Archive for November, 2004

And Don’t Forget to Train the Trainer: Reducing Liability in Corporate Harassment Training Programs

Tuesday, November 30th, 2004

As a trainer, I’m sure you have been asked about a time when a particular trainee was in a certain situation, similar to one you have talked about, and wonders whether it was harassment. Or, a trainee may make a somewhat inappropriate joke, related somehow to the material you were covering.

If these things have ever [...]

George Lenard on General |

Love and Romance: Forget those online dating services and just go to work!

Monday, November 29th, 2004

Forget all that stuff about online dating…..go to work and find romance! Want to guess what percentage of managers claim to have found their spouse at work? Take a guess before you read further, and then find out what companies feel about employee dating!

So, what did you guess was the percentage of managers who marry [...]

George Lenard on General |

On the Importance of Being a Good Host (Interviewer): Some Tips for Leaving a Good Impression on Job Candidates

Wednesday, November 24th, 2004

If you are a regular reader of this blog, you may have realized that I, Michael, enjoy covering the employment interview (see this posting and this posting, for example). Most of my postings address what interview questions to not ask, and what interview questions would be effective ones.

In today’s busy, busy world, it is easy [...]

George Lenard on General |

Firing bloggers to protect company image: Part I — the stories

Tuesday, November 23rd, 2004

I’m bringing up the rear on these stories of fired bloggers, as they’ve been bouncing around the blogosphere — and mainstream media — quite a bit the last few weeks; but perhaps some of you haven’t seen them yet.

Or perhaps if you have, you can learn something new here anyway. I will follow shortly with [...]

George Lenard on General |

Testing 1, 2, 3 — Is She Crazy or Not? ADA and Personality Tests

Tuesday, November 23rd, 2004

I thought that certain personality tests were almost guaranteed to be considered medical tests, as defined by ADA. This ADA enforcement guidance from the EEOC, for example, indicates that a test that leads to information about whether candidates have various mental symptoms, would be considered a medical test. But, as described in this latest Proskauer [...]

George Lenard on General |