Archives for SHRM - Page 203
New York City Bill Would Abolish At-Will Employment
Legislation proposed in New York City would prohibit employers from terminating employees without just cause. It would also ban the use of electronic monitoring in
New Jersey Edges Closer to Implementing Landmark WARN Law
A bill advancing in the New Jersey Legislature would expedite the implementation of significant changes to the Worker Adjustment and Retraining Notification law, which
Twitter’s Layoffs Allegedly Discriminated Against Women
Twitter is being sued for allegedly targeting women during its recent layoffs—the latest claim filed protesting how the layoffs were handled
What Is Recruitment Research?
Offering a mix of candidate sourcing and vetting with useful talent intelligence, recruitment research is another option to staffing firms and recruitment process
'Tis the Season for Employers to Address Skyrocketing Stress
Despite the cheer of the season, it's not the merriest time of year for everyone. That makes it all the more important for company and HR leaders to address employees'
Holiday Employee Gift Giving in a Post-Pandemic World
It's gift-giving season, and many employees are creating a wish list for bonuses or acknowledgments from their employer. But the challenges of the post-pandemic
California Court Limits Permissibility of Time Rounding
A recent California Court of Appeal decision, Camp v. Home Depot U
How Can Organizations Improve Workplace Equity?
Many companies are enhancing their diversity, equity and inclusion (DE&I) initiatives. But too often, they place more emphasis on diversity and inclusion than they do
Ask HR: How Can Employees Help Recruit New Workers?
How can employers work with current employees to improve recruitment? How can a long-term employee convince a boss that a payraise is long overdue? SHRM President and
Guns in the Workplace: What Has Changed, and What Can Employers Expect?
The Supreme Court significantly curtailed a state’s ability to restrict citizens’ right to carry firearms publicly for their self-defense. Employers can still prohibit