Commentary: The Labor Department has recently announced major new initiatives that suggest it is more interested in catching noncompliant employers than helping employers to comply with labor regulations.Read More
We run a series of parking garages in urban areas across the United States. Recently our company promoted a handful of employees to supervisor positions. Now we are seeking ways to give them the necessary training to ease their transition. What are suggestions on training programs and/or training strategies?Read More
I hear a lot about managers being promoted without sufficient training. The theory is that people are pushed into management without first having the required skill sets. Anecdotally this might be true, but are there any empirical data that prove this approach is leading to a generation of underequipped managers?
—Skeptical in Services, Charlotte, North CarolinaRead More
Among the most sensitive of layoff matters are the consequences of terminating foreign workers and the affirmative obligations of employers under federal regulations. This article will assist human resources professionals in identifying issues that require compliance with federal regulations. It also addresses the consequences of termination for the foreign worker.Read More
A nationwide survey of business executives conducted by Workforce Management and Business Insurance indicates that most U.S. employers, at least for now, are unlikely to stop offering health care benefits in the wake of the landmark federal health care reform law.Read More
We just had mass layoffs. What is my greatest challenge in keeping the surviving employees engaged? And how do I effectively do it?
I am in a quandary. I recently joined a Fortune100 financial services company and believe our HR processes are a mess. For instance, HR employees (not in management) share cubicles with some of the employees they support. As a result, confidential conversations often take place within earshot of co-workers. I feel like we in HR are being forced to violate confidentiality, but management seems deaf to the problem. Getting conference rooms is difficult—they are usually booked, and charged back to the department. What advice do you have for how I can continue to provide support to employees and managers while also respecting their privacy?