With cold and flu season in full swing, we frequently receive phone calls from employers asking if they can require their employees to receive flu shots. Generally, employers may impose such requirements if they offer reasonable accommodations to employees with disabilities or sincerely-held religious beliefs. A recent precedential decision from the U.S. Court of Appeals for the Third Circuit–the intermediate appellate federal court that covers Pennsylvania, New Jersey, and Delaware–addressed what constitutes a “religious” belief in this context.
Regardless of what we call it, we know onboarding is the process new hires (or newly promoted employees) go through to become productive. The question is, do organizations know how well onboarding works for them? There’s only one way to find out the effectiveness of the company’s onboarding process: by conducting an assessment.
Managers rate performance reviews right behind firing someone as their top two most disliked activities. How bizarre is that? Giving constructive feedback, mentoring, training, and improving the performance of their staff should be their number one motivation.
Many employers want to be able to monitor their employees’ communications–including phone calls, emails, and instant messages–with or without notice. Some employees may want to secretly record unsafe working conditions or harassing behavior. However, both employers and employees have an interest in workplace privacy and confidentiality.
In the wake of Hurricane Harvey and the looming threat of Irma and the havoc they have and will cause, undoubtedly, many businesses have been damaged or destroyed while others have closed temporarily for safety and security reasons. These businesses may remain closed or operate with limited hours for days, weeks, or possibly months. When such closures occur as a result of nature’s forces, what are an employer’s obligations to continue paying its employees?
Imagine if your conference was less than a week away and your staffing agency pulled out of the contract. That was the harsh reality for the Event Planning service that was handling the NBA All-Star Game when it was hosted in Washington, D.C.
We want to terminate an employee who doesn’t fit with our culture. Can we do this? Do you foresee any issues?
Every company has difficult employees and low performers, but it's important for managers to understand how to deal with these workers effectively. If not managed properly, difficult employees undermine the concept of teamwork and negatively impact the whole team. Read on for our tips to deal with difficult employees.
The days of employees spending decades at a company -- and receiving a gold watch in gratitude -- are long gone. Workers today are constantly on the move, a fact of life that will only accelerate as job growth picks up. But the turnover poses particular challenges for companies looking to hold onto their best and brightest.
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.)