Do You Know What the Biggest Issue in Employment Law is Right Now?

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Football season ended with the Super Bowl on February 3rd, opening season of baseball begins on April 1st.  What, do you ask, does this have to do with employment law?  Get ready for this?

March 19th, March Madness begins.

That’s right, starting this coming week, all NCAA basketball tournament games will be available live online.  Employees will be pre-occupied with this sport, calling out sick to stay home and watch the games, or coming into work but going on line to watch the games, not to mention the “office pool” of who will win the Championship!

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As an employer what do you?  Do you put on the proverbial blinders and ignore it?  Do you totally ignore it or should we simply embrace the basketball madness knowing eventually it will end.  Do you decide to “crackdown” and monitor internet use to try to stop it?  Or simply embrace it?

A good percentage of employers decide to ignore it, pretending that it’s not happening.  Unable to figure out why employee attendance falls off this month or why the employees who actually do show up for work start to disappear into one office or a conference room where they hear cheering and shouting.  Many of these employers are suddenly surprised when the company’s overloaded IT system suddenly shuts down causing employees to exit the work place in droves. Not really a good idea to go with this option.

Then there’s the group of employers who decide to crackdown and try to stop the “madness” by banning any type of interaction amongst employees and basketball.  The thinking here is that if they put filters on their IT systems it will stop employees from watching the games online. This will really have little if any effect on stopping the madness since most employees will have called out sick.  Another not so good idea!

The third option embrace the madness.  Here we have those forward-looking employers to take advantage of the situation and actually incorporate March Madness into the work experience. They set up TVs in key meeting places for games and actually encourage employees to do some bonding while rooting for their favorite teams.  Employees are grateful and good feeling abound, not to mention that the company benefits because these grateful employees put in extra hours.  It’s a win-win situation for both employer and employees.

Helen M. Sorrentino is the owner and Managing Member of HR Practices, LLC, a Human Resources consulting firm. She started the company is 2009 to respond to the needs of the small business owner with an employee base between two (2)-fifty (50) employees in New Jersey and New York City.

Helen has 20+ years of experience in Human Resource management working within diverse industries such as engineering and manufacturingapparel, biotechnical, printing, music and telemarketingIn past her HR roles she provided support to all levels of management in training, organizational development, coaching, planning and all areas of Human Resources.  These companies ranged from an employee base of less than forty (40) employees up to seventy-five hundred (7500) employees and represented such industries as engineering, apparel, telemarketing and biomedical.

Helen holds a Bachelor of Arts degree from Kean University; a Master of Arts from Montclair University and a Master’s of Science degree in Human Resources Management from Upsala College.  Helen stays current by taking continuing education courses via seminars and webinars encompassing state and federal labor law compliance, policies/procedures, health care reform and all areas of employee relations to recruiting and background checks  to terminating employees to responding to EEOC, DOL, Wage & Hour, OSHA and ICE audits

HR Practices LLC is currently a member of the below professional organizations:

A few of the industries represented by HR Practices’ clients are; apparel, medical billing; doctors’ offices; biotechnical; printing; electrical contractors; non-profit organizations, day care business; cosmetics, physical therapy and other consulting businesses.

The opinions expressed herein are the writer's alone, and do not reflect the opinions of TAPinto.net or anyone who works for TAPinto.net. TAPinto.net is not responsible for the accuracy of any of the information supplied by the writer.

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