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Human Resources

From employment law to compensation and benefits, FMLA and hiring and firing and more, Business Management Daily provides comprehensive Human Resources updates.

Discover how your colleagues – and competitors – are dealing with discrimination and harassment, employment law, benefits programs, and more.

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The courts have begun to apply the Supreme Court’s broad new standards on sexual harassment to other types of discrimination.
 If you’re ramping up your recruiting, you may wonder whether to rehire former employees.
Federal law says you can mandate overtime, provided you aren’t in an industry in which work hours are regulated (such as truck-driving). Before you fire someone who refuses to work overtime, study how you’ve treated similar situations.
If you’re interviewing for a job or trying to win an internal promotion, don’t just make your pitch and walk away. Always end the conversation by discussing exactly what will happen next.
Q. Earlier this year, I met with the HR manager about a co-worker who’s been provoking me over a two-year period with shoving matches and other offensive behavior. The HR manager gave me three options: let it go (no way), talk to this person alone (no way—he punches file cabinets in anger), or get witnesses and file a complaint. I chose the third option. The HR manager then promised to talk to the witnesses and get back to me. Four months have passed and nothing’s been done. Please advise.
Q. I work in the human resources department of a big company that is undergoing a cultural change. We’re going from being employee-friendly to employee-barely-tolerated. Despite the fact that we’re facing all-time low unemployment rates and increasingly high hiring standards, my boss is frustrated that I cannot replace the masses of workers who are leaving for more pleasant, desirable employers elsewhere. When I try to talk with him about the reality of the situation, he gets upset and puts more pressure on me. I am considering leaving. What should I do?
When you receive a promotion that’s a big letdown, you’ve got a choice: sulk or bounce back.
Do something unusual before letting a candidate depart an interview.
A manager tells us that he only hires job applicants after calling them at 4:30 p.m. on Fridays at their current employer. He concludes that if they’re still at their desk at that late hour, then they’re truly committed. But not so fast.
How to deal with an employee who is always promising to do better
Even if you’re happily ensconced in a great job, you should never stop initiating informational interviews.
You never appreciate a good performer until you’ve fired a bad performer. That’s because bad performers take so much time and attention to manage.
Until recent years, the first rule of smart hiring was, “Match the right skills with the right job.” But today’s managers know that attitude counts more than skill when they fill most job openings.
The authors of Semper Fi (Amacom, 1998) are convinced that managers can boost their leadership skills by borrowing tips from the Marine Corps.
Dealing with an employee who longs to break the rules.
Is your boss lying to you?  Jump ship.
Your secretary has started behaving strangely.  You think she might be jealous of your recent promotion, but how do you get her back on track?
If you’re worried about the threat of termination, try to relax.
In 1983 only six firms out of the Fortune 200 were testing their workers for drugs. By 1991, 196 of these companies were doing it.
If you’re weighing whether to hire a promising job applicant, ask them to visit one of your branch offices, stores or plants and look around.
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