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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 [...]
If your employee handbook hasn’t been updated in the past six months, it’s out of date. Because employment laws and your business are in a constant state of flux, it’s critical to keep your personnel policies up-to-date. In light of recent legal changes, be sure your policies include these updates:
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:
Here’s a reminder for government hiring managers: While ordinarily, such supervisors have qualified immunity, that’s not the case if the decision not to hire is based on an applicant’s political beliefs.
The Milton Hershey School, founded by chocolate magnate Milton Hershey to help underprivileged children, faces discrimination charges after it refused to admit a 13-year-old boy who is HIV-positive.
A laboratory fire that killed a UCLA technician has resulted in felony charges against the university and Professor Patrick Harran, who ran the lab.