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.
In the age of iPhones, BlackBerries, and similar devices, text messaging is becoming as ubiquitous in the workplace as it is everywhere else. But as an employer, are you at risk of dropping the ball on essential recordkeeping because vital communications are transmitted on phones — often personal phones that don’t belong to the company?
“Fire the slugs,” says management expert Jeff Cortes. That’s good turnover and also it’s good for retention—all of your other employees have been wondering when you would act. “There’s good and bad turnover,” says Cortes, author of the book, No Nonsense Retention, which he characterizes as a collection of no-nonsense ways to retain your best […]
–Insist that the employee work with you in setting up a schedule that includes as many treatments as possible in off-work hours. Go to Tip Eight
–Hold the employee precisely to the certified time off. For example, if the certificate says ‘three one-day absences a month, don’t let the employee take 1 three-day absence. If required time off changes significantly, require a new certification. Go to Tip Seven
–Ask for a new certification for the claimed condition for each 12-month period. Go to Tip Six
Adam worried that a dangerous chemical was being used without proper protection, and he reported it to Cal/OSHA.
By Stephen D. Bruce, PHR Editor, HR Daily Advisor It’s important to seek an employee’s explanation for a policy violation before you discipline, says attorney Allison West, as this story true story illustrates. Sometimes You May Be Surprised West, who is principal of Employment Practices Specialists in Pacifica, California, says that you always want to […]
–Have the employee recertify the condition as often as you can, in many cases, as often as every 30 days. This is at the worker’s expense and has proved a strong deterrent to bogus leave claims. Go to Tip Five
You have an employee on intermittent FMLA/CFRA leave — and you suspect that he’s abusing it.
In yesterday’s Advisor, we featured attorney Joseph L. Beachboard’s take on association discrimination; today, the third prong, Family Responsibility Discrimination (FRD), plus his tips for reducing liability and an introduction to a unique checklist-based audit system. What Family Responsibilities Discrimination Is Not … Family discrimination is not a new protected category, says Beachboard, who is […]