Baseball hall of famer Yogi Berra passed away in September at the age of 90. In addition to being a great player for the perennial champion New York Yankees in the 1950s and early 1960s, he was known as a type of clown-prince for his penchant for amusing malapropisms related to baseball and life in general.
Many (many) years ago when I was in college, I spent Thanksgiving Day with a bachelor uncle at a football game. In celebration of the season, we bought a frozen turkey on the way home . . . and sadly discovered that you can’t just toss a turkey in the oven and call it Thanksgiving.
Who couldn’t use a cute, cuddly friend at work? One that’s not the least bit judgmental, one that is loyal and devoted, one whose main goal in life is to build you up when the pressures of work get you down. If only your dog could go with you to work.
A number of companies make that option possible. Pet-friendly policies make a great perk for animal lovers, but not so much for coworkers who aren’t so enamored of dogs, cats, and other pets. Some people have allergies to contend with, others are fearful of animals, and others see even the most docile pets as distracting or annoying.
As employers prepare to comply with the upcoming information-reporting requirements of the Affordable Care Act (ACA), which remain in place after the Supreme Court’s decision in King v. Burwell, Congress snuck higher penalties for failing to meet those requirements into a trade bill. House Resolution (HR) 1295, known as the Trade Preferences Extension Act of 2015, which was passed this summer, provides for significant increases in the previously set penalties for failing to file correct ACA information returns or furnish the correct payee statements to employees.
What supervisor or human resources professional hasn’t asked the question: Why can’t people work together without deliberately making the working environment insufferable? Why don’t people use their energy to solve differences instead of lashing out in anger? There may be no easy answers to those questions, but understanding why conflict occurs and following a strategy can ease the hard times.
Alice Waagen, president of management consulting company Workforce Learning LLC, gave tips on understanding difficult employees during a recent webinar for Business and Legal Resources titled “Get in Front of Your ‘Difficult’ Employee Problem: Conflict Management and Mitigation Strategies That Work.” Her strategy begins with understanding that conflicts often start small and then escalate when left ignored, resulting in lost time and money, increased stress, and even lawsuits.
Veteran unemployment has been an issue of concern over the past several years. The availability of good jobs for returning veterans has become especially important as the nation has come to better understand the difficulty of transitioning from active duty to life at home. Employment takes on even greater importance when it’s considered in light of the epidemic of suicides among veterans, the rate of which is more than double that of nonveterans.
Natural disasters wreak havoc on all facets of a community. The death toll from fire, flood, wind, snow, and ice is the most obvious concern, but the property damage that can leave people homeless or dealing with serious damage causes problems long after the initial storm passes.
Employers, too, have to deal with loss, damage, and distracted or absent employees. Recent floods in South Carolina and Texas have taken a toll on businesses there. As employers deal with recent storms and look ahead to winter weather challenges, a look at how to respond to weather disasters can help businesses prepare for emergencies.
With the holiday season upon us, nonemployee protesters, whether they’re labor organizers or others, often target retailers in an effort to maximize the reach of their message during the increased seasonal foot traffic. Repeated efforts by nonemployee protesters can be a source of concern for retailers and can have a negative impact on both their business and goodwill in the community. However, retailers are not without options in these scenarios and can protect themselves with an effective and evenly applied solicitation and distribution policy restricting the time, place, and manner of nonemployee activity on their property.
Stress. Just the word triggers anxiety. Human resources professionals well understand the toll stress can take on workers’ health and productivity, but is there a way to leverage stress so that it does more good than harm? Can a change in a stressed out employee’s mindset turn a worrisome experience into an exercise in personal growth?
In a recent Harvard Business Review article, two researchers claim that despite its harmful aspects, stress has the potential to be good. And Brad Federman, chief operating officer of human resources consulting firm F&H Solutions, agrees to a point.
Halloween is a lot of fun for both kids and adults. When else can we wear inappropriate costumes, gorge on unlimited candy, and create a Walking Dead display in our front yard? But when the spectral mist of Halloween creeps into the workplace, things can get really scary. Here are some real-life Halloween workplace mishaps that left employers haunted: Continue Reading »