To help reduce potential fistfights, riots and other forms of workplace violence, in our latest poll we sought a peaceful resolution to a controversial question that inevitably pops up at this time of year. We asked:

What is the best holiday movie of all time?

After a whopping 448 votes, the winner is…

It’s a Wonderful Life, with 22.3% of the votes. The first runner-up was A Christmas Story (19.0%), followed by National Lampoon’s Christmas Vacation (15.6%).

The biggest loser? Finishing dead last with 0.2% of the votes was Santa Claus Conquers the Martians. The biggest shock? Someone actually picked that as their favorite. (Clearly, someone has been hitting the eggnog  little too hard already.)

Here are the complete results:

1. It’s a Wonderful Life (22.3%)
2. A Christmas Story (19.0%)
3. National Lampoon’s Christmas Vacation (15.6%)
4. Miracle on 34th Street (8.0%)
5. A Charlie Brown Christmas (7.6%)
6. How the Grinch Stole Christmas (6.7%)
7. White Christmas (6.3%)
8. Elf (4.0%)
9. (Tie) Rudolph the Red-nosed Reindeer and A Christmas Carol (3.3%)
10. Home Alone (2.0%)
11. Frosty the Snowman (0.9%)
12. The Santa Clause (0.7%)
13. Santa Claus Conquers the Martians (0.2%)

HAVE A JOYFUL AND PEACEFUL HOLIDAY SEASON!

LinkedIn. Facebook. MySpace. Twitter. What are you on?

We recently asked more than 2,000 HR and business professionals the following questions . . .

Do you currently use a social networking tool?

• 68% said “Yes”
• 31% said “No”
• 1% said “What’s social networking?”

Which social networking tools do you use  most?

Here are the responses:

• Facebook: 57%
• LinkedIn:  38%
• Twitter: 1%
• MySpace: 0%
• Other: 4%

Let’s break it down . . .

• The use of social media appears to be growing rapidly (perhaps in response to my annoyingly repetitive urges to “get connected”). This quarter, 68% said they use social media tools versus only 61% in Q2 — an 11% jump.
• Facebook remains the most popular tool. However, LinkedIn gained a bit this quarter, rising from 36% to 38% as the #1 tool while Facebook fell from 62% to 57%.
• Almost no one uses anything other than those two as their primary “go to” tool.

Thanks for your participation! Stay tuned for more on the latest trends affecting the wonderful world of workplace law.

During our last webinar, we asked the following question . . .

Women now make up the majority of the non-farm workforce and the vast majority of college attendees. Recent studies show that wage disparities appear to be narrowing. In the not-so-distant future, the U.S. will be more than 50% non-white. The Supreme Court and even the Oval Office reflect more diversity than ever before. So, when will Title VII be repealed?

Here’s how our audience of 2,000+ responded . . .

a.  By the end of the week (0%)
b.  By the end of the decade (15%)
c.  By 2030 (10%)
d.  By 2050 (4%)
e.  Never (71%)

So, the vast majority of you feel that Title VII will never be repealed. I tend to agree.

Setting aside some of the obvious political reasons (not a whole lot of politicians are likely to want to raise their hand and say “I’m against discrimination laws”), there’s still quite a bit of work to do before true equity will rein in the workplace.

Among other things, women still only earn 77¢ for every $1 earned by men — a whopping $431,000 less over the length of an average career. Despite the fact that women now constitute a majority of the workforce, only 3% of CEOs and 13% of executive officers are women. There are other similarly sobering statistics for other protected classes.

The Bottom Line: Don’t expect Title VII to go away any time soon.

As always, thanks for your participation!

(Sources: Bureau of Labor Statistics, Catalyst, TIME Magazine, Center for American Progress)

After 343 votes, we have a clear winner in last week’s question.

Here’s what we asked . . .

Women now make up the majority of the workforce and the vast majority of college attendees. Recent studies show that wage disparities appear to be narrowing. In the not-so-distant future, the U.S. will be more than 50% non-white. The Supreme Court and even the Oval Office reflect more diversity than ever before. So, when will Title VII be repealed?

Here are your responses . . .

a.  By the end of the year (1%)
b.  By the end of the decade (13%)
c.  By 2030 (7%)
d.  By 2050 (3%)
e.  Never (76%)

So, the vast majority of you feel that Title VII will never be repealed. I tend to agree.

Setting aside some of the obvious political reasons (not a whole lot of politicians are likely to want to raise their hand and say “I’m against discrimination laws”), there’s still quite a bit of work to do before true equity will rein in the workplace.

Among other things, women still only earn 77¢ for every $1 earned by men. Despite the fact that women now constitute a majority of the workforce, only 3% of CEOs and 13% of executive officers are women. Given those statistics, it’s not too surprising that 60% of men responded “yes” to a recent poll asking, “Are barriers to female success gone?” Only 50% of women said “yes.”

Thanks for your participation. Our next Question of the Week will be coming your way soon.

