Archives for SHRM - Page 1233
When Workers Stand You Up at the Holiday Party
When some workers RSVP yes to a holiday party, but never show up, it means the company can be on the hook for food that will not be eaten, drinks…
'Employment at Will' Isn't a Blank Check to Terminate Employees You Don’t Like
Before firing someone under at-will circumstances, consider that it's not uncommon to receive a retaliation claim, a discrimination claim or a similar action, employment attorneys warn. In court or agency…
'Employment at Will' Isn't a Blank Check to Terminate Employees You Don't Like
Many small employers and, especially, their CEOs believe "employment at will" allows them to fire a worker for just about any reason. The truth isn't that simple
Train Your Managers on the FMLA, or You're Courting Trouble
When a manager learns that an employee is in the hospital for several days, that’s almost always enough information to assume that the employee may need Family and Medical Leave…
Chicago Adopts Law Protecting Hotel Workers from Sexual Assault
To provide hospitality workers greater protections against sexual harassment and assault, the Chicago City Council passed an ordinance requiring all Chicago hotels to adopt a panic button system and an…
Louisiana Court Finds Executive Order on LGBT Protections Unconstitutional
Louisiana Governor John Bel Edwards signed an executive order in April 2016 that sought to protect lesbian, gay, bisexual and transgender individuals, among other protected classes, from discrimination practiced by…
Will Illinois Ban Salary History Inquiries?
As the 2017 legislative session closed in Illinois, Gov. Bruce Rauner vetoed several measures relating to labor and employment issues—including a ban on salary history inquiries
Your Career Q&A: Gaining Relevant Experience to Land the Job You Want
If you don't have real know-how in delivering the majority of a target job's requirements, landing that job is unlikely. So, it's up to you to gain the real-world experience
Global Mobility: International Assignment to Germany from China or New Employment?
Should Chinese employees assigned to work in Germany have a current Chinese employment contract with an addendum governing the engagement in Germany or a new German employment contract?