Archives for SHRM - Page 1280
Ford Settles Racial, Sexual Harassment Claims for $10M
A large, recent settlement of harassment claims reminds employers of the importance of finding ways to root out all forms of harassment, management attorneys say
Nearly Half of Employers Continue to Ask About Criminal History on Job Applications
About half of employers that conduct pre-employment background checks still have a question on their application forms inquiring about applicants’ criminal histories, despite the growing momentum to “ban the box”…
Same-Sex Spousal Benefits Remain Undetermined in Lone Star State
The Texas Supreme Court recently refrained from declaring that same-sex spouses must have access to the same employee benefits as opposite-sex spouses
DOL Tip-Pooling Regulations Ruled Invalid
Employers that pay employees above minimum wage, without claiming a "tip credit," are not obligated to give employees a share of customer tips, according to the 10th Circuit
What's Your Personality Type? A Q&A with Gretchen Rubin
Best-selling author and podcast host Gretchen Rubin explains how to reduce conflict in the workplace by understanding four common personality types
Is Earning an Undergraduate Degree in HR the Best Way to Prepare for an HR Career?
Is earning an undergraduate degree in HR the best way to prepare for an HR career? Two experts debate the issue
How to Create a Career Plan
In today’s highly competitive and constantly changing employment landscape, you must have an action plan to move your career forward—whether you intend to remain in human resources or to use…
Career Lessons from Indira Sovakar: Seek New Challenges
Indira Sovakar, the senior vice president of HR at global professional services firm Genpact applies an evidence-based approach to keep pace with global challenges
Viewpoint: How to Formalize Mentoring
If done the right way, mentoring programs can have long-lasting, positive effects on participants
How to Support Employees through Grief and Loss
Paradoxically, offering employees more time to deal with their grief—through longer bereavement leave, reduced hours and flexible schedules—could wind up costing organizations less. By addressing the issue directly, organizational leaders…