Mr. Trust is a featured guest writer for Personnel Legal Alert.
Handling Sensitive Hygiene Issues with Aplomb
Personnel Legal Alert — January 3, 2011
No man is an island — particularly in the workplace, where a personal hygiene issue can quickly become a workplace issue if it affects co-workers or customers. The employee’s co-workers may be afraid of jeopardizing their relationship with the employee if they say something, so they often ask their manager or the HR manager to deal with it instead. Career and business strategist Michael Trust, principal of Trustworthy Coaching® (Los Angeles, CA), offers advice on navigating the personal hygiene landmine without setting off any workplace explosions.
“No matter how hard the conversation may be, common sense must dictate. ‘I don’t think it’s too much to ask an employee to be respectful of his or her peers,’ remarked Trust. It almost goes without saying that most people will be embarrassed, ‘no matter how gently the message is delivered.’ Trust finds it is best to approach the employee ‘in a kind way and in private.’ ”
“Meeting discreetly is important for reducing the employee’s embarrassment, as is keeping the conversation confidential. Even if the issue was brought to your attention by other employees, there’s no need to discuss it further with them. Simply inform them that you will handle the situation and that they should come to you if they have additional complaints” Read the entire article 
Michael Trust Tapped to Share Knowledge and Expertise on Several Career-Focused Web Sites
Michael Trust, founder of Trustworthy Coaching® is contributing his extensive knowledge and experience in the form of useful and informative articles on two premier web sites focused on job search and careers. At GreenLightJobs.com, Mr. Trust tailors his advice to those in the media and entertainment industries. Please see this article for a sample.
In addition to writing for GreenLightJobs.com, Mr. Trust also contributes to HelpMyResume.com where he shares useful advice for those actively seeking work, people in job transition, and people who are considering expanding their careers. Please see this article for a sample.
Learning the “Tricks of the Trade” of Unemployment Appeals
Ever wonder as an employer or former employee why you lost an Unemployment Appeal in California? Want to learn the “tricks of the trade” to help you overcome common obstacles with the EDD Appeals Board? Then this book is for you. Written by an expert in the field, and reviewed by Michael Trust of Trustworthy Coaching®, this book is an easy read, filled with humorous stories and salient examples, and is an excellent roadmap to the process. (See Back Cover Below)
Click the cover image to go to Amazon.com
Can HR Honor Requests to Keep Complaints Off the Record?
Personnel Legal Alert — February 1, 2010
An employee has a complaint, but wants to speak to you “off the record.” Can you comply with their confidentiality wish? Should you? It depends on the context and content of their complaint.
“There are some limited cases where it is appropriate to keep a complaint off the record,” said Michael Trust, SPHR-CA, Human Resources Manager at the University of California — Irvine’s Department of Medicine and President of Michael Trust & Associates (Los Angeles, CA). “For example, if someone comes to me to complain that they don’t like their boss, or vice versa, or are not getting along with a co-worker, or are even looking for a new position internally or externally, I would keep those things off the record…. When I’ve had employees come to me for resources for domestic violence, mental health, child and/or childcare issues, or just wanting to ‘vent,’ I keep that confidential.”
Trust explained that he does not maintain confidentiality if there is a legal obligation to investigate or the issue directly affects the company (e.g., he needs to get a restraining order). “In my state&hellip anything that even smells like harassment or violence and the like has to be investigated. here is no way around it.” Read the entire article
Getting the Most out of Your References
Doostang Newsletter — January 13, 2010
As the economy slowly begins to improve, more positions will become available. One of the key processes in any hiring process is the reference check. his process can make or break your candidacy for a position. Key points to consider:
— If you only contact your references when you need them to be a reference, you may find them to be lukewarm in their enthusiasm about you. References, in addition to being fantastic networking sources, are like plants: they have to be watered and nurtured. Keep in touch – even if just at holidays or birthdays; preferably once per quarter. he more they know about what you’re doing, the better reference they will be.
— Always ask a potential reference if you can use them as one. No past colleague or supervisor wants to be blindsided by a reference call. his irritates them, and does not serve your purpose. Read the entire article
Keeping Your Cool With An Angry Employee
Personnel Legal Alert — August 17, 2009
Michael Trust, SPHR-CA, Human Resources Manager at the University of California—Irvine’s Department of Medicine and President of Michael Trust & Associates (Los Angeles, CA), concurs. “Knowing the employee, their propensities, and having done a thorough investigation or fact-check allows one to factually address any issues, and reduces the possibility of error. his reduces the possibility of, but does not always eliminate, anger and violence.”
“Remain calm and grounded. Do not get reactive or defensive. Said rust: “It is never a good idea to engage in argument, name calling, and other such provocative acts.”
“Key in any of these situations is to remain calm,” added rust. “I vividly remember an encounter wherein an angry employee, about six inches taller and probably about 50 pounds heavier, lunged across a desk at me in response to my telling him that he was going to be suspended. I simply backed away, spoke calmly to him, and asked him to calm down. We ended up having a nice chat.” Read the entire article
