The way a company can make legal information memorable to employees is to devise a comprehensive year round plan for clear and consistent delivery of the information .
News amid a slew of sexual harassment allegations . This kind of culture can also be intentionally created as the leaders tend to be dismissive and conflict-oriented . Uber comes to mind .
Problem cultures almost always involve a violation , or alleged violation , of law . Employment laws , such as anti-discrimination , anti-retaliation , workers ’ compensation , and wage and hour , laws are often implicated , but criminal and other laws are too . Problem cultures can be very costly . Fox News shelled out $ 13 million to claimant employees , plus $ 25 million and $ 40 million , respectively , to buy out the contracts of Bill O ’ Reilly and Roger Ailes .
It ’ s somewhat understandable when companies are found lacking in their preventive measures . Advising employees on the law so they don ’ t stray is not nearly as appealing as promoting a pro-employee , or pro-customer , culture . Companies often have the best of intentions and take some steps in the right direction , such as making equal opportunity employer statements , having the proper content in a handbook , and having in-house presentations now and then . But , infrequent , limited , and disjointed efforts such as these are not enough to resonate with , and be remembered by , the average employee . Ten and 15 year employees at Fox News have said that they were not aware that there was an anonymous sexual harassment hotline .
Unless employees are truly familiar with the law which applies to them , they cannot necessarily be expected to abide by it . And employees will not become familiar unless the company delivers the information in a way which makes it memorable .
The way a company can make legal information memorable to employees is to devise a comprehensive year round plan for clear and consistent delivery of the information . Clear and simple information is easier to understand and more likely to be retained . Information which is seen on a consistent basis is also more likely to be retained . Providing the same information in a variety of formats such as video , live presentation , newsletter , bulletin board , payroll information , and email message , makes it more likely to be seen . Providing small unique pieces of information one at a time makes them easier to digest . Communicating fairness and humor can be a very effective way to make a point ; and there are a multitude of instructional videos on employment law for purchase which incorporate this .
Laws are restrictions , but they also communicate company ethics . Employees need to understand there are limits to what they can do . But , simply telling employees what they can ’ t do is not the best way to have them comply . It ’ s much better to also tell them how the company supports the purpose of a law . For example , rather than just stopping at “ the Company does not discriminate based on ...” organizations should also add why they have this policy such as “ and the Company embraces diversity and inclusion as core to our values .” Similarly , employees need to see through the actions of the leaders in the company that the company is genuinely committed to compliance with the law , and is committed to achieving a fair and equitable culture .
Creating a problem-free corporate culture isn ’ t easy , but successful leaders are always able to figure out how to make it happen . Naturally , they realize the benefit that accrues to those types of cultures , sustained success over time .
Greg Snell is a business law attorney , author and speaker with Snell Legal PLLC . He has been the go-to legal counsel for businesses in the Daytona Beach area and beyond for more than 25 years . Mr . Snell has received numerous honors and awards for his professional competence and community service . For additional information see Snell-Legal . law . Mr . Snell may be contacted at gsnell @ Snell-Legal . law .
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