• LinkedIn
  • YouTube
  • Twitter
  • Facebook
  • Google+

The HR Specialist

What if you’re seriously considering an applicant, but a good chunk of his or her past experience was at an employer that’s now defunct? The dot-com bust of the late ’90s …

{ 0 comments }

Don’t just throw those fish back in the water, keep them on a line with smart moves. Examples: A financial firm created a tuition fund for laid-off workers, hoping they would …

{ 0 comments }

Issue: Beginning June 1, a new federal law requires you to properly dispose of personally identifiable background-check data.
Risk: One mistake can result in actual damages, up to a $2,500 …

{ 0 comments }

Issue: One in 20 employees moonlights, and a hot labor market offers employees in your shop new opportunities to work second jobs.
Risk: Moonlighting can create tired, distracted employees, plus …

{ 0 comments }

Issue: Employees’ ability to sue your organization expires at different times under different employment laws.
Benefit: A new court ruling says you can set a more-restrictive statute of limitations, at …

{ 0 comments }

Issue: Forty-four percent of employees are “passive” job-seekers, meaning they might accept a job offer but aren’t actively seeking one.
Benefit: Knowing how to manipulate the Internet to find such …

{ 0 comments }

Issue: To assist in planning, organizations often post employee vacation schedules, especially during summer.
Risk: Some employees may protest, saying it’s an invasion of privacy that makes their house more …

{ 0 comments }

Issue: You need to occasionally buy training videos/DVDs, but thousands exist and the quality varies greatly.
Benefit: Using a reputable rating service can help you sort out the “Citizen Kanes” …

{ 0 comments }

Issue: HR typically handles reference checking at large firms. Smaller firms and those with strong management let managers do it.
Benefit/risk: Farming out reference checks to supervisors will lighten your …

{ 0 comments }

Employees will undoubtedly leave their termination meeting in a foul mood. So, don’t give them any reason during that meeting to send them marching to a lawyer’s office. As you’ll see in the case below, one inflammatory phrase from a supervisor can spark a lawsuit. The goal: Briefly deliver the news by summarizing the well-documented, [...]

{ 0 comments }