Practical HR Tips, News & Advice. Updated Daily.
Yesterday’s Advisor began our refresher for HR professionals calculating intermittent leave under the Family and Medical Leave Act (FMLA). Today, more tips for employers to ensure compliance with this tricky aspect of recordkeeping.
Yesterday we explored the ups and downs of team interviews. Today we’ll explore the best practices for team interviews in order to ensure better results.
Don’t make the mistake of thinking that having a compensation plan is the same has having an effective one. There are several warning signs that can alert employers when their compensation plan is not effective.
Market-based compensation utilizes salary survey data to evaluate an organization’s pay levels and can make them more, or less, competitive depending on the organization’s compensation philosophy—a framework within which compensation decisions are made.
Have you ever seen a sign that says something like, “Lack of planning on your part doesn’t constitute an emergency on mine,” hanging in someone’s office or retail establishment? If you think about it for a minute, it’s surprising how often an unplanned or unanticipated event for one person turns into an emergency for someone […]
Perhaps it goes without saying that an organization’s success is largely dependent on how well every employee performs. Yet many organizations struggle with maximizing employee performance while also keeping employee morale high and turnover low. Sound familiar?
In the right circumstances, team interviews can give you a great advantage when it comes to saving time, money, and hiring the right candidate. Today’s Advisor will explore the ups and downs of this practice.
Managing leave in accordance with the Family and Medical Leave Act (FMLA) can be burdensome. Intermittent FMLA leave in particular gets a bad rap because of the hassle of recordkeeping. Is your HR department on point? We have a refresher to supplement your FMLA training.
Target has agreed to pay $2.8 million to resolve U.S. Equal Employment Opportunity Commission allegations that it violated several nondiscrimination laws. The agreement was reached through the EEOC’s conciliation process. During an investigation, the EEOC found reasonable cause to believe that the retailer was using employment assessments that disproportionately screened out applicants for exempt professional […]
IIPP stands for Injury and Illness Prevention Program, also sometimes known as an I2P2. According to the Occupational Safety and Health Administration (OSHA) webpage within the Department of Labor’s (DOL) website[i], IIPPs are described as: