Ten Human Resources Steps that WILL save you!

As I was teaching my HR certification class on Saturday we talked about the issue of how HR is to respond to an employee revealing information about actions that could be damaging to the company, but then asking HR to keep it confidential. Of course, HR cannot do that. They have an obligation to investigate. …

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More Stupid HR: Examples of Poor HR Decision-Making

  It has always been my contention that policies should act as guidelines for decision-making not as hard and fast rules that allow no variation. Yet too many managers and HR non-professionals (if you were professional you would understand this) follow the “letter-of-the-law” and end up making poor decisions. So here are two examples of …

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A Tip for Candid Conversations

  This afternoon I was talking to a client and discussing the performance appraisal process. I mentioned one of the downfalls was that many supervisors are hesitant to be candid with employees and tell them the truth about their bad performance, not necessarily bad enough to fire them but bad enough to say “no raise.” …

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Hire Slow, Fire Fast: Revisted

  It is best to “Fire Fast” I was reading an article written by my friend and blogging attorney Jon Hyman where he related a story of an organization that allowed a poor performing employee to go SEVEN years before they terminated him. Naturally the employee figured out what was happening and claimed sexual harassment …

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In HR and Management Opinions Can Get You in Trouble

I am certain it is no shock to anyone that having an opinion and expressing it can get you in trouble. It has happened to most, if not all of us, at some time. As a result of that experience many people avoid expressing their opinions to avoid conflict while others embrace the conflict and …

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Good Documentation and Good HR Practices Count

It is important to occasionally revisit why good documentation and good HR practices count in making sure your company is well run and stays out of trouble. A decision handed down in March of 2011 by the Supreme Court of the United States (SCOTUS) demonstrated why companies should ensure that they promptly investigate ALL complaints …

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Good Advice on Handling FMLA

I spent some time reading this weekend and came acroee some great advice in how to handle a difficult FMLA situation. The author, Jeff Nowack, wrote an excellent post on how to handle discipline in conjunction with FMLA. Three key elements to in his advice are: How egregious is the behavior you are conducting the …

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Here is The Reason You Want to Be in Compliance!

There is one major reason that as a company you want to be in compliance with employment law. Figured out what that reason is yet? I will tell you in a minute. First, how do you insure you are in compliance? Here are several ways: Know the laws that apply to your company. Not an …

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5 HR Lessons to Start the Week With

 I read a lot of other blogs. I like to pass on the good reads to you. Here are five that I think provide you with some five HR lessons for you to start your week with. The first lesson is one of unintended consequences. I got this one by reading Ben Eubank’s Upstart HR post …

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Companies Get the Liability for Supervisors Decisions

If you have been around business for any period of time, and around HR in particular, you know that most of the employment based lawsuits companies get are based on the actions and decisions of superviors. The doctrine of vicarious liability, also known as respondeat superior, means employers get the liablity for the decisions of …

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