HR Management

New procedures signal OSHA crack down on unreported injuries

04/28/2016

The Occupational Safety and Health Administration has issued new procedures for enforcing revised injury and illness reporting requirements.

Make sure employee handbook includes at-will disclaimer

04/28/2016

Retain the right to terminate by ensuring that all materials include a clear at-will employment statement.

Get the most out of your next HR conference

04/27/2016

The work you do before a conference is often as important as what you do once you get there.

5 ways e-records make you awesome at your job

04/26/2016

Having a comprehensive electronic management system is essential for all people management.

Archives vs. backups: What’s the difference?

04/25/2016

There is a difference in these two terms.

California Supreme Court ruling brings clarity to arbitration agreements

04/22/2016

Decision provides much needed clarity and flexibility to employers implementing arbitration agreements in California.

When records overwhelm, stuff falls through the cracks

04/22/2016

Poor recordkeeping could cause court backlog in NYC.

Big Overtime Changes Will Shine a Light on Your Moonlighting Policy

04/21/2016

One of the unintended consequences of the big changes coming to federal overtime law this summer is likely to be more employees taking on second jobs, according to a new study. But can you (or should you) ban off-the-clock moonlighting? Here are four tips, plus two sample policies …

Who is most likely to receive training?

04/20/2016

Government employees, educators and nonprofit workers are far more likely to have experienced workplace training in the last year.

Alcohol in accounting: Can we insist on testing for possibly intoxicated employee?

04/14/2016

Q. We have an employee in our accounting department who, a few times over the past month, has come to work smelling of alcohol and displaying signs of intoxication. For several years this employee was a solid performer, but lately she’s missing deadlines and has been somewhat belligerent to co-workers. We are worried about her health, of course, but also her performance and any potential liability related to her conduct while she’s under the influence. When asked by co-workers, this employee has denied having a drinking problem or being intoxicated at work. Since she’s in denial, can we ask her to submit to a test for alcohol the next time she appears to be intoxicated at work?