Overview: Employers should adopt a constructive employee relations strategy in order to promote productivity within the workplace. Implementing customized policies and procedures that address employee behavior and foster communication, such as a progressive discipline policy or the creation of employee action plans, will promote the organization's long term viability and prosperity. Having set organizational objectives and communicating those to employees prior to enforcing work rules, conducting performance appraisals or taking disciplinary action will improve employee-employer relations. In addition to addressing misconduct or performance deficiencies, employers need to focus on recognizing and rewarding top performers and their contributions to the employer's business goals.
Trends: Federal and state whistleblower programs are flourishing within the current enforcement landscape. Employees and former employees of regulated or public employers have reaped large bounties as a result of reporting organizational misconduct. Employers should seek to build a culture of integrity within the workplace in order to foster trust and collaboration among employees, supervisors and regulators.
Author: Marta Moakley, JD, Legal Editor
This section of the XpertHR Best Practice Manual explains the benefits of implementing an employee recognition program and guides employers on how to design a day-to-day, informal or formal program and process.
New resources address the process of implementing an employee recognition program in an organization.
Graciela Meibar, an executive coach and consultant, workplace diversity expert, and formerly Chief Diversity Officer at Mattel, shares her knowledge and experience regarding how to build a successful diversity and inclusion strategy for a company or organization.
This briefing for supervisors examines the best practices for resolving workplace conflicts.
This briefing for supervisors examines the law and best practices for creating and maintaining a diverse and inclusive workforce.
New training materials address various topics such as: the benefits of and barriers to diversity; types of diversity; how to increase and manage diversity; and how to handle workplace conflicts.
An employer may use this form to address poor performance in a way that specifically identifies areas of underperformance and encourages appropriate goal setting. The PIP process is much more individualized and requires an employee to be actively engaged in solving performance problems.
Content has been added to help employers understand their rights and responsibilities when it comes to changing an employee benefit offering or contribution.
HR guidance on the legal risks and benefits regarding employee relations programs.