Even with good intentions, interviewers can say things that convince unsuccessful applicants they were victims of discrimination. Here’s an example of what to look out for.
The situation: One employee “goes off” on another, and maybe even gets physically abusive or engages in harassment. You call in the offender, and he says, “I have a documented mental disability that causes me to behave that way.”
If an employee accessed confidential information such as salaries by breaking into a filing cabinet, most HR pros would say that person deserves to be disciplined. But what about when IT accesses confidential electronic documents?
Soaring gas prices are making it harder to attract potential employees who live far from the workplace. But it’s also giving companies the chance to offer candidates valuable transportation benefits.
Authors Cali Ressler and Jody Thompson provide their take on what’s wrong with the American workplace. If you’re one of the working hamsters who runs the daily wheel, you’re probably going to agree with them.
The Uniformed Services Employment and Reemployment Rights Act affects 401(k)s, reinstatement rights, and several other employment issues. Employers’ main concerns about complying with the act show up in four key questions.
Disciplining problem employees can get tricky for managers — especially when it’s a lax performer who just got back from medical leave. Here’s how to protect your company against retaliation suits.
Most companies have policies about employees’ access to the Internet and use of electronic devices. The dirty little secret is that most of those policies don’t work.
In recruiting, you might be happy to come across a candidate with an impressive education, like an MBA or another advanced degree. But how do you know if that education will translate into real world skills? Here are some things to think about.