Practical HR Tips, News & Advice. Updated Daily.
In yesterday’s Advisor, we reviewed common types of emergency plans and the questions employers should ask themselves in order to properly prepare; today, more considerations regarding emergency planning.
Congress has come to the aid of single-employer defined benefit retirement plans concerned about the U.S. Pension Benefit Guaranty Corp.’s power to assert liability on them when changing business operations affect their plan participants. As part of the Multiemployer Pension Reform Act of 2014 (within the Consolidated and Further Continuing Appropriations Act 2015, known as […]
Yesterday’s Advisor showed how to make appraisals work for you (and not your employee’s attorney). Today, Attorney Susan G. Fentin’s Top 10 mistakes in documenting employee performance.
The very real possibility of an emergency in the workplace is not a pleasant thought, and planning for such situations can be overwhelming. With so many contingencies and aspects to consider, some employers may fear that their emergency planning will fall short. Here are some tips for being prepared.
Your performance appraisals can either hurt or help, says Attorney Susan G. Fentin. If the appraisal was good, but the employee was terminated for poor performance, the appraisal can show pretext; if appraisal was poor, and employee did not improve, the appraisal can show a legitimate, non-discriminatory reason for termination.
Today’s Advisor suggests that for some training goals—such as refreshers after a near-miss or reminders of seasonal hazards—shorter may be better and more effective at affecting employee behavior.
Well, not really, but the social media giant has launched a new site that is remarkably similar to LinkedIn.
The Internal Revenue Service (IRS) has published details on the top 10 issues identified during examinations of 401(k) plans. These are the issues that the IRS will be focusing on when conducting an audit.
by Tony Puckett In December 2014, the National Labor Relations Board (NLRB) delivered two major edicts that affect all employers. The first speeds up the union election process so employers will have less time to respond to a petition. The second allows employees to use employers’ e-mail systems for union organizing and other protected concerted […]