EEOC Complaint: How to Win Your Case

Annually, the Equal Employment Opportunity Commission (EEOC) receives tens of thousands of grievances from employees who feel their rights have been violated. In 2018, the EEOC received over 200,000 field office queries and resolved 90,558 charges of discrimination.

The EEOC

The EEOC (Equal Employment Opportunity Commission) is the government agency responsible for enforcing federal laws that make it illegal to discriminate against an employee based on certain protected characteristics. If you believe that you have been the victim of discrimination, you can file a complaint with the EEOC.

Based on the information you provide in your complaint and interview, EEOC staff will advise you on whether or not you have a valid case. If they determine that you have a valid complaint, they will authorize you to file a Charge of Discrimination. This is a formal statement that alleges that your employer has unlawfully discriminated against you.

Once you file a Charge of Discrimination, the EEOC will take action by notifying your employer within 10 days. The EEOC will also attempt to resolve the dispute through mediation. If mediation is not successful, the EEOC may begin an investigation into the charge.

If the EEOC determines that unlawful discrimination has occurred, they may take steps to reach a settlement with the employer or file a lawsuit on your behalf. After 180 days, you may also request a “right to sue” which would allow you to file your own lawsuit. The outcome of your complaint will depend on your goals and what you hope to achieve.

If you believe you have been a victim of discrimination, filing a complaint with the EEOC is a crucial step in holding the employer accountable. In the 2020 fiscal year alone, the EEOC was able to secure $439.2 million for victims of discrimination. While there are no guarantees in the outcome of your complaint, there are certain actions you can take to increase your chances of success.

Tips For Winning Your EEOC Complaint

Here are some tips to follow when filing an EEOC complaint:

  1. Hire a qualified attorney: An attorney can help you navigate the legal process and increase your chances of a favorable outcome. They can also assist in mediation or negotiations, which may be an option before going to court. Even if your case doesn’t go to court, it’s important to have an attorney on your side who understands employment law and can match the employer’s counsel.
  2. Maintain composure: Mediation can be a sensitive and emotional process. It’s important to keep your emotions in check and maintain a professional demeanor. This is another reason to hire an attorney, as they can guide you on how to prepare and how to behave during the mediation.
  3. Prepare relevant documentation: Make sure you have all relevant documentation to support your claim. This may include emails, witness statements, or any other evidence that can refute any claims made by the employer. An attorney can help you identify what documentation is relevant and make sure you don’t overlook anything.
  4. Be truthful: During the mediation, it’s important to be truthful and honest about the circumstances that led to your complaint. Misrepresenting the facts can negatively impact the mediator’s opinion of your credibility.

By following these tips, you can increase your chances of a successful outcome in an EEOC claim. Remember to stay calm, be prepared and work with a qualified attorney to ensure the best possible outcome.

EEOC Filing Procedure

  • Collect evidence
  • (Optional) Consult with a lawyer
  • Contact an EEOC counselor
  • File a formal complaint
  • Await an Agency decision
  • Request a hearing
  • File an appeal (if your complaint is dismissed)
  • File for reconsideration (if your appeal is dismissed)
  • File a lawsuit

The first step in the EEOC filing procedure is to collect evidence. You should gather any evidence that you can on the discrimination, such as copies of any communications or documents that you receive containing harassment. However, it is important to speak to a lawyer before making audio or visual recordings of any harassment as it may be illegal in certain states unless the other party consents to recording.

The next step is to consult with a lawyer, although this step is optional. You do not need a lawyer for the EEOC process, and you will not be able to let one represent you while the complaint is being filed. However, consulting with a lawyer may help you understand what evidence is necessary, and what to expect from the process.

After that, you should contact an EEOC counselor within 45 days of the act of discrimination. Your counselor will take you through the next steps, which may include either direct counseling, or a mediation process with your employer.

If the mediation process is unsuccessful, the next step is to file a formal complaint. Then, you will have to await an agency decision. If you are not satisfied with the agency decision, you can request a hearing. If the complaint is dismissed, you can file an appeal, and if the appeal is dismissed, you can file for reconsideration. As a last resort, you can file a lawsuit.

