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
As the year draws to a close, employers across the country begin gearing up for their annual holiday party. This celebratory event typically serves as a way for employers to thank employees for their dedication and hard work. However, too many things can go wrong at the party that instead leave employees feeling demotivated and, under some circumstances, litigious.
The Minimum Wage, FMLA, Other Leaves and Employee Communications sections of the Employment Law Manual have been updated after the San Diego City Council repealed its new minimum wage and paid sick leave ordinance.
In-depth review of the spectrum of California employment law requirements HR must follow with respect to employee communications.
Posting requirements vary by statute and by the states and municipalities where an employer does business. As a result of the last legislative session, a number of additional workplace postings will be necessary for employers operating in certain states to remain compliant.
Alaska employers seeking to inform employees of the rules surrounding the review of their personnel files should consider including this model policy statement in their handbook.
Employers wishing to provide contact information to their employees so that they know who to reach out to with specific employment-related questions or concerns should consider including this model statement in their handbook.
Employers seeking to notify employees of the process for accessing personnel files should consider including this model policy statement in their handbook.
Employers seeking to notify employees of the purpose of the handbook and to indicate that it is not intended as a contract and does not alter the at-will nature of the employment relationship should consider including this model policy statement in their handbook.
Employers seeking to notify employees that they should provide the company with up-to-date personal information should consider including this model policy statement in their handbook.
Employers seeking to encourage open communication and effectively resolve disputes or tension in the workplace before they escalate should consider including this model policy statement in their handbook.
Legal and ethical considerations for employers regarding HR management. Support and advice for the HR professional on managing all aspects of the job.