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BMD Editors

Jury Duty

by BMD Editors on August 16, 2011 10:08am

in Human Resources

Jury duty is a necessary and important civic service, and employers must have jury duty policies that delineate how they will handle such service. Both federal and state laws affect what employer jury duty policies say about how long employees may be absent, whether or not (and how much) they must be paid, and when a postponement can be a legitimate business need.

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The Genetic Information Nondiscrimination Act of 2008 (GINA) prohibits employers from discriminating against employees based on their own or their family members’ genetic information.  Specifically, employers cannot acquire genetic information, use such information to make employment decisions, disclose the information, or retaliate against employees who exercise their rights under the Act.

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An employee shows up for work, and appears to be in no condition to work. But is the employee in any condition to drive him/herself home? You should have a policy in place for handling this type of situation.

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Vacation

by BMD Editors on August 12, 2011 2:56pm

in Human Resources

Vacation benefits have become a staple of the American work scene. But they can cause scheduling and record-keeping problems, to say nothing of employment law snafus. Problems can occur when administering your vacation policy over such thorny subjects like whether to pay for unused vacation time upon termination; setting up a system so employee vacations don’t interfere with productivity; and creating bias-free programs for deciding who gets how much vacation.

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Anecdotal evidence points to a great shift in pens, pencils, binders, folders, erasers and other office supplies from America’s workplaces to America’s classrooms as students return from summer break. Also, in late November and December, some companies report a surprising disappearance of Scotch tape. What’s HR to do? Your options run the gamut from subtle hints to an Alcatraz-like lockdown and surveillance on the supply drawer

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Injury and Illness Incident Record (OSHA 301)

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Injury and Illness Incident Record (OSHA 301)

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Personnel File Access Log

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Telephone Reference Checking Form

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Employment Verification Request Letter

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