HR Management

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.

To sue for employment discrimination, employees have to show some sort of adverse action—e.g., discharge, demotion, a pay cut or a transfer to a less desirable or less prestigious position. Merely being criticized or having a reprimand placed in a personnel folder isn’t enough to support a lawsuit.

If you don’t have a chance to personally observe an employee’s behavior, don’t rely solely on a supervisor’s termination recommendation. Instead, conduct an independent investigation to verify the supervisor’s claim. Otherwise, any employment decision based on that recommendation can be tainted by the supervisor’s hidden bias.

Employers have an obligation to prevent sexual harassment and to end it when it does occur. But many times, what a thin-skinned employee considers harassment isn’t actually serious enough to rise to that level. When that happens, smart employers exercise patience. They understand the very real danger of winning a sexual harassment case but losing the retaliation case that follows.

Score one for common sense: People who want a job they see posted have to apply before they can sue for not getting it. A phone call to HR that was never returned can’t be grounds for a failure-to-hire lawsuit.

Courts don’t like it when employees are treated unfairly. On the other hand, judges don’t want to serve as HR courts, either. That’s why they generally defer to management decisions that seem fair and honest. Judges prefer it when employers investigate allegations of employee wrongdoing before they fire someone—but they don’t require that the investigation be perfect.

Often, you have to fire employees for reasons that seem painfully obvious. Don’t let that stop you from carefully documenting the decision. The fact is, you never know which employee will sue or what she will claim.

You’d like to think that employees will never do or say anything even mildly offensive. But that’s just not realistic … and courts don’t expect it to be. As long as workplace squabbles and personality conflicts don’t turn into discrimination based on age, race, religion or another protected category, they simply won’t rise to the level of unlawful discrimination.
After a three-year hiatus, the Social Security Administration has resumed sending no-match letters to employers, alerting them when employees’ Social Security numbers don’t correspond to numbers in the SSA’s database. Because the feds have offered no guidance on what no-match letters mean these days, experts fear confusion for employers.
Many business leaders are clueless about how they come across to their employees. Your mistakes could be crushing morale, sinking productivity and increasing turnover. Accord­ing to a recent Wall Street Journal report, here are five key questions to ask yourself to see if your management skills need improving:
Perhaps nothing strikes more fear in an HR manager’s heart than learning that employees have filed a class-action wage-and-hour lawsuit alleging they were improperly classified as exempt employees. Your best defense is to be proactive about pay issues. Conduct regular reviews to make sure positions throughout your organization are properly classified as hourly or salaried.