Category Archives: Chaos in the workplace

Getting knocked up in the employee parking lot does NOT allow you Workmen’s Comp

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batmanrobinYesterday I had a mini conversation with one of my HR buds (who shall remain nameless – to protect the not-so-innocent), who shared with me a story about an employee who did the “dirty deed” in the parking lot and later found out she was pregnant.

As if that wasn’t horrible enough, she decided she would try to file for “Workmen’s Comp.” Wait, what?

Yes, you heard correctly.

Perhaps because I’m not in the trenches every day I don’t hear things like this too often but stuff like this does happen. Whether workers are careless, accident-prone or just plain dumb, we’ll never know. And right along with all the sure-enough valid comp claims there have been some unbelievable claims.

Here are a few I found throughout the webs:

  • One individual told of an employee who was chasing his wife around the kitchen table, and took a turn too sharply and damaged “Mr. Happy.” It was covered by Workers’ Compensation because the only reason he was chasing his wife was because she had playfully snatched one of his reports off the table while he was working on it.
  • Another individual relayed how her brother, a sheriff’s deputy, was playing basketball on the back of a donkey and blew his ACL trying to do a slam dunk. He was off duty for a year and covered by Workers’ Comp because it was a required event. At least the department wised up and cancelled the donkeyball tournaments.
  • One employee (a nurse, no less!) claimed she tore a rotator cuff while…ummm, while “wiping herself off” after going to the restroom.
  • Recently, a mechanic try to file a workers comp claim after he bent over to tie his shoe, sneezed and threw his back out.
  • A female warehouse associate who claimed her back had begun to itch. She was convinced she was being tormented by paper mites. After a few days she requested to see a doctor for her papaer mite bites. The physician, however, denied her condition as a work-related injury when he examined her back and found a three-day-old tatoo which covered the majority of her back…
  • One HR Manager said, “I received a WC report on a young lady who was rather endowed. Somehow she was leaning over and she pinched her nipple in a desk drawer as she was closing it. Her supervisor (also a female), in the action taken to prevent a re-occurrence, wrote “Employee was advised to wear a bra.’”

We could go on and on I’m sure. What’s your funny or weird WC story?

Credits for stories to LegalWorkplace

Photo Credit: RolandLegal

Social Media at work; The new smoke break

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Hey guys! I’m on vacation and trying to unplug (YEAH RIGHT) from the Webs this whole week. I thought I’d share a few previous posts for your enjoyment. Here’s a good one from my blogger friend Buzz Rooney. She is a fantastic writer and HR pro and this post is exceptional. Enjoy!

Photo Credit: Jamacians.com

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I recently overheard someone compare employees using social media sites to taking breaks for smoking at work.

As someone who has spent HR time in production and manufacturing environments, I am all-too-familiar with the battle employers face over smoke-break abuse. I remember when our company installed a card-reader on the smoking area door so employees had to swipe to get back in the building. We pulled the records to find one employee was visiting the smoking area an average 17 times daily for 7 – 10 minutes each time. That’s almost 3 hours per day of smoke breaks — while ON the clock!!! Unbelievable … And of course, we addressed that issue with that employee. But that’s not the point of this post.

The point is, after overhearing that comparison, I wondered: Is Social Media (SoMe) use at work the NEW Smoke Break (SBs)?

Yeah, it kind of is.

  • Like SBs, SoMe can create division. Employees connecting with some co-workers and not others may lead to hurt feelings, gossip and the appearance of impropriety or favoritism. Your workforce may divide into SoMe cliques, just like with Smokers and Non-Smokers. However, there’s also a lot of learning going on through SoMe that can help people be better at their jobs. Blog articles, free webinars and online networking groups are great things for employees to participate in.
  • Like SBs, SoMe can be a distraction and hindrance to productivity. Employees spending 5 – 10 minutes per hour perusing Facebook and Twitter can add up. The time away from the actual work area is more limited with SoMe because employees can check sites without leaving their desk. This makes multi-tasking easier — but it also makes it easier to goof off undetected and make errors.

