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.
With Congress focused on election-year politics, keep an eye on your state for potential changes to employment laws, says the Society for Human Resource Management. Some issues on tap: background checks, paid sick leave, mandatory E-Verify and workplace bullying.
Employee use of the Internet, email, instant messaging and other forms of electronic communications can morph from useful tools into legal time bombs if not handled correctly. Employers must recognize how to prevent legal liability for sexual harassment, privacy invasions and retaliation charges when creating policies to address web surfing, email communications and use of other workplace electronic communications.
Sexual harassment allegations often come down to he said/she said arguments. Without hearing from both sides, there’s no way to determine what happened. If one of the employees involved in the allegations won’t talk, you can discipline him for refusing to cooperate and the courts will back you up.
Human resources departments with small budgets can turn to a growing variety of free and low-cost mobile and web-based applications to increase efficiency and cut costs. The apps are available in several areas of HR, including hiring, benefits, attendance and performance reviews.
Charges of religious discrimination filed with the EEOC have increased steadily in recent years. One recent case provides a powerful reminder that employers are obligated to reasonably accommodate an employee’s religious beliefs and practices.
Giving employees at least three weeks to review benefit information and providing that information in at least three different formats is the key to benefits training that sticks, says new research from benefits provider Unum.
In the year since an earthquake and tsunami triggered Japan's Fukushima Daiichi nuclear disaster, employees around the world are more aware of the dangers of radiation.
While employees with chronic medical conditions are typically entitled to FMLA leave, such intermittent absences are fertile ground for abuse. After all, an employee on intermittent leave can simply call in and say his condition is acting up. But that doesn’t mean you’re powerless if you suspect abuse.
In a recent survey, The HR Specialist asked readers whether they’ve been sued by employees and, if so, what single piece of advice would they give to other HR professionals to help them avoid (or respond to) an employee lawsuit. Here are some of their suggestions:
Q. We recently decided to start making copies of documents that employees provide to complete their I-9 forms (driver’s license, etc.). Do we need to go back and complete new I-9s for employees hired before this date or ask them to provide the documents again so we can make copies?