Yesterday's tragedy in Boston has left me speechless. Boston seems to have been prepared, and at least by early accounts, the city's early responders helped save many from suffering a worse fate. Employers can learn an important lesson from these ashes and tears—the importance of being prepared.
This case, however, holds a deeper lesson about corporate culture and your workplace. If your company has a culture of condoning sexual harassment, no policy, and no amount of training, will render your holiday parties (or any workday, for that matter) safe.
To celebrate Workforce Management's 90th anniversary, we're running a series of articles looking at important workforce-related issues with a then-and-now theme. This installment examines civil rights in the 1960s and today. Next month, we look at the 1970s and women in the workforce.
Many Web surfers are keenly aware of the information available from states’ online databases, and when they discover that one of their co-workers is a registered sex offender, they take action. The tricky question for the employer is, what action should it take?