Knowing this, I still say employers should allow Social Media use by employees. Just like Smokers are given a designated area and generally allowed extra breaks, Social Media users should also get consideration. Neither habit is going anywhere – so employers have to manage it.

Here are a few things to remember:

  • Forbidding and blocking SoMe sites is not a management strategy. It is estimated 60% of cell phone users have smart phones. If sites are blocked, employees can just use their phone or tablet instead. Instead, leave sites open — but protect your network with good antivirus software and firewalls. Another option is to provide wifi and open computer stations in your employee lounge so employees can take SoMe breaks.
  • Have a Social Media usage policy. Yes, another policy. When text message, Facebook and Twitter conversations are being used as evidence in workplace disputes, you need to have guidelines for employees’ online behavior. The policy cannot forbid and should not discourage SoMe use – but it should definitely remind and encourage employees to be mindful about what they post and to guard their online reputation. And it should let employees know that online behavior in violation of the company’s standards of conduct or policy on harassment, bullying, etc may be grounds for disciplinary action.
  • Address abuses directly. When an employee is spending too much work time on SoMe sites — even if it is for their betterment — you should counsel them about it. Work with the employee to better manage their time.

Social media is here to stay, whether your organization has embraced it or not. Until the company decides its own strategy, there should be a way to ensure employees can use it — without abuse, overuse or misuse.

This post was originally posted at TheBuzzOnHR.com and a big THANKS to Buzz for allowing me to share it with you all. 

About the Author:

Buzz Rooney is a practicing HR Professional with over 10 years experience in the production, manufacturing and retail industries.  She currently works for a large retail franchise in North Carolina. Buzz also consults in the areas of management coaching, process improvement, resume writing, and HR compliance.

Buzz has a Bachelor’s Degree in Communication Studies with a focus in Organizational Communication and Leadership as well as a Master’s Degree in Human Resources Management. Buzz is a devoted single mom with two young children. When not working, she enjoys mindlessly watching television, spending time with friends and family, reading, eating and sleeping. You can read more of her writings, connect and contact her through her website The Buzz on HR.

Using Technology as a means to fire and bully makes you a Jerk!

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It all started back when I was in Kindergarten. I was an exceptional runner (which I can no longer proclaim) and was set to run in our school Olympics. I was stoked. I was prepared. I was set to win. And I did.

The only problem came after I won when a CLASS BULLY came and bullied me right out of my ribbons that I had won. She didn’t win and she was pissed! She decided to take that anger out on me and force me into handing over my well-deserved prized ribbons. She threatened me physically if I didn’t turn them over. And I was much smaller than she was. So I caved in.

Had that happened as I had gotten older I don’t know that I would have caved in so easily.  Things have changed and I have dealt with more bullies in my lifetime than you can shake a stick at.

I’ve dated bullies, married bullies and even worked with bullies. And they all suck! They try to force you into something you’re not comfortable doing and demand that you adhere or else! They try to make you feel bad, guilty or some other twisted emotion until you cave.

As of late, I’ve heard all kinds of horrendous stories of bullies in school who cause other children to take their own lives, bullies in marriages who cause the other to wind up on an episode of “Snapped” as well as bullies online, whether at work or in social circles in general.

The thing is, not allowing students or employees on social media just because of potential risks is not the root of the problem. If someone is a bully, they’re going to be a bully at school, at work, at home or online. It’s just a fact. If someone’s an ass, they’re gonna be an ass wherever.

Some argue that social media allows folk to hide behind technology in the appearance of bullying but I suggest that it’s just another channel for someone to be a jerk.

I’ve recently even heard of employer’s firing through text messages, email and the like – and that just boils down to poor communication and management skills. They’re just wimping out and perhaps hate confrontation. If that’s you, stop it and man up.

I propose this: It’s not the fault of the technology, it’s how it’s used.

What do you think?

For more into the profile of a workplace bully check this.

