HR Acuity Content Resource Center
In today’s volatile economic climate, with rising claims of harassment, discrimination, and wrongful termination, the responsibility for HR to provide objective and well-documented employee relations is more critical than ever. Why? Because the way in which employee issues are handled has as much to do with the resolution as the issue itself.
Empowering HR and Employee Relations leaders with the relevant tools to manage employee behaviors and allegations of misconduct with integrity has always been our top priority. After receiving countless requests for benchmarks around these ...Read more
The ability to detect, investigate, and stop sexual harassment can impact productivity, engagement, turnover, and a host of other key performance indicators. Taking proper actions to uncover, prevent, and correct certain behaviors is not only a ...Read more
More than ever, you need to know what’s going on in your organization. You need to manage employee relations as if your business depends on it. Because it does. A single employee issue can easily cost you in time, legal fees and damages, ...Read more
Getting the most value out of your employee relations case management process begins with having an actual employee relations case management process. One that’s not just efficient but effective and impactful. One that replaces rudimentary ...Read more
Investigation Interview Protocols Checklist; including suggested opening statement, opening protocols and closing protocols.Read more
INSTRUCTIONS: Read through the contents of the investigation file and indicate if the documents noted are available and meet the criteria listed. While every case will be different, a pattern of “NO” responses could indicate more ...Read more
Despite the heightened activity and conversation about #MeToo, reducing incidents of workplace sexual harassment will take time. Nearly 75 percent of people harassed in the workplace don’t report it. To effect positive change, organizations need to figure out how to get more women (and men) to come forward when issues arise.
In February 2017, eight months before #MeToo went viral, a former senior engineer at Uber, Susan Fowler, published a blog alleging rampant sexual harassment, retaliation, and discrimination. Following an extensive investigation including hundreds of interviews, former U.S. Attorney General Eric Holder and his colleagues at Covington & Burling issued a list of recommendations aimed at changing the company’s culture and practices. While Uber’s transgressions were severe, they are not alone. The headlines of the past year indicate that many organizations are still at risk and in need of transformation. What lessons can be learned and how must organizations respond?