Archives for SHRM - Page 1307
How HR Can Become Agile (and Why It Needs To)
If software has eaten the world, then agile has eaten the software world. While initially designed to improve the responsiveness of software development teams, more recently agile has become the…
Noncitizen Awaiting Work Visa Entitled to Minimum Wage, Overtime
A Taiwanese national who worked for a company that provides tours for Chinese-speaking travelers was entitled to minimum-wage and overtime pay before getting a work visa
Staples Encourages Internal Mobility to Retain Top Talent
The No. 1 reason employees leave office supplier Staples is lack of career mobility, according to the company’s head of talent acquisition and workforce planning
Employers Make Disability Assumptions at Their Own Risk
Unilateral conclusions reached about an employee's medical limitations can lead to significant liability—$900,000 in this case
When Does HR Cross Over into the Practice of Law?
HR professionals sometimes risk the unlawful practice of law
Worker Who Claimed He Was Fired for Being ‘Too Gay’ Entitled to Trial Under Calif. Law
A Toyota employee who alleged that he was fired from his executive management job because of the perception that he was "too gay" is entitled to a trial on his…
Prepare for More Scrutiny of Mental Health Benefits
Federal agencies have issued a draft model form designed to help plan participants exercise their rights under the Mental Health Parity and Addiction Equity Act. Employers should expect some challenging…
DOJ Abandons Defense of Increased Salary Level in 2016 Overtime Rule
The Department of Justice has abandoned its defense of the increased salary level in the 2016 overtime rule
Religion in the Workplace in France
There is an existing legal framework to regulate religion in the French workplace but it is difficult to adapt it to diverse situations and it cannot, in any case, resolve…
Revival of Opinion Letters Signals DOL Will Listen to Employers More Closely
By reviving opinion letters, the Department of Labor (DOL) is sending the message that it genuinely wants to hear from employers on the compliance issues troubling them