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The HR Specialist

Millennial workers are slightly more likely to stick with their employers than members of Generation X were when they were young.

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A survey by the Society for Human Resource Management found that 66% of employers let workers who travel on business keep hotel points and 65% let them keep frequent flyer miles.

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Pre-judging an applicant with an obvious disability can lead to big legal trouble. Just mentioning such a disability—think needing crutches to walk, for example—can become the basis for a discrimination lawsuit if the applicant isn’t hired.

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Bipartisan legislation introduced in the House and Senate would grant a 25% tax credit to companies that offer between two and 12 weeks of paid family leave.

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National Labor Relations Board Chair  Philip Miscimarra says he won’t seek reappointment to the board when his term expires in December.

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International shipping giant UPS has agreed to pay $2 million to nearly 90 current and former employees to settle a nationwide EEOC disability discrimination lawsuit filed in 2009.

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Creating a more casual dress code and doing away with cubicles may help draw the attention of some younger job candidates. But real improvement in recruiting and retaining of Millennials must go deeper, focusing on helping people build trust and connection to their work.

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According to the Society for Human Resource Management’s 2017 Employee Benefits Survey, 30% of organizations currently provide paid maternity leave beyond what is covered by short-term disability or state law, an increase from 26% in 2016.

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Job applicants want to come to work for you, but you’re not making it easy. With competition for employees hotter than it’s been in years, applicants aren’t as patient with employers with outdated or slow hiring processes.

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On average, earnings for disabled employees are more than 30% lower than employees without a disability.

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