Strategic human resource management is the end product of success in conduction workplace investigations, vendor management, human capital management, and more.
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Q. Admittedly, this is an odd-ball question. My HR department just received a complaint from an employee about risqué e-mails that some of her co-workers were trading back and forth. Coincidentally, the employee who complained is also slotted for termination because of poor performance and attendance problems. Is there any risk in terminating this employee in light of her recent complaint?
Q. A recently terminated employee retained an attorney, who then engaged in pre-suit negotiations with our HR vice president. During those negotiations, our VP disclosed, in writing, some confidential information about the internal investigation that led to this employee’s termination. Negotiations have since broken down and the employee filed suit. Should I be concerned about these pre-suit disclosures coming back to haunt us in the litigation?
It’s probably the toughest part of a benefits administrator’s job: choosing next year’s health insurance plan. If they’re lucky, benefits pros have powerful allies in that high-stakes game: insurance brokers. But some brokers are little more than order-takers. If you’re starting to think your broker is part of the problem and not part of the benefits solution, maybe it’s time to look for a new one.
When it comes to employment law, it’s always best for managers to learn from others’ mistakes rather than their own. Share these recent court cases—and the lessons learned—with your organization’s supervisors:
When you find out that an employee has been doing things that make the work environment sexually hostile, you must fix the problem right away. The sooner you do, the less likely that an employee will successfully sue. That’s because employees have just 300 days to file EEOC charges. That clock starts ticking as soon as you start acting to clean up the environment.
New employees have lots on their minds when they first start working. While making the right benefits choices and completing the necessary paperwork is ultimately the employee’s responsibility, HR can give a kick in the pants by providing a checklist like this one.
“Now is the time for all of you with plan-year start dates on or near Jan. 1 to start thinking about ways to control health plan costs,” says insurance expert Nancy L. Newell. Lowering employers’ health insurance burden requires balancing three strategies: shifting more costs to employees, implementing cost savings and making plan changes.
America’s frustration with establishment politicians is radiating to boardrooms as shareholder anger grows toward directors who have not protected them against falling stock values and risk-taking.
When President Obama signed health care reform legislation in March, the clock started ticking on a series of changes that HR professionals will be dealing with for at least the next eight years. Here’s your timeline of what to expect.
Every October, we celebrate Christopher Columbus’ discovery of the New World. What history seems to have glossed over is some poor leadership on his part.