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Many HR pros may hesitate to try building an ethics program in their companies, fearing the process is complex and difficult and will be a tough sell to management. Consultants at Allegiance have created a guide to establishing a good program, and they say it's not tough at all.
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As usual just before justices adjourn for the summer, the U.S. Supreme Court was busy in June. Three decisions affecting employers were handed down on June 19, and the National Labor Relations Board (NLRB) issued a fourth important ruling.
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This month we report on three new U.S. Supreme Court decisions that are important to employers. Two involved retaliation for complaints of discrimination, and the third concerned an arbitrary decision to lay off a government employee.
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In accordance with an executive order signed on June 6 by President Bush, all organizations working under contract to the federal government are required to use the Department of Homeland Security's (DHS) E-Verify system to check that new hires are eligible to work in the U.S. We asked Attorney Jennifer G. Parser, an immigration specialist with Ward and Smith, to walk us through E-Verify.
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Edward J. Rayner, a partner with Katten Muchin Rosenman LLP says that when it comes to executive compensation, your ability to adapt to a changing economy is critical--and part of that is identifying and reacting to trends. We asked Rayner to discuss the trends he's seeing in executive compensation, in an effort to help readers as they ride out this difficult economy.
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Many HR pros, especially in small- to medium-sized companies, might say, "Oh, we don't have an HR brand." They may think they have yet to develop one. But that's a misconception. Want it or not, you already have an HR brand. Is it a good one? Is it aligned with your business and recruiting strategies? Let's look at what's involved, according to Bethany Haley, president of Savage Branding & Corporate Design.
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