HR blunder of the month: Fired worker reinstated due to printer malfunction
A Denver equipment operator was reinstated after being fired for failing an alcohol test because the breathalyzer’s printer malfunctioned, preventing documentation required by state law. The hearing officer ruled the city couldn’t prove a violation without the printed test results.
HR tip: Reducing wages
Employers cannot unilaterally reduce employee wages as it breaches contracts. You must obtain employee agreement through negotiation and transparent communication about financial circumstances, or terminate existing contracts and offer new ones with reduced pay rates.
The drive towards equality in the workplace
Workplace discrimination claims involving age, religion, and sexual orientation are rising sharply since new UK equality laws were introduced in the 2000s, though these newer discrimination cases face similar low success rates at employment tribunals compared to established sex and race discrimination claims.
Ten top tips on rewarding in a recession
During a recession, employers can maintain employee engagement by carefully timing benefits changes, consulting workers on their preferences, and establishing clear supplier agreements. Strategic communication and alignment with business objectives help organizations retain talent while managing costs effectively.
Can the private life of an employee affect their employment?
An employee’s private life can affect their employment if it involves workplace misconduct, reflects negatively on the employer, or impacts job suitability. Employers must balance respecting privacy with legitimate business interests, typically documented in clear internet policies.
Mergers and acquisitions: Creating a stronger HR function
During mergers and acquisitions, HR functions often neglect merging themselves well while helping the business integrate. Strategic alignment of HR during this process creates a stronger function and sets an example for the organization. Practical communication, engagement, and strategic planning are essential to turning merger challenges into opportunities for HR improvement.
Ask the expert: Dismissal process with less than one year’s service
An employer can dismiss an employee with less than one year’s service without following a formal disciplinary process, but doing so carries legal risks including potential compensation uplifts for certain claims and possible breaches of contract or discrimination law.
A week in HR: Is the recession the key to job satisfaction?
A recession-driven rise in job satisfaction masks underlying workplace stress, while UK firms plan major job relocations overseas. A CIPD survey found employees feel more satisfied with their roles despite economic downturn, though 52% report increased work-related stress and office politics.
Colborn’s Corner: Swine flu – a media frenzy
HR professionals should develop comprehensive contingency plans to manage workplace disruptions from swine flu and other crises. Clear communication and updated risk assessments help prevent employee panic and irrational behavior during health emergencies.
No time for silence: Breaking news to employees
Effective employee communication is critical during economic uncertainty. HR professionals must break difficult news—like layoffs or frozen bonuses—truthfully and strategically to maintain employee morale, productivity, and retention during challenging times.
HR Tip: Recovering relocation expenses
Protect your relocation investment by including a recovery clause in offer letters. Specify that employees must reimburse all or part of relocation expenses if they leave within a set period, with reimbursement amounts decreasing over time to remain reasonable and enforceable.
How to beat the recession by empowering your line managers
During economic downturns, organizations must cut costs while maintaining productivity and employee motivation. Empowering line managers to take greater responsibility for people management is critical, as research shows strong correlation between effective line management and organizational performance and profitability.
Views on HR news: The dangers of a tyrannical approach to Web 2.0
HR leaders debate Web 2.0 adoption, with UK organizations taking a more restrictive approach through social media bans compared to more open international practices. Experts warn that overly controlling policies risk damaging employee engagement and talent attraction, while advocating for HR functions to embrace social platforms now.
HR in a recession: A change of focus
During economic downturns, HR professionals must shift focus from employee development to performance management and organizational efficiency. This means identifying underperforming staff, strengthening management practices, and advising leadership on necessary changes while preparing the business for eventual recovery.
Up in smoke: True liberation
Becky Midgley celebrates reaching her non-smoker milestone after weeks of support group meetings and nicotine patches. Despite facing extreme workplace stress, she resisted the urge to smoke and feels increasingly liberated from the habit.
Vox pop: HR’s role during a recession
During a recession, HR departments shift from centralized models to closer engagement with line managers and employees. Industry experts emphasize that HR must act as a strategic business partner, focusing on managing redundancies fairly, developing remaining staff, and maintaining clear communication to preserve organizational morale during economic downturns.
Ask the expert: Disability and failure to attend work
An employee with mental health issues was suspended for one day’s absence and insubordination, but the employer failed to contact them before issuing suspension. Legal experts question whether suspension was justified and whether employers have duty of care obligations toward employees with known health conditions.
Cutting the cost of wellness
Maintain employee wellness on a limited budget by appointing in-house health champions and addressing workplace culture. Cost-effective strategies deliver measurable results without expensive external consultants or initiatives, helping retain staff during economic downturns.
HR tip: Proof of drunkenness
When an employee arrives at work appearing drunk, supervisors should document their observations immediately, such as erratic speech or unsteady gait, and have a witness corroborate the report. This contemporaneous documentation is sufficient evidence for disciplinary action without requiring medical proof of intoxication.
Talent management: The leaders of tomorrow
Talent management is crucial for organizations to identify and develop future leaders effectively. Yet many companies lack aligned processes and integrated approaches linking recruitment, development, and succession planning. Early identification through assessment combined with structured development and strategic deployment helps retain top talent.