Photo Credit: EntitySolutions

It’s not Social Media that’s killing productivity at Work

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I don’t know about you but I’m personally sick of hearing all the hype associated with the loss of productivity debate as it regards to Social Media and whether to allow it or not in the workplace. The reality is that your employees are already using Social Media at work even if they’re hiding under their desks with their smartphones to do it.

How about we try and think creatively as to how to incorporate it and use it to our advantage and business initiates? Sound like a plan?

Last month I presented at SHRM’s Work-Flex conference here in Chicago and my session was titled “Gaining a Competitive Edge in a High Tech World” and you can download that presentation on my SlideShare, if you feel the need.

In the presentation I made mention of the fact that it’s not Social Media that’s killing productivity at work, it’s other things such as email. It was noted that we’re spending 2.5 hours a day sorting, reading, and deleting emails that is just one of our productivity killers. I wish instead, someone would just kill email. I despise it. I mean, I really hate it. It’s such a time-waster and buzz-kill.

Incorporating the use of technology at work is a no-brainer and should instead be looked at as “keeping up with the times.” We’ve dealt with technology at work for years now with fax machines, even email and the use of computers and as we all know technology rolls in and out at the speed of light. By the time you buy that brand new HD TV and get it plugged in at home, the newer model is already on the shelf. That’s just a fact.

Social is changing how we do business, not only how we communicate.

So what are the real time wasters and productivity killers at work? Take a look at this Infographic:

What do you think about this? Do you have anything else that you’ve noticed that’s killing productivity that you’d like to add?

Thanks to the good folks at Compliance and Safety for the fun Infographic.

Photo Credit (TOP) SawPedia

Social Media; Policy and Privacy #WatchThis

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I haven’t posted anything from #SHRM12 (ON PURPOSE) these past couple of weeks because I’ve been dreaming of SHRM and that’s just weird.

After tweeting and blogging before, during and after #SHRM12 I came back only to start hitting it hard and heavy for #ILSHRM12 that is only a month away. I’ve been lying awake at night thinking of all that still needs to be done, what could be added to make it a greater experience, and thank God – I finally finished the mobile app I’ve been working on for several months now.

With that being said, here’s a great video from leading HR experts in the “Hive” at #SHRM12 on “Social Media and Policy.” This video gives great insight  from some outstanding folks, two of which, are employment attorneys.

In this video are Heather Bussing, Elizabeth Lalli-Reese, Maren Hogen and John Sumser – some of the finest folks in the HR space. Take a look – and make sure to connect with these folks.

Here’s a FREE E-Book from SHRM that discusses Social Media Strategy for Human Resources.

Are your employees on social media? What are your questions?

Photo Credit: AssociationTrends

Dating at work – what’s your policy?

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Since it’s mushy-gushy Valentine’s Day, I thought I would delve into this topic of “Dating at Work.” (AKA – fraternizing) I addressed this on a previous post HERE.

I’ve been in a couple of relationships where I worked with someone I dated (read above post for first scenario). The second one was where I was working at said company and became really good friends with one of my coworkers. He was the best! After a few months of engaging as friends we took it to the next level. We kept this relationship private for several months (although there were no policies in place against it).

The relationship was a fabulous one, I might add (away from work) and yeah, there was a little fun having a “secret” that no one else knew – only the two of us. The time came that we had to admit to our superiors that we were in fact in a serious relationship and it looked as though we were moving in together (hey, at least we could save on fuel and car pool). They took it like champs and we agreed to try and keep work and life separate.

One problem with that is if you don’t know how to turn that switch off you’ll wind up discussing all kind of crap at the dinner table, in the restaurants, and in bed before going to sleep. (Yes, I said it!) And that’s what happened, about 50% of the time. Oh, and did I mention that I worked in an industry that was made up of approximately 89% of the male population? That made for a lot of discussion especially when I was expected to whine and dine potential customers off the clock.

