johnnyBravo
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My first question would be what kind of employee is she aside from this incident? Is this the first thing she's done (that you know of) like this? Is she usually dependable/does she do good work? If you really think it's likely that the fact she wa…
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A Harvard economist, Alberto Alesina, proposes "discrimination, the good kind" to fix the problem: lower women's income-tax rates AND raise them for men! (Never heard about the good kind of discrimination before!) He says the female tax rate "shou…
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If the Wikipedia entry on the ERA is correct, supporters of the ERA have re-introduced the amendment in Congress every term since 1982 without success. Are these efforts drawing more support this year than usual?
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I'm betting that it's likely a lot easier for an employer of a few hundred people to pick up on signs of trouble with an employee than it is for college faculty to keep track of the signs that a student among a population of 26,000 had some mental p…
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I think the rationale behind the decision was simply about money and nothing else mattered (not who Imus was, nor the level of public outrage or calls for him to be fired by folks like Al Sharpton and Jesse Jackson). If advertisers weren’t pulling o…
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Did he say a very offensive thing? Yes. Did he deserve to lose his radio show over it? That's debatable. I think you have to look at his entire body of work--35 or 38 (I've heard both) years of radio, inducted into the Broadcasters Hall of Fame, do…
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Thanks for your idea KLeede! I think your policy is a great idea. Of course, usually it's those who are oblivious to their own disruptive behavior--by being too loud, eating smelly food, etc.--who violate workplace ettiquette policies! I guess that…
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I couldn't agree with SFbay more--I think you should address workplace behavior for what it is instead of taking it upon yourself to designate it as gang activity. An act of intimidation or violence should be treated for what it is regardless of wh…
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I don't think private employers should have to start worrying about whether any group of employees is going to be offended because they did or did not offer a specific day as a holiday. If my employer gave President's Day as a paid holiday, but not …
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Unless circumstances simply didn't allow it--and I would guess they'd be rather unique circumstances--if I was approached by someone who requested a designated place to pray, I'd try to accommodate the request if I could. What harm would there be i…
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I think what this thread of discussion shows is that if "there's a will" to waste time at work, "there's a way" to do it. I'm not saying employees shouldn't be allowed to chat about television reality shows or that visiting an online site about a T…
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I've been involved in a few of these as well and here are my suggestions based on that experience: 1) Write up your questions that you want to ask before each interview. This will not only keep the interview organized on your part, but, if you get …
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When it comes to workplace conflicts--whether it's 2 employees arguing about opposing views on the Iraq war, opposing religious beliefs, or even over a sports rivalry (I've seen 'friendly' debates over Yankees vs. Red Sox boil over)--if it gets to t…
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You may want to try making it optional first. Hold a meeting to explain the process and the reasons why this is beneficial for the employees. It has been an option at our company for a few years now, and while I don't have exact figures, I'd say t…
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There is a modest-sized pool at our workplace, and so this has got me wondering (especailly since the tournament starts in 3 days!). If you're not in a state that has a law against this type of gambling, and the employer isn't involved in the pool …
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My company doesn't offer it, but I have a copy of BLR's 2007 Benefits survey and it has information on pay for military leave. It looks like only about 20 percent of employers offer full pay. Most--almost 45 percent (the data is broken up by Exemp…
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If workers keep their ringtone set to "vibrate", so there's no noise when it rings, and if they are instructed NOT to disrupt (or leave) workplace meetings by taking a cell phone call, then I don't know what else needs be done to address "cell phone…
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Managers and supervisors really ought to be trained on this topic. The problem is that oftentimes the person who has filed a complaint continues to work for the same supervisor he/she has claimed did something wrong. It is only natural for a person…