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.
More than a decade after creating their first sexual harassment policies, some employers may be getting lax. That might be especially true if they haven’t received any complaints. If that rosy scenario sounds like your organization, you might be courting trouble.
Q. Our company is considering anti-harassment training for all employees. Some managers and executive are concerned that this will stir up lawsuits. Do you recommend such training?
This may be tough to accept, but sometimes when an employee sues, you just have to be patient. It’s especially difficult if you know that the employee isn’t telling the truth. The judge hearing the case will probably see through bogus claims.
While many district courts have found that commuting to work falls outside of the realm of an employer’s obligation to provide reasonable accommodations for disabled employees, some courts have opted to expand upon the ADA by ruling otherwise.
Protect your organization from harassment lawsuits by focusing your attention on both preventive and corrective measures. Give every employee a copy of your anti-harassment policy. Train everyone to ensure they understand their rights and responsibilities.
A customer service rep at a call center went out on bereavement leave at least once a month. Lots of aunts and uncles, he said. The HR department discovered the employee had a family member on the “inside” at the funeral home who was creating a fake program for each fake funeral.
Most lawsuits are not triggered by great injustices. Instead, simple management mistakes and perceived slights start the snowball of discontent rolling downhill toward the courtroom. Here are 12 of the biggest manager mistakes that harm an organization’s credibility in court.
Nearly 1 in 5 (17%) Americans who telecommute at least part of the time spend one hour or less per day on work, according to a recent survey of 5,300 employees conducted by CareerBuilder.
What if you suspect a supervisor/subordinate relationship, but the two people deny it? You probably can’t do anything more than reiterate your workplace rule against it. If it turns out the supervisor lied, you can certainly terminate him or her—both for breaking the rule and then lying about it.
Make a fresh start in 2012 by creating a new employee record-keeping system. Whether you’re going to stick with paper files, create computer-based folders or go high-tech and store your records in the cloud, you need to create at least four separate sets of records for each employee: