Shout Out: A Day in the Life Sunday

I took a few days away from my regularly scheduled programming at the office to attend the Federal Workplace Conference and Expo. 



The Federal Workplace Conference is becoming one of my favorite federal conferences. The topics are relevant, the presenters experts and session after session, the labor relations/employee relations monster in me was satisfied with expert opinions and current case law updates. 

Knowing that technical expertise alone is not going to get us to where we need to go in facing the challenges of declining budgets, increasing workloads, an aging workforce and outdated or inadequate human resources systems and policies*, a human capital management (HCM) track was added to the sessions. I had the opportunity to work with Dan Gephart, Editorial Director, LRP Publications/ cyberFEDS® in developing the HCM track.

As a speaker and attendee, I can say that the planning and execution of this conference was first class. I'd like to thank Dan, his team and LRP Publications for producing the event and for the opportunity to participate.

* Bracing for Change: Chief human capital officers rethink business as usual

Can Your Employee Relations Actions Handle the Truth?

Employee relations actions are a fact of life in human resources.

When preparing an action is it important that fact-finding investigations are properly conducted, evidence is fully developed, charges are properly written and employee due-process rights are protected. 

Hidden agendas and emotion do not translate to reasonable cause and with awareness, you can use your employee relations expertise to change behavior - and not merely make a point.

What are you made of?

It used to be a point of pride for me as a young HR professional to say that my employee relations actions had never been appealed outside of the organization. Did I chalk it up to my obviously awesome skills or beyond reproach reputation? Who knows what actually went through my young mind then but I can tell you now that whatever it was, it was misplaced.

Unchallenged means untested and you don't know what you are made of until you are tested. How you respond when tested says more about you as a professional than the outcome of any one case. Think about this before you jump to conclusion, put emotion before fact or pounce on a witness.

What are your actions made of?

Readying an action for appeal (because appeals are another fact of life in human resources) involves reviewing the evidence "through the eyes of another" and preparing your witnesses to testify. After testimony is given, it never fails that a witness will wonder aloud, "Did I ruin your case?"

In response I ask, "Did you tell the truth?" Telling the truth is the only thing you need to worry about. If my action does not hold up under the truth, then I didn't have an action in the first place. If you did not tell the truth, my action is the least of your worries.

Can you handle the truth?

What do you think employee relations pros? Can you handle the truth?