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HR Management

Remind employees to closely read the forms and policies they sign

09/01/2004
Make sure to clearly inform employees who take medical or disability leave at the outset about the length and terms of their leave and the consequences of failing to return to …

You can enforce anti-violence policy off-premises.

09/01/2004
Three off-duty AOL employees met in a company parking lot. Each had a gun in his car and planned to go target shooting at a local gun range. A company security …

Employ simple strategy to catch resume lies

09/01/2004

Here’s an easy-but-effective strategy for helping managers make better hiring decisions: Give them a quick reminder before the interview about the potential …

Remodeling or building? Heed new ADA access rules

09/01/2004
Is your organization planning to build or remodel its stores, offices or facilities that serve the public? If so, review new construction guidelines published last month that explain how far you …

Access free government training on preventing violence at work

09/01/2004
The National Institute for Occupational Safety and Health (NIOSH) just released a 27-minute training video that offers practical ways for businesses to identify violence-at-work risk factors and keep employees safe.
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FMLA notice rules: Provide quick response to leave request

09/01/2004
THE LAW. Eligible employees who want to take leave covered under the Family and Medical Leave Act (Act) must give you 30-days’ advance notice when the need is foreseeable, such …

Write concrete terms into your policies; don’t waffle

09/01/2004
Issue: The wording used in your employment policies. Risk: Overly vague language makes it difficult for employees to comply and makes you more vulnerable …

Lay down the law on when staff can take vacation leave

09/01/2004
Issue: Productivity takes a hit when key employees take vacation at key moments. Benefit: You can legally tell employees when they can take …

Investigate harassment, even if victim is hesitant

09/01/2004

Q. We’re afraid that one of our employees may have been subjected to discriminatory behavior. But she hasn’t filed a complaint. What should we do? Do we have an obligation to bring it up and investigate even if she declines? —S.P., Louisiana

Accommodate group prayer if it won’t cause ‘Hardship’

09/01/2004

Q. A group of our employees met during their break to have group prayer. A supervisor complained to our president, who instructed that we should notify employees that they can’t pray on break time. Nor can they pray during lunch unless they leave the building. Some employees are upset. Is this policy legal? —M.S., California