If you are like most HR professionals, you are inundated with résumés from applicants looking for jobs at your company. Sifting through the summaries of job applicants’ credentials and experience can be a Herculean task. When you find the perfect applicant with a stellar background, your efforts may seem worthwhile. Unfortunately, sometimes applicants who tout amazing credentials on résumés aren’t as stellar as they appear on paper.
Employment policies: Do they keep organizations running smoothly? Or are they trouble waiting to happen? The answer to both questions is: sometimes.
Human resources professionals spend a lot of time working on policies they hope will lead to productive, fair workplaces. Often, though, policies can cause more problems than they solve. Adding to the dilemma, HR practitioners and legal experts don’t always agree on what makes a good policy.
In 2013, the Occupational Safety and Health Administration (OSHA) launched the Temporary Worker Initiative (TWI) to focus on preventing injuries and illnesses among temporary workers. OSHA recently released a policy memorandum addressed to its field staff reminding them of the agency’s long-standing enforcement policy for temporary workers. The memo specifically attempts to clarify the responsibilities of staffing agencies relative to the duties of host employers and to provide guidance on when inspectors should open an investigation.
January is here, which means diet, exercise, and wellness resolutions aren’t far behind. And, like many of us, the EEOC has “wellness plans” on its list of 2015 New Year’s resolutions. The Chicago branch of the EEOC recently filed its third action alleging that an employer-sponsored wellness program violates the Americans with Disabilities Act and the Genetic Information Nondiscrimination Act. In filing these actions, the EEOC has implicitly challenged the Affordable Care Act’s express approval of wellness programs. Read on to find out why this topic is not a fad you can ignore.
When employees take leave under the federal Family and Medical Leave Act (FMLA), employers generally know the drill about what to do when the leave ends: The employee must be reinstated in the same position he or she left or one that is equivalent.
But just because the law is rigid in many respects doesn’t mean there isn’t leeway in some situations. For example, reinstatement may not be required for employees deemed to be “key employees.” Recently a group of attorneys well-versed in FMLA issues was asked about exceptions to the reinstatement rule for certain high-level employees. Here is their take on that limited exception to the FMLA rule.
It’s that time again, when many of us take inventory of the past year and make resolutions for the coming year—for example, to do better, work smarter, become more efficient, or waste less time. For some of you, focusing on aspirations for the coming year may be part of a formalized process of establishing annual goals and targets, strategic planning, or simply making next year’s “to-do” list. Regardless of how the process is done or what it’s called, the fundamental purpose of annual resolutions is the same: to plan for a better, brighter, more successful future.
by John E. Hall
The Occupational Safety and Health Administration’s (OSHA) most-violated standards for fiscal year (FY) 2014 were recently announced at the National Safety Council Congress and Expo in San Diego, California. Once again, there were few surprises. Employers would be wise to assess their efforts to comply with the 10 identified standards.
The human resources staff may not be able to pull off a Miracle on 34th Street, but that doesn’t mean they can’t make life better at work. In fact, HR professionals looking for holiday “gifts” for employees have an array of options.
While they may not rival the hottest gifts of the season, a few initiatives typically under the HR umbrella can benefit both employees and employers.