Illegal Immigrants at work…poor management & the HR policies

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Jose Antonio Vargas lied to his employers for over 10 years. He recently decided to tell the truth in a very public way using New York Magazine as his platform. His secret: Vargas is an undocumented worker. In his article “My Life as an Undocumented Immigrant” Vargas details the steps he took to cover up his secret. The condensed version of the story goes like this: Vargas’s mother sent him to California from the Philippines in 1993 when he was just 12 years old. Vargas moved in with his grandfather and grandmother who were naturalized citizens. Vargas found out he was undocumented at age 16 when he tried to get his driver’s permit at the DMV. From then on, he worked diligently to cover up his illegal status, convinced if he worked hard enough and achieved enough, he would be granted citizenship. Unfortunately, that never happened. With the help of agents, including the … [Read more...]

Sexual Harassment Investigations – the pain of knowing sensitive HR

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TMI , The Pain of Knowing Things You Wish You Didn’t – Another Reason Why You Should Not Investigate Sexual Harassment Claims Here’s basically how the conversation went a year or two ago.  I was coaching a client, an HR Manager, on handling one of her first sexual harassment investigations.  She really wanted to do it herself, and upper management wanted everything handled in house, so I  coached and counseled from the sidelines.  Until it came to the photographs. Yes – the photographs.  A manager had a relationship of the naughty variety with a staff employee (not a direct report) and they chose to take some snapshots to memorialize the occasion.  The company was a small company with a lot of family employees and long time employees and, at the time, they had chosen not to forbid romantic relationships, so no rules were actually broken with the consensual … [Read more...]

How to Fire Someone Without Losing Sleep

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So maybe you'll still lose a little sleep, because letting someone go is never easy, but this article will cover your bases so at the end of the day you feel a little bit better about having performed this difficult task. Many of our blogs have centered on employee relations and how to handle difficult circumstances. One of the most difficult circumstances managers face is how to fire an employee when the time comes.  I have had the unfortunate and dubious honor of having to fire many employees over my career as an HR Professional. After one particularly difficult period in the restructuring of an organization, the guys back in the tool and die shop presented me with a pink painted axe, complete with matching bow. Terminating an employee is never fun and rarely easy. There have only been a few rare occasions when an employee has done something so terrible and so out of line … [Read more...]

Why Haven’t We Fired ___? A Lesson in Positive Contribution

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There are a very small number of people in this world who enjoy the act of letting someone know that they no longer have a job, but unfortunately it’s something that must be done from time to time to maintain a top performing business. Earlier this year we posted an article to the blog that spurred up quite a bit of interest. This post was titled –What’s a Nice Employer Like You Doing With an Employee Like That? Given its wonderful reception from our readers we’re going to wind the clock back a little bit today and revisit the theme of this article and of course expand on its points. Odds are, unless you’re operating with only a few employees, your organization has at least one or two bad apples in the mix.  In fact, I’m willing to bet you thought of them (gasp!) when you read the title of this article. Don’t feel bad. It’s not your fault – they’re everywhere. … [Read more...]

Check Yes or No: Love – Corporate America Style

The Workplace Romance - Part 2 In a recent blog entry titled Check Yes or No, Workplace Romances and Love Contracts, we addressed several ways companies can face the problems that come along with a workplace romance.  We suggested that the best way is not to ignore and not to prohibit, but rather to manage the relationships with boundaries.  We also promised our suggestions on how to do this.  As promised, here are those suggestions. Prohibit relationships between supervisors and their staff.    Do draw the line here.  While you may not be able to stand in the way of true love, you can remove the supervisory relationship.  At no time do you want a situation - real or perceived - in which a person has decision making responsibility regarding the terms and conditions of employment of an employee with whom they are in a romantic relationship.  Your workplace romance … [Read more...]

Check Yes or No: Workplace Romance and Love Contracts

Part 1 Where's the number one spot to meet singles in your area? Chances are, it's work. And with Valentine's Day just around the corner, there are probably plenty of cases of workplace romance brewing. While one can say that alls well that ends well for Pam and Jim in that fictional Scranton office, real life scenarios for dating and romantic relationships at work bring far more drama to the office than situational comedy. It is important that companies develop a policy and response to these situations before they arise, less they let the particular circumstances or their feelings toward employees in a particular situation develop the policy for them. Typical responses toward workplace romance relationships in the office include: 1. Prohibiting Workplace Romance: Many companies simply forbid romantic relationships among employees. However, while that works on paper, it's … [Read more...]

Human Resources Issues: The Dreaded Holiday Party

Holiday Office Party? The Key Word to Remember is "Office". The holidays are a wonderful time of year.  Everyone's a little friendlier, a little cheerier.  It's a time to let bygones be bygones and begin anew with a fresh spirit.  However, let's make a goal that none of your bygones be created at this year's holiday office party. I have one very easy way to do this.  Repeat after me:  I am still at work.  This is my job.  I work with these people every day.  Any variation on the theme will do.  The point is to remember that regardless of where the office party is actually held, it is still a work function.  Don't exhibit any behavior that you do not wish to come back to haunt you.  This includes, first and foremost, consuming too much of anything that will prevent you from gauging orremembering your behavior. As HR professionals and managers, it's our job to … [Read more...]

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