Strategic human resource management is the end product of success in conduction workplace investigations, vendor management, human capital management, and more.
Our human resource management articles can help you vastly improve your human resources planning, HR policies, and human resource training.
Q. Our company is very casual and has no dress code. A recent hire is a young woman who wears low-cut tops and short skirts. Our staff is predominantly male and this has become a distraction and frequent conversation topic. How can we implement a dress code now without appearing to single anyone out?
When companies need to cut corners, one of the first things executives slash is the training budget. When that happens, it’s time for HR to get creative. Here are seven practical cost-cutting tips.
Here’s a reminder for all supervisors and managers: Tell them they must spring into action immediately if an employee reports some form of sexual assault. There’s no waiting allowed—not even one day. Otherwise, a repeat performance the next day may create liability.
Each year the Human Rights Campaign rates Fortune 500 companies on how well they treat lesbian, gay, bisexual and transgender employees. Thirty-six California firms couldn’t have scored any better, earning perfect 100s.
No matter how well or poorly management handles it, a RIF means an organization is traveling down a difficult road. Here are four critical and often overlooked RIF pitfalls that can make the route more treacherous than it needs to be.
Test your knowledge of recent trends in employment law, comp & benefits and other HR issues with our monthly mini-quiz ...
If you didn’t provide employees with notice regarding the health insurance exchanges by March 1, you’re off the hook. The DOL has postponed this notice requirement until late summer or fall, which coincides with the exchanges’ open enrollment period.
Ashtabula-based Iten Industries has received a Safety Intervention Grant from the Ohio Bureau of Workers’ Compensation to purchase lifting equipment designed to reduce workplace injuries.
Q. We have learned that one of our employees has been subjected to domestic violence and has a restraining order against her boyfriend. We are concerned that the man might become violent in our workplace. We are considering terminating the employee to make sure that our other employees are safe. Does such a termination raise any legal issues?
Don’t let past discrimination complaints by an obviously troubled employee keep you from ensuring workplace safety. Even vague threats can justify firing a potentially dangerous employee. Few judges will see that as retaliation.