Conflict Resolution and Member Care

When can you do a fitness-for-duty evaluation? Consider essential job functions and whether the individual is a threat, as well as complying with statutes on handling information.

Complication best describes how getting additional care for employees has changed with the legal considerations mentioned in Part 2, but that does not eliminate all options or helpful paths forward. Image removed.

This post discusses the idea of getting help for problems related to the job, whether that help is spiritual and related to the religious goals of the organization, or whether it is psychological help that is needed.

Can you tell when you, or a colleague, or an employee needs additional help, such as counseling? Here are a couple of ways to tell—but could they have implications in the workplace?

These blogs about when and how to apologize got me thinking of the other part of this process, that of forgiveness. People frequently have a hard time knowing when to forgive. 

When a situation has gotten to the point where we might consider an organizational apology, we can assume a person has been hurt, relationships have been broken, and there could be legal liability. Let’s think about what an apology would look like... 

Why must organizations avoid apologizing? This is a terrific question! I love it because it gets deep into the core question of what law is supposed to do. I believe that a law is one tool to pursue wholeness, completeness, or maturity. This is a philosophy we share, because each of us uses our respective discipline to help clients move in that direction. So—a good legal advisor ...

I see this kind of crazy reality which says if you apologize for something, you are admitting responsibility, and you could be legally liable. Is there a way to apologize?