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If you’re ever hauled into court to testify in an employment lawsuit against your organization, what you say—and how you say it—can sink your defense … or help you win. Prepare yourself for any lawsuit by asking yourself these 10 questions:
Q. I’m confused about what we can do to restrict gossiping over pay. We think it’s nobody’s business and our pay rates are based on a number of factors. Can’t we tell new employees that we consider compensation levels confidential?
In late January, the National Labor Relations Board released an “Operations Management Memo” that purports to offer additional guidance to employers and HR professionals concerned about employees’ use of social media. I can sum up the NLRB’s report in three words: What a mess.
President Obama’s push to raise the minimum wage from its current $7.25 per hour to $9.50 will likely fall on deaf ears in Congress this year.
Last year ended and 2012 began with a flurry of activity from the National Labor Relations Board NLRB. Between controversial appointments to the board and action on two new rules concerning organized labor, the NLRB has given employers much to watch.
Do not take employee discretion for granted. Since trade secrets and other proprietary information can make or break the success of your company, you shouldn’t leave their protection to chance. Instead, establish clear policies on confidentiality, nondisclosure and noncompetitive use.
Shuffling economic conditions and favorable rule-making in Washington helped union membership rise in 2011 by 49,000 people, up to 14.8 million workers, says the U.S. Bureau of Labor Statistics.
Managers aren’t only responsible for an organization’s fiscal assets, they’re also responsible for its human assets. According to a recent Adecco report, here are 13 simple ideas you can implement today to become a more effective manager: 1. Recognize a job well-done Everyone likes to know when they’ve done something well. Make your employees feel […]
Some employees claim they have asthma and allergies that are exacerbated by common workplace smells. That doesn’t mean, however, that employers have to create an allergen-free environment.
Because absenteeism typically comes under the "minor problem" category, the first step is a precounseling session between the individual and his supervisor. In this session the supervisor determines if the employee understands the company's policy on absences. The positive discipline approach then consists of the following stages: