Jan
1
2014
It’s the time of year when we think about making a fresh start for the new year. Since I spend my days witnessing the consequences of workplace problems, I thought I would offer a few New Year’s resolutions I would like to see California employers make.
1. Communicate with your employees. Make sure they know what is expected of them and how they can succeed at their jobs. Uncertainty creates anxiety and anxiety creates inefficiency. Whenever practicable, consult with employees about the things that will affect them. Few things are more demoralizing than feeling ignored and unable to control your future.
2. Pay them a living wage. Your employees will be better able to focus on their work and productivity if they aren’t worrying about paying their bills. So how about increasing the wages your lowest-level employees earn to something livable? Some cities are demanding that employers do just that through their living wage ordinances. And, at the state level, California is raising the minimum wage this year. Although California’s minimum wage is not due to increase until July 1, 2014, some cities will increase their minimum wage rates as of January 1, 2014. For example, San Francisco’s minimum wage is increasing from $10.55 to $10.74 an hour and in San Jose the rate will go up from $10 to $10.15 an hour. Check your city’s ordinances to see if it will also increase the minimum wage rate in 2014. By bridging the wage gap, we can get the economy back on track for working people. In fact, studies by renowned economists show that such minimum wage increases can “serve to stimulate the economy as low-wage workers spend their additional earnings potentially raising demand and job growth.”
3. Don’t underestimate the contributions of older workers. Older workers are an experienced, dedicated, under-utilized resource. Studies show that older workers are skillful, reliable, focused, and loyal employees.
4. Welcome veterans into your workforce. Our armed forces have had a hard enough time fighting for us in foreign lands. Don’t make our workplaces another battlefield for them. Be sure to update your discrimination policies to prohibit discrimination and harassment based on military or veteran status. Assembly Bill 556 amended the Fair Employment and Housing Act to add military or veteran status as a protected characteristic. Train hiring officers so that they may inquire into an applicant’s military or veteran status in order to provide a preference in hiring, but make sure they know to keep this information confidential. And train managers to assist veterans with re-entry into the civilian workforce.
5. Don’t let a discrimination or harassment complaint become a trigger for retaliation. Every employee complaint of unfairness deserves a prompt, thorough investigation. The EEOC provides guidelines on conducting investigations. If you find that someone engaged in harassment or discrimination, don’t make excuses for them. Take action to stop the wrong-doing and punish the wrong-doer. Even if your investigation exonerates an accused supervisor, take affirmative steps to prevent retaliation. It’s hard for someone accused not to bear a grudge. Remember that how you handle complaints and prevent retaliation speaks volumes to all of your employees about your quality as an employer.
May 2014 be a productive and fulfilling year for you and the people who work so hard to make your business a success!
About Joan Herrington
As a former Administrative Law Judge with the California Fair Employment and Housing Commission, Joan focuses on protecting employment rights. Joan helps the Department of Fair Employment and Housing enforce the Fair Employment and Housing Act by representing employees in lawsuits, such as discrimination and harassment based on race, national origin, color, pregnancy, sex, sexual orientation, disability, medical condition, age, and religion. Joan also focuses on protecting employees and whistleblowers from unlawful retaliation. As a qualified and experienced mediator, Joan also helps resolve employment disputes.
