Practical HR Tips, News & Advice. Updated Daily.
Often, when there are challenges in meeting goals or living up to a team’s or organization’s full potential in a workplace, there usually isn’t only one issue causing the problem. Instead, many factors can contribute to less-than-optimal organizational performance.
We all know how tight the unemployment numbers have been (and continue to be), and with no immediate end in sight, it’s no surprise that it will continue to be a candidate-driven market.
All businesses would do well to remember that it doesn’t take a lawsuit to cause a problem. In fact, an unflattering headline can be just as bad.
Many companies provide awards to employees throughout the year as a way to express gratitude for hard work and important contributions as well as to publicly acknowledge the success of teams and individual staff members.
The high-tech industry is famous for its efforts to attract top talent. In addition to impressive salaries, companies like Google are known for over-the-top employee perks and inviting campuses—and for good reason. High tech has high competition.
Advocacy group AARP recently declared in a headline in its AARP Bulletin, “It’s time to end the last acceptable bias,” referring to age discrimination in the workplace.
There’s a lot of buzz about how to measure employee engagement these days—and for good reason. Engagement drives satisfaction, which leads to loyalty and productivity. But, how is engagement really determined or measured? Is it about employee satisfaction scores?
In our previous blog posts about leveling up your HR practices, we shared advice on how to determine your HR maturity level and how to define what your needs are. At this point, you should be ready to establish the practices that will help you reach your HR goals efficiently.
On January 12, 2020, the federal Department of Labor (DOL) announced the release of a final rule clarifying issues surrounding joint employment, which is of particular interest to employers that use staffing agencies, have franchise relationships, and use subcontractors. The effective date of the new rule is March 16, 2020.
The 6th Circuit recently focused on comments made by an employee’s former supervisor shortly before her termination, including ageist name-calling and comments about her retirement. The court held she produced sufficient evidence of discrimination to bring her case to trial.