The feds do allow companies to employ “negative incentives” to boost wellness program participation. But as this case proves, you’ve got to tread carefully.
Tim Gould, Editor of HRMorning, has served as Editor-in-Chief of the biweekly newsletter What’s Working in Human Resources for the past five years. He’s also been Managing Editor of another newsletter, What’s Working in Benefits and Compensation, and is a regular contributor to BusinessBrief.com.
A native of Chicago, Gould had a lengthy career in newspapers, PR and advertising in both the Midwest and Northeast before joining Progressive Business Publications in 2002.
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The DOL has already been granted two extensions in submitting its final brief to the Fith Circuit Court of Appeals for the final overtime rule, but it looks like that still wasn’t enough.
Everybody knows that the GOP’s attempt to repeal and replace Obamacare came to a rather ignominious end. But how did the HR community feel about that outcome?
Firing staff members is stressful – which is why so many HR pros sometimes hurry the process along to get it over with. But that’s a big mistake.
Performance reviews. Everybody agrees that the old approach — sit the employee down and tell them where they’ve been underperforming for the past 12 months — just doesn’t work. So what does?
National origin and religion are highly sensitive topics in American culture and politics these days. And the workplace is no exception — check out these two recent cases from the EEOC.
Most companies have established a system of progressive discipline for dealing with employees with performance or behavior problems. Too often, though, unthinking managers derail the process.
Even though a federal bill aimed at preventing employers from asking job applicants to provide a salary history appears to have stalled, many finance departments may still avoid salary history questions.
Occasionally, employers try some sneaky tactics to avoid paying employees the overtime they’re entitled to. This is the most egregious case of this kind of skullduggery we’ve ever come across.
Making assumptions based on stereotypes about an applicant’s fitness for work is a sure-fire way to get you in trouble, as an Indiana firm recently learned.