Category: HR Management

There are dozens of details to take care of in the day-to-day operation of your department and your company. We give you case studies, news updates, best practices and training tips that keep your organization fully in compliance with ever-changing employment law, and you fully aware of emerging HR trends.

Class Actions on the Rise—Are You Next?

One of the most feared phrases in the HR lexicon is “class action” or how to turn a one-employee small suit into a many-employee gigantic suit. Today we will look at survey data on class actions and at the best tool for preventing them. In yesterday’s Advisor we looked at lawsuit cost data from law […]

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Survey Says: 21% of Companies Are Litigation Free!

Unfortunately, the headline also means that 79% of companies did experience new litigation last year, according to a survey by the law firm Fulbright & Jaworski L.L.P. Here are top findings of interest to HR managers. Fulbright’s Fifth Annual Litigation Trends Survey, billed as the “largest canvas of corporate counsel on litigation and trends,” garnered […]

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It’s Called Managing, Not Mangling

In yesterday’s Advisor the “boss whisperer” helped managers get information from subordinates. Today, her tips on how to approach the abrasive manager. The boss whisperer is executive coach Dr. Laura Crawshaw. These tips are from her book, Taming the Abrasive Manager: How to End Unnecessary Roughness in the Workplace. When you present the facts, the […]

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Boss Whisperer Tames Abrasive Bosses

You know of the Horse Whisperer, and maybe the Dog Whisperer? Now we’ve got the self-proclaimed boss whisperer—executive coach Dr. Laura Crawshaw. Here are some tips from her book, Taming the Abrasive Manager: How to End Unnecessary Roughness in the Workplace. Crawshaw starts by identifying the five primary behavioral characteristics of abrasive bosses. How many […]

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WAHOO Wins Kudos for HR Department

WAHOO—Work At Home Office Opportunity—is just one example of employee-centered thinking that has helped Mitchell International achieve success. Today’s Advisor looks at how they do it. With an HR mission statement that says, “…we exist to support the organization in achieving its strategic objectives and to ensure that we continue to attract, motivate, and retain […]

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40 Metrics—And Nary a One Interesting to Management

“Some HR managers keep 40 or more stats, virtually all uninteresting to their company’s executives,” says Attorney James P. Greene. He shares his meaningful metrics tips in today’s Advisor. There is no single set of metrics that fits all companies, Greene says. HR managers need to step back and find out what management really needs. […]

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Blunting the Two-Edged Sword of Self-Audits

Yesterday’s Advisor revealed the dangers of self-incrimination during self-audits; today, we discuss what to do about it, and we introduce you to a unique self-audit system. There are steps you can take to protect the self-critical analysis and attorney-client privileges discussed in yesterday’s Advisor. Here’s what we recommend: Use outside counsel, if at all possible, […]

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Self-Audits—Dangerous Documents of Self-Incrimination?

Regular examination of HR practices is critical to ensure compliance and to minimize exposure to very expensive lawsuits. But it’s risky business. Collecting data about your workplace is an important part of HR management. For example, employers may want to scrutinize whom they classify as exempt, or may simply want to know how the organization […]

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We’re Sued—What to Do, How to Avoid It

In yesterday’s Advisor, we offered tips from attorney Stephen Harris on what to do when threatened with legal action. Today, we’ll look at Harris’s steps after initial fact-finding, plus an introduction to a unique tool to help with all your policy-making needs. Harris, of the law firm Wiggin & Dana in Hartford, Connecticut, delivered his […]

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Steps to Take When Legal Actions Threaten

As soon as you sense that action is being taken against your organization by an employee or former employee, it’s time to swing into action, says attorney Stephen Harris. When you delay, you increase risk. Harris, of the law firm Wiggin & Dana in Hartford, Connecticut, delivered his suggestions at a Society for Human Resource […]

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