Practical HR Tips, News & Advice. Updated Daily.
Sixteen cocktail waitresses are angry after being let go from their jobs at Resorts Casino Hotel in Atlantic City. The women, (who were all middle-aged and long-time employees), were told that they were no longer a good fit for the casino’s new uniforms, according to NBC Philadelphia. Nancy Schromsky, one of the waitresses fired, told […]
Every workplace has them: Those bad-apple employees who spoil the whole barrel.
By Stephen D. Bruce, PHR Editor, HR Daily Advisor Just My E-pinion Where do you go when you really need to get something done? Probably not the office, says entrepreneur Jason Fried. There are just too many distractions. Fried is the co-author, with David Heinemeier Hansson, of the book Rework, about new ways to conceptualize […]
It doesn’t matter if your workplace is inherently prone to harassment, or even if the harassment is by someone other than your employees — either way, you’re required to investigate and correct the situation promptly. Here are 6 essential guidelines for harassment response.
Some jobs are just more inherently “harassment-prone” than others — being a Hooters waitress comes to mind. But a recent case shows that even employers in these types of industries have a duty to take prompt corrective action.
Today, the U.S. Supreme Court is hearing arguments on whether a sex bias suit against Wal-Mart can continue as a class action. If the class action is allowed to proceed, it will be the largest employment lawsuit of its kind.
I recently mentioned that we’d be doing an emergency management webinar boot camp on May 23.
Yesterday, we looked at one of author and entrepreneur Jason Fried’s biggest gripes about the modern workplace: Interruptions, including those caused by managers who check in at inopportune times. But those interruptions are small potatoes compared to the most disruptive thing managers tend to do: Call meetings.
Yesterday’s Advisor featured legal tips about probationary periods. Today, Hunter “Please Sue Me” Lott says, “Get rid of your probationary period.” Otherwise you risk negating your employees’ at-will status. Lott says that any “probationary period” or “introductory period” (or as one company calls it, “comfort time”) is a threat to the employer’s at-will status because […]