Archives for SHRM - Page 1255
Take a Team Approach to Financial Wellness
Organizations often cobble together financial wellness programs by offering separate solutions for various personal financial needs—such as 401(k) investment advice, household budgeting/financial planning, health care consumerism or student-loan debt assistance.…
Corporate Attorney’s Letter to Staff Results in EEOC Lawsuit
A communication from corporate counsel to staff might result in potential liability under employment discrimination laws if it constitutes unlawful interference with a worker's civil rights
Employee Challenges Change in Duties After FMLA Leave
A former school district employee may proceed with his claim that the district interfered with his Family and Medical Leave Act (FMLA) rights by failing to place him in the…
What to Do When an OSHA Inspector Knocks on Your Door
A visit from an OSHA inspector can be stressful for employers—so here are some tips from workplace safety experts to help employers navigate through the process
Kids Steal the Show, Lend New Meaning to 'Work/Life Balance'
When an international relations expert's BBC interview in his home office was interrupted by his children, it was a hilarious reminder about the challenges of working remotely
Employer Value Propositions Are Brand Building Blocks
What do 84 percent of the world's top 100 most attractive employers have in common? An employer value proposition
10 Branding Commandments for HR Leaders
What would your HR superhero name be? Queen Commonsense, Captain Awesome, Fair Man, The Friendly Enabler? Author and keynoter Kaplan Mobray asked that question of the SHRM Leadership Development Forum…
Gender Pay Gap Transparency Act: A Push for Equality or a Waste of Time?
Gov. Jerry Brown soon will decide whether California's big businesses must reveal salary data for male and female employees, a move supporters say will help resolve women's entrenched pay inequity,…
Labor Unions Fight Immigration Enforcement
Labor union organizers are instructing their members to resist worksite immigration enforcement raids. Through contract negotiations, they hope to restrict employers from cooperating with federal immigration agents