Overview: The role of the HR professional in the workplace continues to evolve as HR laws evolve and workplace strategies adjust to changing priorities. Workforce planning, ever-changing municipal, state and federal employment laws, talent management, employee development and so much more require the continual development of HR management. Every HR professional, from the generalist to the VP, are constantly challenged to evolve with these changing priorities and evolving laws. Training, networking, and other development opportunities are vital HR management tools in filling the vital role in every workplace.
Trends: Numerous technological solutions continue to emerge and evolve to help HR with their workforce planning, talent management and employment law compliance responsibilities. Staying current with these developments and ensuring they address the needs of the employer require focus and skills that shouldn't be underestimated.
Author: Peggy Carter-Ward, Head of Content
The Second Circuit Court of Appeals recently relaxed the standard for evaluating violations of the New York City Human Rights Law (NYCHRL), opening the door for more NYCHRL claims. Employers in NYC must be extra-vigilant in preventing and responding to incidents of workplace discrimination.
Oklahoma has expanded the protection of employer interests with a new law enforcing nonsolicitation contracts prohibiting employees or independent contractors from soliciting an employer's employees or independent contractors to become employees of another person or business.
The Oklahoma Terms of Employment, Employee Communications and Employee Discipline sections of the Employment Law Manual have been updated to include a new Oklahoma law effective November 1, 2013 enforcing nonsolicitation of employee clauses in employment agreements.
It is critical that financial services industry employers understand the consequences of noncompliance with the many laws that apply to this highly regulated industry. This Legal Insight highlights some of the more notable legal requirements to help HR spot potential issues. By becoming more familiar with the growing number of rules applicable to the financial services industry, employers can and should take proactive steps to ensure compliance and thereby lessen any risk of civil and/or criminal liability.
The Maryland EEO - Discrimination, Disabilities (ADA), FMLA and Employee Communications sections have been updated to include a new Maryland law requiring employers to provide reasonable accommodations to pregnant employees who are temporarily disabled if doing so would not cause the employer undue hardship. 2013 Bill Text MD S.B. 784; 2013 Bill Text MD H.B. 804.
Employers with questions regarding the planning of summer office parties and other employer-sponsored events can now consult XpertHR's new resource, How to Plan a Summer Office Party or Outing.
With the coming of summer, many employers may consider holding a summer office party or event to thank employees for their hard work and to show appreciation. It may be a barbeque, baseball game, picnic, cocktail party or other outing. This How to provides employers with guidance on making sure that the party or event runs smoothly, ensuring employees engage in appropriate behavior, and minimizing employer liability for various claims.
XpertHR's High-Tech Resource Center for HR helps high-tech employers handle their most challenging employment issues by bringing relevant resources together in one place for easy access.
XpertHR's Retail Resource Center for HR helps retail employers handle their most vexing employment issues by bringing relevant resources together in one place for easy access.
XpertHR's Transportation Resource Center for HR helps transportation employers handle their most vexing employment issues by bringing relevant resources together in one place for easy access.
Legal and ethical considerations for employers regarding HR management. Support and advice for the HR professional on managing all aspects of the job.
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