National Civility Month: Building a Workplace Where Respect Thrives
August is recognized as National Civility Month, making it an ideal time to reflect on one of the most influential aspects of any workplace culture: how we treat one another. Civility is more than good manners or polite conversation; it is respect in action. It is demonstrated through professionalism, empathy and the everyday choices that shape how people experience the workplace.
Every interaction contributes to an organization's culture and is often defined by the moments we don’t think twice about. It's shaped by the conversations after a mistake, the tone of an email, whether someone feels comfortable speaking up in a meeting and how people are treated when they're under pressure. A thoughtful conversation, a willingness to listen, or taking a moment to recognize someone's efforts can strengthen trust and collaboration. Likewise, dismissive comments, rushed communication or a lack of consideration can slowly erode morale over time. While policies and procedures provide structure, it is our daily interactions that bring workplace culture to life.
Respectful workplaces are not free from disagreement. In fact, healthy organizations should encourage different perspectives because they lead to better ideas and stronger decisions. Civility creates the foundation for those conversations by allowing employees to share concerns, ask questions and offer feedback without fear of being dismissed, ignored or disrespected. When people feel heard, they are more likely to engage, collaborate and contribute their best work. Every interaction is either building or eroding trust.
Civility also supports many of the outcomes organizations strive to achieve. Teams that communicate respectfully often resolve conflicts more effectively, adapt more easily to change, and provide better service to customers and clients. While no single interaction defines a workplace, the cumulative effect of consistent respect has a lasting impact on employee satisfaction, retention and organizational performance.
Leaders have a unique opportunity to influence this culture. Exit interviews and employee conversations often reveal a common theme: people are not always leaving because of the work itself. Many leave because they no longer feel heard, respected or supported. When those experiences become part of the everyday culture, even long tenured employees may begin to question whether they still belong. Culture often becomes the deciding factor in whether they stay or leave. Employees can tolerate a demanding workload. They can work through organizational change. They can even accept decisions they don't necessarily agree with. What becomes much harder is feeling consistently unheard, undervalued or disrespected.
This month, consider one simple question:
If every employee anonymously described your workplace culture in three words, what words do you think would come up most often? Would their answers match the culture you hope to create?
Easy Monthly Touchpoints
These can be shared via email, chat or a bulletin board.
Encourage Thoughtful Communication - Remind employees to pause before sending an email or responding during a difficult conversation. Asking, "Is my message clear, respectful, and constructive?" can prevent misunderstandings and strengthen working relationships.
As you move through August; remember that workplace culture is not built through one annual initiative or a statement on a wall. It is built through intentional and consistent actions, thoughtful communication, and a shared commitment to treating one another with dignity and respect. Each interaction offers an opportunity to strengthen trust and contribute to a workplace where everyone can do their best work.
Meal Periods and Rest Breaks Under the FLSA
This Compliance Overview provides a general overview of federal meal period and rest break requirements, including when breaks must be counted as compensable time, common compliance challenges, and best practices for meal period and rest break compliance.
Employers that fail to properly compensate their employees for all hours worked may face costly legal penalties under the FLSA. Therefore, employers should ensure they understand and comply with the FLSA’s compensable time requirements.
Additional Information: Overview of State Meal Periods and Rest Break
IRS Raises Mileage Rates for Second Half of 2026
As a result of recent increases in the price of fuel, the IRS has made a midyear adjustment to the optional standard mileage rates used to calculate the deductible costs of operating an automobile for business, medical or moving expense purposes. Typically, the rates are adjusted annually, with a new rate taking effect Jan. 1 each year. This is the first midyear adjustment since 2022.
Each month, we’ll spotlight a few easy, optional ways to connect, spark conversation and add a little fun to the workday. Join in whenever it works for you.
August 4th – Natl Chocolate Chip Cookie Day
(Sometimes the sweetest moments are the ones we share.)
Engagement ideas:
August 7th – Natl Lighthouse Day
(Strong leaders help others find their way.)
Engagement ideas:
August 15th – Natl Relaxation Day
(Taking care of yourself helps you bring your best to others.)
Engagement ideas:
August 26th – Natl Dog Day
(Celebrate the companions who bring joy, loyalty and plenty of smiles.)
Engagement ideas: