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Most business people are aware of the business risk companies face from employment practices – things like sexual harassment claims, discrimination allegations, and wage and hour violations can be expensive and damaging experiences for companies. The thing many managers don’t realize though is that their individual actions could result in their being named personally in lawsuits. In these situations, their company is not necessarily obligated to defend them in court.
At our last HNI University event, Innovative Benefits Strategies: 10 Creative Approaches to Fight Rising Costs, we discussed emerging benefits and health care management concepts with the the potential to change the game for many organizations.
In a previous blog regarding driver recruiting and the Zero Moment of Truth, we defined ZMOT as the moment when a driver grabs their mobile phone, laptop or iPad and starts to research your company on the web. Potential hires learn and make decisions today based on reviews about your company, your buzz on social media, text ads, image ads, news headlines, company websites, trucking chat rooms and now more than ever, videos about your company.
When it comes to employment disputes, every employer thinks “not me.” But no one is immune from this risk – not even celebrity divas.
Things are starting to look up for the U.S. economy. January job reports show the unemployment rate has fallen to 8.3 percent, the lowest level since early 2009. As employers ramp up hiring again, it’s worth a reminder of what you can and can’t ask in the interview process.
Have you ever heard the term “JJ DID TIE BUCKLE?” If you’ve ever been in the Marines, I’m sure you have. For the uninitiated, It’s an acronym for the 13 leadership traits that are instilled in every Marine:
There are a plethora of theories and opinions surrounding the topic of social media in the workplace. Maybe you are one of the business leaders that subscribe to this school of thought: “Social media hurts productivity in the workplace and only serves as a distraction."
Growing up we have been told over and over again that “Honesty is the Best Policy” and that the “The Truth is a Beautiful Thing”. Yet when it comes to trucking, are these “Golden Rules” always applied in your organization? I challenge you to take a walk around your office and listen to what your leaders are telling your most valuable assets.
Here’s a jaw-dropping employment dispute: a diabetic Walgreens employee on the verge of a seizure was recently fired for eating a bag of chips to ward off a hypoglycemic seizure. The on-duty employee paid for the $1.39 bag shortly thereafter, but was fired from her job under the zero-tolerance policy for shoplifting.
HNI works with high-performing companies to help them address the hidden risks in their business and avoid The Insurance Dependency Trap. This is done by proactively DE-RISKING their business so they can be less dependent on insurance.
HNI also offers the basic services of insurance and employee benefits. HNI has offices in Milwaukee, Chicago, and Minneapolis.