You are cleared to file a lawsuit if:

  • The agency hasn’t provided you with a decision after 180 days
  • You have received a decision and not filed an appeal
  • You haven’t received any notice on your appeal 180 days after filing
  • It has been fewer than 90 days since you received a decision on your appeal

In a Nutshell

In fact, it’s tough to fight for your civil freedoms and civil rights breaches on your own. If you suspect that one of these rights has been infringed, you should see an attorney for advice. An expert civil rights lawyer understands the distinctions between these fundamental rights and may assist you with a potential lawsuit.

How to Deal with Underperforming Remote Employees

The future of work is not a place. It’s a thing you do.

Robert Safian, Fast Company magazine editor

More and more people around the world in many different industries started working from home during the pandemic and that number is only expected to increase in the coming years. Studies show that, as a whole, workers have become more productive and the reduced footprint of the company’s job site saves additional money over time.

Work From Home Success Not Guaranteed

However, not every employee will be able to make the adjustment as successfully as others. Some may find themselves distracted by family members, Facebook, Twitter television, or any other number of causes. Others are able to maintain focus but may struggle in other areas, which can also reduce their work output.

As many managers learn in their careers, a team is only as strong as its weakest link. Underperforming remote employees might not be doing well through no fault of their own, but steps must still be taken to try and help them. Here are a few ideas on how to deal with underperforming remote employees.

Good Communication is Key

First, as is always the case in business, communication is key. A good first step is to reach out to the employee and let them know that they aren’t performing up to expectations and that you would like to help them get back on track. If you’re sending an email, you’ll want to check out a list of best email practices to avoid any embarrassing miscues.

No matter how you communicate with them, it’s important to make sure the employee doesn’t feel as though they’re being “picked on” or unfairly targeted. Studies have shown that employees tend to be happier when they have a good relationship with their manager and many find it more important than the size of their paycheck. As the saying goes, it’s better to offer the carrot, rather than the stick.

Are Your Goals Specific Enough?

Another thing to consider is to review the list of goals you’ve set for the employee. Are they specific enough that they understand what they need to accomplish every day? A goal like “increase production” is rather general and may not be helpful. A better way to phrase it might be something like “increase daily production by 30%,” so the employee is sure to understand what exactly it is that you’d like them to do.

One of the major keys to success for remote workers is maintaining focus and avoiding distraction. According to a survey by Citrix, 43% of respondents who work from home admitted they had watched television or movies on the clock, 20% said they’d played video games, and 26% confessed they had taken at least one nap during working hours.

Monitoring Employees’ Computer Usage

Employers may also want to use employee monitoring software on work devices, which will not only provide the company with insights as to how an underperforming employee is using their time, but will also act as a deterrent. An employee who knows they’re being monitored is less likely to, for example, spend 10 minutes drafting the perfect hilarious Tweet while on the clock. There is no universal solution to underperforming employees, but this is probably as close as possible.

Managing workers remotely can be difficult, especially with the increase of employees working from out-of-state, many of whom may only visit the office as little as once a month. It’s vital that these employees feel like they’re part of the team, even though they are geographically far away. An employee who feels like they’re connected will be happier and therefore more motivated at work than an employee who doesn’t.

The Goldilocks Zone for Checking In

It’s also very important to find the right balance when reaching out to an employee on a regular basis to make sure they’re on task, as workers don’t want to feel like they’re being micromanaged by their bosses. On the other hand, an employee who lives 500 miles away and only hears from his direct supervisor once a week will likely have no problems with going to the store to buy groceries at 2 PM.

Managing employees, either remotely or not, can be very difficult at times, but it can also be very rewarding. The main thing to keep in mind is that the employee on the other side of the email or phone call is a human being, a fact that can often be lost in the heat of the moment. Most “problem employees” don’t mean to be that way and with guidance and time, can often become productive members of the team.

Summary and Conclusion

These are just a few of the best practices to use when dealing with underperforming employees, but the most important thing is that the solution must be tailored to the specific issues of the employee. If the employee simply doesn’t understand the assignment, more training can be given. If they have issues surrounding focus or too many distractions in their home working environment, all the training in the world won’t help.

It’s not possible to get 100% productivity from 100% of the team 100% of the time, but with these strategies, the amount of work completed by the underperforming employee and therefore the team has a good chance of increasing and making the company even more successful than ever.

How to Set Up Google Workspace for your Organization

Google Workspace (formerly G Suite) is a powerful set of tools that can help any organization be more productive. There’s a lot to explore, from its well-known applications like Gmail and Drive to less familiar ones like Hangouts Chat and Calendar. 

