IN THIS ISSUE:

1. Feature Story: Employees Fearing Layoffs Listen In On Private HR Communications

2. Cathie's Corner: Get Ready To Help Employees Find Lost W-2s

3. Desperate Times, Desperate Measures

4. Free Report: Pay Discrimination Audits: Ensuring Your Organization Is Protected Against Ledbetter Complaints 

5. HR Soapbox: Girl Scout Cookies^®: Keep 'em Coming To Work!

AHI's We Couldn't Make This Up 

A Chicago bank robber did himself in with one of the most common pieces of workplace documentation — a pay stub. According to the FBI, the suspect used the back of his pay stub to write a threatening note, and then handed it to a teller. He got away with $400, but not before leaving half of the note behind; the other half was found outside of the bank's front doors. Thanks to the identifying information on the pay stub, he was arrested at his home. If convicted, he faces up to 20 years in prison.

1. FEATURE STORY:
EMPLOYEES FEARING LAYOFFS LISTEN IN ON PRIVATE HR COMMUNICATIONS

As more and more companies are finding that layoffs may be their only option for getting through these tough economic times, employees wonder whether they're next on the chopping block. The office grapevine thrives on this fear, and it is often fed by overheard conversations that were not meant for public ears. Sometimes the conversations are overheard accidentally; other times, employees purposely listen in. Either way, HR personnel need to take care to keep private conversations private and to not feed the rumormill.

Privacy Protection 

Close the door. It seems like an obvious statement that private conversations should be held behind closed doors. But it doesn't always happen. What often happens is that the orginal topic of conversation does not necessitate a closed-door meeting, but it leads to topics that do. For example, a discussion about the company's mileage reimbursement policy turns to talk about cuts to the travel budget, which a passing employee takes as a sign of bigger cuts to come.

Note: If closed-door meetings involving HR and/or upper management will get tongues wagging, consider having meetings after hours.

Watch where you talk. Beware also of having impromptu conversations in hallways, cafeterias, or bathrooms. You never know who is listening in, out of your sight.

Do not use speaker-phone. While using speaker-phone allows you to multitask, it also allows others to hear your conversation. Even if you shut your door, it is still possible for the entire conversation to be overheard.

Look around. You might also find employees trying to get closer to you physically in order to get the scoop. Look for them lingering outside your door while you're on the phone or in a meeting, or sitting close to you in the cafeteria.

Protect written correspondence from prying eyes. Is your e-mail encrypted, and/or is access to HR and upper management mailboxes limited?

If you use inter-office mail, make sure envelopes are sealed. Desperate employees may not have any qualms about opening an envelope that isn't glued shut, if they think it will give them some clue as to their fate with the company.

The same goes for leaving documents unattended on your desk. You never know whether an employee might seize upon the opportunity to take a peek.

Tame The Grapevine 

Employees will always talk, but you can help tame the office grapevine by practicing MBWA — management by walking around. In uncertain times, HR and upper management should not be hiding behind their office doors. Getting out there allows you to do a little "eavesdropping" of your own to find out what concerns employees have (so you can address them) and what rumors are floating around (so you can dispel them). You should be out there giving employees the opportunity to chat with you about their concerns and to ask questions.

Keeping private conversations private does not mean leaving employees completely in the dark. Give employees the facts that you are sure of, and details about the company's plans as much in advance as possible.

2. CATHIE'S CORNER:
 GET READY TO HELP EMPLOYEES FIND LOST W-2S 

It's that time of year. Employees are calling asking for duplicate copies of their W-2s. My state has a double whammy, since we also need a tax form showing that we have health insurance....Continue the story.

3. DESPERATE TIMES, DESPERATE MEASURES

As the economy continues on its downward spiral, more and more job seekers are competing for fewer employment opportunities. Some applicants choose to exaggerate, embellish, or even outright lie about their credentials in order to make their résumé stand out in the crowd. Here are some of the most common résumé falsities, along with strategies you can use to prevent a less-than-honest applicant from pulling a fast one over on you....Continue the story.

4. FREE REPORT: PAY DISCRIMINATION AUDITS: ENSURING YOUR ORGANIZATION IS PROTECTED AGAINST LEDBETTER COMPLAINTS
 

Check out the new Free Report, "Pay Discrimination Audits: Ensuring Your Organization Is Protected Against Ledbetter Complaints," which guides you in conducting a voluntary pay audit. Learn when it's okay to pay different wages to similarly situated employees, and how to adapt OFCCP non-discrimination pay guidelines to the private sector.

5. HR SOAPBOX: GIRL SCOUT COOKIES^®: KEEP 'EM COMING TO WORK!

My cookies are coming, my cookies are coming, and I'm eagerly anticipating their arrival! My Girl Scout Cookies^®, that is, which I ordered from a co-worker. Some would label my co-worker as just another office cookie pusher. I consider her to be the cookie fairy. Without her, I'd have no access to Girl Scout Cookies^®....Continue the story.