Employers are likely to see that situation repeated as more protests are scheduled for the coming months. A walkout to support “A Day Without a Woman” is scheduled for March 8, and another “A Day Without Immigrants” is scheduled for May 1.
It’s bad enough that flu can make people miserable and hamper an employer’s operations, and it may be even worse when employees decide to power through and come to work sick, thereby spreading the misery. But besides dealing with the illness, employers have legal and policy issues to consider, including whether they can require employees to take flu shots and how to handle absences.
Various health authorities recommend vaccinations, and some employers require them for at least some employees. But many employees object on religious or other grounds.
A survey showing most U.S. office workers have negative feelings toward traditional performance reviews may not be earth-shattering news. It’s hardly a surprise to learn that large numbers of employees consider such reviews stressful, tiresome time-wasters with fallout often coming in the form of tears and resignations from disappointed workers.
Despite widespread disapproval, traditional reviews survive because employees need to know where they stand and employers need a record of employee performance and how they’ve communicated expectations to employees.
More than 16 years after issuing the original notice of proposed rulemaking in 1990, the Occupational Safety and Health Administration (OSHA) has released a final rule revising its standards on slip, trip, and fall hazards and personal fall protection systems.
OSHA is charged with enforcing the Occupational Safety and Health Act of 1970 (OSH Act), which applies to virtually all private-sector employers. To that end, OSHA has promulgated a substantial set of “standards” with the goal of preventing workplace accidents and improving the quality of employees’ day-to-day work environments.
President Donald Trump’s executive order affecting foreign nationals and refugees from seven Muslim-majority countries sparked an uproar from a number of major employers—particularly those in the tech sector—but it may be just the first signal of a new and uncertain atmosphere for companies wishing to employ foreign workers.
Trump’s order, issued on January 27, prohibits people from seven Muslim-majority countries from entering the United States for at least 90 days. Besides triggering confusion at U.S. airports where affected travelers had already landed, the order sparked protests, court actions, and even the firing of the acting attorney general, Sally Yates. Trump dismissed her after she instructed Justice Department attorneys not to defend the executive order because of her concerns about its legality.
Advertising is a cool job because there is a legal concept associated with it called “puffing”: You generally can’t sue somebody for advertising that they are great or huge or the best because a consumer has no business believing that stuff anyway. How liberating!
Sometimes it seems you can’t turn on the television, open a magazine, read a newspaper, or look at the Twitterverse without hearing all about the latest diet craze. Despite what marketers have been selling for ages, we all know that none of those promises is true. Any kind of drastic change, including changes in HR, is going to take consistent hard work to make it happen. So how does the most sensible type of diet advice stack up in the HR world?
Surveillance cameras have become so common that people barely notice them even when they’re in plain sight. Cameras frequently hum at traffic signals, parking lots, stores, even offices and factory floors. They’re not always obvious, though. Employers may want to use hidden cameras to secretly monitor workers–especially if workers are suspected of misconduct and the employer needs to catch them in the act.
But in some circumstances, an employer is wise to resist the temptation to install hidden cameras, and various factors need to be taken into consideration before installing any kind of surveillance system.
Employment attorneys are frequently left to clean up the mess after a difficult termination. But engaging with your employees in a professional and respectful manner can go a long way toward simplifying termination cases. The following article provides some hard-won advice on the do’s and don’ts of employee terminations.