Archives for SHRM - Page 979
FLSA Claims Go to Trial
An employee who was paid a fixed amount for certain tasks, not paid for other tasks, and not paid overtime for certain paid tasks raised issues that a jury should…
Your Career Q&A: Fighting Age Discrimination
With the realities of ageism in professional life today, you can adapt by determining not which jobs are available, but which job best utilizes the experience and wisdom you've accumulated…
Tech Advice for HR Departments of One
HR departments of one, in which a single person manages all aspects of a company's HR processes, are often the first to say they need some kind of technology to…
Hey, You! Read This!
Rude e-mails are the bane of the workplace and can have major consequences. Here's how to respond--or not--to thoughtless messages
These Federal and State Trends May Prompt Handbook Updates in 2019
By now, many businesses have updated their employee handbooks to reflect 2018 changes and new laws that took effect Jan. 1
Staffing Agency and Client Company Could Both Enforce Arbitration Agreement
A staffing agency and the business to which two workers were assigned could enforce an arbitration agreement between the agency and workers, a California appellate court ruled
Weed at Work: Is All Cannabis Illegal?
The legal landscape surrounding marijuana and the workplace is dynamic and changing quickly. Employers must navigate a labyrinth of federal and state statutes and court decisions when developing substance-abuse policies…
Tech Industry Pushes for U.S. Version of GDPR
Cisco Systems has joined other Silicon Valley giants Facebook, Google and IBM in calling for a new comprehensive federal law governing how businesses handle data
Successful but Feel Like a Fraud? How to Deal with Impostor Phenomenon
People who feel like impostors--attributing their successes to good luck instead of their hard work, talent and skill--run the gamut, from students to CEOs
ADP Isn’t Liable for Employer’s Alleged Wage Violations
ADP—and other third-party payroll service providers—can't be held liable for claims of wage and hour violations against the employers that use their services, the California Supreme Court recently ruled