Speaking with Fast Company reporter Gwen Moran, Shareholder Nannina Angioni addressed the hot button issue of speech in the workplace and what sorts of opinions can and can’t get you fired. Between the Google memo and the Charlottesville aftermath, hateful and/or prejudiced speech is under the spotlight and, as Angioni explains, whether it can cost you your job depends on the speech, the context and the contract. See the full article here.
Articles, News & Updates
Shareholder Nannina Angioni Talks Trump Tweets with the Associated Press
By now we all know that President Trump tweets regularly, leaving some employees wondering what would happen if they tweeted the way the Commander in Chief did. Shareholder Nannina Angioni spoke with the Associated Press today, in the wake of the latest round of controversial Presidential tweets, about the consequences of certain tweets for the everyday employee. See the full article here.
Shareholder Nannina Angioni Tackles Training in United Debacle
Shareholder Nannina Angioni spoke with human resources reporter Carol Angioni to address what United – and other service-based companies – could be doing differently visa vie employees to make sure altercations with customers, and the ensuing public relations disasters, don’t happen. The full article for Human Resources Executive can be found here.
Shareholder Nannina Angioni Interviewed on Sex Discrimination for Cronkite News
Shareholder Nannina Angioni was recently interviewed by PBS affiliate Conkrite News to discuss the hot topic right now – sex and gender discrimination in the workplace. With companies like Uber and Fox News under fire, Angioni talks about ways in which employers can minimize exposure. The link to the full story can be found here.
Nannina Angioni Offers Holiday Party Danger Zones for The Economist
Shareholder Nannina Angioni provides the questions employers should be asking themselves in advance of the office holiday party in a conversation with Terri Williams, writing for The Economist blog. These include: whether to serve alcohol and whether to pay for employee ride shares home. The full article can be found here.
Shareholder Nannina Angioni Digs into Workplace Political Chatter for the AP
Shareholder Nannina Angioni is once again interviewed, this time by the Associated Press, on the issue of how to manage political chatter at work during such a contentious election. In addressing how to gauge when an employee or manager has crossed the line, she says: “Employees are not allowed to engage in conduct that negatively affects their co-workers’ work environment.” Click here for the full article.
Shareholder Nannina Angioni Tackles Equal Pay With Monster.com
Shareholder Nannina Angioni was interviewed for a recent Monster.com article discussing how California’s Equal Pay Act would play out in the rest of the country and impact salary negotiations.
“The California law forces companies to look at how they are setting pay, day in and day out,” says Angioni. “These laws require employers to implement objective criteria to calculate salaries, which ultimately means there’s a greater focus on the position and duties than on the candidate, to ensure there’s a non-gender-based explanation for disparities.”
The complete article can be found here.
Shareholder Nannina Angioni Talks Telework with SHRM
In a recent August article for SHRM, Shareholder Nannina Angioni talks practical approaches to telework for employers. Find the complete article with her insights here.
Shareholder Nannina Angioni Talks to The Hill About Roger Ailes Harassment Suit
Addressing some key issues surrounding the impact of character and speech outside of a sexual harassment lawsuit, Shareholder Nannina Angioni is interviewed for the Hill on the most recent allegations levied at Fox News Chairman Roger Ailes. The full article can be found here.
Shareholder Nannina Angioni Addresses How Established Employers Can Keep Up with Startups For Monster.com
Shareholder Nannina Angioni was recently interviewed by Monster.com on the ways in which larger, more traditional employers can institute policies and practices that match the appeal of smaller, more nimble shops. The bottom line: flexibility and progressive approaches. The full article can be found here.