Strategic human resource management is the end product of success in conduction workplace investigations, vendor management, human capital management, and more.
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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?
Test your knowledge of recent trends in employment law, comp & benefits and other HR issues with our monthly mini-quiz.
For everything else that contributes to employee satisfaction, most people wouldn’t do their jobs free. Compensation is a critical tenet of the employment contract. If you're committed to attracting and retaining excellent employees, you had better be prepared to answer these questions about your compensation practices.
Objects can become powerful symbols. That’s certainly true of nooses, which black Americans see as infamous reminders of a past in which lynchings were relatively common, especially in the South. That’s why you must instruct supervisors and managers: Any reference to hanging, ropes or nooses is absolutely forbidden in the workplace.
Personality clashes almost always affect work, and inevitably one of the combatants will file a formal complaint. Defuse that tension by suggesting that one or both co-workers transfer to other positions. Offering the transfer option to warring co-workers isn’t an adverse action as long as neither is forced to accept the offer.
Finding a reasonable accommodation is a two-way street. Both the employer and the disabled employee are supposed to engage in the ADA’s interactive accommodations process. But part of that interactive process includes determining whether the employee is, in fact, disabled. If he’s not, the process need go no further.