Promoting a Healthy Office Culture

One of the best ways to attract and retain good employees is to promote an office culture in which they feel comfortable, are able to thrive, and can grow their careers. However, putting this kind of culture into practice can prove a challenge, especially in companies who already have long-established ways of carrying out business and stiff power structures.

One of the most important aspects of a healthy company culture is how comfortable employees feel sharing their ideas. If they feel stifled or unable to safely express themselves, morale won’t be as high as it could be. Low morale can lead to low overall productivity and conflict. You can help employees feel comfortable by offering them abundant ways to communicate with management and by instituting an open door policy for your office.

happy workers

Communication is a two way street, and it’s important for employees to feel as though they understand what the company’s overall strategy is. Employees are more likely to feel like part of a team when they’re informed about what’s happening across the company. Company transparency, especially when paired with a freedom of expression, can help some of your perceptive employees share their ideas about how they would improve the company’s practices or even introduce new ones that would have never crossed your mind. A good way to keep all your employees informed is to hold occasional company-wide meetings. Some companies hold these meetings as often as every month, while others meet on a quarterly basis.

Working to have happy workers can go a long way to improving morale and actually increases productivity. When your employees are happy, it helps you make more money.

How to Handle Alcoholism in the Workplace

Alcohol is enjoyed by millions of Americans every day. While most people can drink without forming a dependency or addiction to alcohol, the National Institute on Alcohol Abuse and Alcoholism predicts that one in every 13 adults abuse alcohol or are alcoholics. Alcoholism is a chronic disease whose onset is subject to a person’s psychological condition, genetics, and environment.

As an employer, what your employees do in their free time is not typically any of your concern. However, once an employee’s performance begins to decay due to off-the-clock factors, you may want to intervene in the appropriate manner.

There are many warning signs that an employee may be coping with alcoholism. Studies indicate that people who are alcoholic are at least 300% more likely to miss work. They may quickly use all their sick days, frequently take Fridays and Mondays off, or seem to always have some household emergency to deal with that precludes them from coming in to work. Alcoholics use these kinds of tactics to abuse your trust to stay home and drink. dealing with alcoholism in the workplace

Alcoholics  and drug abusers are also likely to allow their work performance to suffer drastically, especially if they are intoxicated at work. While just about everyone has a bad day every so often, a long term pattern of deteriorating work quality can be a warning sign that something in an employee’s personal life is affecting him or her professionally.

Employees who present these issues alongside a change in mood or attitude could be a cause for concern, as they are likely to affect the productivity and happiness of other employees.

While you should never try to diagnose an employee’s alcoholism yourself, and it is inappropriate to outright accuse an employee of being alcoholic, there are measures you can take. Most employers offer a confidential “Employee Assistance Program” that is designed to handle these kinds of touchy and personal matters. Through the program, an employee can be offered counseling and a professional opinion can be formulated by the counselor, who will know what the necessary steps to take from there are.

Because alcoholism is a disease, it’s important to remain sensitive to individuals who are suffering from it rather than harshly punish them for not meeting their work obligations. If possible, allow them appropriate time for rehabilitation, especially if the employee has been loyal or with the company for a long time. Recovering from alcoholism is a long and difficult process and the support of an employer can really help a person feel valued.

Employee Manual: Win Your Employees’ Confidence without Compromising Company Interests

When starting a company you will need to sit down and plan out all things really well, especially all the legal aspects that will affect putting up and running your business plus strategies on how your business will operate and earn profits. You will also need to address issues, such as contracts, company debts, taxes and liabilities and other business-related legal matters. Since all these require a thorough understanding of business law, it would be wise of your firm to consult with a business attorney who has expertise in the field.

Among the long list of issues requiring comprehensive knowledge in business law is employment. Employment is a particularly essential issue when outlining your general plans for a business formation, for human resource is a major element in the success or downfall of your business. Thus, to be assured of consistent company growth, all legal issues involving employee-employer relationship, which starts with the stating of the credentials desired of employees through the actual hiring process, the implementation of the employee manual and development of a system that will ensure clear communication processes and a healthy working environment, must be addressed effectively.

