The target audience is executives at small and medium-size companies that might not have an HR department.
Employers who used flexible work arrangements during the recession may decide there is a business case for them. Some may decide to keep them in place as the economy begins to recover.
Prompt investigation of discrimination or harassment complaints, coupled with appropriate disciplinary action, shields employers from such claims.
Virginia Blood Services believed it did a great job of teaching people how to manufacture blood components, but it wasn’t teaching technical people how to manage others. By committing resources to leadership development, the organization is bucking a national trend: a shortage of senior managers in nonprofits.
Commentary: If you want a performance management process to reinforce or build cultural values at your company, you’ll need more than lip service to those values. You’ll need to make some current team members a little uncomfortable with your view of values, and possibly even make them think that they don’t belong at your company.
The Sloan Center on Aging & Work at Boston College has made its online fact database public. The database has 1,700 statistics on workforce trends for employers, scholars, policy analysts and legislators.
A new landmark pay records investigation documents rampant wage-and-hour law violations that translate into wage theft of 15 percent of earnings, or a labor cost advantage of 15 percent for employers that violate the law—more than enough to undercut competitor companies.
The most frequently filed discrimination allegations in 2009 were based on race (36 percent), retaliation (36 percent) and gender (30 percent), which the EEOC said followed recent trends. Some claims included two or more types of discrimination.
Recognition expert Bob Nelson, the keynote speaker for Workforce Management ’s inaugural online conference, “Road to Recovery: HR Strategies for 2010,” agreed to answer all the questions that were asked of him during his session. Here are Nelson’s answers to more than 40 questions, from honestly communicating about layoffs to rejecting employees’ ideas that aren’t viable without demotivating them.
Employers and group health insurers should review personnel practices and information-gathering polices to ensure compliance with a new law, the Genetic Information Nondiscrimination Act.