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Employee Communication

Pay Attention: NLRB Issues its Second Social Media Decision in a Month (Knauz BMW)

October 3, 2012
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Employers need to pay careful and diligent attention to this issue. Social media and other employee communication policies remain on the forefront of the National Labor Relations Board's hit parade.
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Privacy Laws Threaten Compliance

September 24, 2012
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California could become the latest state to ban employer access to private social-media sites used by employees. A law passed by the state Legislature last month still must get the approval of Gov. Jerry Brown, who has until the end of the month to sign it.
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Should We Put Exit Interviews Online?

September 19, 2012
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Should we put our exit interview process online? What are the drawbacks? —Hate Saying Goodbye, human capital management specialist, Wichita, Kansas
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Transparency is Vital to Helping Employees Cope with Workplace Violence

September 17, 2012
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Midmarket executives and managers often delay or defer training employees to more readily identify and report the warning signs of violent behavior for fear of exacerbating trauma-related anxieties stemming from the original incident, workplace violence experts say.
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How Do We Preserve Our Culture in an Age of Virtualization?

September 5, 2012
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Our company has been successful because we keep things on a personal level between our senior managers and employees. We don't want to lose that close-knit feel, but we also see the value of using virtualization. How do we incorporate the technology while preserving our culture? —Vexed by Virtualization, HR generalist, construction/engineering, Indianapolis
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Confidential Workplace Investigations are Under Attack … by the EEOC?

August 13, 2012
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The Equal Employment Opportunity Commission should be championing confidential investigations, not signaling that they constitute a flagrant violation of Title VII.
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How to Build a Performance Management Program

June 29, 2012
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Begin by defining role-based competencies and behaviors for every employee so they know exactly what is expected of them. These competencies should include the five or six qualities that define success for every member of the organization.
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