Jonathan Martin II, a Macon attorney who focuses on employment discrimination litigation with Constangy, Brooks & Smith, was the featured speaker at MAU Workforce Solutions' Lunch 'N' Learn meeting in Augusta on Wednesday.

Mr. Martin's presentation was titled My Space vs. Workplace: Preparation for Generation Y. He also discussed actions that employers can implement to reward employees and promote a positive work environment.

CULTURAL INFLUENCES

"There was a time in American society when workplace standards and popular entertainment were very similar. I think we've all observed that our culture has been coarsening over time," Mr. Martin said.

"We're naive if we think it doesn't come in the workplace, so we ought to be prepared to deal with it. Unfortunately, what I'm seeing with most American businesses, the way they address this dichotomy in American society is by ignoring it, which I suggest is a fatal mistake."

For instance, many people in the younger generation are fascinated by celebrities, music and films with controversial behavior or values. The interest in these aspects of our culture is proved by their commercial success, he said.

Employers need to consider what could happen at their business, including lawsuits, if "contemporary culture creeps into the workplace," Mr. Martin added.

LAWSUIT PROTECTION

There are two types of violations in which employees could seek legal action for harassment. The first is quid pro quo, or "something for something," which could occur when a boss makes a sexual threat in order for an employee to keep his or her job. Also, a hostile work environment is against a person's rights, Mr. Martin said.

Employers must be careful to educate their employees on the law. Some people will try to take advantage of the system, he said.

"Unfortunately, our American society is spring loaded toward legalized extortion," he said.

The following actions are not classified as harassment: requiring work and regular attendance, normal discipline or gruff and abrupt behavior.

EMPLOYEE MOTIVATION

Mr. Martin said most businesses operate by the 80-20 principle: 20 percent of the people are causing 80 percent of the headaches.

"We spend all of our time concentrating on that 20 percent, and we don't spend any time concentrating on that other 80 percent," he said. "I can't put a price tag on lost productivity by people who are coming in to do bare minimum just to get by."

Mr. Martin has five tips for motivating employees: understand your employees, let others have the glory, allow others to be "right" most of the time, practice patience instead of making reactive decisions and practice random acts of kindness.

"You've got to be able to explain your corporate goals so employees know what's in it for them. If your employees don't see it from the perspective of their self-interest, then your communication system is flawed," Mr. Martin said.