Practical HR Tips, News & Advice. Updated Daily.
The U.S. District Court for the District of New Jersey recently ruled that an employee could bring a defamation claim against his former employer and several of his former coworkers based on rumors they allegedly spread about the reason for his termination.
Arbitration, long a favored method of handling workplace disputes, would be removed as an option in sexual harassment and gender discrimination cases if a new bill introduced in Congress becomes law.
Employee turnover is disruptive and costly. Fortunately, Mike Kappel on Forbes.com has some tips on how employers can reduce turnover among their staffs:
In order to attract the best possible team of engaged, digitally savvy employees, and keep them around, CEOs and owners will now need to learn how to play to a variety of generational nuances.
Hiring decisions are typically made solely by the employer, with little to no input from employees. This is a mistake, Heather R. Huhman argues on Entrepreneur.com. She says that by staying fully in charge of the hiring process, employers may cause potential candidates to shy away from job offers.
There seems to be a similar haunting refrain in many of today’s headlines: Leaders who have spiraled out of control – victimizing employees, abusing power, and generally reproving the time-tested principle that “absolute power corrupts absolutely.”
Nearly all of us have at least heard of Employee Stock Ownership Plans—also known as ESOPs—but far fewer are sure exactly how they work and why organizations would want to offer them.
We often hear of violence in the workplace. Employers should also be aware that employees are not always the source of such violence. Domestic abuse can, and has spilled into the workplace, sometimes with tragic consequences. It’s a situation all too familiar to Lynn Fairweather, MSW, president of Presage Consulting and Training, LLC.
Millennials employees are no longer a novel concept. As Scott T. Rollin notes in the Minneapolis Star Tribune, they’ve begun to move into middle management and other key employee roles. Coupled with employers’ worries about hiring and retaining qualified workers, the result is a mounting concern about how to compensate key Millennials.
To ease employees’ concerns about access to their elective deferrals in the event of a financial emergency, an employer may provide for hardship withdrawals in its plan. This can provide some peace of mind during difficult times.