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HR Policies & Procedures

Keep your company in compliance with federal and state laws while you set the appropriate tone for your organization. Get tips on developing solid HR policies that will hold up to scrutiny, along with quick-reading summaries of significant white papers that provide perspective to help you evaluate policy choices in terms of your organization.

Free Special Report: 5 Tips for Creating HR Policies That Will Hold Up in Court


10 Sins of Termination (#1 Time to Prevent Lawsuits)

Terminations are no picnic for anyone, but since they are the genesis of many lawsuits, it’s worth learning how to do them right. Handling them carefully can save cash, calm frayed nerves, and maintain morale and productivity. (As long as you don’t commit one of these 10 sins.)

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Termination Danger Zones 7 to 10

Yesterday’s Advisor featured termination sins 1 to 6; today, we have sins 7 to 10, including the old favorite, documentation, documentation, documentation.

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Pros and Cons of a Progressive Discipline Program

How should an employer react when an employee violates one of the company policies? What measures should be taken? How can the employer remain consistent in these actions? One way employers choose to answer these questions is with a progressive discipline policy.

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Will Your Investigation Hold Up? Expert Offers Tips

Take care with your investigations, says investigator and trainer DeDe Church, or they may do more harm than good. Here are some things you need to know about doing your investigations, she says.

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Understanding an Employee’s Right to Discuss Labor Practices

Under the National Labor Relations Act (NLRA), employees have the right to work together to ensure good working conditions. This statement is true regardless of whether there is an employee union in the workplace. This right includes the right to engage in what is called “concerted activity.” In short, concerted activity is any activity undertaken by two or more employees in regard to any of the terms and conditions of employment. It also includes action taken by an individual employee when that employee is either working on behalf of others, with the authority of others, in an effort to get others to join their cause, or in preparation for any of the above.

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Fragrance Sensitivities: Must You Adopt a Fragrance-Free Workplace?

Fragrance sensitivities are no laughing matter. To the sufferer, they can cause:

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Employee Handbooks: The Importance of Signed Acknowledgements

Requiring employees to sign an acknowledgement stating that they’ve received, read, and understood the employee handbook may seem arduous, especially if it’s done every time there is an update to the handbook. But this task is more than a mere formality—it serves an important purpose for employers: it is documentation and evidence that the employees are aware of and understand the workplace rules. It is a key piece of documentation if there is ever a dispute or disciplinary issue.

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6 Steps for Avoiding Dumb Retaliation Claims

Retaliation suits are the dumbest of the dumb because they are so easily avoided, but they happen with startling frequency. What should HR do? Here are tips from Attorney Joan S. Farrell, BLR® legal editor.

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Retaliation Suits: Still #1 on the Stupid Suits Hit Parade

Retaliation claims are now number one of all types of charges against employers, and they remain the stupidest type of charge. Stupid because most retaliation charges can be avoided if managers and supervisors just think before they act.

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Hotlines—Find Out Before the Feds Do

Yesterday’s Advisor covered a variety of types of communications with employees; today, we’ll look at employee hotlines.

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