Posted by Stephen B. Rotter | Sep 20, 2019 |
Top five reasons to attend this seminar: https://www.obsidianhr.com/violenceseminar-sept25/
1. Moral and Ethical Obligations.
2. Legal Duties.
3. Tools to Protect.
4. Dialogue to Learn and Share.
5. Current Climate.
Posted by Stephen B. Rotter | Jul 19, 2019 |
1. Be an active listener no matter the situation. Whether the purpose of your communication is to provide guidance, set goals, or issue discipline, it cannot be a one-way conversation. Great leaders are great listeners.
2. Tailor your communication. This goes beyond just knowing your audience. To...
Posted by Stephen B. Rotter | May 10, 2019 |
1. “Culture” is a vague, undefined buzzword for the modern workplace and may create a potentially discriminatory basis for employment actions. It can also become an excuse for not becoming, or trying to become, diverse and inclusive.
2. The modern workplace may include creating a company Diversit...
Posted by Stephen B. Rotter | May 01, 2019 |
THE WORKPLACE COUNSEL LLC AND GOKENBACH LAW LLC MERGE TO EXPAND EMPLOYMENT LAW DEFENSE PRACTICE
DENVER, Colorado, May 2019 — Furthering their dedication to providing results-oriented and cost-effective legal counsel in employment law matter...
Posted by Stephen B. Rotter | Apr 19, 2019 |
1. Sexual Harassment. Companies have focused their polices, but it's just as important to implement annual training. While it helps with potential liability, more importantly are companies' willingness to foster safe, positive work environments.
2. Implicit Bias. We are wired to judge quickly and...
Posted by Stephen B. Rotter | Mar 22, 2019 |
1. The First Amendment does not provide the same protections at the workplace as it does elsewhere. Employers may (and should) implement policies related to reasonable restrictions for political discussion and conduct, including limiting or banning company resources for such activity.
Posted by Stephen B. Rotter | Mar 08, 2019 |
What Can Employers Do?
1. Sexual Harassment. It is one thing to have policies in place, another to put them into practice. Employers should remind their employees of sexual harassment policies and provide annual training.
2. Investigations. Complaints of sexual harassment, gender ...
Posted by Stephen B. Rotter | Feb 22, 2019 |
from John Brandon at Inc. and Bamboo HR:
Go to full article
1. Your boss takes credit for your work (63 percent)
One of the big findings is that employees really hate it when the boss takes credit for their work. And, older employees (those over 45) get...
Posted by Stephen B. Rotter | Feb 15, 2019 |
(in no particular order)
1. Approachability. If you can't approach your mentor or boss without feeling anxious, hesitant, or like you're going to feel dumb afterward, this is not someone who should be in a leadership position.
2. Empathy. Leaders have to be able to step into someone else's shoes,...
Posted by Stephen B. Rotter | Jan 25, 2019 |
1. Ensure your policies comply with employment law changes. For example, in Colorado for 2019, benefit plans must reimburse employees for prescription contraception. In Illinois, employers must reimburse employees for necessary expenditures related to services performed. Check with your employmen...
Posted by Stephen B. Rotter | Jan 23, 2019 |
We recently honored Martin Luther King, Jr., for his vision and commitment to diversity. It therefore seems fitting to re-share McKinsey's Women in the Workplace 2018 study. Notably, "[C]orporate America has made almost no progress improving women's representation. Women are underrepresented at e...
Posted by Stephen B. Rotter | Jan 18, 2019 |
1. Independence is critical – use outside counsel for serious or complex employee matters (i.e., those which may result in claims or litigation).
2. When conducting interviews, be personable, non-condescending, non-accusatory, and open-minded. Your approach should be fact-gathering, not conclusio...