On Friday, March 28

Bob McKenzie will be the Keynote Speaker at the Quarterly Beaver Street Enterprises CEO Roundtable

The Topic

�Traits of a High Performance Workplace�

Sunday, April 27, 2014

River City
Mentor Walk

University of North Florida Arena

2 to 4 p.m.

Early stage business entrepreneurs will be matched with seasoned mentors to discuss business challenges and ideas during a 3 mile walk through the UNF campus


For no charge you have the opportunity to ask human resources related questions of Bob McKenzie, President of McKenzieHR

To ASK Bob click here


Contact Information

4237 Salisbury Rd, Bld 1, Suite 112
Jacksonville, FL 32216

Phone: (904) 861-2903
Toll-Free: (888) 861-2903

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EEO Laws Should Make Us All Better Managers

Eternal optimists look at the silver lining in all things.� Despite the enforcement tactics and witch hunts the Equal Employment Opportunity Commission (EEOC) has been embarking on over the last several years, we should thank them for opening our eyes to managing our employees better.

For some background information, the EEOC is the Federal Enforcement Agency for discrimination for race, color, religion, national origin, gender, age, disability, pregnancy and genetic predisposition to diseases.� In addition there are a number of state and local laws outlawing discrimination against individuals due to their sexual orientation, gender identity, marital status and a number of other characteristics. The EEOC and state and local agencies also investigate complaints of retaliation as it is unlawful to retaliate against an employee who makes a complaint of discrimination.� In fact, retaliation claims have been the largest area of EEOC investigationsfor each of the last five years now.�

The EEOC received over 93,000 charges of discrimination in Fiscal Year 2013.� This is actually down from over 99,000 in each of the last two years.� When you think there are 250 work days in a year, the EEOC receives 372 charges of discrimination every day (sounds scary). If you add this to the number of charges filed with state and local equal employment opportunity agencies, you see that there is a problem of epic proportion � and it seemsto be getting worse all the time.�

How Can I Manage Our People when every last one of them can sue me for discrimination?� The first thing to consider is everyone is a member of protected class � even white malesunder the age of 40.

Good managers hire the best employees for their organization and don’t care about race, color, religion, national origin, gender, age, disability, sexual orientation or anything else that doesn’t matter in the execution of the job. This helps to keep the EEOC away.

Good managers also know that employees should be treated in a fair and consistent manner throughout their employment with the company. The bottom line is when all employees are treated properly, there are no grounds for discrimination.�

Two more words to think about are respect and dignity.Good managers keep these two words in mind at all times when dealing with their employees. You should know that at least 80% of EEOC complaints are filed due to the treatment the employee received by their managers � usually on the way out the door.� Another thing to think about is since everyone is a member of a protected class, filing a charge of discrimination is a cheap and easy way for the former employee to get back at the former boss. It costs the employee nothing to file.� But it costs the employer a lot of time, money and disruption to defend itself.

What’s the Business Case?
Your best defense against a complaint to the EEOC is to have a good business reason for your decision.� Decisions are made whenever hiring, promoting or terminating an employee.� So the best way to counter a complaint is to explain the business reason for the decision.� Develop and communicate your expectations. The four things to keep in mind are quality, quantity, timeliness and cost. Quality products and service must be defined.� How much is an employee required to do and how long should it take to do it?� What is the cost of employees making substandard products or providing bad service? What are your attendance standards?� How are employees expected to treat coworkers, customers and vendors?

Last month, we wrote about the importance of performance appraisals. There is no telling how many lies have been told in the assessment of performance that have killed any chance of winning a case in front of an EEOC investigator (let alone a judge or jury).� Managers falsely state that the performance of an employee is great only to recommend firing the individual two months later.� This is just bad management.

Good Management is Good Prevention
Good managers communicate standards.� They monitor performance and provide feedback � both positive and corrective. A good manager is also a good communicator and leader.� A good manager is fair and consistent in the treatment of employees. Good management means an open door where back and forth communication is the norm and not the exception.�

A strong culture of support and honesty is just good management.� Training your managers on leadership is just good management.

Not taking the time to train managers on compliance issues such as equal employment opportunity, wage and hour regulations, FMLA and other regulations affecting employment is bad management � plain and simple.

