Human Resources 7: Restrictive (but Necessary?) Employee Relations

This continues our series on how human resources affects the success of your business. Once again, I recognize and credit Dr. Lori Wadsworth for her informative guidelines.

Some people think that employee relations from the human resource viewpoint focuses on controlling employees. Some of the current initiatives can alienate employees rather than build loyalty and commitment. Smaller companies cannot afford an alienated workforce as easily as a larger companies. You will find your balance between being careful and being caring.

Aspects of Privacy in the Workplace

Modern employee relations balances the needs and rights of the public, clients, the organization, and the employee. Some people advocate for less privacy in the workplace. They justify their position citing the rights and need to:

• Catch theft or fraud by employees
• Make sure company time is well-spent
• Monitor and keep track of employees while they are at work

Advocates of privacy cite that respecting privacy:

• Upholds the American Way of life
• Builds trust in employer and employee relations
• Prevents work from controlling you
• Keeps the intrusion from going too far

No matter where you stand on the spectrum of privacy, recognize the possible outcomes that intrusions on privacy may create:

• Resentment by employees, their families, and friends
• A climate of fear and suspicion
• Negative Morale
• Increased turnover
• Increased absenteeism
• Reduced productivity
• Expensive lawsuits.

Current Issues Receiving Increased Attention

The following employee related issues affect the workplace. I’ve linked some to sources of more information you can study:

• Alcohol abuse
• Illegal Drug Use and Abuse and Random Drug Testing of Employees
• Smoking in the workplace (22 states ban smoking in public or workplaces)
• Employee fraternization impacts productivity, cohesiveness, and harassment
• Dress code policies must serve a reasonable business purpose, be communicated to all employees, be fairly and consistently applied, and prove non-discriminatory
• Internet/Email usage including pornography in the workplace
• Honesty, theft, and fraud in the workplace require diligent safeguards

To many people these policies seem harsh and even draconian. They may be, but may also be necessary—to an extent.

Thursday we will review positive action you may take to enhance employee relations