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
In-depth review of the spectrum of California employment law requirements HR must follow with respect to employee communications.
In addition to federal posting requirements, an California employer should ensure compliance with individual state and local requirements for workplace posters. This chart contains information regarding California-specific notice posting requirements.
As required by the California Division of Labor Standards Enforcement (DLSE), any employer that has at least one employee who works more than 30 days in a year in the State of California must post the California Paid Sick Leave Poster.
An employer may use this checklist to develop and implement a succession planning process.
Delaware employers that monitor employee emails, internet access and/or telephone calls should consider including this model policy statement in their handbook.
As recommended by the Montana Department of Labor and Industry, Wage and Hour Unit, employers covered by the Montana Minimum Wage Law may voluntarily post the Montana State Minimum Wage poster.
As mandated by the Vermont Department of Labor, every Vermont employer with two or more employees must post the Vermont Minimum Wage Notice Poster.
Employers need to do everything they can to minimize claims by employees and the government. This section assists HR professionals in implementing proper policies and procedures, and understanding where the greatest risks lay and what the federal government's major enforcement initiatives are.
An employer may use this survey when considering initiating a structured succession planning process. Having input from key stakeholders and parties involved in the process has several potential benefits for the employer.
Legal and ethical considerations for employers regarding HR management. Support and advice for the HR professional on managing all aspects of the job.