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	<title>Your Employee Matters</title>
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		<title>Treating employees with respect&#8230;one (handwritten) note at a time.</title>
		<link>http://www.hracuity.com/blog/treating-employees-with-respect-one-handwritten-note-at-a-time/</link>
		<comments>http://www.hracuity.com/blog/treating-employees-with-respect-one-handwritten-note-at-a-time/#comments</comments>
		<pubDate>Fri, 27 Apr 2012 17:07:43 +0000</pubDate>
		<dc:creator>Debbie Muller</dc:creator>
				<category><![CDATA[Uncategorized]]></category>

		<guid isPermaLink="false">http://www.hracuity.com/blog/?p=137</guid>
		<description><![CDATA[I often get asked about the best strategies for improving employee relations in organizations.  I always start with respect.  Treating employees with respect and fairness should be obvious but just one look at the headlines or the latest EEOC charges &#8230; <a href="http://www.hracuity.com/blog/treating-employees-with-respect-one-handwritten-note-at-a-time/">Continue reading </a>]]></description>
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		<title>10 DOs &amp; DON&#8217;Ts for Conducting Workplace Investigations</title>
		<link>http://www.hracuity.com/blog/10-dos-donts-for-conducting-workplace-investigations/</link>
		<comments>http://www.hracuity.com/blog/10-dos-donts-for-conducting-workplace-investigations/#comments</comments>
		<pubDate>Tue, 10 Apr 2012 03:06:27 +0000</pubDate>
		<dc:creator>Debbie Muller</dc:creator>
				<category><![CDATA[Best Practices]]></category>
		<category><![CDATA[Interviewing Techniques]]></category>
		<category><![CDATA[Investigation Processes]]></category>
		<category><![CDATA[Investigations]]></category>
		<category><![CDATA[Uncategorized]]></category>
		<category><![CDATA[internal investigation]]></category>
		<category><![CDATA[investigation]]></category>
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		<guid isPermaLink="false">http://www.hracuity.com/blog/?p=125</guid>
		<description><![CDATA[Top Ten Investigation DOs and DON’Ts 1.DON’T rush. Create a plan for your investigation by identifying what issue(s) you are trying to resolve, what documents to review and who to interview. 2.DO remind involved parties of their obligations which include &#8230; <a href="http://www.hracuity.com/blog/10-dos-donts-for-conducting-workplace-investigations/">Continue reading </a>]]></description>
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		<title>50 employee relations issues you should be documenting</title>
		<link>http://www.hracuity.com/blog/50-employee-relations-issues-you-should-be-documenting/</link>
		<comments>http://www.hracuity.com/blog/50-employee-relations-issues-you-should-be-documenting/#comments</comments>
		<pubDate>Tue, 03 Apr 2012 02:57:02 +0000</pubDate>
		<dc:creator>Debbie Muller</dc:creator>
				<category><![CDATA[Employee Relations]]></category>
		<category><![CDATA[Manager Documentation]]></category>
		<category><![CDATA[Uncategorized]]></category>
		<category><![CDATA[employee misconduct]]></category>
		<category><![CDATA[employee relations documentation]]></category>
		<category><![CDATA[manager documentation]]></category>

		<guid isPermaLink="false">http://www.hracuity.com/blog/?p=118</guid>
		<description><![CDATA[About two years ago, we published this list on LinkedIn.  The response was overwhelming (and continues to be).  So here it is again. Let us know what we should add!  The list can go on and on&#8230; 50 Employee Relations &#8230; <a href="http://www.hracuity.com/blog/50-employee-relations-issues-you-should-be-documenting/">Continue reading </a>]]></description>
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		<slash:comments>0</slash:comments>
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		<title>10 good reasons to conduct exit interviews&#8230;</title>
		<link>http://www.hracuity.com/blog/10-good-reasons-to-conduct-exit-interviews/</link>
		<comments>http://www.hracuity.com/blog/10-good-reasons-to-conduct-exit-interviews/#comments</comments>
		<pubDate>Tue, 27 Mar 2012 02:50:02 +0000</pubDate>
		<dc:creator>Debbie Muller</dc:creator>
				<category><![CDATA[Exit Interviews]]></category>
		<category><![CDATA[Uncategorized]]></category>

		<guid isPermaLink="false">http://www.hracuity.com/blog/?p=113</guid>
		<description><![CDATA[The exit interview is an invaluable source of information to assess the overall quality of work life within your organization and identify opportunities to improve retention and employee engagement.  Do you need more reasons why you should be implementing a &#8230; <a href="http://www.hracuity.com/blog/10-good-reasons-to-conduct-exit-interviews/">Continue reading </a>]]></description>
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		<title>Questions from the CEO&#8230;Are you prepared?</title>
		<link>http://www.hracuity.com/blog/questions-from-the-ceo-are-you-prepared/</link>
		<comments>http://www.hracuity.com/blog/questions-from-the-ceo-are-you-prepared/#comments</comments>
		<pubDate>Wed, 21 Mar 2012 02:39:53 +0000</pubDate>
		<dc:creator>Debbie Muller</dc:creator>
				<category><![CDATA[Best Practices]]></category>
		<category><![CDATA[Employee Relations]]></category>
		<category><![CDATA[Investigations]]></category>
		<category><![CDATA[discrimination]]></category>
		<category><![CDATA[employee relations]]></category>
		<category><![CDATA[harassment]]></category>
		<category><![CDATA[internal investigations]]></category>
		<category><![CDATA[investigation processes]]></category>
		<category><![CDATA[unfair treatment]]></category>

		<guid isPermaLink="false">http://www.hracuity.com/blog/?p=107</guid>
		<description><![CDATA[I recently had an opportunity to sit down with the CEO of a large global company. I asked him if he could describe what types of safeguards and procedures were in place to ensure his company wasn&#8217;t the next big &#8230; <a href="http://www.hracuity.com/blog/questions-from-the-ceo-are-you-prepared/">Continue reading </a>]]></description>
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		<slash:comments>0</slash:comments>
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		<item>
		<title>Happy New Blog!</title>
		<link>http://www.hracuity.com/blog/happy-new-blog-2/</link>
		<comments>http://www.hracuity.com/blog/happy-new-blog-2/#comments</comments>
		<pubDate>Thu, 12 Jan 2012 19:54:50 +0000</pubDate>
		<dc:creator>Debbie Muller</dc:creator>
				<category><![CDATA[Best Practices]]></category>
		<category><![CDATA[Employee Relations]]></category>
		<category><![CDATA[Investigations]]></category>
		<category><![CDATA[What's new with HR Acuity]]></category>
		<category><![CDATA[consistent processes]]></category>
		<category><![CDATA[EEOC]]></category>
		<category><![CDATA[employee relations]]></category>
		<category><![CDATA[investigation processes]]></category>
		<category><![CDATA[metrics and tracking]]></category>
		<category><![CDATA[workplace investigation survey]]></category>

		<guid isPermaLink="false">http://www.hracuity.com/blog/?p=72</guid>
		<description><![CDATA[It&#8217;s the start of another year, and for me, a great time to resolve to commit to writing my bi-weekly blog, &#8220;Your Employee Matters!&#8221; With all that&#8217;s going on in the world of workplace investigations, discrimination cases, compliance, and a &#8230; <a href="http://www.hracuity.com/blog/happy-new-blog-2/">Continue reading </a>]]></description>
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