Responsible HR recordkeeping starts long before any job candidate walks through the door the first time, and doesn’t end until long after the person leaves.
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.
It’s an election year. That means candidates are loading up new pieces of legislation, and two of the proposals directly affect how you’ll do your job.
Of course, most employers don’t set out to intentionally pay female employees less than male employees. Nevertheless, it ends up happening a lot more than you’d expect.
Ready to overhaul your policies? You may have to, if you want to avoid a lawsuit.
As parental leave policies are becoming increasing popular, HR pros need to keep this in mind: Not giving new fathers the same type of leave as new mothers to bond with a newborn or newly placed adopted or foster child can prove very costly.
You’d think this would’ve gone without saying, given all of the one-sided legal hullabaloo in this area recently. But this is the federal government we’re talking about, and what should go without saying must be said (or, rather, carved into stone).
Nike just joined an increasing number of employers that are making sweeping pay changes in an effort to close the gaps between male and female employees’ paychecks and prevent bias problems down the road.
President Obama has made it clear that equal pay is one of his top priorities, and his latest action should go a long way to advancing that goal. It’s also likely to add a significant amount of administrative work for HR and benefits pros.
Some members of Congress are already following through on one of last year’s campaign promises: making it easier to sue employers for pay discrimination.
Employers can breathe a little easier. The Paycheck Fairness Act — which one labor attorney said had “the potential to cripple companies, particularly smaller businesses” — has been scuttled.
Now that healthcare reform is a done deal, employers have a new Congressional concern: The Paycheck Fairness Act.
Congress is set to consider yet another law on pay discrimination — and if it passes, employers are not going to be happy.
The trouble with recordkeeping at a lot of companies: You don’t know how complete your records are until you get involved in litigation or an audit. But by then, it’s often too late to fill in any critical gaps.
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