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A Trump administration official’s frustration over confidentiality breaches has turned into useful advice that can benefit HR professionals who worry about disclosure of sensitive information.
Nothing in the FMLA specifically prohibits employees who take FMLA leave from moonlighting for another employer. But as long as employers clearly communicate it, it’s perfectly fine to enforce a no-moonlighting policy against any employee, including those who take FMLA leave.
Managers can’t instantly say, “Be here or be fired” to an employee struggling with attendance issues. Managers have to work with HR to employ strategies that not only combat absenteeism, but also avoid legal trouble.
Sometimes, you have to take a step back and consider the consequences before enforcing a rule against an employee. Take, for example, a strict call-off rule that allows for no deviation.
With a tight labor market and skills shortages squeezing many industries, employers are sure to embrace the nearly 3 million college students who will graduate this May. The issue will be whether they have the skills required for the jobs available.
Employment lawyers say the first six months of the #MeToo movement hasn’t led to a tsunami of workplace harassment claims by employees—at least not yet. One big change, however, has been a sharp increase in the number of employers who are doing preventative training to head off such claims.
As telework’s popularity grows, so do legal concerns for employers. To lower your risks, devise a telecommuting policy that protects you on these fronts.
Thirty-seven percent of workers expect to work past age 70, an increase from 30% two years ago.
According to a new CareerBuilder survey, when asked how often they come in late to work, 25% of workers admitted they do it at least once a month, and 12% say it’s a weekly occurrence for them.
Here's your monthly quiz on HR news and trends.
Women age 21 to 36 are much more likely to be working than their grandmothers and even their moms.
Employers that take the time to document poor performance with solid, objective facts rarely lose discrimination cases. That’s because being able to explain exactly why you had to terminate a worker for poor performance tends to show that discrimination probably wasn’t a factor.
Sleepless nights caused by work anxiety are taking a heavy toll on employees. According to new research from global staffing firm Accountemps, 44% of professionals often lose sleep over work.
Treat all employees impartially and you’ll rarely end up on the losing end of a discrimination lawsuit.
Technology is increasingly becoming part of the benefits enrollment process.
The National Safety Council found that nearly half of U.S. employers surveyed cited a negative business impact by employees’ misuse of prescription drugs.
Employers that track poor performance and can clearly justify reasons for discharge rarely lose lawsuits. That’s because, unless there is solid proof of bias, poor performance will always trump spurious arguments about alleged discrimination.
Employees who take FMLA leave are not immune to discipline discovered while they are out on FMLA leave or after they return to work.
Pay for performance is as popular as ever, according to new research by the WorldatWork association and Korn Ferry, but how employers measure performance is changing.
The most common frequency for performance reviews continues to be annually. However, HR professionals say that reviews offer a more accurate appraisal of an employees’ performance when those reviews are conducted more frequently.
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