Probably one specific element that will address all such issues is your company’s employment manual as it will speak of your employees’ duties, rights and privileges; what the company expects from them and what they can expect from the company in return. It will also contain company stipulations on employee dress codes, disciplinary procedures, company policies on promotion, compensation plans, employee confidentiality, non-compete clauses and employment manual revisions. Your expert legal adviser can help you draft all these and come up with a manual that will really benefit employees, but without compromising your company’s interests. Other issues that may be provided in the manual are rules on employee entry and exit, issues on discrimination and harassment, employee contracts and employment law litigation.

Las Causas Mas Comun de Accidentes Automovilisticos

En los Estados Unidos, automovilistas se enfrentan con un variedad de riesgos en el camino. Otros conductores, automoviles defectuosos, y carreteras peligrosas pueden causar accidentes extremadamente serio, poniendo en peligro la vida del individuo. Las heridas que pueden resultar de estos accidentes, en muchos casos, son muy graves, y la vida de la victima de un accidente automovilistico puede ser cambiado siempre como resultado.

Con estes consideraciones, es imperativo que todas las manejadoras entienden los riesgos que tomen en usar sus vehiculos. Hay muchos diferentes causas posibles de accidentes automovilisticos, pero algunos son mas comun que otros. Lo siguiente es una lista de algunos de los causas mas comun de accidentes:

  • Error por parte del conductor
  • Vehiculos defectuosos
  • Conductores en estado de ebriedad
  • Condiciones peligrosas de conduction

Estos son solo algunas de las causas mas comun de accidentes automovilisticos. Siempre hay otros peligros inesperados que pueden afectar a automovilistas en cualquier tiempo. Entender los riesgos de manejar es importante para evitar los peligros mas comun, pero nadie puede evitar todos los peligros. Afortunadamente, las victimas de accidentes automovilisticas, en algunos casos, podran ganar compensacion por sus lesiones con la ayuda de un abogado.

Signs of Employment Discrimination On The Basis Of Sexual Orientation

Today, differences in sexual orientation and sexual preference are becoming much more widely accepted, and it is illegal for an employer to ever discriminate against an employee or potential employee on the basis of sexual orientation.  Unfortunately, sometimes such unfair discrimination still occurs, leaving victims of discrimination facing uncomfortable work environments or even losing their jobs.  Even if a person does not lose his or her job based on sexual orientation discrimination, his or her work environment could become very uncomfortable, or a worker could be denied opportunities for advancement that they deserve.

There are, however, signs of employer discrimination on the basis of sexual orientation that you may notice in the workplace.  If you do notice these signs, either directed at yourself or at someone else, you may be able to talk with an employment lawyer about the legality of such actions.  In many cases, employment lawyers all over the U.S. have been able to not only stop discrimination in the workplace, but also prevent future incidents of it.

Signs You Can Look For

While in some cases discrimination is subtle and hard to notice, other signs of discrimination are overt.  If you notice the following changes made after your employer is made aware of your, or another employee’s, sexual orientation, you could be facing discrimination:

  • Sudden and unwarranted firing
  • Sudden and unwarranted cuts in pay rate
  • Undue criticism / bullying
  • Changes in benefits coverage
  • Limits on advancement

Each of these actions might be taken by an employer who is discriminating against a person based on his or her sexual orientation.  But such behavior is not allowed, and victims of discrimination on the basis of sexual orientation likely have legal options available to them, especially if they lose their job as a result of illegal and inexcusable discrimination.  However, even if an employee is not fired, they still might be able to receive compensation for the discrimination that they were forced to suffer.

For further information about this subject, here is extended reading about Sexual Orientation and Gender Identity Discrimination in Employment .