Hands Off!

 Another update from the Jungle…

unnamed-151Cecily is a senior level executive at her company. Of course, she has paid a price while clawing her way to the top; her first husband left their marriage in exchange for a sizable chunk of Cecily’s retirement account.

Cecily decided to lose a few other things after her divorce. She shed twenty pounds and hired a personal trainer named Rory. Soon they were whipping up more than weight training. The more buff Cecily felt, the more she doted on Rory.

unnamed-152She reasoned that if men could have trophy wives, then she could have a trophy husband. Cecily was overjoyed that Rory accepted her marriage proposal. Of course, marriage to a much younger man comes with a price too. Cecily spends every spare minute at the gym trying to keep her girlish figure so that she remains physically attractive to Rory.

Her workout schedule leaves her irritable. She’s also insanely jealous of Rory. All these symptoms are duly noted by Danielle, who has been scheming to replace Cecily since joining the company. Danielle flirts with Rory every time he visits the office.  

Yesterday, Rory stopped by the office to drop off Cecily’s cell phone and reading glasses she had left at home. As he walked away from Cecily’s office, Danielle suddenly popped up at his elbow taking deep breaths to show off her best feature.

unnamed-147Cecily came out of her office to confirm she would be able to have a romantic dinner with Rory that evening. She saw Danielle oozing around Rory, white teeth flashing in a seductive smile. With a jealous shriek, Cecily leaped for Danielle’s throat. The women crashed against the wall and rolled into the elevator lobby, a writhing mass of biting, kicking and hair pulling.

The women were pried apart by Rory with a little help from Walter. Walter is the owner and he’s flabbergasted to see his Chief Human Resources Officer rolling around the lobby floor with one of the rising young executives. He needs to do something fast.

unnamed-154What are Walter’s options?

  1. He can encourage Cecily to join the women’s division of the ultimate fighter competitions.
  2. He can fire Cecily and Danielle for setting such an atrocious example while violating dozens of HR policies.
  3. He can give them a second chance in recognition of the cost of replacing them but require them to undergo counseling.

In the actual situation, the HR officer did not fight the provocative co-worker but she limited her husband’s visits to the office. HR employees who violate HR policies should be treated the same as other employees when deciding on disciplinary action.

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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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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