You can access all of your Google apps from one place with a single login. Plus, you’ll get new features like expanded storage and enhanced security. Whether a small business or a large enterprise, Google Workspace has the tools you need to get the job done.

Google Workspace is a great way to keep your organization organized and connected. By setting up a Google Workspace, you can create custom groups, share documents and calendars, and keep everyone in the loop. This article will show you how to set up a Google Workspace for your organization. Let’s get started!

How to Set up Google Workspace for your Organization

Google offers a variety of productivity tools that businesses of all sizes can use. One way to take advantage of these tools is to set up Google Workspace for your organization. 

For Businesses

  • The first step is to create a new organization in the Google Admin console. You can add users and configure settings for your new organization. 
  • One of the most important settings to configure is the domain name for your organization. This domain will be used for all email addresses and website addresses associated with your organization. 
  • Once you have configured your domain, you can begin adding users and configuring their settings. Each user can be assigned a role within the organization, such as administrator, manager, or user. 
  • Administrators have full control over the organization and can manage settings, add and remove users, and create and delete content. Managers can also manage settings and add and remove users, but they cannot delete content. 
  • Finally, users can only access content that has been shared with them. After you have added all of your users, you can begin using Google Workspace to collaborate on projects, share files, and communicate with each other.

For Individual Organizations

  • Create a new account
  • After creating your account, you will need to verify your domain name (gmail.com, yahoo.com, etc). 
  • Once your domain has been verified, you can add users and customize their permissions. 
  • You can also create groups to help manage your team’s projects later. 
  • Finally, you can add applications and integrations to customize your Google Workspace experience further.

How to Add Users And Manage Their Permissions On Google Workspace

As a business owner, you likely have a team of employees who need access to your Google Workspace account. Thankfully, adding users and managing their permissions is a relatively simple process. 

  • First, log in to your Google Workspace account and click on the “Users” tab. 
  • Select Admin roles and privileges.
  • Finally, decide what permissions you would like to assign to the user and click “Save.

By following these steps, you can easily add new users to your Google Workspace account and control what they can see and do.

What Comes With Google Workspace?

Google Workspace is a cloud-based productivity suite that includes a variety of tools for collaboration and communication. The core apps in Google Workspace are Gmail, Calendar, Drive, Docs, Sheets, Slides, and Sites. 

These apps can be accessed from any device with an internet connection and offer features like real-time editing and commenting, @mentions, and email integration.

In addition to the core apps, Google Workspace also includes several other useful tools, such as Hangouts and Meet for video conferencing, Chat for instant messaging, and Forms for creating surveys and quizzes. 

There is also a mobile app for iOS and Android devices that allows users to access their Google Workspace account on the go. With so many features and capabilities, Google Workspace is a powerful tool for businesses of all sizes.

Tips And Tricks For Getting The Most Out Of Google Workspace For Your Organization

Here are some tips and tricks for getting the most out of Google Workspace for your organization:

Make Sure Everyone Is On The Same Page

One of the benefits of Google Workspace is that it offers a variety of ways for people to communicate and collaborate. However, this can also be a downside if team members are using different applications or not taking full advantage of the available features. 

To make sure everyone is on the same page, it’s important to provide training and guidance on how to use the various tools in Google Workspace. Additionally, it can be helpful to create templates or process documents that teams can use to stay organized and efficient.

Leverage Automation

Google Workspace offers many features that can help save time and increase productivity. For example, Gmail’s “smart replies” can suggest responses to common questions, and Drive’s “admin settings” can automate certain tasks, like backing up files or creating shared folders. Be sure to take advantage of these time-saving features!

Integrate With Other Applications

Google Workspace works best when it’s integrated with other applications that your team uses on a daily basis. For example, you can connect Google Calendar with Outlook so that events show up in both places. Or you can use the “Add-Ons” feature in Drive to integrate with task management tools like Trello or Asana. There are also many third-party applications that work seamlessly with Google Workspace. Explore what’s available and find the ones that work best for your team.

Get Creative

There are endless ways to use Google Workspace to be more productive. So don’t be afraid to experiment and get creative! Try out different features and integrations to see what works best for your team. And if you’re ever stuck, there’s always the helpful Google Workspace Community to turn to for assistance.