(Sources: Bureau of Labor Statistics, Catalyst, TIME Magazine)

Record EEOC claims. Rising litigation. Soaring damage awards. It’s a simple formula: economy down = lawsuits up. Or so the experts say.

Each quarter, we check to see what our loyal Blawg visitors are experiencing. At our most recent webinar, we asked our 1,822 attendees:

Are you seeing an increase in employment law claims?

Here are the official results:

• Yes, substantial increase: 5%
• Yes, modest increase: 31%
• No change: 60%
• No, modest decrease: 1%
• No, substantial decrease: 0%

These results show a slight uptick from last quarter. Overall, 36% reported an increase (up 9% from last quarter’s 33%). Only 1% reported a decrease. The majority are still in the “no change” category (60% this quarter versus 64% last quarter).

 Click here, here and here for more on this topic. As always, thanks for your participation!

At our most recent webinar, we wanted to find out what our loyal Blawg visitors do to save money on outside lawyers. One of the questions we asked our 1,500+ attendees was:

Does your company require your law firms to set and meet a budget for each lawsuit?

The results? Exactly one-third (33%) responded “no.”

Yikes. Think of all the budgeting you do at work and at home. Shouldn’t lawyers be held to a similar standard?

While litigation costs can be difficult to forecast, requiring budgets can be a useful tool to help (1) set expectations, (2) foster communication throughout the suit, (3) hold lawyers accountable and, ultimately, (4) reduce costs.

When I was at a law firm, some of my more sophisticated clients required budgets. While forcing myself to estimate costs beforehand and be held accountable was somewhat painful, overall I really believe that the process helped me provide better service and build better relationships with my clients.

Click here for our free suite of tools designed to help you manage your outside lawyers. In addition to budgets and rigorous (but fair) billing guidelines, you’ll find scorecards and a handy RFP process.

Hope you find them helpful.

Record EEOC claims. Rising litigation. Soaring damage awards. It’s a simple formula: economy down = lawsuits up. Or so the experts say.

We wanted to see what our loyal Blawg visitors are experiencing.  At our most recent webinar, we asked our more than 1,500 attendees:

Are you seeing an increase in employment law claims?

Looks like the experts are right. A whopping 0% of our audience reported a decrease in claims. 100% are either seeing an increase or no change. Interestingly, though, only 5% reported a substantial increase.

Here are the full results:

• Yes, substantial increase — 5%
• Yes, modest increase — 28%
• No change — 64%
• No, modest decrease — 0%
• No, substantial decrease — 0%

Click here, here and here for more on this topic. As always, thanks for your participation!

Here are the results for our most recent questions . . .

WHAT ARE THE ODDS THAT EFCA WILL BE SIGNED INTO LAW?

a.  100% (11% of the votes)

b.  75% (21% of the votes)

c.  50% (17% of the votes)

d.  25% (15% of the votes)

e.  0% as proposed — the “no secret ballot” provision will be compromised away in favor of faster elections and mandatory arbitration (29% of the votes)

f.  0% — EFCA in any form will never pass (7% of the votes)

The winner?  The #1 vote-getter by a slight margin was “e.”  That said, 49% of you feel that EFCA has a 50% or better chance of passing as currently proposed.  Only 7% feel that EFCA in any form will never pass. 

Stay tuned to see how this plays out.

WHAT SHOULD OUR NEXT VIDEO BE?

a.  How NOT to Investigate (41%)

b.  How NOT to Terminate (59%)

Thanks for expressing yourselves.  We’ll get to work on it right away!

We conducted a recent poll to determine what employment law issues are scaring you most.  Here’s the question we asked, along with your responses in order of popularity (based on 603 answers).

What is the #1 most frightening employment law issue you’re facing right now?

1.  Terminations (26%)
2.  Discrimination (13%)
3.  Medical issues (10%)
4.  Harassment (9%)
5.  (Tie) Wage and hour (8%) and Benefits (8%)
7.  Hiring (7%)
8.  RIFs (6%)
9.  Unions (3%)

We’ll keep this data in mind as we create new tools and tips on the Blawg.  As always, thanks for your participation!

In light of all the economic turmoil and job losses, we conducted a poll to see how employers are approaching severance.  Here are the results (based on 632 responses) in order of popularity:

How does your company currently approach severance?

1.  We have no policy but pay severance on a case-by-case basis (45%)
2.  We have a policy and pay one week per service year (22%)
3.  We never pay severance unless required by an employment agreement (18%)
4.  We have a policy and pay two weeks per service year (9%)
5.  We have a policy and pay less than one week per service year (3%)

So, the biggest chunk of our audience has no policy but pays severance on a case-by-case basis.  Of those with formal policies, most pay one week per service year, with a few paying two weeks per year and even fewer paying less than one week per year.  About one in five never pay severance unless it’s required by contract.

Hope you find this information helpful.  As always, thanks for your participation!