Don’t be a bad manager � know the rules, lead your people well and keep the government agencies from knocking at your door.


The Required Disclaimer
The McKenzie Mailer is for informational purposes only and does not constitute legal advice. Before implementing any action on this subject, contact an expert in the field.

Thank you for reading The McKenzie Mailer and never hesitate to contact us with questions.

Bob McKenzie, President
Winner of the 2012 Ultimate HR Executive by the Jacksonville Business Journal and the Man of Steel Award from Entrepreneurial Anchor Magazine.



Members of TeamMcKenzie
Bob McKenzie, Head HR Guy
Darlene Thomas Rivers – Vice-President of Client Services
Chuck Petruska – Senior Advisor
Peggie Leitereg – Senior Advisor
Adrienne Temple – Client Services Specialist


February 2014
Will All the Perfect People Please Stand Up?
January 2014
We�re Baaaaack and More Focused
February 2013
Your Only Competitive Advantage - Your People
January 2013
Are We Managing Talent or Stifling It?
August 2012
I'm Going to Write You Up
June 2012
Ray�s Story � A Wage and Hour Saga
April 2012
Bob's Common Sense Theory On Leadership
February 2012
Don't be Complacent When it Comes to Compliance
January 2012
Optimism is Flowing
October 2011
UH OH!! Turnover is Starting to Rear Its Ugly Head Again.
May 2011
Small Business Week and Government Agencies are Being a Grinch
April 2011
I Want it All and I Want it Now!!
March 2011
Leadership Essentials
February 2011
Where's the Leadership Fad?
January 2011
Equal Employment Opportunity, Affirmative Action, Diversity. Where does it end???
December 2010
It is That Time of The Year
November 2010
The Department of Labor is on a Mission You have to be Careful Out There
September 2010
Following the Crowd is a Good Way to get Lost in it
August 2010
Customer Service Is Your Competitive Advantage
June 2010
Social Networking � Be Careful out There
April 2010
Is That a Light in The Tunnel?
January 2010
What's Your Theme Song?
December 2009
2009 Was Definitely a Murphy Year
August 2009
Swine Flu Preparations - Knowledge of Risk is the Best Course of Action
July 2009
Are Rising Healthcare Costs Making You Sick?
June 2009
Diversity � Who Cares?
May 2009
Why the Huge Increase in Discrimination Charges?
April 2009
EEOC Charges at a Record High
March 2009
Eaten Any Brains Lately??
February 2009
Just Trying to Keep Up with All of the Changes
January 2009
Compliance Update Handbooks Need Updating Too
December 2008
Employee Free Choice Act – Not a Free Choice at All
November 2008
The Americans with Disabilities Act Amendments Act Clarified
October 2008
Effective Handbooks Save Time and Money
September 2008
Negating the Nattering Nabobs of Negativism
August 2008
What's Your People Plan
July 2008
Human Resources Strange But True People Stories
June 2008
HR Compliance Issues at the Forefront
May 2008
Performance Management Never Stops
April 2008
Don’t Make Tough Times Tougher
March 2008
What Ever Happened to the Personal Touch?
December 2007
It's That Time of Year Again
November 2007
HR Hot Topic #3 - Immigration
September 2007 -
HR Hot Topic #2 - Controlling the Cost of Medical Benefits
August 2007 -
HR Hot Topic #1 Recruitment and Retention
June 2007 -
Strategic Human Resources is Not an Oxymoron
May 2007 -
Is It Really a Hostile Work Environment?
April 2007 -
What happens after a new employee is hired?
March 2007 -
February 2007 -
January 2007 -
Discrimination & Harassment
December 2006 -
October 2006 -
The Why Label Generation Y?
September 2006 -
The World of Recruitment Has Changed
August 2006 -
Keep Your "A" Players
July 2006 -
Traits of a High Performance Workplace
June 2006 -
Is a Mediocre Employee Better Than No Employee?
May 2006 -
The Compliance Vultures are Circling – Are You Prepared?
April 2006 -
Is Administrivia Keeping HR from Getting a Seat at the Table?
March 2006 -
Agreeing to Disagree or Avoiding the Subject
February 2006 -
Happy Valentine's Day
January 2006 -
Be a Talent Magnet and a Talent Utilizer