This article originally appeared in the 2018 winter issue of OGR’s Independent magazine. This is part 2 of two-part series. By Stephanie Ramsey, The Foresight Companies, LLC
Last week, OGR’s blog discussed the problem of sexual/sex-based harassment in the workplace and how it’s defined. But what are some examples that might occur at the funeral home according to the EEOC😕 Read the rest of this entry »
This article originally appeared in the 2018 winter issue of OGR’s Independent magazine. This is part 1 of a two-part series by Stephanie Ramsey, The Foresight Companies, LLC.
Almost daily there are new reports of well-known public figures accused of sexual harassment. From Hollywood superstars to political figures, the growing list of accusers and abusers astounds the public. There has not been this much public interest in sexual harassment since 1991 when Anita Hill accused U.S. Supreme Court nominee Clarence Thomas of sexual harassment.
Historically, sexual assault has been one of the lowest reported crimes in the United States. It is believed that sexual harassment is also significantly under-reported. In fact, the Equal Employment Opportunity Commission (EEOC) estimates 75% of workplace harassment incidents go unreported.
However, it seems that the tides are changing. More individuals are coming forward with accusations in virtually every industry. Is your funeral business at risk of an EEOC investigation for sexual harassment/sex-based harassment? Read the rest of this entry »
This article originally appeared in the 2017 summer issue of OGR’s Independent magazine. This is part 2.
As a business owner or manager, there are times when you’re faced with employee performance issues. Last week we explored questions to consider when an employee is an under achiever. Today we’ll explore how to approach mentorship and termination after those questions have been thoroughly answered. Read the rest of this entry »
This article originally appeared in the 2017 summer issue of OGR’s Independent magazine. This is part 1 of a 2 part series.
As a business owner or manager, there are times when you’re faced with employee performance issues. These employees are usually not your worst employees or brightest stars. They did not commit fraud or anything that would lead you to move to immediate termination. They just don’t seem to be the most comfortable fit. Owners and managers eventually reach a point where they feel they must make a difficult decision: Should they let an employee go and find a replacement or should they hope to help them improve their less-than-stellar performance through mentorship? Here are a few questions that you should ask yourself when determining whether to mentor or terminate an employee: Read the rest of this entry »
Dealing with human resource problems are frustrating and challenging for all involved… including myself! At the Foresight Companies, I am frequently asked to provide advice on dealing with employee issues in funeral businesses. At some point in our conversation, I ask the funeral service professional, “What’s your HR Strategy?” Most frequently they answer “Strategy? What strategy?” Read the rest of this entry »
The challenges of working in a funeral home are quite different than in a traditional 9-5 environment. Funeral directors and staff must deal with death on a regular basis which can be tough. The hours are often long with late night and early morning calls from clients. Funeral staff often works on the weekends and evenings for visitations and ceremonies. With such long hours, retaining quality staff long term can be a challenge. One solution is to create a staff recognition system, which can go a long way in keeping employees happy and committed to your funeral home. Read the rest of this entry »