Showing 2 posts in Human Resources Professionals.
If Being "Proactive" is a Management Objective, This is a Good Year
At the beginning of the calendar year, many in-house counsel and human resources professionals embark on taking steps to meet their annual management objectives. If history is any guide, many human resources professionals and in-house counsel have as one of their objectives taking “proactive” steps to minimize risk to their organizations. For those who have such objectives, the changes in the legal landscape provide fertile opportunities under (1) wage and hour laws; (2) background screening; and (3) policies and procedures, including related to equal employment laws.
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New Year’s Resolutions for Human Resources Professionals
Many of us make New Year’s Resolutions, but too few of us carry through with them long-term even though we know that keeping the resolutions will have a positive impact. Here are some New Year’s Resolutions for Human Resources professionals designed to promote good health for your company in 2015 and beyond. The challenge is to stick with the resolutions!
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Topics
- Employee Accommodation
- Religion
- Pregnancy Discrimination Act
- Employment Issues
- U.S. Department of Labor
- Overtime Pay
- U.S. Department of Labor Wage and Hour Division
- Fair Housing Act
- ERISA
- Defined Contribution Plans
- Employee Benefits and Executive Compensation
- Civil Rights Act of 1964
- Title VII
- Government
- Limitation of Liability Clause
- Americans With Disabilities Act
- Sick Leave
- Employee Discrimination
- Fair Credit Reporting Act
- Equal Employment Opportunity Commission
- Religious Freedom Restoration Act
- Tax
- Fair Labor Standards Act
- Family and Medical Leave Act
- Litigation
- Risk Management
- Human Resources Professionals
- National Labor Relations Board
- Pay Policies
- Termination
- Government Investigations
- Workplace Investigations
- Background Checks
- Employment Application
- Staffing