Charlie Sheen just announced he’s HIV positive. While Sheen is rich and famous and has all sorts of legal things set up to protect him and his interests, most people with HIV lead much more normal lives. In fact, you may have some people with HIV sitting in the next cubicle and you’d never know it. If you do know it, however, there are laws you must follow. Here’s what you need to know about HIV in the workplace.
Yes, you can (and should have) fired Mr. Sheen.
By all reports, Charlie Sheen was difficult to work with. He used drugs and drank and was not responsible and, well, pick up an issue of a gossip magazine if you want the details. The reality is when he lost his job on Two and a Half Men it wasn’t because of his HIV status, but because of his behavior.
Having HIV, or another disease or disability, doesn’t mean you can be a full-fledged jerk. It doesn’t mean you can be a low performer. It does mean that you can’t be fired because of your illness (see below), but you can be fired for unrelated reasons.
To keep reading, click here: What if Charlie Sheen Were Your Employee?
What is a cash-strapped startup to do when the holidays roll around? It’s traditional to give the employees something in December (although, the employees should not get something for the boss, so don’t expect it). So, what to buy?
You can, of course, follow this helpful list collected from actual humans who have enjoyed gifts from their bosses. (Tl;dr: Food and cash top the list.) But, if you want to make your employees love you, and strongly consider spending the rest of their lives working for you, here’s the key to holiday present success: Allow them to ship packages to the office.
Yep. It’s that simple.
Now, this isn’t a practical suggestion if you’re at a huge site with 10,000 employees. Your mail room people would quit or you’d have to hire a bunch of temps to deal with the holiday boxes, but for a startup with 20 people, it’s perfect. Not convinced? Think about these things.
To keep reading, click here: This Holiday Perk Could Last Year-Round
The Family and Medical Leave Act, better known by its initials, FMLA, has been the law since 1993 when President Bill Clinton signed it. This means that for a good portion of the workforce it’s always been in effect.
With a law in effect for 22 plus years, you probably think you know how it works. Are you sure? A few things have changed over the years, so read on and see if you are up to date on the FMLA.
To keep reading, click here: What You Need to Know About FMLA
Remember the death panel conversations? Well, a more sensitive term for this is an End of Life Planning Discussion. These are great things and everyone should be having them-not just the elderly. We never know when we’re going to get in an accident, be diagnosed with a terminal illness, or have a heart attack that lands us in ICU.
We also know that doctors tend to choose a less intensive end of life care than non-medical people. They know more than the lay person, so it makes sense that we should listen to them and learn more so that we can make informed decisions.
However, these conversations do not belong at the office. The Goodyear Tire & Rubber Company just announced their partnership with The Conversation Project, which provides kits and guidance for having these critical end of life conversations. Last April Goodyear distributed 24,000 of these kits to their employees and retirees.
Now, I think the Conversation Project is an excellent idea. I wish more people would talk about these things. I’ve reviewed their starter kit and I think it is excellent. However, I don’t think your company should be initiating these conversations. Not at all. At most, they should have it listed as a resource on the company intranet, but they should not be sending these packages out. Why? Here’s why.
To keep reading, click here: End of Life Conversations Do Not Belong at the Office
Have you ever worked with someone who seemed genuinely more interested in ruining morale than in doing any work?
Turns out the CIA thought that an employee could do serious damage to a business.
If it was a business the CIA wanted to destroy, their best bet was to send in someone to destroy it from the inside out.
The Simple Sabotage Field Manual from 1944 details all sorts of technical ways to sabotage a business.
To keep reading, click here: Coworker Sabotaging Your Office? Maybe She’s a CIA Spy
One of the big things about Human Resources is that we have tons of paperwork. Tons and tons and tons. Granted, a lot of it is electronic these days, but the principle still remains. HR does record keeping. And, we need to keep those records, but for how long?
Here are basic guidelines for HR record keeping. Remember, though, that state laws may vary from these guidelines. If state laws and Federal laws are in conflict, always keep the records based on whichever requirement is longer.
To keep reading, click here: How Long Must HR Keep Employee Records?
When people get promoted into a management role, the going phrase is that you now have “hire and fire” power. Almost everyone enjoys using his or her hire power — it’s great to build your own team and see each individual employee grow. But fire power? Unless you’re a cold-hearted person, you generally don’t enjoy using your fire power — ever.
But should you?
If you think the answer is “no,” consider the hiring and firing operations of the federal government for a moment — you’re more likely to die than to be fired in a government job. Then, think about the level of service provided by most government organizations: Do you want to run your business with the efficiency of a DMV? Then don’t fire anyone. But if you want to be better than that, you need to be willing to let people go when it’s warranted.
To keep reading, click here: Don’t Be Afraid to Say, ‘You’re Fired’
I rarely travel for business. And by rarely, I mean I haven’t in 6 years. But my husband? Well, at this very moment, he’s at the Frankfurt airport, having just arrived from Uzbekistan. He’s waiting for his flight to Milan. Three days ago he was in China and the week before that he was in India.
This means the kids and I are home alone a lot. While it’s nothing like being a single parent, it is difficult to balance my career and the kids alone a good portion of the time. Here are 10 things I’ve learned over the years on how to manage with a road warrior husband.
1. Put his schedule on your calendar. Before he goes, he sends me his flight itinerary. I use gmail and it recognizes the itinerary and asks me if I want it on my calendar. I select yes. It’s even smart enough for time zones. So, at any given time, it’s easy for me to know where he is.
To keep reading click here: 10 Tips to Survive Life with a Road Warrior
I am currently handling a nasty investigation into bullying and harassment at my company. What do I do after the investigation if all parties remain with the company? The relationship has broken down — do we just have to move the employees? I think it’s too late for mediation.
To read the answer, click here: What to do When the Bullying Stops