Practical HR Tips, News & Advice. Updated Daily.
There are dozens of details to take care of in the day-to-day operation of your department and your company. We give you case studies, news updates, best practices and training tips that keep your organization fully in compliance with ever-changing employment law, and you fully aware of emerging HR trends.
When we interview a potential new hire, HR professionals assess the candidate against a list of key skills and personal characteristics needed for the job. Let’s turn the tables and see what that list of key attributes would look like for a human resources management professional.
According to a new survey on education assistance plans, 94 percent of employers offer some type of education assistance to their employees, with 88 percent of these employers having a formal policy in place. Interestingly, most employees don’t take advantage of this valuable employee benefit: the survey found that 74 percent of employers offering education […]
The California Fair Employment and Housing Commission (FEHC) has revised the proposed regulations to implement A.B. 1825, the law requiring employers with 50 or more employees to provide supervisors with sexual harassment training every two years. The FEHC is accepting comments on the new proposal until July 20, 2006.
We seem to have come across a conflict related to exempt employee leave banks. We want to deduct from our exempt employees’ leave banks for partial-day absences. We understand that the California Labor Commissioner has indicated that accrued leave time may not be used to replace salary for partial-day absences. However, I see that a […]
Can our nonexempt employees make up time missed by working extra hours another day without our having to pay overtime?
When we are hiring, we run a DMV (Department of Motor Vehicles) check on the applicants. If it shows a DUI (Driving Under the Influence) conviction five years or more in the past, we usually go ahead and hire the person. But if the DUI is within five years, we don’t hire the person. I’m […]
We are a small California business with 14 employees. We are not supposed to be subject to FMLA, but our lawyer says we are. This is because we have FMLA eligibility information included in our handbook. But the eligibility clause clearly states that “employees who work at a location where the Company employs fewer than […]
We had a serious discrimination and retaliation claim. The underlying claim got dismissed but the retaliation claim stuck. I think there’s another one in the offing. How can we train our managers and supervisors to avoid retaliation?
Some of our male employees—our salesmen—have been coming in looking very shaggy, and we’ve even gotten a few customer complaints. We’d like to implement a policy that men have to keep their hair at collar length or shorter. Any problems with this?— Frustrated HR Manager in Fresno