This is similar to the title of an excellent blog article written by Jennifer King, an HR Analyst for Software Advise. The article, along with Jennifer’s interview of Ed Mills from Omniprise, mentions several specific areas where an HRIS can minimize the risk of a lawsuit including:
In this blog, I will provide specific examples of how an HRIS can help in each of these areas. Continue reading
The HR Daily Advisor recently published an article with this catchy headline. The article was a synopsis of a speech given by Jonathan Segal at the SHRM Employment Law and Legislative Conference. The link to this well-written summary of an enlightened speech appears below. This title struck a cord with me. The preoccupation with “strategic HR,” “seat at the table,” etc. tends to diminish the value of other aspects of HR management. Continue reading
Have you ever watched clouds in the sky and thought of how their shape reminded you of something? Perhaps a cloud has the shape of a turtle, or an old man laughing. And then, as you observe the cloud move across the sky the shape changes. Perhaps a rabbit becomes a multi-headed dragon.
Likewise cloud computing is changing. As time, technology, and experience progress, the definition (shape) of the cloud changes. One platform for delivering HR solutions (SaaS on a public cloud) is giving way to a better arrangement (PaaS on a private cloud) as the result of the cloud computing community gaining experience and adopting new technologies. In this article, I will share my perspective of cloud computing today, and provide a projection of the cloud of tomorrow.
To describe cloud computing, I will use the three deployment modes and four service models as reported in a recent white paper published by Oracle. Continue reading
The following is a list of recently published articles related to Human Resources Management that I found to be particularly interesting. This list includes articles on
• The Family and Medical Leave Act (FMLA)
• Affirmative Action Plan audits
• Posting Requirements for 2012
• Workplace Flexibility Resource Page
• New Summary Benefits and Coverage (SBC) Continue reading
This question was posted on a LinkedIn group. Below is a summary of some very insightful responses. Continue reading
The Society for Human Resource Management (SHRM) supports Senate Joint Resolution 36 and House Joint Resolution 103 in the Senate and House (Enzi/Gingrey Joint Resolution), that would nullify the National Labor Relations Board’s (NLRB) new “quick election” rule. The “quick election” rule shortens the time employers have to respond to union petitions. Join SHRM members in showing your support for this resolution. Continue reading
The Obama administration, through their NLRB appointees, has dramatically swung in a pro-union direction in recent months through a number of rulings:
This blog will explore reasons why the Obama administration is taking such a strong pro-union position. Continue reading
In a recent ruling, the NLRB found the following Employee Handbook statement to be in violation of the law, “Voice your complaints directly to your immediate superior or to Human Resources through our ‘open door’ policy. Complaining to your fellow employees will not resolve problems. Constructive complaints communicated through the appropriate channels may help improve the workplace for all”. Continue reading
On November 21, 2011, President Obama signed into law the “Veterans Opportunity to Work (VOW) to Hire Heroes Act of 2011”. This law amends and expands the definition of WOTC’s (Work Opportunity Tax Credit) Veteran target groups. The changes and new provisions in this Act apply to veterans who begin to work for an employer starting from November 22, 2011 up to January 1, 2013. Continue reading
The newly active NLRB has taken a strong stand supporting employee’s right to criticize (defame) their employers on social media (e.g. Facebook, etc). The NLRB equates Facebook postings with the protected discussions around the water cooler. Note however there’s a big difference between the two mediums. Water cooler discussions are in the workplace and heard by employees, while Facebook postings are outside the workplace and can be read by everyone (customers, partners, investors, community, etc.). Continue reading
