News. EEOC Issues Guidance on Religion in Workplace – New guidance for handling religious diversity issues in the workplace was issued late last month by the U.S. Equal Employment Opportunity Commission. The "consolidated and updated" policy guidance document was issued as a result of the growing number of religious discrimination allegations filed with the EEOC, said David Grinberg, a spokesman for the agency. One reason for the spike in filings is the "significant demographic changes at large and in the workplace specifically," he said. Last year, there were about 2,900 religious discrimination filings with the EEOC, up 13 percent from 2006 and double the number in 1992. However, religious discrimination charges remain a relatively small slice of the total discrimination charges handled by the EEOC. Taking time off for religious holidays and adherence to dress codes are common points of confusion, Grinberg said. "This is a one-stop source for employers that have questions or need help.“ The new guidance is available at http://www.eeoc.gov/policy/docs/religion.html. (Source: The Associated Press)

News. Bad Boss Sins – Workers who work the night shift, have difficulty getting time off approved, or don’t receive recognition for hard work or success are most likely to rate their supervisors as bad bosses, according to a nationwide survey of 1,000 working adults. About 10 percent of the respondents say they have bad bosses – that extrapolates to about 15 million workers across the United States, according to the researchers. Conversely, about two-thirds rated their bosses highly: 31 percent gave their bosses the highest rating, a 10, and 35 percent rated their bosses an 8 or 9. Findings released in July are based on a May 2008 phone survey for Working America with workers who are not business owners, CEOs or salaried managers or supervisors. Working America Institute is an affiliate of the AFL-CIO.  (Source: SHRM)

Views. Avoid Becoming a Bad Boss – There’s a good chance that you experienced a bad boss at some point in your career. How do you avoid becoming one yourself? Consider these suggestions: (1) Treat employees with respect and dignity. Praise your employees in public, and critique them in private; get to know your employees on a personal level. (2) Involve employees in decisions. Ask associates for their input, and let them know their ideas are welcome and valued (even if they are not implemented). (3) Empower employees. Delegate whenever possible, and allow employees more latitude to do their jobs once they prove themselves. (4) Clearly communicate assignments. Employees may deliver results that fail to meet expectations if your directions are ambiguous. (5) Take an Omnia® Profile. There’s no better way to learn about your strengths and challenges as a leader and manager. Please call your client relations manager at (800) 525-7117 to discuss how we can help you.