Presenteeism over outcome focus and flexibility are said to contribute to the shortage of talent in management. This, because the selection process is based on old, outdated metrics, says Manpower Group’s VP, Mara Swan.
Read more: http://www.hrmagazine.co.uk/hro/news/1146233/outcome-focus-help-diversity-manpowergroup-vp
Manners are very disarming, and the opposite is also true. Listening with an open mind only improves on this advantage. I see the impact these qualities have in mediation over and over again.
“The truth is, we’re better communicators when we’re polite. Actions like looking into someone’s eyes when they talk and being a good listener all fall under practicing good manners.” 4 Reasons Good Manners Need To Make A Comeback by Lindsay Holmes.
To be a good leader you have to be a great listener. Brilliant ideas can spring from the most unlikely places, so you should always keep your ears open for some shrewd advice. This can mean following online comments as closely as board meeting notes, or asking the frontline staff for their opinions as often as the CEOs. Get out there, listen to people, draw people out and learn from them.”
The following article was recently published by InSide Counsel.
Several recent key developments should impact employment retaliation law in the years to come
BY JENNIFER FLEMING, BRENDAN KELLEY
SEPTEMBER 2, 2014
“… Since 2000, the number of claims filed with the U.S. Equal Employment Opportunity Commission (EEOC) alleging unlawful retaliation has nearly doubled — from 21,613 in 2000 (27 percent of all claims) to 38,539 in 2013 (41 percent of all claims). For the fifth consecutive year, retaliation claims are the leading discrimination category of charges before the EEOC, topping both race (35 percent) and gender (30 percent).”
Read full article: http://www.insidecounsel.com/2014/09/02/significant-developments-in-the-ever-growing-field?ref=hp
Posted: 08/26/2014 6:00 pm EDT Updated: 08/27/2014 1:59 pm EDT
By Geoff McDonald
Former Global VP HR Marketing, Communications, Sustainability, Water and Talent, Unilever
“We live in a world that is very volatile, uncertain, complex and full of ambiguity. We live in an environment, particularly in the corporate world, where competition is increasing, where there is a 24/7 always-on mentality, and where people are expected to do more with less. This sort of environment is conducive to driving people to high levels of stress, which can evolve into depression and anxiety. And given that there’s no indication that things are going to get any easier in the future, how can the corporate world better address depression and anxiety and break the stigma associated with those illnesses?”
Read on at: http://www.huffingtonpost.com/geoff-mcdonald/fighting-anxiety-and-depression-at-work_b_5718735.html?utm_hp_ref=tw
By Craig Levey
Litigation Associate at Looney & Grossman LLP
“In MacLean v. TD Bank, N.A., Judge Timothy S. Hillman, United States District Court, District of Massachusetts, ruled that it is unnecessary for a severance release explicitly to reference M.G.L. c. 149, § 148 (the “Wage Act”) in order for the employer to be released from liability under the statute. Rather, it is sufficient for a release to use language that adequately refers to the substance of the Wage Act, such as “payment of wages, bonuses, incentives and any other compensation to employees.”
Read on: https://www.linkedin.com/pulse/article/20140806191631-294024383-federal-court-rules-severance-agreement-includes-release-of-wage-act-claims-despite-not-explicitly-citing-the-statute
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