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.
Verizon’s recent $20 million settlement of a class-action lawsuit—the largest disability settlement in EEOC history—is shining a spotlight on the legal risks of no-fault attendance policies. The lawsuit claimed the company violated the ADA by refusing to make exceptions to its no-fault attendance policy to accommodate employees with disabilities.
Test your knowledge of recent trends in employment law, comp & benefits and other HR issues with our monthly mini-quiz.
While you shouldn’t punish employees who complain about working conditions (pay, perks, supervisors, etc.) on social media sites, you don’t have to tolerate overt insubordination or workers who violate confidentiality rules.
Nearly 40 employees of the real estate development company Bozzuto Group met, fell in love and married their spouses while both were working at the firm. It could be why so many of its workers refer their friends and family members as possible co-workers. Plus, the 23-year-old company has one of the lowest turnover rates in the industry,
HR pros spend a lot of their time ensuring that their companies comply with the law so they don’t wind up in court and lose big bucks to a jury verdict. But more and more, they find themselves defending not their employers’ bottom lines, but their own bank accounts. How big is the risk? Try six figures—or more.
With a record number of Americans now in prison and police and prosecutors increasingly taking a hard line on crime of all kinds, more employers are finding themselves unprepared to answer the question: “What do I do now that one of my employees got arrested?”
The Supreme Court and federal agencies now look askance at employers that do not train their workforce members to avoid sexual harassment and discrimination, race, national origin, and religious bias, age and disability discrimination, and all other areas protected by federal and state laws.
Every organization wants to safeguard trade secrets and proprietary information. It’s your responsibility to make sure employees know that you expect them to do their part by not divulging your intellectual capital. It’s also important to make sure employees don’t take trade secrets with them if they go to work for a competitor.
Q. We recently learned that one of our employees posted comments on a friend’s Facebook page, coming to our company’s defense over a recent drop in stock price. The employee came dangerously close to disclosing information about earnings that were not yet public. What can and should we do?
Now is the time to review your return-to-work policies and practices for employees on leave. They need to be integrated without regard to the reason that prompted leave. Treating workers differently depending on the reason for their absence opens the possibility of a disability discrimination claim.