Practical HR Tips, News & Advice. Updated Daily.
Recently, we’ve written a few posts discussing Google’s recent decision to end forced arbitration for employees. While the company had previously ended forced arbitration in cases involving claims of sexual harassment and sexual assault, it had, until now, left forced arbitration in place for other claims.
When it comes to technology in the hiring process, not only are you creating a memorable candidate experience, you’re also able to keep track of what is and isn’t working regarding hiring top talent. However, if you aren’t using recruiting software/technology to track the outcomes of your hiring process, you aren’t alone.
There’s an old expression that says, “It’s lonely at the top.” If we picture a company’s management structure as a pyramid, with the seniority of the staff increasing as one moves up the pyramid, we can see how this makes sense.
Litigation—the process of resolving disputes in the judicial system—can be extremely costly and time-consuming. Even large companies often get financially strained during drawn-out court battles, which can take years to resolve and bring much unwanted publicity.
In a previous post, we discussed Google’s recent decision to end forced arbitration for all disputes involving current and future employees, except for disputes that have already been settled. This followed a change late last year that removed the requirement for cases alleging sexual harassment and assault.
In November 2018, tens of thousands of Google employees around the world walked out in protest over the company’s handling of sexual harassment claims, among other grievances.
Probationary periods allow employers to see whether a new hire is capable of successfully fulfilling the duties of the job he or she is being hired for, but they can also be used as tools to weaponize at-will employment—in which employees can be terminated or quit at any time—if they aren’t implemented correctly.
Currently, as per federal law, employers are required to pay employees at least $7.25 per hour, although many state laws (and some cities and counties) have different minimum wage requirements. However, many federal lawmakers and citizens want to increase the federal minimum wage to $15 per hour because they claim that workers making less than […]
Yesterday’s post outlined the benefits of having a people-centric workplace, and today’s post will outline some action items and best practices for how you can build and endorse this type of environment.
Yesterday’s post detailed information about why you should offer postsecondary education benefits to your employees, and today’s post will outline more information on how to do this.