire early.

unnamed-2In the actual situation, the manager was counseled for violating HR policies and wrecked his chances at a promotion.  The woman accepted a settlement of her claims and left the company still looking for true love.

If your company is struggling with HR issues, Corporate Compliance Risk Advisor can help you create HR policies that are appropriate for your company’s size and then serve as a resource to your staff as the policies are implemented.

Join the HR Compliance Jungle today. Click here!

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Visit us at: http://www.complianceriskadvisor.com/

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I Can’t Take It Anymore!

Another update from the Jungle….

Kathy was a solid performer for her company until about a year ago.  She rarely missed work and she was always prepared for meetings.  Then she fell off a cliff.

Her clif2f had many causes. About a year ago, her mother began showing signs of dementia. Kathy’s siblings long since moved away, so Kathy’s been taking her mother to doctor’s appointments and filling out Medicare claims forms.  She’s reached the stage where she loathes the “plain English” of Medicare forms.

Her husband, Bob, is helping more after being laid off his job a few months ago. But Kathy’s mother no longer recognizes Bob and won’t leave the house with him.  That means his
biggest contribution is cooking most of their meals. Since this involved reorganizing all the kitchen cabinets, Kathy’s not convinced he’s helping her.

3Meanwhile, Kathy’s daughter moved home from college after her wine and pizza plan didn’t lead to a
viable college degree. She leaves dirty dishes in the sink and is surprised that this upsets Kathy.

1

About six months ago, Kathy began taking medication for depression and anxiety. The medication leaves her feeling like she’s underwater.  It affects her ability to concentrate. She now has the attention span of a three-year-old on a chocolate high.

Her boss is running out of patience with her sloppy work and blown deadlines. Of
course, he doesn’t know all the gory details because Kathy’s too embarrassed by her screwed up life to tell him. She always prided herself on her professional competence.

Today, her boss calls her in for another performance review. He’s angry about a blown deadline and considers firing Kathy. But that would mean finding and training a replacement. It would also mean losing Kathy’s years of knowledge of the company and its culture.

What options are available to Kathy’s boss?

  1. He can proceed to the next phase of the progressive discipline policy which is firing Kathy for poor performance.
  2. He can keep limping along and hope that Kathy’s personal life improves.
  3. He can ask the HR representative if there other options for resolving Kathy’s situation without firing her.     

The above scenario is a composite of several actual incidents.  As the population ages, more baby boomers are finding themselves caring for incapacitated parents and assisting unemployed adult children.  Businesses are not charitable organizations and they can’t fix their employees’ problems. But they can support employees by adopting flexible work schedules and creating referral lists to local organizations that provide eldercare and other social support programs.    

If your company is struggling with HR issues, Corporate Compliance Risk Advisor can help you create HR policies that are appropriate for your company’s size and then serve as a resource to your staff as the policies are implemented.

Join the HR Compliance Jungle today. Click here!

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Visit us at: http://www.complianceriskadvisor.com/

Click here for a copy of my free Ebook

Chaos Kills Morale

Chaos

Another update from the Jungle…

Jason felt lucky when he was hired about six months ago by Buckeroo, Ltd., a company that makes camping gear for outdoor types. During the hiring process the sales pitch by the HR representative and his soon-to-be manager sounded wonderful.  Of course, anything would have sounded good to Jason who was unemployed for almost a year.

Jason came to work his first day anticipating a rosy future with a great job and a great boss. Two weeks later his great boss, David, left the company for another job.  One of Jason’s co-workers, Teresa, became his boss. Her promotion caused all but one of Jason’s co-workers to leave. The remaining co-worker reminded Jason of Dilbert’s Wally, a guy picking up a paycheck but not working.

A month into the new job, Jason went to see Martha, the HR rep, to ask what had happened to his paycheck.  Martha spun a confused tale about “glitches” caused when the company changed payroll service vendors.  By the end of her convoluted explanation, Jason felt relieved that he would actually be paid eventually.

In addition to his payroll problems, Jason is annoyed by a steady stream of requests to complete HR paperwork.  Martha repeatedly calls Jason to her office to complete forms that he is certain he already filled in during his orientation.  Jason isn’t the brightest guy but he’s beginning to wonder about Buckeroo’s organizational savvy.

Chaos 2Yesterday, Martha emailed Jason to remind him to complete the company’s required web-based training. Martha copied the email to Teresa and seemingly every member of senior management. Jason’s had enough.

He emails that he hasn’t done the training because he never received a password to access the on-line training. He hits “reply all”.   This morning, Teresa called Jason to her office to chew him out for “making her look bad” by copying her bosses on his email yesterday.  Jason stares at Teresa.

What should Jason do next?

  1. He can point out to Teresa that he didn’t create the email cc list and he won’t be blamed for failures beyond his control.
  2. He can tune out Teresa’s rant and mentally revise his resume so that he doesn’t lose any time in looking for another job.
  3. He can accept that the company lacks systems to operate efficiently which means employees will waste time repeating tasks.

In the actual situation, the company muddled along for years refusing to adopt systems or processes to improve efficiency.  The muddling caused high turnover and low employee morale.  Eventually, the company was bought by a competitor.

If your company is struggling with HR issues, Corporate Compliance Risk Advisor can help you create HR policies that are appropriate for your company’s size and then serve as a resource to your staff as the policies are implemented.

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