Employment Enterprises Blog

Strategic Human Resources, Inc.

Recent Posts

Holding Final Pay for Company Property

Posted by Strategic Human Resources, Inc. on Oct 4, 2018 4:30:12 PM

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Topics: Company Property, FLSA, Labor Act

What Are Some Tips To Prevent Candidates From Ghosting?

Posted by Strategic Human Resources, Inc. on Sep 6, 2018 3:47:41 PM

 

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Topics: Human Resources, Human Resources Insights, Blogs, candidates

Understanding Equal Pay & the Impact You Can Have

Posted by Strategic Human Resources, Inc. on Aug 10, 2018 9:42:53 AM
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Topics: Equal Pay, Pay Gap, Salary

Managing Workers' Compensation and Claims

Posted by Strategic Human Resources, Inc. on Jul 9, 2018 12:12:42 PM


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Topics: Compensation, Claims, Policies

Online vs. Live, In-Person Training

Posted by Strategic Human Resources, Inc. on Jun 14, 2018 10:37:40 AM

 

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Topics: Training, HR, Online

What Should Be Considered When Measuring Recruitment Performance?

Posted by Strategic Human Resources, Inc. on Apr 11, 2018 3:11:25 PM

 

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Topics: Recruitment, Performance

When Does An Employee's I-9 Form Need Updating?

Posted by Strategic Human Resources, Inc. on Jul 6, 2017 11:22:08 AM

Question:

I have an employee who was recently married and changed her name.  Does she need to complete a new I-9 form with her new name?

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Topics: Human Resources Insights, I-9

Ramifications to Consider as a Result of a Reduction in Force

Posted by Strategic Human Resources, Inc. on May 3, 2017 4:42:03 PM

Question:

As a result of a Reduction in Force (RIF), we have had to reassign certain tasks to other remaining employees.  What are some ramifications I need to be aware of as a result of doing so?  (i.e. review job descriptions, exempt/non-exempt status, etc.)

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Topics: Employees, Human Resources

Working Together Effectively After A Harassment Investigation

Posted by Strategic Human Resources, Inc. on Mar 10, 2017 7:37:00 AM

Question:

I have an employee that filed a complaint against their supervisor for alleged harassment.  An investigation has been completed and it was determined that there was no harassment and the issue was resolved.  I am very concerned about the employee and their supervisor being able to work effectively together in the future.  What can I do to help them move forward after this situation?

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Topics: Workforce, Human Resources, Human Resources Insights

What Types of Communication Methods Work Best With Employees?

Posted by Strategic Human Resources, Inc. on Mar 9, 2017 9:13:31 AM

 

Question:

We are struggling to ensure our communications are being heard by all employees. What could we be doing wrong?

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Topics: communication, Labor & Industrial Insights, Company Culture

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