Posts Tagged Employment Law
One-half (51%) of organizations reported that there had been incidents of bullying in their workplace. The three most common outcomes of bullying incidents that organizations reported were decreased morale (68%), increased stress and/or depression levels (48%) and decreased trust among co-workers (45%). This is part one of a two-part series of SHRM survey findings on workplace bullying and violence.
There was an unscientific experiment conducted in the 1950’s by Candid Camera to determine the impact of group behavior on individuals. The experiment took place in an elevator in what appears to be an office building. Without knowing they were being filmed, each subject walked into an elevator with complete strangers.
In case you missed it, here’s what happened on We Know Next.
Mike Aitken, SHRM’s Vice President of Government Affairs, shares his thoughts on key issues surrounding the 2012 political landscape as they relate to HR and business professionals.
Meanwhile, U.S. military veterans are being hired, yet not targeted in recruitment, according to a recent military poll conducted by SHRM.
Texts can resurface in employment law litigation, so employees should be trained to keep all of their communications, including texts, professional. All too often, employees think that their texting is personal, according to Christine Walters, MAS, J.D., SPHR, a consultant with FiveL Company in Westminster, Md., and author of From Hello to Goodbye: Proactive Tips for Maintaining Positive Employee Relations.
Between now and New Year’s Eve, just about everyone — from late-night comedy show hosts and newspaper editorial boards, to individual families — will be compiling their Top 10 lists for 2011. SHRM’s Government Affairs Team has taken a slightly different approach and compiled its Top 8 list of HR public policy accomplishments for this past year.
In Greek mythology, Sisyphus was a king punished by being compelled to roll an immense boulder up a hill, only to watch it roll back down. No matter what he did, Sisyphus could not get to the top of the hill.
We can all feel Sisyphus’ pain as HR and other executives. We are constantly rolling up against regulatory boulders, plaintiffs’ lawyers and labor unions marketed by the NLRB.
But Sisyphus had it easy in one respect. He did not have to worry about the FLSA.
We are in the middle of a wage and hour revolution. More specifically:
The “Occupy Wall Street” protests are gaining steam across the country. Could employees who participate risk losing their jobs? Recent events show that the answer to this question is “yes,” at least in certain circumstances.
Public radio host Lisa Simeone, on Oct. 20, 2011, told the Baltimore Sunthat she had been fired by the public radio series "Soundprint" because series executives saw her work as a spokeswoman for one of the groups involved in the Occupy DC movement as a violation of the series’ producer’s ethical code.
There has been an astronomic increase in employment litigation. The result is that there is almost an apoplectic fear of litigation. Indeed, because the cost of litigation can be so high, sometimes we try to avoid risk at all cost.
But we cannot avoid risk. It is not a question of risk avoidance, but rather risk selection.
In my experience, here are the top three mistakes that are sometimes made in managing risk and can result in buying one risk to avoid another.
Senior finance leaders have long taken special interest in human resources, given that compensation and benefits constitute a large portion of any organization’s expenses. But according to a recent study, American chief financial officers (CFOs) might be ratcheting up their oversight of HR because of the tough economy and concerns about health care reform legislation.
Earlier this year, a local teacher was suspended after her school learned about nasty comments on her personal blog concerning her students. And that story became national news. Now, word has it that the school is considering a social-media policy. Well, it's about time!
Social-media policy? We don't need no stinkin' policy! Then again...
When the Obama administration rolled out the much-anticipated American Jobs Act (S. 1549) on Sept. 12, 2011, the $447 billion proposal presented the classic good news/bad news scenario to HR professionals and their organizations.