HR News & Articles
These HR articles will give you the news and information you need to stay up to date in the ever changing HR industry.
February 13, 2015 – 6,177 views Michael Mercer, Ph.D.
You sometimes will find it useful to consider an applicant’s appearance or looks when you make hiring decisions. Perhaps you do not like this. But it can help you when looks impact employee productivity.
Of course, you must hire applicants who possess job-related skills needed on the job. And sometimes applicant appearance or looks happens to be one job-related quality that increases odds the applicant could become a productive, profitable employee for your company. Full Story
July 15, 2014 – 6,403 views Mel Kleiman
Yes, desperation can lead to hiring mistakes, but, more often, desperation guarantees mistakes will be made. Being desperate to hire someone is like going to the grocery store after you haven’t eaten for the last three days. Everything will look delicious --- even foods you don’t normally like.
When you’re hungry to hire someone, you’ll be more prone than usual to make the mistake of hiring a person who is a great applicant, but who will not be a great employee. Full Story
June 27, 2014 – 45,759 views HR Resource
Although infrequent, there are times when an employer makes an overpayment to an employee. Reasons for an overpayment could stem from an accounting error, paying an employee at a rate that is too high or incorrect benefit deductions. Other reasons include terminated employees who receive vacation time before it was earned and sales people whose commission was too large. Regardless of how often or the reason overpaying an employee occurs, the employee is responsible for repaying the money when it is demanded. An error is not an automatic entitlement to keep unearned money. Full Story
June 27, 2014 – 4,881 views HR Resource
Intermittent FMLA is one more challenge added to the professional plate of human resource managers. If you take your job seriously, you understand the struggle employers have with balancing leave that is guaranteed by federal law with need of the company. Dissatisfaction and confusion surrounding FMLA intermittent leave does not have to lead to headaches when you understand and evaluate the regulations. While employees have a right to take time off as needed, that right does not extend to abusing the law at the employer’s expense. Full Story
June 20, 2014 – 3,851 views Jeffrey A. Risch
- SmithAmundsen LLC
HB 8, pushed through the Illinois Legislature and ready to be signed into law by Governor Quinn, amends the Illinois Human Rights Act to add to the list of employment discrimination, an employer's failure to provide a reasonable accommodation to an employee based on conditions related to pregnancy or childbirth. Full Story
June 3, 2014 – 4,300 views HR Resource
Despite a firm’s best efforts, some employees will, inevitably, be injured on the job. In 2010, over 4,500 American workers received lethal injuries at work, while millions more incurred disabling injuries (arbill1.web11.hubspot.com). Injuries not only reduce productivity, they also increase worker’s compensation rates and can affect employee morale (smallbusiness.chron.com). Full Story
May 29, 2014 – 3,370 views Barbara Richman SPHR
- HR Mpact
The public has witnessed numerous cases involving organizational scandals and questionable ethical practices in recent years. Companies such as Enron and WorldCom have ceased to exist because of the pervasiveness of unethical conduct. Other organizations, both large and small, have been subject to public scrutiny and legal actions as a result of questionable activities. Reputations have been ruined, individuals have been prosecuted, and employees, stockholders, retirees and customers have been appreciably harmed by various types of unscrupulous conduct. Full Story
May 28, 2014 – 2,950 views Suzanne Newcomb
- SmithAmundsen LLC
This case illustrates how important it is for employers to fully engage in the interactive process. Despite a formal process for addressing accommodation requests and evidence that it engaged in an interactive process, at least to some extent, the judge still found GE’s efforts lacking. Full Story