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Several states are debating legislation that would make “workplace bullying” an illegal practice, like discrimination or harassment. Passage of such bills would increase your liability risks and force you to referee personality disputes. Here's the status of the legislation, and how your organization should respond ...
Q One of our employees has just filed a complaint with the company claiming that she has been sexually harassed. We are concerned that if we discipline the alleged harasser based on our findings and note this incident in his personnel file, he may demand to inspect our investigation records. May we avoid this by maintaining a separate investigation file?
We keep copies of our employees’ licenses, certifications and continuing-education certificates. When an employee leaves or is terminated, do we have to hold on to those copies?
We drug test regularly. Do I have to put the test results in a separate confidential file ...
Some of our managers keep personnel files that they don’t share with HR. Basically, these are “journals” about their employees. Is that OK, or should everything be kept in a centralized personnel file?
Q An administrative staff member who recently gave birth is scheduled to return to work in a few weeks. She plans to have her mother bring the baby to the office several times a day so she can breastfeed. Our office manager says that’s not going to happen. Doesn’t Georgia law give women the right to breastfeed in the workplace?