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HR U Can Trust Blog

A blog providing trustworthy Human Resources advice to business owners, managers and employees plus the occasional LOL true story from the workplace.

Performance Ratings – do away with them??

Carolyn Boyes - Wednesday, October 01, 2014

We were recently asked to put together a template that a client could use for Performance Appraisals. There are a number of business decisions that need to be made when developing such a template – such as: will the Company assess an individual based on their accomplishments of business goals? Will they assess workplace behaviors? If so, what are those behaviors that will be assessed? Will the company tie performance to the employee’s annual merit increase? And finally (though this is not an all-inclusive list), will the Company use performance ratings and if so, what will those ratings be?  …read more


 

Do You Dread Performance Reviews?

Carolyn Boyes - Wednesday, September 17, 2014

Many people do – both managers and employees alike. Employees dread them because they often have no idea what the manager is going to say about their performance. Managers dread them because they don’t know how to deliver the difficult news when an employee is not performing well. This stems from fear of conflict and not knowing how to manage it.  …read more


 

Dancing and Spinning

Carolyn Boyes - Monday, July 28, 2014

This blog is primarily written for business owners and managers, but employees may find it affirming and useful as well.  …read more


 

Avoid liability for pregnancy discrimination

Carolyn Boyes - Monday, July 21, 2014

This week, the EEOC issued updated guidance on pregnancy discrimination. BLR reported in EEOC releases pregnancy discrimination enforcement guidance, it has been 31 years since the EEOC last addressed this issue in a guidance document. Significantly for employers, this guidance addresses both the Pregnancy Discrimination Act (PDA) and the Americans with Disabilities Act (ADA). Your employee may be protected by both laws. Under the PDA, women are protected from discrimination not only based on pregnancy but also discrimination based on past pregnancy or the potential to get pregnant. And, the EEOC explains when the ADA may apply. According to the guidance, “[a]lthough pregnancy itself is not a disability, impairments related to pregnancy can be disabilities if they substantially limit one or more major life activities or substantially limited major life activities in the past.” SOURCE: BLR  …read more


 

Fun in the Workplace

Carolyn Boyes - Tuesday, June 24, 2014

I have been enjoying the creativity of the Google team and what they have been doing with the Google letters recently – it’s been fun to see the focus on the World Cup and the letters playing soccer. One that made me LOL was yesterday when all the Google letters were sitting around a conference table in front of a big screen monitor. They were watching the World Cup – but when the boss would walk in, the screen quickly changed to a business related chart/graph!  …read more


 

Personal Use of Company Computer Systems and Personal Devices

Carolyn Boyes - Thursday, May 15, 2014

Your Human Resources Policy states that the Company computer systems and devices provided to employees are intended for business purposes and may be used only during work time. However, the policy goes on to state that limited personal use is permitted if it doesn’t hinder job performance or violate any other Company policy.  …read more


 

My Employee Has a Medical Condition, Part II

Carolyn Boyes - Friday, April 04, 2014

The approach I took in yesterday’s blog was for the most part the approach of protecting the company and the manager against legal risk. The politically correct answer. But here is my real opinion – the approach I wish we could get back to in our culture and in our work environment.  …read more


 

My Employee Has a Medical Condition, Part I

Carolyn Boyes - Thursday, April 03, 2014

Your direct report has just shared with you that they have been diagnosed with a serious medical condition, a life threatening condition. The employee then proceeds to tell you the diagnoses and all the details surrounding it. How do you handle this as a manager?  …read more


 

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