• The HR Specialist - Print Newsletter
  • HR Specialist: Employment Law
  • The HR Weekly

HR Management

You must prove OSHA compliance is impossible

11/27/2018
The federal Occupational Safety and Health Administration has the power to fine employers that don’t follow workplace safety rules. However, if an employer can show that providing safety measures would be impossible, compliance would not be required.

Beware the 6 deadly sins of bad management

11/26/2018
According to an Inc. report, here are the six most common management mistakes that lead to turnover—all avoidable if the right actions are taken.

What should the day after a layoff look like?

11/25/2018
After a layoff, most organizations try to get back to business as usual.

Snapshot: ‘Post-millennials’ are the most diverse generation in U.S. history

11/20/2018
Half of Americans ages 6 to 21 belong to a racial or ethnic minority, a far higher percentage than ever before.

Don’t assign disciplinary points for reporting injuries

11/19/2018
A federal court awarded a machine operator in Wisconsin $100,000 in back wages and compensatory damages after he was fired soon after reporting an on-the-job injury.

Seasonal stats: Thanks for the extra hours?

11/15/2018
A new survey by yougov.com found that 17% of Americans will report for work this Thanksgiving Day.

Employers step up efforts to quell violence

11/15/2018
In a trend that appears to be accelerating, employers in more industries are trying to find practical ways to keep their workers safe from violent attacks.

Employment law update: Harassment training, Labor Class protections

11/14/2018
Final statewide sexual harassment policy and training guidelines have finally been issued in New York, and the rules differ significantly in several important ways. Plus, more civil service employees now have job protection.

Posting FMLA notice helps cut off lawsuits

11/14/2018
Employers that post appropriate FMLA notices alerting workers to their FMLA rights—and train managers on the FMLA—generally get the benefit of the two-year deadline.

Beat bias lawsuits by showing you enforce attendance rules fairly and impartially

11/14/2018
Courts like to see employers use fair, business-related reasons for discipline. A neutral no-fault attendance policy, applied evenhandedly to all workers in the same job classification, is very likely to stand up in court.