Conclusion

Setting up a Google Workspace for your organization can be an extremely valuable way to improve communication and collaboration. By following the steps in this article, you can create a workspace that is tailored to your specific needs and allows users to communicate and collaborate on projects easily. 
Whatever your Google Workspace complexity is, you can always get help from Google Workspace consultants, whether you’re short-staffed, looking to beef up security, or hoping to supercharge your team’s experience.

7 Employee Management Tricks for Smart HR’s

As it’s said in the commerce mythos, starting a venture sounds exciting, but running it long enough is surely dreadful.

Yes, we’re talking about business here. A company stands on 3 pillars – An innovative idea, A hefty capital to support the cause, and a team of highly dedicated, passionate employees to make that dream come true.

Now, ideas and investment are usually occasional concerns, but the thing that would give you pain every day, every moment, especially as a manager, is the team. 

Employees are the driving force. Recruiting them is easy compared to the monumental task HR managers do of managing the entire crew 24×7 without creating a mess. 

You’re the fine balance between a hard-to-please board of directors and the hordes of complaining office staff. 

A win-win situation for all? Is that what you are looking for? Not easy to get nowadays.

But we’re not going to disappoint you! 

Glance through this handpicked list of tricks and hacks to be the best HR manager in your industry. 

Top 7 Employee Management Tricks for Smart HRs

As the experts opine, the fundamental aspects of employee management are likely – 

  • Selection of appropriate roles
  • Measuring the employee performance
  • Interaction and interplay
  • Continuous monitoring of that measurement
  • Maintain discipline, take actions
  • Reward the performers

All these may sound sweet, but what is the use of this bunch of utopian terms? You need practical ways to carry it out, huh? 

Here we go…  

  1. Expectations and reality:

Business is all science and no poetry. So be logical and straightforward with your employees. Let them know exactly what you demand and how you expect them to achieve it. Regular open discussions about targets and objectives often resolve miscommunications and stop any outrage from happening.

Be it work quality, skillset, office culture, sales, and what else, let there be no confusion. Clear and brief explanations help the team stay motivated.

  1. Let them develop:

Not all employees who come to work for you are wizards of the industry. There would be lots of inexperienced freshers and inefficient workers in the team. You’re the one who decides their career graph. 

Offer them professional training sessions, send them to presentations and seminars, mentor and encourage them all the time to be their best version. Of course, this takes time, but believe us; you’re going to get the best achievers of the circuit. 

  1. Micromanagers are Megaflops :

You’re the HR manager, not their companion. So stop interfering and micromanaging every tits and bit of the job.

They’re not kids, so being watched all the time won’t help them perform; it only reduces work quality.

Explain the operational procedure, then give your employees space to do their job. Offer feedback occasionally. Don’t forget to appreciate a brilliant performance. 

  1. Results, not percentages :

Focus on the outcome, not formalities. For a happier and more productive office environment, be flexible with your employees’ different locations and time needs. Nowadays, most companies work outside traditional work hours and adapt to work-from-home. Integration is the keyword here. Learn to acknowledge the results they’re delivering. After all, that’s what matters in the end. 

  1. Build identity

Great HR managers make their employees feel at home and acknowledged. 

This is even more important in companies where employees work remotely and from different time zones. 

Build teams to assign duties instead of individual workloads. Then encourage the team members to interact regularly and share expertise on a collaborative project; also, conduct monthly team meetings or video conferences to discuss progress where you may praise or give shout-outs to employees. Using social media to build relationships outside the workplace as a foster family is another brilliant idea. 

Just don’t let them feel left out.

  1. Be the Example:

 How can you make people motivated? Simply, by presenting an example of the idea, 24×7, before them. And the best bet? Be this example yourself. If you want a smart work culture or remote work in collaboration, first do that yourself and let them watch and learn. Be the role model and team leader your employees need to fulfill your targets. That’s what best HR managers do. 

  1. Seek professional help :

In case you’re just beginning or still in doubt, why take risks? Many professional management firms like ( AustPayroll) offer help and support to HR managers for employee training, payroll management, and building up feasible objectives as per company policy. Click here on their official website to learn more about the offerings: https://www.austpayroll.com.au/.

That’s all and enough. Work your way through it and stay relaxed!

No one’s perfect.

But with consistent efforts, you will be the HR manager every CEO asks for. We believe in it. 

What is the Starbucks employee discount?

