The HR Specialist

Sometimes, you realize you made a mistake with an employee. When that mistake could be fixed with a prompt offer to reinstate a fired worker, it’s best to make the offer sooner rather than later. As one employer recently learned, waiting until after the jury tells you how much you owe in future lost wages will be too late.

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Too many employers make one key common mistake when deciding which employee to classify as exempt: They think calling a worker a “manager” or “executive” in the title is all it takes. Not true.

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If you plan to hire nurses, software developers or marketing managers next year, prepare to up your advertising budget. Those positions top the hot jobs list compiled by employment research firm Economic Modeling Specialists Intl.

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Contacting an applicant’s former employers is an essential step in the hiring process. Trouble is, most supervisors have been trained to provide only the bare minimum, such as dates of employment, job title and salary. Try for more than those bland generalities. Asking the following questions can get applicants’ former bosses to open up.

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Employers that don’t track how many hours employees work face a real disadvantage. If an employee sues for unpaid overtime, he or she will be able to use inexact estimates as proof of work done but unpaid. What’s more, should the employee win the case, those estimated hours end up doubled as punishment.

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It sounds counterintuitive, but happy workers may not be everything you believe. The time to check in with them is now.

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The ADA requires employers and employees to discuss potential reasonable disability accommodations with each other. However, the bottom line is this: The employer gets to choose which accommodation to implement, not the employee. As long as the chosen accommodation is reasonable, the employee’s desires take no precedence.

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Federal and state laws require businesses to keep separate files for a variety of employee records. Are you in compliance?

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Federal contractors face two January compliance mandates affecting employee pay.

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The EEOC achieved record results in its enforcement efforts during fiscal year 2015, which ended Sept. 30.

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