Just like making a sales call, getting past the gatekeeper can be one of the hardest parts of recruiting top-notch candidates.
To help employers craft handbooks that don’t violate the National Labor Relations Act, the National Labor Relations Board has issued a compilation of rules it has found to be illegal — and rewritten them to illustrate how they can comply with the law.
Recently, we ran a post outlining seven areas you need to cover when navigating the interactive process of the ADA. This time around, a look at the landmines you need to avoid.
A new bill would give employers a lot more freedom with their wellness program requests — and essentially override the protections under GINA.
This case — where a manager revealed a staffer’s mental illness to her colleagues — reveals a lot about when employees do and don’t have privacy in the workplace.
With more people who “grew up online” entering the workforce every day, employers have more difficult decisions to make about how to handle technology use in the office.
We’ve all sent e-mails to the wrong address before. But hopefully the message didn’t include confidential information about 1,300 customers.
HR pros may want to take a closer look at their employee handbook — and ASAP.
Here’s a nice change: The NLRB’s most recent memo on social media policies carries some clear-cut guidance companies can actually use.
As more people sign up for social networking sites, more hiring managers and HR pros are screening candidates based on their profiles. And not just to dig dirt.
The Department of Health & Human Services’ Office for Civil Rights (OCR) thinks employees are being abused when it comes to confidential information and HIPAA security. The result: OCR is conducting audits like crazy.
While many companies are reluctant to completely ban social networking sites in the workplace, there are some steps employers can take to minimize legal risks.
It seems more employees are behaving inappropriately on social networking sites, while companies are still trying to find the best way to deal with that behavior.
A heretofore overlooked National Labor Relations Board advice memo seems to widen employees’ leeway in discussing their workplace issues — to protection for posting work photos and even the use of their employer’s logo.
Once you’ve made the tough decision and informed an employee they are no longer part of your operation, proactive measures must be taken to protect the company, writes guest poster Gloria Lewis.
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