The Starbucks employee discount is one of the many perks that come with working at Starbucks. Employees get a discount on Starbucks food and beverages, as well as merchandise. This discount can vary depending on the location and position of the employee.

What is the Starbucks employee discount?

The Starbucks employee discount is a great way to save on your daily coffee fix. Employees of Starbucks can get a discount of up to 30% off on Starbucks products. This discount can be used on ANY Starbucks product, including food, drinks, and merchandise.

Their employee discount comes in at a very solid 30% off.

How do I get the Starbucks employee discount?

In order to get the Starbucks employee discount, you will need to present your employee ID when you make a purchase. This discount can be used on most coffee and food items at Starbucks locations.

What are the benefits of the Starbucks employee discount?

The Starbucks employee discount is a great way for employees to save on their favorite coffee drinks. With the discount, employees can get up to 30% off of their total purchase. This discount can be used at any Starbucks location, including both company-owned and licensed stores. In addition to the discount, Starbucks also offers other benefits to its employees, such as free or discounted coffee beans, free drinks on their birthday, and occasional free food items.

Starbucks Employee Perks

  • free drink every 2 hour
  • free coffee pack (400g) every month

From tuition reimbursement to stock options, Starbucks offers a variety of benefits to their employees. They also offer a discount on Starbucks products, which can range from 10% to 30% off. In addition to the employee discount, Starbucks also offers other discounts to their employees, such as a discount on publications, cell phone service, and more.

What are the Starbucks employee perks?

Starbucks offers great employee perks and benefits. Some of these include a free pound of coffee or tea each week, 50% off all food and beverage items while on shift, and 30% off Starbucks branded merchandise. Starbucks also offers health, dental, and vision insurance for eligible employees as well as a 401k plan. Lastly, Starbucks provides tuition reimbursement for eligible employees who wish to further their education.

How do I get the Starbucks employee perks?

In order to get the Starbucks employee perks, you need to be a current Starbucks employee. The Starbucks employee discount is available for all full and part-time employees, and gives you a 20% discount on all Starbucks products. This includes food, drink, and merchandise items.

What are the benefits of the Starbucks employee perks?

The Starbucks employee perks are great! Employees get a free drink or food item on their break, a discount on Starbucks products, and access to the Starbucks College Achievement Plan.

The free drink or food item is a great way to recharge during a long shift. The discount on Starbucks products is also a great perk, since Starbucks coffee can be pretty pricey. And the Starbucks College Achievement Plan is a great benefit for employees who are working toward a degree. The plan provides full tuition reimbursement for eligible online courses at Arizona State University.

Starbucks Partner hours

With more than 350,000 partners (employees) across more than 75 countries, Starbucks is one of the world’s largest coffee companies. We’ve always believed that our success is best when shared. That’s why we invest in our partner’s health and well-being through programs like Starbucks College Achievement Plan and comprehensive benefits. We also provide partners with opportunities to grow their careers. Our goal is to help every partner reach their full potential.



We know that happy, healthy partners make for a great store experience for our customers. And we know that when our customers have a great experience, they come back – again and again.

What are Starbucks partner hours?

Starbucks partner hours are the hours that a Starbucks partner (employee) is scheduled to work. For most partners, this is typically between 20 and 40 hours per week. The majority of our stores are open seven days a week, so partners can expect to work weekends and holidays as needed.

How to check your partner hours

To view the number of hours you’ve worked, log in to Workday and select the Myself icon in the top menu bar. Your work information appears in the Work section on the resulting page. To see your scheduled hours, select the Schedule tab. Your worked hours appear in the Time Worked section below your schedule.

The benefits of knowing your partner hours

As a Starbuck’s partner, it is beneficial to know your partner hours. By knowing your hours, you can better manage your time and workload. In addition, you can use your hours to plan for your free time and personal life.

Knowing your partner hours also allows you to make the most of your earnings. You can use your hours to work extra shifts or pick up additional shifts when necessary. This can help you earn more money and provide financial stability for yourself and your family.

How to use your partner hours

Starbucks Partners can use their hours in a variety of ways. Here are some of the most popular:

  • Education: Starbucks will reimburse you for classes that help you advance in your career, whether it’s college tuition, English-language classes, or obtaining a food handler’s license.
  • Health and Wellness: You can use your partner hours to go to the gym, take a yoga class, or even get a massage.
  • Personal development: Take a cooking class, learn how to play an instrument, or join a book club.
  • Community service: Use your partner hours to volunteer at a local school, food bank, or other nonprofit organization.

