Practical HR Tips, News & Advice. Updated Daily.
Much has been written about workplace bullies and the misery they inflict on their staff and coworkers. Addressing workplace bullying is often difficult, however, and so management tends to avoid the issue. Why not take a different approach, and avoid hiring these folks in the first place?
The past year has included many expected moves by the Trump administration, such as the reversal of some of the National Labor Relations Board’s (NLRB) controversial decisions under the Obama administration, as well as several unexpected developments among several agencies.
As the world becomes more reliant on technology, the hours spent looking at screens have increased. In a recent study, statistics showed that adults spend 5 hours per day looking at phone screens alone, on top of other devices in the home. When you take into account the number of jobs that require regular use […]
Carroll is Director of Professional Services and Education at Payscale, Inc.; Lee is Director of Qualitative Analytics. Their remarks came at a recent webinar hosted by WorldatWork. Bad Habit #4. Pay Never Goes Down [Go here for Bad Habits #1, #2, and #3.] Lots of organizations just continue to move things upward, both ranges and […]
Is an employer liable for employee misconduct at “after-hours” gatherings? When a trial court adopted a narrow view of what constituted “the workplace,” an appeals court weighed in using a “totality of the circumstances” test.
In fact, he says, it is his goal to eliminate such programs. Why?
It’s time to ditch the annual performance review and replace it with something better. With the typical review process, most employees get clarity on their performance just 1 or 2 days per year—if they’re lucky. And so many employees in the workforce dread the experience, which typically begins with a required self-assessment of performance, entering […]
With all that’s going on in Washington, D.C., it’s easy for issues to get lost in the noise and clutter, but paid family leave is managing to remain a topic of conversation.
It’s crucial for California employers to get the information needed to properly designate absences so that FMLA/CFRA leave can be administered legally. But proper administration isn't always black and white. For example, if an employee's doctor advises that he or she is under the care of specialists, can an employer require that the specialist complete the FMLA certification?