An acting deputy special counsel of the U.S. Department of Justice (DOJ), Civil Rights Division, recently issued a technical assistance letter explaining that during an internal I-9 audit, a company shouldn’t request documents that an employee didn’t present when he originally completed his Form I-9 or ask for better photocopies of the documents provided by the employee.
Few would deny that the human resources department has its hands full. With change bombarding the workplace at an ever-increasing pace, HR professionals feel the heat. Now, a new study examining 21st century workplace trends concludes that HR is at risk of getting burned.
The Deloitte Global Human Capital Trends 2014 report sounds a dire warning. The report, which brings together 15 years of research along with the views of more than 2,500 business and HR leaders in 94 countries, goes so far as to say HR is “playing catch up,” and there’s a need to “reskill” the HR function. In fact, reskilling HR was one of the top three concerns identified in the study.
The National Labor Relations Board (NLRB) wrapped up a two-day meeting April 11 in which both foes and supporters spoke out about a proposed change to the rules governing union representation elections. But even before spokespersons of pro-union and pro-business interests began their statements, a U.S. House of Representatives Committee was advancing bills aimed at stopping changes that many pro-business interests say would create “ambush” union elections.
The Board claims its proposed changes would streamline the process of conducting union elections and prevent unnecessary litigation. Opponents claim the change would unfairly favor unions and keep employers from effectively countering union campaigns.
Employees adhering to the old-style conventional wisdom that urges them to keep their noses to the grindstone hope their hard work will pay off. But they might be wise to heed a more modern take on how to approach work: Slow down and guard your health.
The concept of “binge working” is getting a lot of attention as more and more employees trying to advance in their careers willingly put in extreme hours. Sometimes binge workers aren’t even trying to leap to the top; they just want to stay employed. They think—perhaps mistakenly—that they have to work what’s been shown to be dangerous hours just to ward off the pink slip in a 24/7/365 era of work.
by Kylie Crawford TenBrook
I’m no longer allowed to cuss in my house. It was a tough habit to break ― as the only girl in a family of seven children, I grew up with a lot of profanity. But I realized that I had to change my family’s behavior after a recent trip during which my three-year-old “impressed” her grandparents with her incredibly vast four-letter-word vocabulary. So now when I cuss at home, my daughter puts me in time-out until I apologize and promise not to do it again. (Although, admittedly, this has led to the occasional cussing, followed by a refusal to apologize, just so I can have some alone time.)
I think it’s a pretty simple concept. If I’m going to set and enforce rules, everyone, including me, has to follow them. Otherwise, the rules won’t be taken seriously.
It’s tempting for employers to put rules in the company handbook informing employees that they are prohibited from discussing wages and benefits with coworkers. Such policies often warn employees that violators will be subject to discipline up to and including termination.
But who’s really in trouble because of that kind of policy? The employee polling fellow workers about their paychecks, or the employer that established the policy?
Last week, we brought you an article about the UAW losing a recent election at VW and how it may be a sign of the end for the union. As unions struggle in some traditional areas, they are reaching out into previously uncharted territory, making headlines this week with the story of college football players at Northwestern who want to unionize.
It’s an HR nightmare. A boss pressures an employee to lie, cheat, and steal as part of the job. Maybe that same boss also routinely yells and curses at employees or makes them work uncompensated overtime. There’s no excuse for it, but sometimes bosses behave badly, and they can do untold harm in the process. A survey from global recruiting organization FindEmployment recently shined a light on some unsavory situations employees have encountered.
FindEmployment conducted a poll that found that 41 percent of workers surveyed reported that they have been shouted at by their boss in a work-related discussion. Twelve percent said they have been sworn at and verbally abused, and 8 percent said they have been blackmailed or threatened by their employer.
Following the United Auto Workers’ (UAW) election loss at Volkswagen’s (VW) automobile plant in Chattanooga, Tennessee, AFL-CIO President Richard Trumka declared, “That was just round one” in organized labor’s southern strategy. From my perspective that is nothing more than “making lemonade out of lemons.”