New Research Spotlights HR Management Policies, Practices in U.S.
Posts Tagged HR Policies
SHRM, in collaboration with U.S. Travel Association, conducted a survey to examine HR professionals’ opinions about the importance of vacation. A large majority of HR professionals believe that when employees take vacation, it makes a positive impact on performance, morale, wellness, culture, productivity and retention. This study also looks at the amount of vacation offered to employees, rollover policies, and the number of unused vacation days.
We’re now in the home stretch of my tips for harassment policies and complaint procedures. (It’s not exactly like America Pharoah’s “home stretch” run for the Triple Crown – but close!)
“Pregnancy” as a Protected Characteristic
My first tip creates a very cathartic experience because it forces me to admit that nobody’s perfect, including me. In my case, the “no-harm/no-foul” rule saved me. But, there was once a client who wasn’t as lucky.
The recent announcement about Sheryl Sandberg being unable to join us in Las Vegas at SHRM’s Annual Conference is no doubt disappointing to a lot of people – myself included. But at the same time who can fault her for wanting to and needing to be with her family during this difficult time.
I have been reading a lot about the sudden passing of her husband, Dave Goldberg and it got me thinking about a lot of things. First the outpouring of condolences, thoughts and prayers from so many people that Sheryl and Dave both knew and did not know were wonderful to see.
Complaint Procedure (With More “Fixes” to Come)
On June 29 – for the twenty-first straight year - - I will have the pleasure to share my expertise on handbooks at SHRM’s 2015 Annual Conference. Over the years, approximately 10,000 SHRM members have walked away with a new way of looking at their handbooks: “every word counts.”
On my speaking boondoggles around the country, what’s the biggest issue I hear from HR professionals involving transgender employees?
Yep, it’s the use of the bathroom.
It’s the holidays, and employers naturally want to reward workers with a party: some finger food, alcoholic drinks, festive decorations and a chance to unwind with co-workers.
What could go wrong?
A lot, if HR managers don’t properly plan.
Replace Candy Crush high score with email contacts on a personal iPhone used for work (BYOD), and you have the issue that a federal court in Texas recently tackled.
This case presents a set of facts not unlike those which could easily arise in your workplace.
December is a time to breathe a sigh of relief as we finish a year of accomplishments. The beautiful lights, music, decorations and parties create a fun and festive atmosphere as workplaces around the world celebrate multiple holidays. To quote a familiar holiday song, “It’s the most wonderful time of the year” -- unless you’re in HR.
Remember that Americans with Disabilities Act case involving Walgreens and the $1.39 bag of chips. In that one, the store appeared to really step in it by firing a diabetic who ate a bag of chips from the store without paying for it. The employee claimed that she needed the chips for her diabetes. The store defended its actions by arguing that the employee violated its no-grazing policy. $180,000 later, that case settled.
On February 15, Baltimore Ravens running back Ray Rice punched his fiancée Janay Palmer in the face so hard that it knocked her out cold. It was recorded on a hotel surveillance video, and by now we’ve all seen it.
The NFL’s handling of the incident has prompted a torrent of questions and debate about how domestic violence should be handled by employers, regardless of size or prominence.
When contemplating a course of action or implementing a new procedure/policy HR practitioners stand at a metaphorical crossroads.
In general the process begins with the question “can we do X?” which is a perfectly acceptable, and appropriate, place to start. After all, as much as we may take umbrage at the relentless HR stereotype that we’re rule-enforcing bureaucrats who take great delight in policing every action there’s no denying that ensuring compliance and mitigating potential risk is an important part of what we do.
The popularity of electronic cigarettes (aka e-cigarettes) continues to increase across the country. An e-cigarette is a battery-powered device that provides the user with inhaled doses of a vaporized liquid. Generally, the vapor contains nicotine and is inhaled as an alternative to a tobacco cigarette.
December is the time of year to breathe a sigh of relief as we finish a year of accomplishments and celebrate multiple holidays. The beautiful lights, music, festive decorations and parties create a fun and festive atmosphere. As the song says, "It's the most wonderful time of the year" ...unless you're in HR.
It’s small, it weighs very little, and it has the potential to disrupt millions of workplaces.
Google Glass is that cool new toy you’ve been hearing about. A lightweight band worn like regular glasses that features a camera and a small display screen, Glass can take videos, display directions and browse the Internet. It can even be operated by voice command.
Possibilities for workplace benefits are beginning to emerge: Surgeons can get real time data while tending to a patient. Businesses can capture even more data about customers and their buying habits.
As companies around America drag out the lights, consult with caterers and order booze for their annual holiday parties, know that once the celebrations are over, more than one in three employers will report that the festivities got out of hand.
It could be that a worker used the mistletoe as an excuse to get frisky with a colleague, or a few tipsy employees exchanged heated words—or even came to blows.