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HR Management

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.

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Of numerous ballot initiatives voters considered last Novem­­ber, the most challenging for HR professionals may have been referendums regarding recreational use of marijuana. Employers should be familiar with this developing area of law and have a game plan for how to address the problems that marijuana in the workplace may cause.

Yahoo CEO Marissa Mayer recently announced that employees who had telecommuted must now return to their cubicles at the struggling company’s headquarters. Before long, electronics retailer Best Buy followed suit.

Q. Because this season’s flu outbreak was so severe, next fall we would like to require all our employees to get a flu vaccine. We hope this will cut down on employee absences during flu season. Would such a policy be lawful?
Q. One of our workers often wears T-shirts with slogans that have a strong political bent to them. Some employees have complained. Is it a violation of employees’ free speech rights to ban such clothing?
Employers across the country must be prepared for the day when cancer hits their workplace. Here are some ADA and FMLA facts you should know, which apply to medical conditions beyond cancer.

During a fire or other emergency, the difference between escape and injury or death can sometimes be measured in seconds. That’s why all employers must comply with OSHA’s requirement for exit routes in the workplace.

Here’s some good news for those handling discipline and wondering whether your decision will stand up in court: You don’t always have to be exactly right, just fair and honest.
The bad news: Up to 80% of employees’ time spent on the Internet has nothing to do with their work. Worse news: Having just a policy won’t deter them.

It’s great that you have a hostile work environment policy in place and cover it in your training. But none of that will do you much good if supervisors remain oblivious. If hostile acts occur despite your policy, it won’t provide much protection. That’s why you must be proactive.

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?

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