All in all, it can work. It’s just a matter of keeping a few things in mind:

1. Make sure your policy at work is accepting (otherwise, don’t risk it)

2. Be able to turn the ON switch to OFF  when you walk out that door

3. Trust your partner (doesn’t that go without saying?) and understand that work is work!

4. Stay private (no one needs to know about your private life and if you open that up you’re doomed)

5. Don’t sleep with the boss (I felt the need to throw that in)

The relationship I discussed above turned out to be awesome and lasted almost three years but it was very challenging to keep in tact because of certain issues which could never be resolved. Oh, and it had nothing to do with our working together.

Photo Credit: WeBeGirls

High school drama in the workplace

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Please enjoy this post from the archives, while I’m still in the land of dial-up (Alabama) and visiting the parents. Hidy-ho!

Drama! I hate it. I know what you guys are thinking, “No woman hates drama because they all create it.” Am I right?

But nothing could be further from the truth. Okay, I admit – I used to be a regular player in the world of drama. I spent my first 18 years of marriage in it, in fact. Every day was like being on a soap opera and I was this actress playing some kind of weird role. I admit it, I had my share of drama but what I realized when I left that relationship of 23 years (we dated five years before we married) that I didn’t have to be pulled into drama anymore. I was relieved to know that it was not normal.

There are some people who just thrive on drama and they love creating it. They also love pulling you into their drama, into their crazy mixed-up world and then somehow, turn the tables on you. To this day, I still receive calls from my ex trying to create drama for me, in regard to things happening either with our child or some small town gossip. These days I just don’t answer the phone because I know it’s the same old’ same old’.

I know we have all experienced drama in high school either ourselves or we see it happening in the lives of our children, but what about workplace drama? Shouldn’t it have diminished after high school? Workplace drama can be the worst.

Now, especially in this technology world we live in, we’re hearing all about the gossip through facebook and twitter. People are getting fired over these issues, being banned from school, even getting arrested because of their crappy drama being circulated around the world. How is this affecting our workplace? Creating more crap for us to deal with.

It’s the same as the high school drama: We hear about the poor middle-schooler (actually an adult now) who was tagged in a photo as “whore” on Facebook. We hear about the kids who go to the woods behind the high school to get high (but it’s actually now, behind the tree out back of the warehouse). We hear about the parties and the drunken stupor and orgies of our colleagues and we pass it off as “office gossip.” And yet, it creates an atmosphere of jealousy, mistrust and then no one wants to “be on our team”…..the same as if we were coaching the high school basketball team.

So what is the solution? Should we just fire them all and start over? I know sometimes we feel like that would be the answer but of course it’s not a realistic solution.

Putting Policies in Place

From what I’ve experienced having a policy in place with easy steps to handle workplace conflict helps employees know the due process. This will help prevent future problems. Somehow, when you have it in writing “This is what happens if and when you post that picture of yourself on facebook, you know the one at a party holding the bong” you not only make your employees aware that there will be repercussions if the boundaries are crossed (just like dealing with our high school age children) but if documented correctly, you will save yourself a lot of headache if and when it should ever go to court. Documentation is key.

Going “Postal” at Christmas

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I despise going to the Post Office and am somewhat boycotting them. I really could care less if they go under (other than several thousand slow, lackadaisical, angry employees will be out of a job).

Unfortunately, when I am not able to pay for my postage online, stick it on my packages, and click “pick up at front door” I find myself getting worked up enough to physically go into our local government slow-job.

A couple of weeks ago I had to do just that. I thought if I asked my cohort in crime (my gal pal across the street) if she needed to go with, it would make it less painful. It just so happens that she needed to go so we loaded up the sports car and began our journey. I remember my FB status update, “I’m going to the Post Office. Ya’ll pray for me.”

Traffic was a mess and it was already starting to appear that the Christmas crazies were on the road and we just knew we were in for it – especially at the post office.

