Articles by Kelly Tilden

Cupid and the Cubicle

Workplace romance is inevitable—so be ready when love becomes a liability.
April 26, 2013
Up to 40% of employees admit to dating a co-worker.
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Reduce The Risk of Workplace Violence

Develop a zero-tolerance policy and offer training to prevent on-the-job violence.
April 15, 2013
Prudent employers are evaluating the risk of violence in the workplace.
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Think Twice Before Rejecting Criminals

Litigation could result from blanket bans on hiring those with criminal histories.
August 1, 2012
The Equal Employment Opportunity Commission provides only a general outline for how employers should move forward.
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Self-Audit With Care

ICE audits begin to target financial institutions.
April 16, 2012
During the past two years, U.S. Immigration and Customs Enforcement has shifted its focus from individual undocumented workers to those who hire them.
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Credit Reports: Useful Screen Or Lawsuit Unforeseen?

Watch for increased restrictions on the use of credit reports.
January 11, 2012
Before requesting that next credit report, make sure you comply with new restrictions imposed through state and federal laws.
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Battle Workplace Bullying

Proposed legislation would give employees new rights—and new claims against employers.
August 24, 2011
This year, legislatures in at least 11 states, from New York to Washington, are considering legislation to prohibit bullying in the workplace.
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Reduce Retaliation Risk

As employee claims increase, so do management responsibilities.
June 27, 2011
As employee claims increase, so do management responsibilities.
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Nursing Mother Rule Is a Smart Retention Tool

All employers covered by the Fair Labor Standards Act must provide lactation breaks.
April 1, 2011
All employers covered by the Fair Labor Standards Act must provide lactation breaks.
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Great article! Unfortunately, most employees don’t feel valued or appreciated by their supervisors or employers. In fact, research has shown that the predominant reason team members quit their jobs is because they don’t feel valued. This is in spite of the fact that employee recognition programs have proliferated in the workplace – over 90% of all organizations in the U.S. has some form of employee recognition activities in place. But most employee recognition programs are viewed with skepticism and cynicism – because they aren’t viewed as being genuine in their communication of appreciation. Getting the “employee of the month” award, receiving a certificate of recognition, or a “Way to go, team!” email just don’t get the job done. How do you communicate authentic appreciation? We have found people have different ways that they want to be shown appreciation, and if you don’t communicate in the language of appreciation important to them, you essentially “miss the mark”. Additionally, employees need to receive recognition more than once a year at their performance review. Otherwise, they view the praise as “going through the motions”. A third component of authentic appreciation is that the communication has to be about them personally – not the department, not their group, but something they did. Finally, they have to believe that you mean what you say. How you treat them has to match the words you use. If you are not sure how your team members want to be shown appreciation, the Motivating By Appreciation Inventory (www.appreciationatwork.com/assess) will identify the language of appreciation and specific actions preferred by each employee. You then can create a group profile for your team, so everyone knows how to encourage one another. Remember, employees want to know that they are valued for what they contribute to the success of the organization. And communicating authentic appreciation in the ways they desire it can make the difference between keeping your quality team members or having a negative work environment that everyone wants to leave. Paul White, Ph.D., is the co-author of The 5 Languages of Appreciation in the Workplace with Dr. Gary Chapman.

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