Question: Since the recent election, some of my coworkers have been taunting a colleague who supported a different candidate. How can we encourage everyone to stop the political disputes after such a divisive election? – Wallace

Answer: I commend your dedication to promoting civility in the workplace. This proactive approach is essential for fostering a positive cultural shift and enhancing collaboration and success. The significance of this focus is heightened now: political disputes are increasingly leading to disrespectful behavior at work, with 78% of U.S. employees experiencing mistreatment due to their political beliefs. Yet, only 8% of companies have policies to address this issue.

I recommend starting a respectful conversation with your coworkers regarding how their celebratory actions might impact the affected colleague and the team’s overall atmosphere. Encourage them to listen openly and to acknowledge the diverse feelings that might arise. Remind everyone that we all share common objectives: improving our lives and those of our families and communities. This shared purpose can help us remember our connections that transcend political differences.

If direct discussions are not feasible or do not resolve the issue, it is acceptable to bring human resources into the conversation. HR plays a crucial role in cultivating a respectful environment where everyone can thrive. Managers and HR professionals can stress the importance of building a culture that reduces conflict and fosters cooperation rather than division.

It’s important to note that while leaders and HR can provide the necessary tools and guidance to promote civility, it’s ultimately up to the employees themselves to embrace and implement these principles. Failure to do so can lead to detrimental effects on job performance, productivity, and the success of the organization. Employees must recognize the critical importance of workplace civility and take responsibility for nurturing a positive atmosphere.

I applaud your commitment to civility and empathy in such emotionally charged times. It’s easy to get lost in the commotion, but genuine teamwork involves reminding others of our common bonds and understanding that our differences can be our strengths. By focusing on shared values and principles, we can create a healthier, more effective workplace for everyone.

My husband might be furloughed from work. What distinguishes furlough from layoff and termination? Will he still qualify for unemployment benefits in Illinois? – Sienna

Yes, there are critical distinctions between furlough, layoff, and termination. Understanding these terms can help you ascertain your best options:

◾ A furlough is a temporary unpaid leave. Furloughed employees technically remain employed and may keep benefits like health insurance, depending on the company. The expectation is that they will return to work when the company’s situation improves.

◾ Layoff refers to the suspension or elimination of a job, often due to financial difficulties or a business slowdown. Layoffs can be either temporary or permanent, and in certain situations, employees may be rehired if circumstances change.

◾ Termination means a permanent end to employment. This can result from various reasons, such as performance issues, policy violations, or the organization’s decision to eliminate the position permanently. Unlike furloughs or layoffs, termination typically indicates no expectation of rehiring.

Regarding unemployment benefits in Illinois, your husband should be eligible even if furloughed, as long as he isn’t receiving pay during that time. Illinois permits furloughed workers to access unemployment benefits since they are deemed temporarily out of work through no fault of their own. It’s vital to apply promptly to avoid any delays in the process.

I hope this helps clarify your situation, and I wish both you and your husband all the best!

The opinions expressed in this column are those of the author and do not necessarily represent the views of YSL News.