Even if a job is “gender neutral,” how you approach the hiring process will determine whether more men or women apply for the position. To ensure a more equal split of applicants, you’ll want to mind these latest findings.
Doing one of these things to exempt employees will rub out their exempt status – and can make your company liable to pay them overtime compensation.
Seems as if just about everyone’s jumping on the four-day-week bandwagon as a cure for rising commuting costs. If you’re thinking about joining the crowd, don’t step on the gas pedal just yet.
Human Resources is at the front lines of employers’ response to the COVID-19 crisis. The crisis is forcing almost every business to immediately develop, adapt or improve remote work policies and procedures. As HR pros struggle to keep employees safe and informed, it helps to think about what changes will be more permanent and how […]
Sure, your hiring practices have all the bases covered from a legal standpoint. But do they do everything possible to bring in the best talent? Chances are, you’ve got a few gaps to fill.
Job descriptions are an important tool for laying out exactly what’s expected of employees. But when they’re not written carefully, they can also unfairly exclude applicants with disabilities.
It’s not surprising some job applicants feel the need to embellish their resumes to get a better shot at a job. But the exact number — now 85% — has risen dramatically over the past few years.
From extended leave to drug-usage during work hours, there are plenty of reasonable accommodations employers may be required to make under the ADA. The only weapon companies can rely on to safely shoot down unreasonable accommodation requests is the law’s interactive process. Whenever the ADA — and potential accommodations — are in play, employers must […]
“Japanese Cherry Blossom” sounds like a lovely perfume. But one employer’s refusal to provide a “fragrance-free” workplace from that scent caused a major disability kerfuffle — and, in court, an important ruling on telecommuting as a potential accommodation.
As HR pros already know, disabled employees still need to be able to perform the essential functions of their job, with or without an accommodation.
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.
Most HR pros are well aware of the many triggers that could signal an employee’s need for a reasonable accommodation under the ADA. But managers and supervisors are another story altogether.
When a job requires employees to log more than 40 hours per week on a regular basis, is it safe to say overtime is an “essential job function” of that position and deny an accommodation request that attempts to skirt the OT?
Periodically, we like to share the success stories of companies dealing with HR issues. This case study comes courtesy of Phil Gomes, senior vice president of Edelman, Chicago.
Gotta hand it to the folks at the EEOC — they’ll take on cases that cover the entire spectrum of job descriptions.
When employers grant accommodation requests, those accommodations should always be made on a temporary basis. Unfortunately, many firms unknowingly turn these temporary accommodations into permanent ones.
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