February is American Heart Month, a time when the US Division for Heart Disease and Stroke Prevention encourages people—especially women—to focus on their cardiovascular health. Heart disease is the leading cause of death for both men and women across nearly all racial and ethnic groups in the US, and improving cardiovascular health is just one facet of wellness employers can help employees achieve.

With that in mind, we asked our staff members what they regularly do to keep their hearts healthy, and we got a variety of answers, such as: taking long walks, attending fitness classes, relaxing through painting or knitting, and hiking with their dogs. We’ve included some photos here of our employees’ adorable pups getting their hearts healthy (along with their owners), as well as a painting by one of our talented employees.

Of course, we can and should focus on our health and wellness all year long! Not sure where to start? We've come up with some ideas to help employers get started. 

How Employers Can Encourage Wellness 

• Include heart-healthy food in your cafeteria or vending machines so employees are able to make healthier choices.
• Install bicycle racks to encourage employees to bike to work.
• Put signs by the elevators encouraging people to take the stairs.
• Hold healthy recipe contests – for example, you could host a potluck and let employees vote on their favorite recipe – and reward the winner with a small prize, such as a gift card for fitness equipment. It’s a win-win!
• Reimburse your employees for a fitness membership and/or fitness tracker to help them stay on target with their health goals.
• Encourage employees to challenge each other with fitness challenges – they can meet the challenges individually, or you can have department or company goals, with proceeds going toward a charity of your choice, such as the American Heart Association or the American Cancer Society.
• Rent a blood pressure monitor for employees to have easy access to health metrics.
• Give employees a discount code to use on their first order of a healthy meal subscription service.

When designing a wellness program, it is important to be inclusive. Inclusive programs provide incentives for participating rather than penalties for not participating, and they incorporate activities and goals everyone can achieve (i.e., not just fitness-focused people). Also, think about including programs for emotional wellness as well as nutritional and physical wellness.

We would love to hear what your organization does to motivate employees’ heart health and overall wellness. Do you have a brilliant idea we haven’t thought of? If you have questions about how to begin a wellness program, or what legal issues to consider, please contact us!

Because every situation presents unique facts, the information provided in this article is for general information and is not intended to be legal advice regarding any specific situation. This information may be considered advertising in some states. Any links to third-party sites are for your convenience. HR Solutions At Work does not endorse specific sites or guarantee the accuracy of the information on those sites. Please contact us if you have any questions about this information or our services.

In October 2020, Judy Kalisker was featured on the Channel Maven Consulting podcast focusing on diversity and inclusion in the workplace -- issues that are just as relevant today as they were then. In the interview, Judy talks about how some conversations about social or political issues can create tension in the workplace. Among other things, she also discusses the distinction between diversity and inclusion on the one hand and discrimination and harassment on the other.

One point to remember when it comes to DEI training, Judy points out, is that "no one should be made to feel uncomfortable because of who they are." And, importantly: your diversity and inclusion training should tie to your business goals, company culture, and policies.

Many employers and managers think they should know how to address potentially divisive issues in the workplace and handle important conversations, but these issues are complicated and involve not only the business decisions your organization’s leaders are trained and experienced in, but also legal and HR issues. That's where we come in. We provide advice and HR solutions for employers, such as workplace training and investigations, that help employers navigate these tricky issues.  

If you have questions about this, or if you'd like to hear more about our advice, outsourced HR solutions, workplace trainings, or investigations, please send us a note and we'll get in touch to discuss your needs.

Because every situation presents unique facts, the information provided in this article is for general information and is not intended to be legal advice regarding any specific situation. This information may be considered advertising in some states. Any links to third-party sites are for your convenience. HR Solutions At Work does not endorse specific sites or guarantee the accuracy of the information on those sites. Please contact us if you have any questions about this information or our services.

One of the services we provide to clients is conducting effective, thorough, and prompt investigations of workplace issues. We have investigated just about every issue arising under workplace policies, from bullying to FMLA retaliation to financial irregularities. One of the most common issues we investigate is workplace discrimination, which includes sexual harassment, harassment based on other protected characteristics, physical or verbal harassment, and more. And something we see employers getting wrong over and over is a fundamental rule best summed up as: If You Know, You Know.

In one recent investigation, we heard from an employer who said an employee asked HR if they could report potential workplace harassment “off the record.” In another, an employee told management about sexual conduct at work, but when the manager asked if she wanted to file a “formal complaint,” she declined.  

The mistake both companies made was not taking immediate action to look into the reported conduct. Some employers have the well-intentioned belief that discrimination or harassment is an individual issue that the employee should have control in handling, when in fact it is very firmly a workplace issue that the company needs to own and manage. If you, as the employer, ask things like, “Do you want to file a formal complaint?” you are putting the employee in control of the situation, which might feel like the courteous thing to do — but that can have serious consequences for the company.

First, there’s the potential for liability. If you know about an issue of potential discrimination, harassment, or retaliation, you can be liable for failing to take prompt, effective action to investigate the conduct and take steps to prevent it from happening again. You don’t have to take our word for it: MCAD’s Guidelines on Sexual Harassment, for example, specify that “an employer should always investigate a complaint of sexual harassment as soon as practicable, even if an employee asks that it not investigate his or her claim.” These guidelines apply to all forms of workplace discrimination or harassment: as soon as an employee in a supervisory capacity knows about it, they must report it. Full stop.

