The 5 Dumbest Management Concepts?
Author and blogger Geoffrey James puts a new spin on the old saying about nothing being certain in this world except death and taxes — he’d add “bad management” to the list, too.
Tag: california hr
Tips for Smart Storage of Electronic Records
Yesterday, we discussed some of the issues surrounding electronic recordkeeping. Today, some tips for storage success — plus a resource that can help you out with the records that are required to be on your walls.
Free Report Friday—20 Must-Have Employee Handbook Policies
Employee handbooks come in all shapes and sizes, but there are certain “must-have” policies that no employee handbook should be without.
The Principal Benefit of Outsourcing? It’s Not Cost Reduction
Yesterday, we looked at some facts and fictions about outsourcing. Today, a look at the types of functions that tend to be outsourced — and an introduction to a webinar tomorrow you won’t want to miss.
An Email Exchange That Requires Your Immediate Attention
In yesterday’s CED, attorney Stephen R. Woods summarized two key cases relating to technology policies. Today, his tips — and a product that makes quick work of all the policies you need.
Should Employees Expect Privacy with Work-Related Technology?
Your employees are talking and texting and tapping on their iPads 24-7, it seems. How far can you legally peek into what they’re doing?
3 Essential Employee Handbooks Tips
Your policies need to be up-to-date and legally sound, but there’s more to it than that. Today, 3 tips for handbook success.
The One Benefit Employees Refuse To Give Up
Yesterday, we looked at the large margin by which employees underestimate the amount it costs you to provide them with various benefits. Today, we’ll look at the one benefit employees refuse to give up — at nearly any cost.
Employees Consistently Underestimate the Cost of Benefits
Surveys show that workers greatly underestimate your cost of providing their various benefits – which, ironically, originally stemmed from an effort to reduce total compensation.
Harassment Allegations Require Immediate Action
As soon as an employee comes to you and says, “I’m being harassed,” you need to address that allegation immediately. It may be that no harassment has actually taken place, but it’s your job to launch a prompt, thorough investigation to find out.