This is an issue you should be discussing with your employees and building in your EEO/anti-harassment training.
Many organizations are giving special consideration to the role that our unconscious thought processes, or biases, have on workplace decisions.
Leave the political arguments of the ACA to the glib pundits and analysts; we sought out people on the ground floor, those who have to make it work, whatever their feelings about the law or its political symbolism.
When we think we’ve said something we shouldn’t have, we need to acknowledge it and say we may have misspoken.
As the popularity of e-cigarettes continues to grow, there’s still no definitive ruling on the safety and proper regulation of the tobacco-free alternative. It’s up to employers to fill in the gaps.
Leaders must explicitly communicate that uncivil, abusive behavior is thwarting their institutional objectives.
The quickest way to ensure that generalized workplace bullying becomes illegal is for employers to continue to ignore it.
If your goal is to do the minimum but to give your organization defenses in case there’s ever a costly mistake, then here’s a road map to get you started.