The HR Specialist

In recent years, more companies have moved their employees to professional employment organizations (PEOs) and then leased the employees back from the PEO. But states are cracking down on employers who …

{ 0 comments }

Issue: Employers can be liable for sexual harassment if they “knew or should have known” about it but failed to act.
Risk: Courts increasingly say you “know” of harassment once …

{ 0 comments }

Issue: Most people remain silent in the face of minor disrespectful incidents at work.
Risk: Your silence can be interpreted as acceptance of the other person’s behavior, leading to major …

{ 0 comments }

Issue: Who qualifies for protection under the federal Pregnancy Discrimination Act (PDA)?
Risk: Many supervisors mistakenly believe that women must be pregnant to be covered under PDA. Not true.

{ 0 comments }

Issue: New government rules will let older employees work part time while receiving some of their pension benefits.
Benefit/risk: That could help you retain older employees but may heap large …

{ 0 comments }

Issue: Some employers have begun firing employees who smoke and refusing to hire job candidates who do. Should you do the same?
Benefit/risk: Corporate smoke-outs can reduce your health costs …

{ 0 comments }

Issue: Executives are reluctant to approve training unless they can prove that it will pay for itself many times over.
Benefit: By providing the CEO with legitimate return-on-investment (ROI) figures, …

{ 0 comments }

Issue: As the economy heats up, employees, yes, even yours, are wandering through the want ads and surfing job boards.
Risk: Being caught without an up-to-date retention strategy can disrupt …

{ 0 comments }

A spoken promise can carry just as much weight as a signed document. Courts may conclude that you entered into an “implied contract” with an employee or applicant if you directly or indirectly allude to that person’s long-term job security. Spoken promises of job security can even supersede a written “at-will” statement, which says employees [...]

{ 0 comments }

What if an employee complains to you or another manager about a co-worker’s inappropriate comments or touching? What should you do with that complaint? As recent court cases show, you need to pass along any such complaints, even if you think they’re fairly mild, to the HR department. Federal law says employers can be liable [...]

{ 0 comments }