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.
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.
A few weeks ago, U.S. employees gained a powerful new tool to prove their wage-and-hour cases: the new “Timesheet” app for smartphones from the DOL’s Wage and Hour Division. Impact: Now employees may claim they have the most accurate time records! All the more incentive for you to accurately track actual hours worked—not just hours written on a time sheet.
Q. We just terminated an employee for testing positive for PCP. Now the former employee wants a copy of our drug-testing policy. Do I have to provide it?
Q. I’ve been hearing a new term lately: “cat’s paw” liability. What is it, and why should I be worried about it?
Question: "I’m not sure how to handle a new employee whose religious beliefs prevent her from acknowledging Christmas, Easter, Valentine's Day, or birthdays. In our small business, the owners have always encouraged us to celebrate these holidays. This employee won’t attend our office Christmas party, but she accepts the Christmas card that contains her annual bonus. She doesn't recognize Easter or Valentine’s, but she eats the candy that the owners give us. She leaves the room when we celebrate birthdays, then later goes back to get a piece of cake. This behavior upsets her coworkers, who are starting to act very resentful towards her. They feel that she’s being hypocritical and that if she’s not going to celebrate, she should refuse the gifts and treats. The employee says that when she was hired, she told the owners she would not be able to participate in holiday celebrations. But now the rest of us feel really down, because we are having to change for her." — Nan
It’s one of the most sensitive issues HR pros have to deal with: the boss who treats administrative support staff like they’re personal assistants. Think it went out with the three-martini lunch? Think again.
While employees who break rules usually expect to be punished, they also expect to be treated fairly. That’s why it’s important for managers and HR to strive for consistency in all discipline. Never punish one employee more harshly than someone else who committed the same infraction.