How to Virtually onboard new Employees in 2022

Boomer Consulting, Inc. has been an entirely virtual company for quite a while now, so working and collaborating remotely hasn’t been a challenge during the pandemic. What IS new to our team in the past few months is virtually onboarding new team members.

In the past, we would fly new hires to Kansas City for a few days of in-person onboarding and training at our Accounting Innovation Center. That wasn’t feasible – or advisable – when our newest employee started in May of last year. Fortunately, we were able to take what we’d learned from years of working with coworkers, clients, and vendors across the country and apply it to the onboarding process.

Here are some of the best practices we’ve learned that can help the process go smoothly for your firm.

Ship technology in advance of the start date

When we hired our newest Solutions Advisor in May, we had a pretty quick turnaround from when he accepted the offer until his start date, but we wanted to ensure that he had everything he needed to hit the ground running on day one. We rushed to order and ship his laptop and other equipment so it would arrive a couple of days before his first official day on the job.

On day one of onboarding, our new team member met virtually with our Technology Business Analyst to ensure he had all of the equipment he needed and could connect to the cloud resources. Some firms we work with schedule 30 minutes or so a few days ahead of the new employee’s start date for the same purpose. Either way, this ensures your new team member isn’t sitting there on day one, waiting for equipment to be delivered or struggling to connect.

Video conferencing

The Boomer Consulting team has encouraged firms to leverage video conferencing tools for years, and the ones who did were much more prepared for working in 2020 than those who still relied heavily on traditional conference calls.

You simply cannot successfully onboard a new employee without video conferencing. The first few days and weeks at a new job are a critical time for establishing personal connections for new hires. Video conferencing is the best way to meet with someone virtually and still get that “face to face” feel.

During our new team members’ first days, we scheduled all of his meetings on Zoom. We also planned in break times but had someone available via Zoom even during his breaks, so if he wanted to ask a question, someone was there. It was also extra time to get to know him and allow him to know us.

Schedule the first week

When everyone works from the same physical space, the schedule for a new employee’s first week on the job can be a bit fluid. However, we recommend scheduling times for all aspects of the onboarding and training process in their first week when you’re onboarding someone virtually. This ensures the people they need to meet with are available, and your new team member isn’t left waiting and wondering what they’re supposed to be doing for long periods.

Schedule a meeting with HR to review paperwork and get them enrolled in benefits. We learned that this aspect of onboarding takes longer than we originally thought. We’d initially scheduled only 30 minutes but really needed an hour and a half!

Schedule time with their supervisor and training with other team members they’ll be working with. It’s a good idea to bring in several people, so they’re not seeing and talking to the same person day in and day out.

Schedule time with someone higher up – the Managing Partner, President, or CEO. This helps establish an “open door policy” and shows your new team member that nobody in the firm is off-limits to talk to if they have a question or need help.

Onboard for success

One of our favorite onboarding sessions that we use both in-person and virtually is “Onboarding for Success.” This is an extended meeting – up to three or four hours – where our new employee meets with a cross-functional team of shareholders, sales team members, project managers, technology and marketing team members. During this session, our team talks about what success looks like in our company from different perspectives.

What is our CEO’s view of success? How about the sales team and project managers? Based on these conversations, we work with our new employees to develop their goals for the first 90 days on the job.

Assign a Buddy and a Mentor

At Boomer Consulting, everyone has regular one-on-ones with their managers, but we also assign buddies and mentors for every team member. A buddy is someone who is not in your department. They help the new employee learn about company culture and support them in figuring out how we do things.

A mentor is in your department, but not your supervisor. This is a peer the new employee can bounce ideas off of and someone who will help them grow into their position. The employee has regular meetings with their buddy and mentor. That might seem like a lot of meetings, but it helps our remote team establish relationships across departments and provides a foundation of colleagues they can call on throughout their time with the company.

Virtual onboarding can be a challenge the first time. For your new team member, the barrage of information coming at them in the early days can feel like drinking through a firehose, so it’s important to take a “pulse check” after they’ve been on the job for a few weeks. This gives them time to ask questions that have come up since or clarify something they might have missed the first time around.

