Author Archive

Absolutely!! Harassment and discrimination claims in the workplace should not be taken lightly.   The Department of Fair Employment & Housing defines sexual harassment as harassment based on sex or of a sexual nature; gender harassment; and harassment based on pregnancy, childbirth, or related medical conditions.

Every company, even companies with one employee, are required to take actions against sexual harassment and to have a sexual harassment policy.  The guidelines employers must follow are clearly outlined in the “Facts about Sexual Harassment” DFEH – 185 pamphlet.

At the time a complaint occurs, the employer must:  quickly stop the harassment; investigate; properly discipline if harassment is proven; correct the effects of the harassment; put actions into place to ensure harassment does not recur.  At no time shall the employee be retaliated against for filing a complaint. continue

Have you heard this story before?  John, a small business owner, is heading into a team meeting.  The team is getting ready to email an advertisement to John’s prospective and current clients.   The ad looks great.  It is his answer to bringing in new business.  The dollar signs are running through his mind.  As the meeting begins, John quickly discovers that the wonderful process for gathering prospective and current client information has not been getting done.   The database is not ready and will not be ready for a couple weeks.   The excuses start to fly.  John’s dream of getting this ad out quickly fades.

By implementing accountability factors for each position, businesses can ensure their structure is functioning efficiently and appropriately.   These factors identify the key functions of the job and outline how they relate to the future success of the organization.  They should be tied to an employee’s performance evaluation and salary increase.   Use the following steps to design your accountability factors: continue