No matter the situation, thorough investigations and maintaining a consistent story will save your bacon in many workplace lawsuits.Read More
As these cases illustrate, when an employee acts egregiously courts are willing to overlook things like as whether a non-compete was conventionally, or even actually, signed.Read More
After HR advised ex-casino worker Stan Stine that it’s policy is one cup per new hire, he took matters into his own hands.Read More
When you are conducting investigations in your workplace, let common sense be your guide. If it looks like a bigoted stereotype, it is.
If you're servicing a profession as an association, you might want to think before you try and take down an entire certification system.Read More
Questions emerge regarding what SHRM’s move means to those with PHR, SPHR and GPHR credentials, as well as the relationship between the organizations. Updated with comments from SHRM's Hank Jackson and HRCI's Amy Dufrane.
Do employers have a right to monitor employees’ social media accounts, or is this an invasion of their personal lives?Read More
Employers should take a wait-and-see approach on this issue. It's is too important for employers to knee-jerk pull these key clauses from their agreements.Read More
There is no excuse for an employer to not offer flexibility. If the employee isn’t performing, treat it as an indictment of that employee, not the flexibility policy.Read More
Most non-union employees are at-will, which means you can fire them for any reason, as long as some other law, such as discrimination laws, doesn’t trump. So, if an employee has a potty mouth, you can fire her, right?Read More