Surviving Layoffs: A Manager's Guide
According to the Department of Labor:

• an individual's normal productivity level in an eight hour day can drop substantially during a major transition. Moreover,
• a substantial percentage of your top performers are likely to leave within 90 days of a major change event (good or bad).

Learn what managers and executives can do to ease the post-layoff jitters for the remaining employees. Suggestions include helping employees vent their anger and express their concerns, as well as productive ways to prepare for an uncertain future.

Moonlighting: What's Left for the Day Job?
Moonlighting can increase—or decrease—your employees' enthusiasm for their "day job". Learn how to tell which result is most likely for your situation, and what to do about it.

Email Do's and Don'ts
Learn what your email says about your status in an organization; and how to use it most effectively to get your points across. There are times when email isn't the right tool for the job.

HIV and HR Briefs:
Discussing HIV Status During the Job Interview

What does it mean when a job candidate brings up his or her HIV status—when it seems irrelevant to the job? Learn how to deal with the discussion from both psychological and legal perspectives.

Creating a Safe Engineering or Lab Environment

HIV is not a threat in many workplaces; but it can be a moderate risk wherever people regularly cut themselves—for example, when technicians or engineers install equipment in machine rooms. While the threat is nothing to lose sleep over, there are common sense preventative measures you probably should take to protect your employees.

After-hours Drinking Among Professionals

Professionals experience substantial pressure to drink socially: in the most highly-regarded professions, drinking is considered a norm, not a deviation . The camaraderie developed at social functions is considered "good" for the career--and often, absence from such functions, or abstinence from drinking, entails career advancement risks.

This paper explores the pressures, offers suggestions for drinking safely and healthfully while still looking like a "good buddy" and staying a step ahead of the competition at the same time.

Protecting Employees from Domestic Violence

As an employer, you probably can’t identify the victims or perpetrators of domestic violence (DV) who are working for you. But they have an enormous effect on your bottom line: domestic violence costs employers $3-$5 billion/year in lost productivity, absenteeism, and healthcare. How can you protect the abused employee, and her colleagues who may also be at risk from an abuser’s attacks? What are your legal responsibilities? And, perhaps most importantly, what do you say to someone who tells you she is being abused?

This white paper describes a "best practices" model for protecting employees from all forms of workplace violence. We also present a guide for discussing DV with a victim.