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Dated: 05-21-2014
Want to avoid unnecessary risk when deciding whether or not to hire someone with a criminal record? The key is having a well-thought-out hiring policy in place—one that encompasses five must-have compliance steps.
You already know that conducting a criminal background check is a vital step in making intelligent hiring decisions. But what should you do when a job candidate’s background check reveals a criminal record?
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Dated: 05-21-2014
Workplace bullying presents a wide variety of risks to employers, including decreased employee productivity and workplace violence as well as potential lawsuits for emotional distress and negligent hiring. Therefore, it is critical for employers to be proactive and take all necessary measures to develop and implement workplace policies and procedures to eliminate workplace bullying and abusive behavior.
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8
Dated: 05-22-2014
Employers have various tools and remedies available to them to prevent departing employees from misappropriating confidential information, soliciting customers and employees, and usurping corporate opportunities.
Employers can require employees to sign agreements that contain restrictive covenants not to compete, not to solicit the employer’s customers or employees, and not to use or disclose confidential information. The laws governing restrictive covenants vary from state to state. Generally the more restrictive the covenant, the more difficult it may be to enforce.
$authorProfileLink
8
Dated: 05-22-2014
Companies spend more than $500 billion dollars a year on advertising and it’s probably not for the reason you think. The common belief is that the goal of advertising is to cause an immediate action– see an ad for pizza – go buy a pizza. But in fact, what advertisers know is that it takes repeated exposure to a message for it to have an impact. Way back in 1885, Thomas Smith wrote the still referenced 20-step plan for getting people’s attention:
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8
Dated: 05-21-2014
Recent legislative, enforcement and compliance trends all suggest that corporate directors should focus on workplace culture and corporate compliance. Shareholder activists have shown increasing willingness to pursue actions to hold directors responsible when corporate scandal and executive misconduct impair shareholder value. Further, with the Dodd-Frank Wall Street Reform and Consumer Protection Act’s bounty program promising million-dollar incentives for whistleblowers who report corporate misconduct to the SEC and employee mistrust of management at an all-time high, those charged with steering the corporate ship cannot afford to ignore employee perceptions and on-the-ground effectiveness of compliance resources.
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8
Dated: 05-21-2014
The 2014 New Year ushered in more pro-employee statutes which will pose traps for the unwary employer. Several new laws are discussed.
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8
Dated: 05-22-2014
All too often the discussion regarding the fiduciary duties of frontline workplace fiduciaries (Stewards) of their company’s 401(k) plan is concentrated solely on the responsibility Stewards have in picking and monitoring the plan’s investment lineup. While investment decisions continue to be important, successful plan Stewards acknowledge that there are actually three main overarching responsibilities: plan investments, plan administration and plan finances.
$authorProfileLink
8
Dated: 05-22-2014
Have you ever known something that nobody else around you was aware of and it made you want to yell it out? That is where I am on the topic of Workplace Chaplains. For many this is a totally foreign concept so I will give some facts to define it. For others however, the response in hearing about this is close to shameful. Let me explain myself.
$authorProfileLink
8
Dated: 05-22-2014
Evolution is a process of change. Over the last 25 years we have seen significant change in the HR auditing process, the value derived from HR auditing, and the HR audit tools used. HR audits have evolved from a simple checklist of dos and don’ts or periodic affirmative action plans to a comprehensive, sustainable process that: 1) is an integral part of the organization’s internal controls, due diligence, and risk management; 2) is a fundamental activity of strategic management; and 3) uses sophisticated auditing products and consulting services.
$authorProfileLink
8
Dated: 05-22-2014
Ethics problems are not always transgressions that are either black or white. Detailed codes of conduct that are targeted at what is acceptable and what is not can make life easier when it comes to enforcement. But what about potential ethics problems that land on our doorstep, but are not covered by the code, not obviously black or white, but more like gray? Situations that do not fall neatly into one category or the other I call “gray area” problems.
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