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The best questions to ask in an interview…it’s an issue on the mind of many HR professionals these days, particularly with hiring picking back up after the long recession.
Our new White Paper, Questions To Ask In an Interview: Interview Questions For Employers, combines PowerPoint slides with notes in a 43-page White Paper to demonstrate the best interview questions for employers.
Employee handbooks come in all shapes and sizes, but there are certain "must-have" policies that no employee handbook should be without. Our new White Paper provides a list of the 20 "must-have" policies, courtesy of Kate Gold, Esq. and Heather Sager, Esq., attorneys at Drinker Biddle & Reath, LLP.
The Patient Protection and Affordable Care Act, the nation’s healthcare reform law, was signed into law on March 23, 2010. It is now commonly referred to as the Affordable Care Act (ACA). Even before the ink dried on President Obama's signature, analysts, politicians, lawyers, and reporters began the protracted process of deciphering the statutory language and anticipating the act’s effects on health care in the United States. Regardless of your political inclinations, one thing is clear: healthcare reform will affect your business, and your job is to know how.
Getting the notice requirements right is one of the trickiest aspects of CFRA compliance. ERI's new White Paper, Notice Requirements for CFRA and FMLA: California Labor Laws, explains what you need to know, courtesy of Marjorie Fochtman, Esq. and Deborah Schwartz, Esq., attorneys at the San Francisco office of Nixon Peabody, LLP.
Performance appraisals can help strengthen your legal position if you're sued by an employee. Providing an inadequate evaluation, or no evaluation at all, can be used against you with devastating results. Juries tend to come down hard on employers who don’t appear to have given an employee a chance to improve.And employees with no bad reviews who suddenly find themselves fired are justifiably shocked—and more likely to sue you for wrongful termination.
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When you think about it, no HR document is more important than the job description. It's the architectural blueprint of your company, showing what all parts of the organization do, how they interrelate, and who sees that the work gets done.
Fill out a recruitment ad and you’re reflecting a job description. Plan staffing, draw up a compensation scheme or evaluate performance—those start with the job description too. All of which makes it amazing that, in lots of companies, job descriptions are done once, gathered in a binder, and never looked at again.
Many employers mistakenly believe that simply paying a salary (rather than an hourly wage) or bestowing an impressive job title is enough to make an employee exempt from the overtime rules.
In fact, only one thing really matters - the duties the employee performs. If you sometimes have trouble figuring out which employees are exempt and which aren’t, you’re not alone. It’s easy to make mistakes, and they can be extremely costly.
Writing job descriptions that are compliant with federal statutes, such as the Americans with Disabilities Act (ADA), the Age Discrimination in Employment Act (ADEA), and the Fair Labor Standards Act (FLSA), as well as their California counterparts, can get tricky. In an effort to word things clearly, you actually could be violating the very laws you’re trying to comply with.
Our free White Paper, Job Descriptions in California: How To Tackle Tricky Drafting Hurdles, explains how to draft job descriptions that are legally compliant with state and federal law. You'll learn how to evaluate job descriptions to determine whether they are truly complete, accurate, and, perhaps most importantly, objective.
As the economy continues to improve, you’ll likely spend more time and money this year finding and hiring new employees. Unfortunately, many employers start new workers off on the wrong foot by offering ineffective (or even off-putting) orientation and onboarding programs.
Given the extremely high cost of replacing good workers (up to 150 percent of their salary and benefits, surveys say, not to mention workplace disruption and loss of productivity), you’ll see big dividends immediately if you re-energize your employee orientations.
With lawsuits against employers becoming ever more common—and jury verdicts skyrocketing—your risk of getting sued has increased dramatically even if you’ve done all the right things. If you do get sued, doing the right things in a timely manner can greatly reduce your risks of a damaging verdict against your company.
Workplace violence is a serious problem. Frightening and sometimes tragic incidents of workplace rage are being reported more frequently. A survey by the Society for Human Resource Management reveals that more than half the companies in the United States have experienced some form of workplace violence. Because the consequences are so serious, it’s important to do everything you can to prevent violence from erupting in your workplace.
Finding and Hiring Great Employees Online Isn't Easy!
It is no secret that online recruiting has exploded and, for many employers, become the primary means of soliciting candidates and resumes/applications.
However, with this explosion come the pitfalls of poorly designed online candidate management systems, ineffective online recruiting programs, and the inability of organizations to limit online applicants to only those who are truly qualified.
The federal Family and Medical Leave Act (FMLA) and the California Family Rights Act (CFRA) are designed to allow employees to balance their work and family life by taking reasonable unpaid leave for specified reasons. It can be confusing, however, for employers to figure out how to administer and coordinate family leave.
This report is intended to make your job easier by pulling together essentials of the family leave laws that you need to know. First, the new family leave regulations are clearly summarized. Then, detailed explanations are given of both your and your employees’ rights and obligations, incorporating the new rules and changes. We’ll also direct you to a sample medical certification form.
If you have a nondiscretionary bonus plan that is awarded to nonexempt employees at intervals greater than each week (for example, on a quarterly, semiannual or annual basis), you need to retroactively calculate the bonus into the employee's "regular rate" of pay, and pay additional overtime and double-time wages to include the bonus amount for each overtime and double-time hour worked.
But how do you go about this? Our exclusive white paper explains, step by step, how to do the math for both incentive-based and non-incentive-based bonuses.
Exempt vs. non-exempt: California rules are tricky, to say the least. Many employers mistakenly believe that simply paying a salary (rather than an hourly wage) or bestowing an impressive job title is enough to make an employee exempt from the overtime rules. In fact, only one thing really matters—the duties the employee performs. If you sometimes have trouble figuring out which employees are exempt and which aren’t, you’re not alone. It’s easy to make mistakes when dealing with exempt vs. non-exempt in California, and they can be extremely costly.