Employers considering whether to allow the downloading of work email to employee smartphones and other mobile devices, need to be aware of a few key issues. An employment practice such as this could lead to potential violations of wage and hour law and/or HIPAA compliance issues.
When asked about measuring human resources, many HR professionals will say the work is intangible, has too many variables, and cannot be accurately measured, so it is not worth the time. That is a myth!
The truth is:
Only a minor percentage of your job applicants will have a serious criminal record or a problem with a driver’s license. More issues are found when employment and education are confirmed.
For instance, an applicant can indicate his/her work responsibilities and time period of employment are X, but it is learned they are really Y. Also, applicants often misrepresent their educational experience and accomplishments. Unfortunately, it is all too common.
This is part two of a three-part blog series on performance development.
MYTH – A cascading process with cascading goals will ensure that what everyone is working on will support our business objectives.
Not true when coined decades ago and not true today. So beware when an NLRB agent comes to investigate an unfair labor practice charge against your company and know with certainty that they are not there to help you.
Even though every employer with at least two employees is a potential target of an unfair labor practice charge, most employers still do not know their rights in an NLRB investigation.
This is part one of a three-part blog series on performance development.
MYTH: A fully automated/on-line performance management system from a reputable vendor will make sure that our performance management system is efficient and effective.
Of all levels of background screening services, a majority of businesses will request criminal records most often. And all types of criminal histories are revealed as a result. Some reflect minor issues, while others are extremely serious. The business must then determine how the criminal record will impact their hiring decision.
People work for two reasons. One is the paycheck, of course. But there’s another reason that is equally -- if not more -- important than a paycheck.
The thing is, we expect to be paid for that work. Pay is a given. And higher pay, while certainly nice, doesn’t automatically lead to higher levels of happiness, or fulfillment, or self-worth.
To truly care about their jobs – and your business – your employees need other things (assuming you pay at least close to the industry average for the job performed, to take low or high pay out of the equation).
As an employer, you are likely to receive an EEOC charge sooner or later. An individual charge empowers the EEOC to investigate not only an individual employee’s charge, but also your policies and practices in general.
During the so called “Great Recession” most employers naturally and prudently acted cautiously regarding compensation decisions. One of the first areas to suffer was total compensation. Employers reduced or suspended salary increases and bonuses, and tried to hold the line on benefit costs. Continued low consumer goods inflation added to the incentive to freeze salaries as much as possible.