It is important to be aware of the recent rollbacks that were made to the U.S. Department of Education’s Office of Civil Rights’ (OCR) gender-equity law by the country’s current administration, or specifically guidance of Title IX expectations and standards. To refresh your memory, this amendment debuted in 1972 and prohibits sex discrimination in educational institutions that receive federal funding, and directs how colleges and universities respond to sexual misconduct claims.
What You Should Know About Retaliation in the Workplace
Problem Employees Are Your Problem Too: How to Manage and Document Difficult Employee Behavior
How to Minimize FMLA Lawsuits
As a corporate supervisor or manager or even a company owner, how you respond to employees’ requests for Family Medical and Leave Act (FMLA) leave is significant. You do not want to find yourself in the middle of an employment law violation by showing your displeasure or by infringing workplace leave policy. This was a key topic of discussion at the Society for Human Resource Management’s (SHRM) annual conference this past June.
Unique Challenges that Hospital and Healthcare HR Departments Face
HR professionals in hospitals and other healthcare organizations face precarious challenges that other industries don’t necessarily contend with. Due to stringent regulations, hospital and healthcare HR departments must be cognizant of compliance and consumer satisfaction even more so than in other industries. If job satisfaction is held high on HR’s priority list, then the other chief priority of providers—quality patient care—can take center stage.
Is Your Company At Risk? Follow These Steps When a Complaint is Filed with the EEOC
As an HR manager or company owner, you would probably agree that one of the last things you’d want to deal with would be a discrimination charge notice from the EEOC. In the wake of the last year where harassment claims and lawsuits have pervaded both corporate and popular culture, the potential of such charges crossing your own desk looms large. If you and your organization do find yourselves in this precarious position, the cautious steps you take to navigate through this process may be your saving
Workplace Dress Codes: What’s Allowed?
If you own a business or are a Human Resources manager, you know that establishing and enforcing a dress code is not the easiest feat. It becomes even harder during the “dog days” summer months, when we are used to seeing the masses clad in tank tops, shorts, and sandals. In the age of the casualization of dress in the workplace, there’s a fine line between allowing less formal clothing and making the office environment too breezy. Consider the following topics when you are creating or revising a dress code policy:
HR departments stand to gain a lot by tracking employee turnover. Valuable data can be collected and deeper insights drawn to reveal the potential source of the turnover, whether it be job dissatisfaction or other more personal reasons. This key HR metric can help companies assess and prioritize changes or adjustments to their culture or practices in order to decrease attrition and ensure retention of employees in the future. Ultimately, employee turnover can result in the wasting of resources and training, as well as put a drain on your company’s bottom line.
If you own a business or are a HR manager, maintaining unified employee relations is integral to your company’s success. Though you may constantly try to have a finger on the pulse of your company, you know that a plethora of unexpected problems can pop up on a dime. While this is inevitable, the key to dealing with common employee relations issues is having a plan and multiple supports in place so that when issues do arise, they can be addressed swiftly and effectively.
As an HR professional, there are a myriad of daily challenges in maintaining the integrity and confidentiality of employee data and information. This reality has been compounded by the recent rollout of the GDPR, or General Data Protection Regulation, a privacy law that took effect in the European Union on May 25, 2018. Intended to strengthen the protection of personal data, it replaces the national data protection laws with a new comprehensive set of guidelines.