Managing People at Work

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Phil Ash

Heed EEOC’s latest anti-harassment guidance

A new EEOC report on preventing and addressing workplace harassment of government employees offers important lessons for private-sector employers, too. The report urges all employers to take a multi-pronged approach to creating an anti-harassment culture in their workplaces.

Refusal to sign discipline memo? What to do

Every HR professional knows the importance of disciplinary documentation. But what happens if an employee refuses to sign a disciplinary memo?

Managers as mediators: When and how to intervene

Conflict resolution is all too real in the workplace and often falls just below the radar screen. Managers need to intervene on occasion to realign expectations but also help people feel heard, recognized and respected. When two of your employees aren’t playing nicely with one another and everyone e

EEOC, other agencies monitoring AI’s impact on perpetuating discrimination

The EEOC has joined forces with the Consumer Financial Protection Bureau, the Federal Trade Commission and the Justice Department’s Civil Rights Division to step up oversight of how artificial intelligence software might perpetuate unlawful discrimination.

Analysis paralysis? 4 tips for making better decisions

Your ability to make sound business decisions swiftly—even when they involve ambiguity and risk—is a major factor in your ability to guide and manage a successful team. Here are some simple ways to help you make better decisions.

Train employees on ‘bystander’ responsibilities to report harassment

In 2016, the EEOC released a report that said reducing sexual harassment at work often depends on co-workers being willing to report misbehavior when they witness it. Since then, it has been largely up to employers to define policies for so-called bystander reporting. Here’s how to structure bystand

Remote termination: Consider these 3 factors

Now that many employees telework at least some of the time, terminations have gotten more complicated. Do you wait to deliver the bad news when employees come into work? Do you order all affected employees into the office for a mass firing? If you’re considering remote terminations even for employee

Warn supervisors against screening applicants by national origin

This seems obvious, but apparently it needs restating: Managers and supervisors should never consider where an applicant was born when making hiring decisions. Two recent cases illustrate the peril.

Check for possible retaliation before approving discipline

Before approving a termination, always review the case details. Be on the lookout for signs that the action might be motivated by a supervisor’s attempt to retaliate against the employee.

Relatively few employees continue to work remotely

The percentage of employees working remotely has fallen to near pre-pandemic levels, according to data released in early April by the Bureau of Labor Statistics.