When hiring employees, negligent hiring practices can doom the process. Learn from your colleagues’ successes – and avoid their pitfalls.
Smart interview questions, well-written job descriptions, and sharp interviewing result in hiring employees that work out well, AND make you look good in the process.
Smart compensation pros can use this recession as an opportunity to re-evaluate how they pay employees. Here are four recession-smart compensation strategies that you might decide to continue even after the economy rebounds.
Test your knowledge of recent trends in employment law, comp & benefits and other HR issues with our monthly mini-quiz ...
Government employees who speak out on matters of public importance and are punished for doing so may be able to sue for unlawful retaliation. They may even be able to make those claims years later—if they can show a connection between speaking out and an adverse employment action.
It’s crucial to handle all job openings the same. If someone doesn’t properly apply for a job, he can’t sue you for discrimination. If you have a clear process—and he knows about it—you can readily show he didn’t apply.
Two companies headquartered in Minnesota have made the 2009 Fortune magazine “100 Best Companies to Work For” list: General Mills of Minneapolis and the Mayo Clinic of Rochester.
A federal jury in Trenton has awarded $10,000 to a man denied a job at UPS because he refused to shave off his one-inch beard. Roniss Mason of Jersey City claimed shaving violated his Rastafarian religious beliefs and filed a complaint with the EEOC.
The Stillwater School District has agreed to pay a part-time teacher and athletics coach $137,000 to settle age discrimination claims in a lawsuit filed by the EEOC.
Two companies headquartered in New Jersey have made Fortune magazine’s 2009 “100 Best Companies to Work For” list: Atlantic Health, headquartered in Morristown; and Novo Nordisk, based in Princeton.
Employers that design online job applications to minimize the possibility that decision-makers will know about an applicant’s protected status can substantially cut their litigation risk.