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Employee relations dos and don’ts
2023-06-29T05:00:00Z
During a session at the annual Society for Human Resource Management (SHRM) conference in June, employment attorneys Joseph Beachboard and Dennis Davis discussed employment issues using a “Do This, Not That,” format.
The program’s subtitle was, “Tackling the Toughest Employment Issues During Tough Times.” Highlights of their presentation included:
- Remote work.
- Don’t ignore the ramifications of the pandemic. Things changed quickly, and people still aren’t sure of the rules and are watching HR to determine what those rules are.
- Do consider the impact that the increase in remote work is having on your organization’s culture.
- Don’t assume your employees are where you left them. Many of them have moved. Know the laws if you are now a multi-state or even international employer.
- Do consider the mental health implications of remote work.
- Mental health.
- Do recognize that depression, anxiety, and substance abuse are on the rise.
- Do understand that the National Alliance on Mental Illness reports that 1 in 5 U.S. Adults experience mental illness each year.
- Don’t ignore signs that an employee is not managing well.
- Do make sure supervisors and managers are fully informed about your Employee Assistance Program (EAP) and other support.
- Handbooks and policies.
- Don’t distribute and shelve. Integrate policies into day-to-day operations.
- Do update your handbook at least annually.
- Do consider state issues, especially if you have employees in California. Choose “most favored state,” where every employee gets what is required by the most stringent state where you have employees or supplement your handbook by state.
- Diversity Equity and Inclusion (DEI).
- Do challenge your organization to make inclusion a cultural mindset, not a passing moment.
- Don’t ignore inappropriate behavior in the C-suite.
- Don’t get caught up in gimmicky or cynical stunts.
- Performance issues.
- Don’t use terms that disparage or belittle employees, or terms with legal ramifications like calling behavior “harassment” when illegal harassment hasn’t been proven.
- Do describe concerns.
- Do help managers and supervisors understand the importance of documentation.
- Workplace violence.
- Don’t ignore the issue. Violent crimes do happen in the workplace.
- Do develop and publicize a reporting mechanism for violence concerns.
- Do develop/update your workplace violence policy.
- Do instruct your people on how to respond if the unimaginable occurs at your workplace.
Key to remember: The employment landscape is constantly evolving, but these reminders of basic “Do this, not that” guidelines can help HR professionals successfully navigate tough workplace issues.