On our most recent Podcast, we talk about employee morale. Do your employees feel appreciated? Or do they have one foot out the door? Do Employee of the Month programs help or hurt employee morale? Spoiler alert–they will hurt morale if employees perceive them to be unfair or only awarded to brown nosers. Have a listen! https://www.spreaker.com/user/10949568/employeemorale
Nearly all of us use email to communicate at work. It’s fast, you can reach a lot of people, and the conversation is documented, which can be good–or bad–depending on how you use it. On this Podcast, Thom and I talk about email etiquette with Louise Hughes (email@example.com), our very smart and multi-talented Firm Administrator. And we ask the question: who doesn’t get annoyed by that email sent to everyone in the office but really targeting one person? Have a listen: https://www.spreaker.com/user/10949568/cyaemailetiquette
Employees at major companies such as Amazon and Starbucks are voting to belong to unions, and these successes are fueling union organizing campaigns at other companies. Indeed, the current labor shortage is empowering employees to seek more money, better benefits, and/or more flexibility, and some employees see a union as the means to this end. So can you recognize union organizing activity among your employees? And do you know what to do–and what not to do–if this type of activity occurs. In our latest Podcast, Thom and I talk about these issues. Have a listen: https://www.spreaker.com/user/10949568/cyaunion.
Do you know what “at-will employment” really means? And do you know how it is not the same thing as “right to work?” Find out how the confusion of these two very different concepts drives me crazy. Listen to our latest Cover Your Assets Podcast: https://www.spreaker.com/user/10949568/cyaatwill
Do you have an idea for a topic for our Podcast? Drop me an email!
The toxic workplace. Most of us have had experience with a co-worker or supervisor whose bad behavior makes the workplace a toxic place. Even if this toxic behavior does not rise to the level of being legally actionable, it certainly has a negative impact on employee morale and increases turnover. In this competitive job market, can you afford the toxic behavior of the employee who is driving others away?
Have a listen to our lively discussion of the Toxic Workplace:
I was looking around a popular business oriented social media site, and the content that some companies posted caught my trained employment lawyer’s eye. One, in particular, posted a lot of photos of employees who were all uniformly young (in their 30s and younger), energetic, and white.
I see a couple of issues here. First, what kind of message is this company sending to prospective employees? The message certainly appears to be that they only hire able-bodied young white employees. In this highly competitive employment market especially, it is not in a company’s best interest to discourage entire groups of people from even applying for available jobs.
Second, these social media posts could be used as evidence in a discrimination case. For example, if an African American employee files a lawsuit for employment discrimination, I could see the plaintiff’s lawyer offering the social media posts as evidence that the company does not value diversity, or that it does not value persons in protected classes. Because if the company valued those folks, it would include them in its public presence, right?
Think of your company’s social media presence as evidence that can be used in your favor or against you. That “youthful vibe” could be used as evidence of age discrimination. That “tough, macho vibe” could be used as evidence of gender discrimination. In other words, if you are not careful, your vibe could be the thing that attracts a lawsuit against your company.
The takeaway: Inclusivity is the key to attracting and retaining the best talent in this job market. May sure that your social media presence isn’t repelling entire classes of applicants or attracting lawsuits.
Kathleen J. Jennings is an attorney licensed to practice law in Georgia and New York. She graduated from Cornell University, College of Arts & Sciences, with distinction and New York University School of Law. She is a principal in the Atlanta office of Wimberly, Lawson, Steckel, Schneider, & Stine, P.C. and defends employers in employment matters, such as sexual harassment, discrimination, Wage and Hour, OSHA, restrictive covenants, and other employment litigation and provides training and counseling to employers in employment matters. She can be contacted at firstname.lastname@example.org.
Copyright 2022 by Kathleen J. Jennings
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Many employers monitor employee email and electronic devices. What is the right way to do it? And how do employees feel about all that monitoring? Check out the Cover Your Assets Labor and Employment Podcast for a lively discussion. You never know who might be listening!
May is “Mental Health Awareness Month,” so on our most recent Podcast, Thom Jennings and I discuss mental health issues in the workplace. Mental health conditions may be protected as disabilities under the Americans With Disabilities Act, so it is important not to ignore employee requests for accommodations for both physical and mental health conditions.
Have a listen! And if you like it, please share with your friends and colleagues.
This week on the Cover Your Assets Podcast, my nephew, Thom Jennings (affectionately known as Thom Jr.), joins me and my brother (also Thom Jennings) to talk about interview questions. Thom Jr. is an executive recruiter who has some interesting insights into the interview process. Have a listen!