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
Oklahoma has become the 46th state to ban texting while driving. An Oklahoma employer that uses commercial drivers or that requires employees to drive as part of their work assignments (e.g., traveling sales professionals) will need to update its driving policies to comply with this new law.
The US Supreme Court has confirmed that plan fiduciaries have a continuing obligation to monitor investments in a plan under § 401(k) of the Internal Revenue Code (IRC). Plan fiduciaries need to take concrete steps to minimize liability risks.
This section assists HR professionals in minimizing liability risks. The section also highlights the federal government's major enforcement initiatives and possible damages, fines or penalties resulting from noncompliance.
In-depth review of the spectrum of Oklahoma employment law requirements HR must follow with respect to employee communications.
This section helps HR professionals understand how a union is formed, including the secret ballot election process conducted by the National Labor Relations Board; strategies for employers for preventing and/or handling a union organizing campaign in the workplace; and discusses "Right to Work" states and union decertifications.
In-depth review of the spectrum of Wisconsin employment law requirements HR must follow with respect to employee communications.
Philadelphia employers must notify employees of paid sick time requirements under the city's Promoting Healthy Families and Workplaces ordinance.
Work rules and employee handbooks are scrutinized by the National Labor Relations Board (NLRB) in its continued enforcement efforts against rules it deems overbroad and infringing on an employee's rights under the National Labor Relations Act (NLRA). This chart addresses various work rules/handbook policies along with the examples of unlawful and lawful language, as determined by the NLRB.
Legal and ethical considerations for employers regarding HR management. Support and advice for the HR professional on managing all aspects of the job.