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The holiday season is a crucial time for employers. It’s when the inevitable question of "What should we do for the staff?" arises, often leading to a last-minute scramble for generic gifts.
Temporary and part-time employment increases this time of year as many retailers and other employers add headcount to accommodate a surge in business. As an employer, it’s critical to remember that even though seasonal workers are temporary or part-time, they are protected by most of the same employment laws that apply to your full-time staff.
The most damaging FMLA violations are those that punish an employee for exercising their rights.
Thorough documentation is important, and it can help you avoid possible lawsuits and prevail in cases that are tried in court. A primary purpose of personnel documents is to help persuade a third party, such as a judge, jury, arbitrator, or mediator, that you made a reasonable and sound business decision based on the information available to you at the time.
The end of the year can be one of the busiest times for employers: performance reviews, policy updates, and planning for next year. But amid the hustle, it’s easy to overlook key HR responsibilities that can come back to haunt you later.
In a challenging business climate, an employer may seek to explore ways to reduce workforce spend. When cuts to compensation and benefits and other alternatives to reductions in force (RIFs) are not feasible due to business conditions, an employer may need to decide on a type of separation from employment.
When people think of common medical issues, they tend to think of physical diseases like cancer or heart disease. But with about
20 percent of US adults experiencing some degree of mental illness each year, managing mental illness in the workplace is a priority for HR and business leaders.