I’m sure there are great local offices around the globe but our two closest PO locations are the worst. The closest one, and the one in my own village of Suburbia, has this atmosphere of awfulness due to their god awful customer service. The employees appear unhappy, overworked, and down-right Postal. In fact, every time I have to go in that facility, I wear my bullet-proof vest just in case.

Where was I? I just got side-tracked.

Anywho, back to the other location. So my friend and I pulled into the parking lot which was more crowded than usual (all us last-minute gift-senders) but we finally found a space. We walked in to find a line a mile long and proceeded to get in line. There was this thick cloud of Christmas anxiety in the air as we all huffed and puffed in line (some more than others).

The lady in front of me has decided she needs to get her passport. Wait, what? At Christmas? Okay, so I give her some slack and chill out thinking, maybe she just found out that she has to be in Paris for the Spring.

I remember discussing “what could possibly be the reason there are only two workers behind the counter at Christmas” when another worker comes out to announce “If there is anyone in line that is using a debit or credit card – meet me over at the do-it-yourself pay and ship machine” and she proceeded to help everyone that went that way. I wondered why she couldn’t do that behind the counter and move things along.

As soon as it was my turn I walked toward the counter the associate put up the sign “next counter, please” and I had to wait again. A new guy came in and was having problems with his register and / or scale so we were down to one employee working behind the counter. I promise you I was trying to be patient.

After all, what were these employees having to deal with?

  • Angry and agitated holiday customers
  • The threat of the possibility of losing your job in the near future
  • Old or worn-out equipment
  • People who forgot to send their packages early or just procrastinated
  • People who didn’t bring the appropriate documentation for their passport and had to return a second time
  • Overworked and understaffed because of cutbacks

To name a few. As I reflected on some of the reasons why all of this was going on around me, I tried to put myself in their place. How would I feel if I were in their shoes? Would I feel resentment, anger, anxiety? You betcha!

And suddenly, I felt sympathy. Then my friend leaned over to me and said, “My driver’s license has expired – I wonder what the DMV is like?” (enter deer-in-the-headlights look)

Photo Credit: TodayIFoundOut.com

Facts:

Did you know that  the first time the term “going postal” was used was in the St. Petersburg Times on December 17, 1993?In his article Violence at work tied to loss of esteem, Karl Vick stated; “The symposium was sponsored by the U.S. Postal Service, which has seen so many outbursts that in some circles excessive stress is known as ‘going postal…”

Here is more on the origin of the term “going postal.”

Secret and Dirty Santa’s at work

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That time is upon us where a special someone (not necessarily HR) is planning Holiday parties and what to do during the Christmas holiday at work.

We are all familiar with this and sometimes because of past awkward moments of “gifting at work” we sometimes cringe at the thought that it’s coming around again. We wonder, “What is dumb #$% coworker going to make me open in public and how shall I prepare myself to respond?”

I love the game “White Elephant” or “Dirty Santa” and my mom makes us play it every year at Christmas (The Family). It can be loads of fun (with FAMILY).  I suppose it can be fun with coworkers but I’ve never found that to be the case. Some Jack Legg always ruins it and buys something from the local adult book store and pops it in to be cute. It’s not. No one knows how to respond.

How bout when someone decides to go over the spending limit and buys a really great gift to go in the mix. Then you always have at least two who wind up having a knock-down-drag-out over the good gift. Then we have to file workmen’s comp for “Dirty Santa Gone Wrong.”

So, moving on to “Secret Santa” at work. This can be fun and bad all at the same time. Make sure all employees opt in when doing this. There may be a few employees that just can’t afford even a few extra bucks to play along.

Gifting at work is just a sticky-wicked. Here are a few Do’s and Dont’s taken from this great article at CareerBuilder.

Dos and don’ts

Do be careful about buying gifts for your boss. He or she may think you’re trying to gain favor. Don’t give he or she a gift unless others do so.

Don’t indicate an inappropriate relationship by giving a gift that is too intimate.

Do find about gifting policies. There may be a dollar-amount limit or gift giving might be prohibited altogether.

Don’t make a big scene when presenting the gift. The purpose is not to show off for others.

