The HR Specialist

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Billions of e-mail messages are sent each day, but one study estimates that the average employee wastes more than 40 minutes a day on worthless e-mail. That doesn’t even include the jokes your friends and family forward and the unnecessary messages your colleagues copy to everyone in the office. Here’s how you can trim the time you spend on e-mail.

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HR Law 101: In 1998, the Supreme Court issued its first ruling on an AIDS-related issue and its first major interpretation of the Americans with Disabilities Act. The justices made it clear that all persons who are HIV-positive, even though they may show no overt symptoms of the disease, are also protected under the ADA …

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HR Law 101: The ADA prohibits employers from asking job applicants questions that may reveal a disability. You should ask only about the person’s ability to perform a job’s essential functions …

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HR Law 101: The EEOC has taken a proactive approach to enforcing the ADA’s protections for disabled workers. In addition to issuing enforcement guidelines, the agency has settled many cases for substantial sums.

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Various organizations offer an alphabet soup of certifications. Which one is right for you? Here’s a breakdown of your certification options. HR pros attending the upcoming LEAP Symposium can earn 17 hours of PHR, SPHR or GPHR credit. Can’t make it to Las Vegas? Participate in LEAP via our new interactive webinar and you’ll still earn 12 hours of credit!

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Remind supervisors to avoid the temptation of making oral promises that they may not be able to keep, even if that means losing an employee who has another job offer. …

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HR Law 101: Affirmative action programs are usually designed to give a short-term preference to members of a historically disadvantaged group. In theory, these efforts are intended to level the playing field and help overcome the results of past discrimination …

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HR Law 101: Over the years, the Supreme Court has developed a framework for testing whether an employer’s actions are evidence of discrimination or the result of legitimate business practices. The test (often referred to as the McDonald-Douglas burden-shifting test) has three parts that shift the burden of proof of wrongdoing back and forth between the plaintiff and the employer …

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