The total number of workplace injuries may be declining, but the risks—and associated costs—are growing more complex.
The total number of workplace injuries may be declining, but the risks—and associated costs—are growing more complex.
With this year marked by economic uncertainty, some employers have chosen to offer smaller pay increases. That may lead to dissatisfaction among workers still contending with the effects of inflation and rising costs.
It may be tempting to eliminate diversity, equity and inclusion policies entirely. But before you do so, consider the potential unintended consequences, especially if you lay off everyone you hired to run the programs. Those sidelined employees who were supposed to help you create a diverse workplace may sue you.
Under increasing pressure, Immigration and Customs Enforcement has entered the next phase of immigration enforcement—strict scrutiny of Forms I-9 and workplace raids.
• An overview of ChatGPT and how it can work well for HR departments.
• How to proceed with caution when it comes to biases and incorrect information.
• Ways to avoid common legal issues that can arise when using ChatGPT, including data privacy, intellectual property and liability concerns.
• How to improve upon many HR functions while saving time, including job descriptions, performance appraisals, coaching and helping neurodivergent employees.
• Proper categorization. Distinguish between business records and non-records.
• Setting rules. Establish records rules for email, mobile devices, social media, Zoom, Microsoft Teams, Slack and other electronic tools.
• Keeping policies up-to-date. Implement documentation policies on emerging HR concerns like marijuana use, compliance with eDiscovery guidelines, litigation-hold policies and more.
• Guaranteeing compliance. Ensure on-site, remote and work-from-home staff comply with records rules and manage HR records effectively.
• Document security. Protect personal privacy and confidential and sensitive information using best-in-class technology and tools.
• Leveraging technology. How to use software tools for record retention, along with monitoring, policy management, content management, antivirus and other records-related software.
We offer employees a pay advance of up to 60 hours or PTO if they want to use paid time off before having earned it. What happens if they quit or are terminated before earning that advance payment back? Can we simply deduct the amount from their last check without their specific consent?
A bipartisan group of lawmakers is working to change the legal standards older employees must meet to bring forward age-discrimination claims.
According to the EEOC, agency guidance does not have the force of law.