Second, regardless of what the employee says in response to being asked whether they want to file a “formal complaint,” they do want you to do something — that’s why they came to you in the first place! So why might they suddenly hesitate or back off? Many employees are fearful of retaliation, whether from the company, the alleged perpetrator, or even their coworkers, who they may fear would ostracize them if it got out that they complained. The employee needs reassurance that they did the right thing coming to you and — sorry if we sound like a broken record — that the company will handle it from here.

One exercise that may help is to try substituting another complaint of alleged misconduct and ask yourself if you’d handle it the same way. For example, if an employee came to you “off the record” and said they knew their manager was stealing money from the company, would you honor their request to keep this just between the two of you? Of course not. If someone reported to you that an employee wasn’t following appropriate quality control procedures and a product may now be toxic, would you ask if they wanted to file a “formal complaint” in order to look into this? Absolutely not. And it shouldn’t be any different for a complaint of workplace discrimination.

So what should you do?

• Thank the employee for bringing this to your attention.
• Assure them that the company takes it seriously.
• Reassure them that the company does not allow retaliation for bringing forward a complaint.
• Let them know that you’ll need to follow up, either personally or by directing this to the appropriate channels within the company.
• If they ask you to keep it confidential, tell them that you will keep this as confidential as possible but that, depending on what they tell you, the company may have an obligation to look into it. 

The bottom line is: whether you are an HR professional, senior executive, or employee manager, if you are made aware of any kind of potential discrimination or harassment happening in your workplace, it doesn’t matter whether that knowledge was obtained from a formal complaint or from a casual conversation. Once you know, you know — and you’re obligated to take action.

Are you still unsure if you need to report an incident? Or do you think you may have a workplace issue that needs investigation? Click here to shoot us an email — we’d love to chat.

Because every situation presents unique facts, the information provided in this article is for general information and is not intended to be legal advice regarding any specific situation. This information may be considered advertising in some states. Any links to third-party sites are for your convenience. HR Solutions At Work does not endorse specific sites or guarantee the accuracy of the information on those sites. Please contact us if you have any questions about this information or our services.

HR Solutions At Work participated in the November 8, 2023 Multi-Chamber Expo run by the Waltham Chamber of Commerce. Nearly 100 vendors exhibited, representing a variety of local businesses that included restaurants, non-profit organizations, small family ventures, national banks, and more. The event had a huge turnout, with raffles, dance performances, free massages, and food samples from local restaurants, bakeries, and ice cream shops.

Representing HR Solutions At Work were (pictured above, left to right) Senior HR Consultant Jessica Toohey, Content and Communications Coordinator Jennifer London, and HR Administrator Merrilee Guarini. At our exhibitor booth, we answered questions about our company, gave out free pens and tote bags, and had a blast meeting the huge variety of companies interested in our services. We came away from the event energized and excited about attending more local events, learning about the wonderful businesses right in our backyard, and helping teams both large and small to find HR solutions to help their businesses grow.

A huge thank you to Waltham Chamber of Commerce Executive Director Molyna Richards for organizing the event and including us!

Because every situation presents unique facts, the information provided in this article is for general information and is not intended to be legal advice regarding any specific situation. This information may be considered advertising in some states. Any links to third-party sites are for your convenience. HR Solutions At Work does not endorse specific sites or guarantee the accuracy of the information on those sites. Please contact us if you have any questions about this information or our services.

Happy anniversary to us! It has been ten years since Judy Kalisker founded the company, originally called Compliance Plus, to provide employment law advice and human resources consulting to employers. 

Over the years, a lot has changed. When we started, our focus was on workplace investigations and compliance-related training; now we provide a full panoply of HR services, from individual projects and investigations to fully outsourced HR. In recognition of how our work has evolved from primarily HR compliance to more of a solutions-oriented focus on a wide range of HR topics, we have rebranded as HR Solutions At Work. We are excited to keep expanding our business!

To celebrate our tenth anniversary, we have refreshed our website and will be posting updates on our business, new and evolving employment laws, and other topics affecting the workplace. (Click here to send us your questions about workplace issues to be addressed in future posts.)

We also had our first-ever in-person staff event. The photo above shows many of our team members wearing fleece jackets with our new logo. Pictured (from left to right) are Jodi Lockwood, Natalie Costello, Megan Simmons, Jessica Toohey, Liz Hendler, Judy Kalisker, Merrilee Guarini, Amy Serino, and Stephanie Chrisikos. Not pictured are Kelli Doré, Amy Hammes, Dinamary Horvath, Martin Kalisker, Jennifer London, and Jill Zender.

Over the course of two days, clients came and discussed how and why they worked with us, we learned about different segments of the HR industry, and we participated in a discussion about advanced investigation skills. We would like to thank Juanita Gonzalez, Chief of Staff for XRHealth, for explaining the company's exciting new health care programs, which utilize their unique virtual reality technology, and detailing how our HR expertise helps expand their startup and manage their staff.

After the all-hands meeting, we hosted a reception at Bar Enza to celebrate our ten-year anniversary and acknowledge the clients and referral partners who have been integral to our success over the past decade. We were thrilled to be able to interact in person after more than three years of remote conversations.

We are so grateful to all of our clients and referral partners who we’ve worked with over the years and look forward to continuing to provide great service for many years to come!

Because every situation presents unique facts, the information provided in this article is for general information and is not intended to be legal advice regarding any specific situation. This information may be considered advertising in some states. Any links to third-party sites are for your convenience. HR Solutions At Work does not endorse specific sites or guarantee the accuracy of the information on those sites. Please contact us if you have any questions about this information or our services.