HR and Employment Law News
Category
Topic
Free Special Reports
Get Your FREE HR Management Special Report. Download Any One Of These FREE Special Reports, Instantly!
Featured Special Report
Claim Your Free Copy of
Top 10 Best Practices in HR Management
HR professionals have the opportunity to play a more strategic role in the business by keeping up to date with the latest HR innovations--technological, legal, and otherwise. This special report will discuss how HR managers can anticipate and address some of the most challenging HR issues this year.
Topics in this special report include:
- Healthcare in 2012
- FMLA Paid Leave Initiatives
- Ethics
- Social Media
- Environmental Responsibility
- Workplace Wellness
- Classifying Employees
- Retirement of Baby Boomers
- Identity Theft
- Communications
Make sure you have the information you need to know about these current HR challenges and how to most effectively manage them in your workplace.
Download Now!
September 17, 2001
Advice for Calming Employees
LitFor a Limited Time receive a
FREE HR Report "Top 10 Best Practices in HR Management." This comprehensive special report will give you the information you need to know about these current HR challenges and how to most effectively manage them in your workplace.
Download Now
- Use any existing employee-assistance programs, and offer the services of outside grief counselors to help employees cope with the emotional reactions triggered by these events. Other employees may prefer to engage in discussions with their colleagues in the workplace, and employers should be willing to allow this.
- Leaves of absence should be liberally granted to employees who've become too traumatized to come to work.
- Where possible, postpone unimportant business meetings for a few days.
- Counsel managers and supervisors to show tolerance toward behavior that would otherwise be deemed inappropriate.
- Everyone reacts to anxiety differently; some people express anger, and others may utter racist or otherwise disparaging ethnic comments while speculating over the source of the terrorism.
While disciplinary counseling might otherwise be justified under a company's non-harassment policy, management should exercise restraint,given the underlying circumstances.
- Important personnel decisions (for example, disciplinary actions) should be deferred for several days, until the workplace returns to something close to normal.
- Be on guard against zealous supervisors, who may be tempted to be very strict when enforcing work rules in an effort to demonstrate continuity at work and "business as usual." Those supervisors should be instructed that such an approach is counterproductive and inappropriate.
"In sum, management must understand that to many employees, the productivity demands of the workplace pale in importance in comparison to the events," Littler Mendelson advises. "Now is the time for management to show and demonstrate concern, compassion, and understanding."