HR Management

The HR I.Q. Test: September ’15

08/26/2015

Here’s your monthly quiz on HR trends and issues.

SHRM survey: If you’re an HR generalist, you’re in demand

08/18/2015

Human resource generalists are the most sought-after HR professionals, with 55% of respondents to a new Society for Human Resource Management survey who are hiring HR talent saying they were hiring for the position.

Use Deflategate’s lessons to get a grip on investigations

08/13/2015

The issues raised by this NFL controversy provide great lessons for those tasked with conducting an investigation in the workplace.

AG investigates retailers for unpredictable scheduling

08/13/2015

State Attorney General Eric Schneiderman has requested scheduling information from some of the nation’s largest retailers to determine if they are abiding by New York’s “reporting time” law.

Easy hack: Former employees often keep network access

08/03/2015

It’s Item No. 1 on the termination checklist: Ensure former employees can’t get into the computer system. But only about half of IT administrators say they completely cut off network access the same day an employee is terminated.

The HR I.Q. Test: August ’15

07/31/2015

Here’s your monthly quiz on HR trends and issues.

6 questions you must ask when buying lawsuit insurance

07/31/2015

Employment practice liability insurance covers you against losses resulting from employee lawsuits, but it pays to shop around.

How should we respond to the Texas open-carry law that goes into effect next year?

07/29/2015

Q. I keep hearing about the new Texas open-carry law. Does this law apply to all offices? What steps should I take if the new legislation has a negative impact on my business?

Study: CEOs are leaning more heavily on HR

07/29/2015

In this complex job market with a growing talent gap, executives are leaning more on HR leaders these days for innovative business strategies, according to a new CareerBuilder survey.

OK to reference handbook in employment contract

07/27/2015

Employee handbooks aren’t contracts. In fact, to preserve at-will employment status, we usually recommend including a disclaimer that specifically states: “This handbook does not constitute a contract.” But some key employees do work under the terms of employment contracts, and occasionally it may make sense to incorporate your employee handbook rules into those agreements. Referring to the handbook makes its terms and conditions binding on your contracted workers.