Do give co-workers something that reflects their interests, values and tastes.

Don’t give liquor unless you know the recipient drinks.

Do consider giving a work-related gift, like a nice pen or new planner.

Don’t try to outdo anyone or impress people by spending a large amount of money.

Do remember that gift-giving is risky and sometimes awkward.

Don’t give worthless gifts to co-workers or employees. It’s insulting.

What are some of your ideas to replace these crazy games at Christmas? And let’s hear your crazy stories of “Gifting Gone Wrong.”

PSU, Generations and Culture

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Today’s guest post is from one of my online friends in the HR Vendor world, Chris Capozzi. Chris and I have been connected online for awhile now, engaging and so forth, and had the chance to meet IRL at this year’s Illiniois SHRM State Conference. Take it away….

Are there lessons we can learn from Penn State?

Is there a generational consideration that should be given to Joe Paterno, Jerry Sandusky and others involved in the allegedly horrific crime committed on the campus of Penn State University?  Did the perspective on life that is shown from their generation lead to the actions of the alleged cover up in this case?  Could we learn more on what this teaches us about similar situations?

The answer is yes.  The generational perspective in this case comes from a generation known as the tradionalist group.  This group is from the WWII era and Coach Paterno, born in 1926 falls right in the middle of this group while Coach Sandusky born in 1944 is on the edge of the baby boomers. Let’s examine the key characteristics of this generation and see if this sheds some light on the relationship between these two individuals.

The tradionalist generation are loyal to the employer and expect loyalty in return; possess strong interpersonal skills, enjoy flextime so they can work their own schedule; believe promotion, recognition and raises should come from job tenure. They build a legacy – expect a lifetime career with one employer or at least in one field and have a sense of personal responsibility to work.

Coach Paterno was the leader of this program for over forty years and developed a culture of loyalty from those involved. The corporate culture within the system was solely directed by his life experience.  He has built a legacy but regardless of all the good will that he has built over the years his moral judgment will be forever in question.  While we may never know the truth and circumstances in this tragedy, what we do know is if the culture were different within this team all of the cases that occurred after 2002 could have been prevented.

What would this legacy look like in the corporate world?

The leader that has been in place for decades setting a culture of “this is the way we have always done it” and expects everyone to fall in line with the culture the leader has built as his legacy.  In this company if a scandal was brewing we would see the leader take care of it and expect that he can handle the situation in the way he knows best.  The leader would know that if such a scandal was public his reputation and legacy would be destroyed.

Can we learn from this?  Sure we can. Has this happened before in the corporate world and a different direction taken?  Yes it has.  Think back to 1982, potassium cyanide was placed in Extra-Strength Tylenol throughout Chicago. Seven individuals died from this form of terrorism. Johnson & Johnson (the makers of the pain reliever) could have simply taken Tylenol off the counters in the Chicago area. Instead, the company immediately recalled Tylenol from the stores nationwide. Consumers, advertisers and other businesses praised J&J for its swift actions. Today the company is one of the most well-liked companies by consumers (Bickel, 2011).

Will Penn State University be able to recover from this scandal?  Yes, if they put safe guards in place to ensure this can never happen again.  The school must work to create a safe environment for all staff, students, and visitors. PSU will need to carefully create a standard of operation procedure in reporting and handling such situations in the future.

Future leaders of the institution will need to have a greater understanding on the impact that child safety and the handling of this situation will have on the future enrollment of students and families supporting youth camps on campus.  A policy is not enough.  A culture change is needed and respect for people should be at the foundation if they indeed want to return happy to the valley.

About the Author:

Chris Capozzi is the Director of Business Development for Legacy Business Cultures whose workshops, train-the-trainer programs, and employee climate surveys have touched thousands of organizations, millions of employees, managers and leaders across the globe. Legacy Business Cultures and its partners have been the experts in helping shape organization culture Worldwide for over 14 years. Connect with Chris on twitter @chriscapozzi.