BMD Editors

Business Management Daily, part of Capitol Information Group, has acquired the publishing assets of the Alexander Hamilton Institute, a New Jersey-based publisher founded in 1909.

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Free E-Letters

by BMD Editors on March 23, 2011 11:27am

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What’s an employer to do when the documents an employee presents to prove work eligibility don’t match up? Employment law attorney Nancy Delogu guides you through the process of determining where employer responsibilities stop and employee responsibilities start. Subscribers to the HR Specialist Premium Plus service can tap Delogu’s expertise weekly, through the web site’s members-only “Ask the Attorney” service. 

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Q. Our employees have company-issued cell phones with global positioning systems capabilities. Can we use the GPS to track employees’ movements without telling them we are doing so?

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Q. Am I invading applicants’ privacy by reviewing their Facebook, MySpace, blogs and Twitter feeds?

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Q. Am I invading applicants’ privacy by reviewing their Facebook, MySpace, blogs and Twitter feeds?

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Q. One of our sales managers thinks a salesperson has been e-mailing confidential customer information to his personal e-mail address. Can we review the salesperson’s sent-messages file on the company’s e-mail server to see what he has been sending out?

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Q. One of our sales managers thinks a salesperson has been e-mailing confidential customer information to his personal e-mail address. Can we review the salesperson’s sent-messages file on the company’s e-mail server to see what he has been sending out?

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Q. Is it OK for me to consider information about a job applicant that I learn by using Google, viewing Facebook pages and reviewing Twitter feeds?

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The EEOC says you must “reasonably accommodate” employees’ religious beliefs and practices. But you can (and should) step in when that religious zeal crosses the line into religious harassment. Just make sure you treat all employees consistently—or you’ll be praying for the lawsuit to go away…

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