Workplace Violence

I’m Mad as Heck about the Election!

Another update from the Jungle….
unnamed-4Dawn, the Chief Talent Officer for her company, is slogging through the remaining weeks of the political campaign. She hates what it’s done to her job. This week she’s thinking of changing her title to Chief Tortured Officer

Helen, the Voice of Doom, didn’t take the hint a couple of weeks ago when Dawn tried to politely tell her to get lost. Helen continues unnamed-6to show up every morning to depress Dawn with her worries that the election will degenerate into violence and mayhem.

After Helen leaves Allen, the Philosopher King, drifts in the door.  His garbled theories on democracy in America sound profound until you listen closely. Then you realize he’s just fogging up the room with BS. Besides Dawn couldn’t care less.

She has a real political crisis this week. She’s been summoned to the President’s office. Rory, the Prez, also wants to discuss the election and what it means for the office.  Rory’s channeling Jack Nicholson’s “Colonel Jessup” from “A Few Good Men” pacing the office and growling.

unnamed-15The workforce is as divided as the nation and it’s getting ugly. Yesterday Rory broke up a fight in the employee parking lot. The Trump and Clinton supporters were trying to rip the opposing candidate’s stickers off car bumpers.  Rory waded in, knocked a few heads together and ordered everyone back to work.

He’s not worried about a little fight in the parking lot. He’s mad as heck that no one seems to be working.  The company’s internet connections are smoking hot as workers visit “news” sites to hear the latest salacious details abouunnamed-14t the candidates and their families. Then they stand around arguing about what they’ve read.

Rory glares at Dawn and asks if he can fire a few people to set an example for everyone else. Dawn begins to explain (again) about the progressive discipline policy. Rory cuts her off.  If he can’t fire anyone, can he ban politics from he workplace?

What advice should Dawn give the Prez?

  1. She can give him a quick civics lesson about free speech.
  2. She can draft an email for him to send to all employees reminding them to do their jobs while on the clock.
  3. She can suggest that he should visit the gym more often to work off his aggression and grit his teeth for one more week.

The good news is that presidential elections happen every four years and we’ve got one more week to go.  Then we’ll all go back to arguing about sports.

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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I Don’t Have a Drinking Problem

Another update from the Jungle….

unnamed-4

Leo and Ted are managers at their company. They were hired at the same time and became friends.  They often ate lunch together and spent most afternoons at happy hour at their favorite sports bar.

Leo was promoted first. His division expanded rapidly and when he needed another manager, he asked for Ted.  Ted managed the fastest growing product line in Leo’s division. Naturally, Ted began thinking that his team should have a bigger budget. Leo said no. Ted went to happy hour alone to sulk.

In the next manager’s meeting, Ted interrupted Leo repeatedly until Leo ordered him to shut up.  After the meeting, Ted stomped into Leo’s office to complain. Leo ordered Ted to leave and Ted refused. In the ensuing shoving match, two chairs were broken, Ted got a fat lip and Leo had a bloody nose. After that, they went to separate bars for happy hour.

Ted decided to ask Leo’s boss to make his team a separate division on the grounds that hisunnamed-8 team managed a product line worth more than all the rest of the products managed by Leo’s division.  Luckily for Ted, he appealed to Oscar.

Oscar is a fan of Star Trek and he runs a modified Klingon Empire, where you advance over the body of your former boss.  He is happy to watch Leo and Ted scrap because if they are fighting each other they aren’t challenging Oscar for his job. Oscar grants Ted’s request.

unnamed-3Now Leo and Ted are trying to screw each other’s careers by sucking up to Oscar.  They suck up by inviting Oscar to happy hour.  Oscar appreciates having Leo or Ted cover his bar tab. But all these soggy nights mean that productivity is suffering as Leo and Ted slide into alcoholism.

Nan, the HR manager, is watching from the sidelines. She knows she should talk to the unnamed-9senior management team about Leo’s and Ted’s potential disability due to alcoholism.

What options are available to Nan?

  1. She can recommend that Leo and Ted be shipped off to rehab to dry out in hopes of saving their careers.
  2. She can gather information about their poor performances to build a case for firing them.
  3. She can wait to take action until a senior manager notices the problem.

In the actual case, each manager was encouraged to seek professional help for their alcoholism. Neither sought treatment. One manager eventually quit rather than be fired, while the other manager continued in his same role without any hope of a promotion. unnamed-7

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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If It’s Not In Writing…

Another update from the Jungle…

Auto-1Alan owns an auto repair shop and he seems to have a revolving door for employees. He knows that not everyone wants to be a grease monkey and finding employees is not easy.  In fact, he’s hired people who otherwise would never have experienced the joys of employment.  With so much turn over Alan never created written policies for his employees.

When Alan started his business, he was on the edge of town surrounded by fields. Sam and Zeke, a couple of good old boys wandered in from the fields where they were looking for their hunting dog and signed on to work for Alan. Sam and Zeke are good auto mechanics when they pay attention to the job.

Auto-4Alan lets them use some of his tools and equipment to build cars that they race on dirt tracks during the summer.  If they don’t wreck their dirt track car, they celebrate by getting drunk on Jack Daniels (black label only; green label is for sissies). When work is slow, Sam and Zeke also like to do a little target practice at the makeshift shooting range they created on the back part of Alan’s property.

