Items Tagged with 'discrimination'

ARTICLES

Skirting Around Dress Code Discrimination

Develop a dress code that reflects your culture and complies with applicable laws.
August 1, 2013
During the summer, employers often are confronted with sticky situations involving the application and enforcement of workplace dress codes.
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Cultivate a Workplace of Respect

Respecting all employees fosters a healthy workplace and keeps lawsuits at bay.
December 17, 2012
Transgender individuals face disproportionately high levels of mistreatment at work.
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Compliance: Never Let Your Guard Down

A case in point involves the Equal Credit Opportunity Act.
November 23, 2011
Penalties for violating ECOA can be quite severe. Just ask a small bank in Texas.
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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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Caution: God at Work

Tread carefully when religious values enter the workplace.
November 1, 2010
Tread carefully when religious values enter the workplace.
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Compliance Q&A: Disparate Impact

Absence of intent to discriminate isn't a defense against disparate impact.
September 1, 2010
Could assigning a "phantom" expense have a disparate impact on a protected class?
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The ENDA Is in Sight

Legislation would prohibit discrimination based on sexual orientation and gender identity.
August 2, 2010

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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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