During COVID there are absolutely disruptions and hardship, but also incredible opportunities to reset and think differently. Instead of instinctively looking to fill key roles, focus on acquiring the skills you need to gain an edge over the competition. In late November 2019 Gartner was reporting that the top priority for HR leaders in 2020 [...]
On August 9, 2019, the Paid Family & Medical Leave (PMFL) insurance program was created to provide partially or fully compensated time away from work for employees who require Family, Medical or Safe leave. The law allows covered individuals to receive up to 12 weeks of paid time off to recover from serious illness, bond [...]
Office drama is something we’ve all dealt with in some form or another - but this situation was off the charts. We could have thrown up our hands and chalked it up to people behaving childish (they were), but the impacts were all too real and something had to change.
As neighbors with their own ballot initiative systems, OR and WA tend to inspire each other for progressive employment law street cred – and both States have been busy. Like Missile Command, there’s a whole lotta incoming, that will take additional effort on your part to manage.
While I don’t expect most of you to find $5,000 hidden in wasted meetings, most organizations with some exploration can find better ways to apply the precious resource of their employees and leadership. While meeting regularly isn’t bad or inherently wrong, going through the motions like you always have, is a hard habit to break – but one that should be broken regularly.
If you’re a business that hires employees, at some point you’ll be faced with the knowledge that a candidate has a criminal background. Many times, the candidate will self-disclose their offenses, explain their bad choices, and how they’ve been on a good path for a period of time. So what can you do when faced with this information?
Is it possible to classify an administrative assistant as an independent contractor so you can hire them for a 90-day try-out period? This might sound like a good idea, but the short answer is no, you cannot.
Many people will try to come into work even if they're sick, so long as they can still walk and talk. But this can put other employees at risk for catching that bug. For employees who may already be vulnerable to illnesses (such as being immunocompromised) this can even be dangerous. How do you handle situations like this?
Completely banning cell phones is not something you can legally do. It is, however, possible to create policies that encompass the appropriate time and place for cellphone use.
With medical and recreational marijuana use becoming legal in more states nationwide, it can be tricky to figure out what kind of drug-testing policy your business should have. There are many variables involved and in this article, we'll give you a general overview of the necessary considerations so you can determine what policy is right for your organization.
