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  3. Awkward! Nine sticky work situations and how to fix them Dealing with weirdness in the office is never easy, but it’s essent

Awkward! Nine sticky work situations and how to fix them Dealing with weirdness in the office is never easy, but it’s essent

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问题     Awkward! Nine sticky work situations and how to fix them
    Dealing with weirdness in the office is never easy, but it’s essential to running a successful company. As an entrepreneur, you’ll run into sticky situations among employees that get in the way of productivity.
    "Human resources problems that get ignored have a really nasty habit of not going away," says Margaret Hart Edwards, a shareholder at employment law firm Littler Mendelson.
    Never fear: The experts are here to offer their advice for handling nine sticky HR situations that might otherwise leave you floored and fumbling.
    1. Two employees start dating or break up
    Forty-six percent of employees have been involved in an office romance, according to Vault’s 2008 Office Romance Survey. But office relationships can create all sorts of awkward moral problems for employers, as well as legal dangers, such as sexual harassment claims. Given the potential risks, "the employer does have to interfere," Ms. Edwards says.
    Meet privately with the employees and have them state that it’s a voluntary relationship to protect against a sexual harassment claim. They should keep things professional, meaning no visible public display of affection or sharing of company information in ways that could put their co-workers at a disadvantage.
    Also talk about the potential of a breakup and the professionalism you expect. If they’re at-will employees, they should know you could fire them for inappropriate behaviour.
    2. An Employee Shares Too Much Personal Information with Co-workers
    This is the employee who talks in excruciating (极令人不愉快的) detail about his impending divorce, recent doctor’s visit or latest romantic relationship. There’s no topic that’s off limits - and for co-workers, there’s nowhere to hide.
    Tim Young, founder and CEO of multimillion-dollar software firm Socialcast, has dealt with "TMI" employees at the company’s Irvine, Calif., headquarters. He takes these employees to lunch and brings up the topic. Says Young, 27, "You can coach them on reducing the amount of information they’re providing to [other] employees and refocus them back on the company."
    3. A laid-off employee turns vengeful (图谋报复的)
    An angry ex-employee can cause a lot of damages. If he takes things too far, file a property damage report with the police. Even if you’re working only on suspicion that an ex-employee is behind the damage, you can explain why you believe the ex-employee may be the bad guy.
    Plan ahead for ex-employees who could pose a problem. Research security companies and know how to file a restraining order, if necessary. Treat employees how you would like to be treated, too. Says Ms. Edwards, "[Lay] people off in the most respectful and humane way possible to try to minimize this sort of behaviour."
    4. Employees wear politics or religion on their sleeve
    Religion and politics are topics best avoided, but some employees will work them into the conversation.
    There’s a big difference between the employee who simply says "God bless you" and the employee who tries to convert his co-workers. As the employer, you may ask an employee to refrain from religious conversation around fellow co-workers who find it troublesome and could file harassment or hostile work environment claims. Be careful, however, not to discriminate the employee because of her religious expression, says James M. Craig, an employment attorney with Thompson, Sizemore, Gonzalez & Hearing.
    Remind employees that politics can make people angry and distract from the work. Suggest they save these discussions for break times.
    5. Employees think a co-worker got an undeserved promotion
    Meet with the employees who have a problem with the promotion, says Bob Nelson, author of 1,001 Ways to Reward Employees. Talk to them about what you’re hearing and let them offer their side. Tell them why this co-worker received the promotion, focusing on skill aspects instead of personality traits. "State that it’s inappropriate to complain about a co-worker and that you would like them to stop," he says.
    Feeling passed over or ignored is often at the heart of this issue. If an employee feels bitter that he wasn’t considered, work out a plan for developing his skills. Employees who feel heard, appreciated and upwardly mobile will be more likely to offer their congratulations.
    6. An employee is planning a wedding and annoying co-workers
    Planning a wedding is a happy time in a person’s life, but not if you’re the planner’s co-worker picking up the slack for someone more interested in place settings than spreadsheets.
    This problem can fester (激起怨忿) until other employees want to throw more than rice at the engaged. You shouldn’t hold your peace as the employer. Pull this employee aside and offer your congratulations. Then say productivity is down and that her focus during work hours should be on the work. "It’s a performance problem and should be addressed that way," Ms. Edwards says.
    If you’re generous, you might offer some short-term scheduling flexibility. If the employee refuses and files for divorce from your company, maybe it’s for the best.
    7. An employee’s substance-abuse problem is becoming obvious
    Mr. Young has had employees who developed substance abuse problems. He meets privately with them to discuss performance and behavioural problems, then he directs them toward the employee assistance program provided through Socialcast’s outside HR provider. "It’s important to try to dictate a plan of action," Mr. Young says.
    8. There’s conflict between childless employees and working parents
    Employers who ignore this delicate issue end up with unhappy workplaces where childless workers are always being asked to fill in the gaps for working parents who leave early and say they can’t work weekends. "On occasion is one thing, but over time, [it] can become a habit of treating one class of employees differently from another," Mr. Nelson says.
    He suggests a rotation system for projects and overtime, and allowing equal access to time off without a reason. Ask employees what would work, too. Says Mr. Nelson, "Sometimes when a policy is created and monitored by the staff, it has the best chance of being viewed as fair by everyone."
    9. An employee is taking advantage of company money or equipment
    Unfortunately, every employer will have employees who secretly take from the company. In fact, hidden employee fraud steals 7 per cent of a company’s revenue every year, according to the Association of Certified Fraud Examiners. "The dollars lost to fraud can grow quickly," says Tracy Coenen, a forensic accountant and the author of Essentials of Corporate Fraud.
    Employee stealing increases in tough times, when an employee might take home a roll of paper towels or buy unnecessary office supplies just to get a free $20 coffee card. Ms. Coenen suggests writing a clear fraud policy that educates employees about what’s unacceptable.
    For larger cases of fraud, Ms. Coenen advises small-business employers to contact a fraud investigator and an employment attorney for legal advice. "The worst thing a company can do," she says, "is ignore a fraud problem."  
What does Margaret Hart Edwards say about employees’ romance in the office?
选项 A、It is morally wrong and must be banned.
B、It poses a potential risk for the company.
C、It should not be interfered as a human right.
D、It’s better to go public for the sake of employees.
答案B
解析 该段第一句提到调查显示许多员工有过办公室恋情；接着第二句指出这种关系会带来moral problems(道德上的问题)和legal dangers(法律上的风险)；第三句中Edwards建议说考虑到这种potential risks，老板应该介入，其中risks即是对上句的moral problems和legal dangers的概括，[B]也是对其的概括，故为答案。
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