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.
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.
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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.
Sometimes, internal investigations pull back the curtain on performance problems that have nothing to do with the original inquiry. Even if it turns out that the initial reason for the investigation was unfounded, you don’t have to ignore other issues you may uncover.
There’s no getting around it. Sooner or later you must summon a problem employee into your office to set him or her straight. How you conduct this meeting can mean the difference between turning a recalcitrant employee around or opening up your organization to costly litigation.
As an HR professional, you’re in a unique position to guide your organization to a culture that causes less worry and stress for employees—and better health and productivity. Here are 12 ways to get started: