A handbook that is a binding contract might be worse than no handbook at all.
According to one survey, the FMLA administration is HR’s biggest headache.
The beleaguered benefits company dealt with layoffs in a way that organizations for years have tersely written off as mere collateral damage in doing business.
Join the rebels. Don’t be an HR conformist. Introduce new ideas to your organization.
How should first-line supervisors deal with an agency head who continually encourages subordinates to bypass their supervisors in making reports about employee performance, work relations, and/or operations? Speaking to this agency head has already been tried and failed. This encouragement comes in the form of an "open door" policy, enabling behavior such a listening instead asking them to address with their supervisor first, and even sometimes via direct instructions to do so.
—Frustrated and Discouraged, government, Phoenix
Even though employers hold a legal privilege to provide a negative reference, the costs from potential litigation is enough of a deterrent to make negative job references almost non-existent.
Not only is this pending wreck happening in the dark, no one knows who’s steering and the owner’s manual contradicts itself.