Posts Tagged HR Policies
Programs that help employees return to work following injury or illness and efforts to provide flexibility on the job are some of the most popular—and effective—practices used by employers to retain and advance employees with disabilities, a new study found.
At State Street Corp., a multinational financial services provider, we view flexible work arrangements as a strategic tool for achieving business objectives and employee engagement.
Some U.S. companies are offering additional paid time off for special circumstances, which might help employees maintain their work/life balance, according to Compdata Surveys' Benefits USA 2011/2012 report.
One of the most popular trends in the IT world right now is the bring-your-own-device (BYOD) approach, where employees use their own mobile device at work. Its another case of new technology creating new problems. Before implementing a BYOD policy, you need to weigh the risks against the cost benefits.
How do organizations manage social media effectively?
Via smart phones, mobile sites, business applications and more, the consumerization of IT continues to impact the way employees use technology at work. Many organizations are shifting away from company-issued devices and adopting BYOD (Bring Your Own Device) policies, which allow employees to use the mobile technology they’re most familiar with. There's a lot of buzz around the benefits of BYOD in an increasingly mobile workforce, but little discussion around the policies needed to establish rules and guidelines for usage.
Regardless of whether a woman is just entering the workforce or “of a certain age,” an athlete or secretary of state, beautiful or plain, what she wears to work matters and might affect her career advancement, experts say.
A side effect of HR professionals taking on more leading, visible roles in business could be becoming the target of workplace bullies.
The holidays are a wonderful time to share good feelings and sometimes that includes gifts. But you don’t want your seasonal gift to result in a January gift for plaintiffs’ lawyers.
Now is a good time to look at your policies on giving and receiving gifts and remind employees of their application to the holiday season. Here are some suggestions:
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.
For being a profession with heavy detail and conformity requirements, I’ve always wondered why we aren’t better at using the rigor of science within our work in Human Resources. It would seem to me that the structure and process of the scientific method would appeal to us since we spend much of our time working with structure and process all day long.
Over the years I’ve received a handful of anonymous notes and letters while working at various organizations. Scribbled on pages torn from legal pads or neatly typed and sealed in envelopes, the notes often lacked specifics and were furtively slipped under the door of the HR Department –
“Some coworkers who work in my department are doing things that go against company policy.
I thought you should know. Signed, A Concerned Employee.”