How to Conduct Reductions in Force

Reductions in a company’s workforce are an unfortunate business reality and, regardless of the severity of the situation, are a difficult process for everyone involved. Any reduction in force needs to be conducted in a respectful and efficient way to reduce potential damage to your company’s culture and brand image (damage which often can last…

Manager’s Guide to Lawful Terminations

A company and its management must approach employee terminations with care and the appropriate diligence to avoid legal issues or any claims of unfairness. The problem is, with so many potential scenarios for why an employee could be fired, it is difficult for managers to be prepared for every possible situation, or to understand all…

Interview Questions Guidelines

The purpose of a job interview is to assess an applicant’s ability to perform the job. Yet, many companies ask inappropriate questions, questions irrelevant to the job, or approach valid topics in unacceptable or even illegal ways. In this interview questions guidelines resource, we explore common topics that employers may be inclined to ask about…

Harassment and Discrimination Investigations

Employers have a legal obligation to conduct fair and timely workplace investigations. But the legal duty to investigate only tells part of the story. For companies committed to creating and maintaining healthy workplace cultures, having a reliable and effective cycle of receiving, investigating, and resolving complaints is vital. By approaching investigations as an opportunity to…

Sexual Harassment in the Age of Social Media

Sexual Harassment in the Age of Social Media

Sexual harassers are no longer safe in the age of social media. It’s time we face the fact that sexual harassment claims and conduct has been pushed under the rug in organizations for a long time until recently. If you don’t know how to create a culture to eliminate it when it stirs up, your…

A Modern Approach to Implementing Harassment Training

A Modern Approach to Implementing Harassment Training

If you think a one and done training course on harassment is enough, you’re wrong. It’s time to bring your harassment training program into the 21st century and create some real results in minimizing this behavior within your workforce. It’s not enough just to do one course every 2 years, your organization needs more from…

Free Guide - How To Build an Unconscious Bias Program

How To Build an Unconscious Bias Program

There is bias in your workplace, so what can you do about it? Chances are if you’ve tried to implement an unconscious bias program in the past, you may not have gotten the traction or response you wanted. Perhaps it was a one-time training that didn’t seem to make a difference, or the content just…