It is critical that you have a policy establishing rights and expectations in relation to personnel files.Read More
Treating your employees like tagged wildlife — tracking and recording their every move within the workplace — will create an work environment of distrust and apathy. Instead, you should treat all employees like professionals, and address performance-based issues as they arise.Read More
Background checks have increased over the past 12 months despite new EEOC guidelines. Background Check Hot List and Data Bank within.
Employers shouldn’t be the potty police. When an employee has to go, an employee has to go. Unless an employee seems to abusing bathroom rights, let employees be.Read More
Human resources specialist, U.S. Department of Homeland Security/FEMA, Washington, D.C.Read More
The plan is a tax-exempt trust account set up by employers to offset state unemployment insurance.Read More
Do not make the mistake of including in your agreement a covenant forbidding the employee from filing a discrimination charge with the Equal Employment Opportunity Commission or other agency. The EEOC will view such a provision as retaliatory under Title VII.Read More
We are in the process of rewriting job descriptions. What are some effective ways to do this without causing undue alarm? Are there a specific set of steps that companies should follow when tackling this project? And are there any good evaluation tools to assess how effective/complete our descriptions are?
—New Definitions, OD administrator, health care, Scottsdale, Arizona
I have been asked to assess the impact of new training, including learning content, rating instructors and evaluating program participants. How soon should I expect seeing results before I start my analysis?
—Hurry Up and Wait, training evaluation specialist, nonprofit, Gaithersburg, Maryland
There might be some science behind how employers are using social media posts to screen applicants and hire employees.Read More