It can also help your team get better at virtual onboarding by learning what your new team members might need more of. Don’t worry if your first virtual onboarding experience is a little rough. You’ll learn something new every time,

Ethical aspects of using employee monitoring software and its smooth introduction to the team

The decision to implement employee monitoring software seems like a smart way for employers to stay on top of everything and to prevent any delicate situations. At the same time, employees aren’t as eager to embrace such changes. Today we’ve decided to help you formulate the right approach to employee monitoring keeping in mind its ethical aspects and the goal to boost employee productivity without violating anyone’s privacy.

The global pandemic has made employers realize that their teams can in fact work remotely and complete their tasks from the comfort of their own homes. However, most companies don’t have any experience with monitoring remote employees and keeping track of them using automated solutions. At the end of the day it doesn’t really matter if your team works at the office or from home, the challenge of ensuring high employee productivity and keeping track of their activity during working hours is universal for every supervisor.

In the recent years employee monitoring software has proven its tremendous value for employers, yet it still raises ethical concerns, especially among employees. Your job as a supervisor is to make sure employee monitoring in your company is implemented in an ethical way and is accepted by the team.

Basics of ethical employee monitoring

Employees mainly feel uncomfortable about the possibility of them being monitored because they consider it almost like a privacy invasion. Tracking employees without their consent not only presents a serious legal issue in most countries, but also tremendously weakens overall trust in the workplace. There’s a difference between monitoring and intrusion. Checking your employees’ personal accounts or reading their private messages isn’t the way to go about ensuring they aren’t doing anything illegal.

Generally, employees are fine with the kind of monitoring that is:

  • Open and transparent. Monitoring employees without their knowledge is the number one practice that’s universally considered unethical. Of course, if you suspect that someone from your team is committing a fraud and you want to get concrete evidence of that, you have legal grounds for more in-depth monitoring. However, if you simply want to keep an eye on your employees and decide not to tell them about it, you could face serious consequences. To avoid this, we strongly recommend that you notify your employees about the implementation of monitoring software and encourage them to keep private matters to their home PCs and personal smartphones.
  • Within working hours. Nowadays, when most teams have switched to a WFH mode, after-hours monitoring poses quite a problem. It’s not uncommon for the employees to use company-provided laptops for personal matters after they’re done for the day. And when it comes to any type of monitoring software, there’s always the risk of recording sensitive personal data. Our advice is to either ban your employees from using company-owned laptops for personal affairs or to allow them to turn off monitoring when they stop working for the day.

For example, Kickidler employee monitoring software allows specialists themselves to turn off monitoring once they’re done with work for the day. This option will make your employees more relaxed about the monitoring since they’ll have more control over it.

  • Reasonable. Ethical employee monitoring isn’t just about collecting the data, it’s also about having purpose for such supervision. If you decide to use employee monitoring software purely for the sake of using it or, even worse, for spying on your personnel, it’s not going to end well. If you actually want to get the most out of employee monitoring, you need to have clear understanding of the reasons behind it, the type of data you’ll be collecting and the performance targets you want your employees to achieve. For example, if you’re using employee monitoring software to increase your team productivity, you can start by tracking how productive they are on a daily basis (by the way, Kickidler calculates this metric automatically. Once you have that information, analyze what causes the productivity to go down. Do your employees spend too much time in various meetings? Or perhaps they spend too much time on social media? Pinpoint the exact issues that cause bottlenecks and deal with them by talking to your employees and minimizing the distractions.

Importance of conveying the need for employee monitoring

If you decide to introduce employee monitoring in your company, you should also help your employees understand why you’ve made this decision. We suggest you inform your team that you’ll be monitoring them for professional purposes only and strictly during working hours. We also strongly advise you to be as transparent as possible about the monitoring from the very beginning.

Besides, an Accenture survey found that 92% of employees are actually willing to have their data collected as long as it’s used to boost their own well-being and performance. One way to get your team on board with the monitoring is to share with them how the accumulated data will be used and how it will actually be beneficial for everybody in the long run – for example, in balancing workloads, avoiding burnout or improving your performance (e.g., Kickidler’s Autokick enables employees to view their personal statistics and compare them with previous reports).  

Overall, it is possible to monitor your employees ethically – everything is in your hands. And with the help of Kickidler employee monitoring software this process won’t be just automated, it’ll also bring great value to the company.