Practical HR Tips, News & Advice. Updated Daily.
The COVID-19 pandemic has had two key impacts on the American workplace: First, there is a very real risk of employees getting sick and spreading an infectious, debilitating, and potentially deadly disease to their coworkers. Second, huge numbers of Americans are now working remotely.
Editor’s Note: May is Mental Health Awareness month, throughout the month we will feature insights and best practices to help HR professionals accommodate workers with mental health issues. Today’s focus is on busting mental health myths and later this week, we’ll cover supporting veterans in the workplace. Stay tuned!
As more business activity transitions to the digital world, training and development are common areas of focus for many companies of all sizes. Advances in telecommunications technology mean that companies can work efficiently with geographically distributed staff like never before.
With unprecedented numbers of employees shifting to remote work for many companies in response to the global COVID-19 pandemic, managers are facing new challenges when it comes to supervising their teams.
Has your organization considered offering employee loans as a benefit? Given the number of people in the United States who live paycheck to paycheck, there are a lot of employees out there who are one emergency away from needing financial assistance in some form.
As employers prepare for possible impacts of the Coronavirus (COVID-19), one important step is to review the types of health disclosures that the Health Insurance Portability and Accountability Act (HIPAA) does and does not allow in such times of crisis.
Company gatherings and office parties are often the subject of criticism and skepticism. On the one hand, there is a potential risk, and many employers express reservations over the potential for unprofessional behavior and potential legal or reputational impacts, especially when alcohol is involved.
Office parties have always been a point of concern for HR managers. Between a jovial, casual atmosphere and often the inclusion of alcohol, such events increase the risk of bad behavior.
When interviewing candidates, do you find that the interview tends to get off topic quickly? Are the candidate’s answers not as robust as you expected them to be? Have you considered overhauling your interview process but don’t know where to begin? We have a suggestion: Try asking behavior-based interview questions.
In a recent BLR article, we discussed the idea of occupational fraud, which is a type of fraud committed by employees against employers. Occupational fraud causes billions of dollars of losses for US employers each year.