About: Barbara Richman

BARBARA RICHMAN, SPHR is a senior consultant with HR Mpact, a Memphis human resource consulting firm. She can be reached at (901) 685-9084, (901) 496-0462 or barbara@hr-mpact.com.

Recent Posts by Barbara Richman

Will telecommuting benefit your organization? There’s much to consider

CEO Marissa Mayer’s recent decision to require Yahoo employees who work remotely to relocate to company facilities received immediate reactions from social media and diverse news sources. An internal memo written by Yahoo’s head of human resources provided the following insights into the company’s rationale: “To become the absolute best place to work, communication and collaboration will be important, so we need to be working side-by-side.” It further explained: “Some of the best decisions and insights come from hallway and cafeteria discussions, meeting new people, and impromptu team meetings. Speed and quality are often sacrificed when we work from home.” A firestorm of opinions followed the release of this information. Some described the decision as a step backwards, unfriendly, a blow to employee morale and a potential catalyst for an exodus of talent. Others pointed out that the job of a CEO is to ensure that employees’ job performance meets the company’s expectations, which may include requirements to work onsite. Yahoo...
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Tips to Assist Employers in Creating a Harassment-Free Workplace

                      Published in the Memphis Business Journal by Barbara Friday, March 1, 2013 Employers can anticipate that charges and lawsuits alleging harassment will continue and potentially increase as a result of the current focus of the Equal Employment Opportunity Commission. In December 2012, the agency approved a Strategic Enforcement Plan for fiscal years 2013-2016 (www.eeoc.gov) which established harassment prevention as one of its six national priorities. The commission stated that it will deter workplace harassment by conducting a targeted outreach campaign aimed at educating employers and by pursuing investigations and litigation. According to the agency, its enforcement endeavors will include an emphasis on eliminating systemic discrimination which it defines as “a pattern or practice, policy, or class case where the alleged discrimination has a broad impact on an industry, profession, company or geographic area.” In addition to announcing its multi-year planning initiatives moving forward, the EEOC issued a...
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Facilitating the return to employment for uniformed service members

As the nation welcomes members of the uniformed services back into the work force, we recognize that their return will be beneficial not only for them individually but also for their families, employers and overall communities. Attention currently is being directed at the numerous programs that are in place and being created which focus on their employment. There also is increased awareness of federal and, in some cases, state legislation that addresses the rights and obligations of service members and employers. It is timely for employers to gain an understanding of available programs in which they can participate and of applicable laws that impact their organizations. Hiring Our Heroes is an example of an initiative receiving national attention. This program was launched by the U.S. Chamber of Commerce with partners from the public, private and nonprofit sectors. It is helping veterans and military spouses find meaningful employment in hundreds of local communities. General Electric, a contributor to this endeavor, recently...
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