Check out this month's issue for news and updates related to Workplace (In)Civility; EEOC Updates; WorkFlex Bill & Upcoming Events!
|
|
When Civility Called Out Sick
|
|
|
No, I am not referring to an employee whose name is Civility. I refer to the noun that seems to be missing from so many workplaces these days. We spend much time and attention on fostering diverse and inclusive workplaces; exercising cultural competence; preventing and correcting unlawful harassment. It seems to be we have come full circle and need to redirect our attention to the basics of civility in the workplace. How?
- Check out the EEOC's new on-site training programs on Respectful Workplaces. Just announced in October, the EEOC now offers staff and management training delivered on-site for staff and managers. Recommended audience size is 25-30 people.
- An ounce of prevention. Here is just one more reason to be proactive and prevent unprofessional, not to mention unlawful conduct in your workplace. The EEOC also just made it even easier for individuals to file a claim. The agency just announced an on-line, public portal that makes the EEOC "available wherever and whenever it is most convenient for the individual."
- Consider the report published by the EEOC's in June 2016 on Workplace Harassment. Talk to employees during your harassment prevention training about civility. Give behavioral examples of what civility means and looks like in your organization. Talk to employees about bystander intervention; if they see something, say something! How many people in Hollywood and politics have recently come out alleging they were subjected to inappropriate treatment 10, 20 or more years ago? How many bad acts could have been prevented with early intervention?
- Review your Professional Conduct or similar policy. If you don't have one, consider creating one. It strikes me as sad and amazing that we even need one or that I would make this suggestion. But, apparently, we do. If your policy addresses treating others with respect and professionalism, define it. Give behavioral examples.
- Check out the FREE learning resources. The Workplace Bullying Institute (WBI) has a slew of materials such as podcasts, webcasts, research and more. I find some of the research data great in incorporate into staff and/or management training programs.
|
|
A SHRMStore
Great 8 Best-Seller
6 Years in a Row!
|
|
Upcoming Events, Seminars & Presentations
|
Wednesday, November 22nd, "
Employment Law Update: The Year in Review
," FiveL's last webcast for the 2017 series. Click
here
.
Wednesday, November 29th
, "
Legislative Preview
," hosted by the Howard County Chamber of Commerce, 7:30- 9:30 a.m. Columbia, MD.
Thursday, December 7th, "
Workplace Harassment: Trends, Tips & Tools,"
3rd of a 3-part
webcast series
hosted by AICC, 2:00 ET.
|
|
Choose Wisely!
WorkFlex Options Proposed
|
|
|
In last month's
newsletter
I shared a few examples illustrating the evolution of existing laws and how legal interpretations may impact business operations. We now have an opportunity to shape law that creates an option for employers, rather than a mandate. On November 2nd, Representative Mimi Walters
introduced
H.B. 4219, Workflex in the 21st Century Act. In short, this bill gives employers the option to follow one, federal paid leave program and avoid the complexities of complying with a patchwork of related state and local mandates.
- First, an employer may choose to offer its employees with at least a minimum amount of paid (sick) leave as specified in the bill (12 to 20 days depending upon the employee's length of service and the employer's # of employees).
- Second, the employer chooses to offer at least one of six workflex options listed in the bill (compressed workweek, telework, flex schedules, etc.).
- Then, if the employer meets the minimum requirements of #1 and #2 above, the employer would have a proverbial safe harbor and be exempt from complying with the myriad state and local paid (sick) leave mandates (at least 8 states and 32 localities).
Click
here
to see, hear and learn more. Colleagues in the Twittersphere may follow #WorkFlexBill
|
|
This publication does not constitute the rendering of legal advice. You should consult your company's legal counsel for guidance on any particular matter.
|
|
FiveL Company | info@FiveL.net | www.FiveL.net
|
|
|
|
|
|
|
