On November 7, @shrmnextchat chatted with the SHRM Government Affairs Team about 2018 Midterm Election Results and Implications for the Workplace.
If you missed this important chat you can read all the tweets here or below:
Last night’s midterm elections resulted in a tilt of power for the 116th Congress with democrats clinching the majority in the House of Representative and republicans expanding their majority in the Senate.
This was first published as the “Ask HR” column in USA TODAY.
Those who know me understand that I can act as a provocateur in conversations. I question. I disagree. I offer a counter-point.
In less than two months, the Presidential election will take place. You are thinking about that when you see your receptionist wearing a button for her political candidate.
You ask her to remove it because you have customers of diverse political views. She says “NO,” promising to file a case with the Supreme Court because you are violating her First Amendment rights. Note to SCOTUS: we hope you enjoy her as much as we do.
A regular round up of news, legal trends and workplace developments to help keep HR ahead of the curve
Your company’s stance on politically-charged discourse at work says a lot about company culture, but it’s also an important indicator of success in the 21st century.
As Election Day approaches, employers should review their policies for compliance with state law requirements for providing employees with time off to vote. Some states have no rules, but others require all employers to provide employees with time off to vote and impose civil and criminal penalties for noncompliance.
Viewers turning in to CNN, CNN Headline News, and CNN’s Airport Channel beginning Aug. 26, 2012, will see a 30-second commercial from the Society of Human Resource Management.
“The pace of change is accelerating—the way we perform, compete, and grow,” intones a voice-over for the ad as images of a rotary phone, a computer keyboard, then cell phone and e-tablet whizz by.