Surveys of HR pros say many hiring missteps are the result of poor interviewing and decision making skills on the part of hiring managers. One way to increase the odds of success:
You’ve no doubt heard about the recent surge in wage-and-hour lawsuits filed by employees who feel they’ve been cheated by their employer’s allegedly improper pay practices. A growing number of companies are taking steps to protect themselves from these potentially disastrous claims.
More than three in four employers say they’re struggling to find qualified people to fill their open positions.
To make sure the best applicants are consistently hired and promoted, many companies rank candidates based on a numerical score hiring managers assign during the interview. But when not carried out correctly, that process can spell big legal trouble.
Worried about low participation rates in company-sponsored health-risk assessments? Employees’ lack of knowledge about their medical privacy rights could be to blame.
Many companies have reached the end of the line in terms of how much healthcare costs can be passed on to employees.
One of the few strategies that’s actually helped contain healthcare costs in recent years:
What is the biggest hurdle employers have to clear to accomplish their healthcare benefits goals?
Remember the man who was awarded workers’ comp benefits after deciding to smoke pot and then feed a grizzly bear? Well, his employer appealed the benefits ruling, and a state supreme court issued a final decision.
Periodically, we like to offer success stories from HR pros from across the U.S. This account of how one employer’s wellness program helped staffers both physically and financially comes courtesy of Tim O’Neil, manager of employee health and financial wellness at Meredith Corp., Des Moines, IA.
Between the new administration and the soaring jobless rate, this figures to be a big year for proposals dramatically changing the unemployment-insurance system.
The outcome of a pending court case could seriously handicap many companies’ wellness programs.
Health-risk assessments (HRAs) and biometric screenings have been the cornerstones of many employer wellness programs for years. But the author of GINA is urging the Equal Employment Opportunity Commission to make some rules that could change all that.
When it comes to complying with the Consolidated Omnibus Budget Reconciliation Act — or COBRA — mistakes will happen, and courts understand that. But it’s egregious errors like this they won’t stand for.
When a federal court asked the EEOC to reconsider its rules on wellness incentives under the ADA and GINA, it expected the agency to move swiftly with its response.
In the past few years, there’s been an explosion of employers – of all sizes and from all business sectors – looking to start wellness programs to contain their long-term health costs. And when wellness programs are conceived and carried out properly, they’ve been proven to get results.
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