From the archive Five mistakes: Incompetent employees are the business’ fault

I think this is always good to revisit. I am helping with a situation that is not all that uncommon. I am sure this has happened to you as well. A manager wants to let someone go. Naturally, there is no documentation. So I ask the question “Why?” “Because he is incompetent, he just can’t …

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What the Heck is "Doffing?"

I originally wrote this post back in 2011. You would think this is a simple issue, yet employers continue to get it wrong. Just yesterday I read an article written by the attorneys of Fox Rothchild, LLP where they described a case where a company is accused of owing overtime to 7000 employees because the …

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The Pay History Ban extends further, now all of California prohibits pay history questions

Back in July of this year, I wrote The trend to ban salary history in the hiring process expands, where I explained that the ban on asking questions about salary history had extended from Massachusetts, New York City and Philadelphia to the city of San Francisco. This ban has since also been enacted in Delaware …

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From the Archive: The DNA of HR Decisions: Why Documentation is Important

I presented a webinar yesterday on the importance of documentation. It reminded me of this post. Recently in Georgia, a man was executed. There were many claims that he was innocent, the courts did not agree. My purpose here is not to discuss this, I make this statement as a prelude to my observation of …

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Making HR An Effective Part of Your Small Business

This is a guest post that I thought was very relevant to the New Year. Nearly 6 million businesses in the U.S. are paying employees, reports the U.S. Census. Maintaining good human resources practice is a legal obligation for your small business. It’s also your employees’ source of information on topics ranging from payroll to …

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8 HR Tips for Small Business Success

Here are 8 tips that I feel will help a small business succeed in handling the “human” aspect of the business. Hire slow, fire fast. Select people carefully, fire judicially, but don’t drag it out. Know what skills are needed to do the job correctly and hire to those, even if it is a friend. …

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Safety Is Not Just a Big Company Issue

  The Occupational Safety and Health Act of 1970 (OSHA) established safety standards for businesses that apply to all size companies. Under the regulation an employer is defined as “a person engaged in a business affecting commerce who has employees.” That is a pretty broad definition. The law also requires employers to comply with “the …

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Trend Watch: Fairness and Performance Appraisal

There has been a lot of discussion in the HR blog world of late regarding the subject of performance appraisal. More and more people are dismissing the importance of the performance appraisal process. There are a number of arguments that have been used, most of which I have always said have more to do with …

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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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SHRM Atlanta Conference Day 2

This morning started out with a good session on Aspirational Talent Acquisition presented by Jenny C. Brock of Human Resources Dimensions. Aspirational recruiting is a proactive method that steps up the process of connecting with candidates, especially the passive candidate that has been sought out by the company. This method relies on executive involvement and …

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