Now the surrounding fields are mostly gone, replaced by a shopping center and McMansions for the urban sorts who want to experience suburban life. Alan’s property still backs up to fields but he’s worried about stray bullets. So he tells Sam and Zeke to dismantle the shooting range and keep their guns at home.  Several weeks pass and Sam and Zeke are still using the shooting range despite repeated verbal warnings of dire consequences.

Now Alan has a policeman in his office politely explaining that the neighborhood was recently annexed and is now within town limits. Town ordinances prohibit firing guns within town limits and violators can be arrested. As the property owner, Alan could be arrested.

What should Alan do next?

  1. He can blame Sam and Zeke and tell the police officer to arrest them.
  2. He can fire Sam and Zeke for ignoring his verbal warnings. Of course, Sam and Zeke have conveniently forgotten the verbal warnings (and they have guns).
  3. He can acknowledge that he needs to take a more organized approach to employee matters by creating written policies and documenting disciplinary actions.

The old adage “if it’s not in writing, it didn’t happen” still holds true. Employers like Alan who fail to document employee actions, including verbal warnings, face a greater chance of being sued for wrongful termination if they fire an employee for disciplinary reasons.

 

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.

Ebook Link: https://njshirk12.files.wordpress.com/2015/03/skh-employee-theft.pdf

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Promoted to Failure

Another update from the Jungle….

actionplanJulia, the HR manager, is watching her company’s diversity and inclusion program go hideously wrong. Julia pushed every level of management all the way to the C-suite, urging them to broaden the pool of employees eligible for promotion to management. What did all her effort get her? Margaret.

Margaret worked in operations for many years and understands the technical side of the job but her interpersonal skills are dismal. She’s whiny and needy and self-absorbed. Some of her shortcomings might have been fixed if the C-suite had accepted Julia’s recommendation to create a management training program.

Instead, Margaret was promoted to manager without training or a mentor to help her. Now she micromanages her subordinates and refuses to delegate any decision-making authority to them. But she’s afraid of being held responsible if something goes wrong so she fails to make any decisions.

When other department managers complain that their work is disrupted, Margaret blames her subordinates of incompetence. Her subordinates show up and don’t do their jobs since they know bossany actions they take are likely to be undermined by Margaret. Most of them are applying for transfers away from her.

The stress on Margaret is so intense that she suffers from migraines and works from home several days a week. When she does come into the office, she is so unpleasant that everyone avoids her.

The steady rumble of discontent is growing so loud that the C-suite is having trouble ignoring it. Julia is desperately searching for a solution to the whole mess but she’s run out of time. In today’s mail she receives an EEOC notice letter that a complaint of racial discrimination has been made against Margaret by Margaret’s secretary.

What should Julia do next?

  1. She can recommend that Margaret be appointed special liaison to the company’s suppliers with an immediate posting to, say, Shanghai or Taipei.
  2. She can investigate the charges and then artfully respond to the EEOC in a way that is slightly more flattering than the actual situation warrants.
  3. She can notify the C-Suite of the EEOC investigation and use this as an opportunity to convince the senior managers to approve a training program for new managers.

In the actual situation, the EEOC concluded there was no racial discrimination because the new manager treated all her subordinates like crap. The employer hailed this decision as a victory. The new manager was eventually reassigned during a departmental reorganization but the employer still doesn’t have a training program for new managers.

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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I’m In Over My Head.

Another update from the Jungle…
image017Cindy is the HR director for her company because she is a good listener and she can handle obnoxious people. She got the job because the owner hates conflict (and he’s one of the obnoxious people, although no one likes to mention this). Cindy listens patiently to her distressed co-workers, dispenses Kleenex and aspirin as needed, and generally puts an optimistic spin on the worst calamities.

The company is a manufacturing facility that is still fairly low tech. Most of the employees are God-fearing, gun-toting, self-described “rednecks”. They are good people but the stress of living paycheck to paycheck means there are often conflicts. As the company has grown, employee conflicts have multiplied.

Just this morning, Cindy rushed to the women’s bathroom to break up a fight between two employees. The women were fighting over the shift mechanic who has been trysting with both of them. Cindy arrived in time to see one of the women flashing a pocket knife at the other woman. The employee who pulled a knife has to go immediately. Cindy and the shift supervisor escort her off the premises. The other employee must be suspended for fighting at work.

Cindy feels overwhelmed. She has no formal training for her HR duties and she worries that she may violate employment laws due to lack of training.

What are Cindy’s options?

  1. She can continue to worry about her lack of HR training and hope for the best. After all, she’s good at putting a positive spin on dire circumstances.
  2. She can ask the owner to reimburse her costs to take HR training classes so that she has the appropriate certifications to do her job. The training will be beneficial in the long run but have no effect on her immediate concerns.
  3. She can ask the owner to hire an HR consultant to review their existing policies and practices to identify areas that need to be improved to avoid violating the law. This will fix the short term concerns she has.

The above scenario is a composite of actual situations I faced while working at several former employers. If your company is struggling with similar issues, Corporate Compliance Risk Advisor can help. Corporate Compliance Risk Advisor can 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: http://www.complianceriskadvisor.com/