How do we develop profiles of "ideal" employees for each job? Not the usual job descriptions, which don't give us the precision we're looking for?
—Only the Best Please, manufacturing, Buffalo
Benefit payments made to employees that require the employee to perform work must be included in the regular rate for determining the rate of overtime.
Here are two key categories: What is work? And who is an employee?
Suffice it to say that if an employee exposes himself at work, you have a sexual harassment problem on your hands.
The announcement is the first concrete details about these long-rumored rules, and could become a key part of President Obama’s legacy, which, unlike the Affordable Care Act, will be done without Congressional approval.
Some companies, worried about employee engagement, are taking a novel approach: mandating a minimum number of paid days off.
Employee safety should always be the company's highest priority, and employers should follow CDC guidance and avoid knee-jerk reactions, no matter how provocative an employee's activities may be.
Like many companies, we have an annual performance review of employees. At the beginning of the financial year, KPAs, goals, targets are mutually agreed. There is quarterly review of performance followed by annual review. Employees are rated on predefined performance criteria on a scale of 1 to 5. Subsequent to rating, we wanted our line management to rank employees against each other in order to have ranking order. Line management is not inclined to ranking, for obvious reasons. Is there any way to know if ranking is the right approach for our performance management?
— Really Clueless, assistant GM, manufacturing, Hyderabad, India
Obesity is a leading source of workplace disability, but nixing vending machines and handing out pedometers isn’t enough to get employees back and working at their full potential.
I’m wondering about strategies to turn low-potential employees into high potentials. How often is this done and are there any best practices?
—What About the Also-Rans? OD specialist, software/systems, Washington, D.C.