HR Management — Business Management Daily: Free Reports on Human Resources, Employment Law, Office Management, Office Communication, Office Technology and Small Business Tax Business Management Daily — Business Management Daily: Free Reports on Human Resources, Employment Law, Office Management, Office Communication, Office Technology and Small Business Tax Page 335
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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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As if life in HR weren’t hard enough, a federal court has clarified when you may be held individually liable for mistakes in administering anti-discrimination and benefit laws ...

Employees can sue for discrimination if you illegally figure their race, sex, age, religion, disability or pregnancy status into their termination. That’s true even if an employee is a part-timer who works only a few hours on an as-needed basis ...

It’s not just about money, as Fortune’s new “100 Best Companies to Work For 2007” list shows. And five of those best places are in Pennsylvania ...

Geneva College in Beaver Falls recently filed a lawsuit against federal and state labor officials after it was asked to strike a Christianity requirement from help-wanted ads before posting them on Team Pennsylvania CareerLink ...

Georgia mirrors America’s growing diversity in many ways. Today, mosques occupy old churches; many workers wear burqas and yarmulkes; and some employees request “prayer breaks.” Religious diversity is a reason for celebration, but it also presents challenges in the workplace ...

It’s more important than ever to teach supervisors how to listen for leave requests that could fall under the umbrella of a “serious” condition qualifying for FMLA relief. Otherwise, don’t expect to plead ignorance if they make a mistake ...

While no federal or state law requires you to create and follow a progressive discipline policy, courts often come down hard on employers that promise progressive discipline but fail to deliver it ...

A sexual harassment policy is worthless unless it clues in those who really need to know what’s going on at the shop level. Don’t think you’re in the clear just because you have a policy and tell supervisors to stamp out harassment ...

It’s a good idea to track the age, race, religion, sex or other characteristics of employees you discipline. Being able to see, at a glance, a potentially discriminatory pattern can help you make a midcourse correction ...

If you don’t have an action plan in place for responding to sexual harassment complaints, develop one now. Don’t wait until the phone rings or an e-mail arrives detailing sexual wrongdoing. By then, it may be too late ...

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