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.
When an employee complains about some form of discrimination, review the record to help you assess the claim. For example, if the employee says he didn’t get a promotion because his female supervisor favors women, looking over her promotion practices won’t take long and can reassure you that the employee has no case.
Can an employee who wants to prove discrimination take, copy and disclose company documents? How does that square with the company’s right to protect what it deems to be confidential information? The New Jersey Supreme Court recently offered some guidance on this issue in Quinlan v. Curtiss-Wright.
Pass along this reminder to supervisors: Any legal documents they receive must be forwarded right away to HR and your attorney. Otherwise, you could miss important deadlines. Worse, you could automatically lose the case, even if it has little merit.
Here’s a tip that can save your organization from a large disability discrimination verdict sometime down the line: Whenever an employee discloses that he may need some sort of disability accommodation, make sure you carefully document the request and your response.
Public employees—people working for government agencies and state colleges and universities—don’t lose their right to free speech just because they work for the government. Discriminating against them because of what they say or believe may be seen as “viewpoint discrimination.” And that can mean lawsuits.
Some employers are apparently still clueless about their obligations to prevent, detect and remedy unlawful harassment.. Lawsuits continue to clog up the legal system as employees keep filing sexual harassment cases. Many of those cases revolve around what happens far from corporate headquarters.
Employers are free to develop their own policies, but many laws have an absolute mandate—you must ensure employees receive proper notice of your policies. That's why the FMLA section of your handbook is so important. Here's your roadmap to full compliance with the FMLA's notification requirements.
A recent BusinessWeek story pours out several examples of companies embracing the idea of drinking at work. While occasional celebrations are fine, offering an unlimited liquid buffet is simply asking for employment law trouble.
Question: "How do others handle personnel who wear strong and unpleasant perfume? What about other grooming and hygiene issues?" —Chris
Make it clear with employees—early and often—that your electronic communications are not their private playground. Legally, it’s your organization’s property and you have the right to monitor every email as you wish.