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The HR Answer Blog

The HR Answer Blog presents human resources topics in clear usable terms that help employers resolve issues, prevent headaches, and move organizations forward.
Latest Posts

Give the New Employee a Break!
November 09, 2009, 8:25 AM
The employee who thinks that lateness on day one through three is acceptable is certainly not making any extra effort.

Where Do You Store the I-9 for a Contractor?
October 27, 2009, 5:55 AM
Whether an individual is an employee or a contractor should be treated as an entirely distinct issue from their immigration status.

Management: What to Do with "Whatever"
October 20, 2009, 7:30 PM
Business communication feels like it's under a state of siege and employers are responding by lowering standards.

Are You Hiring Illegal Aliens?
October 15, 2009, 11:25 AM
Employers may think that they are unlikely to be on the radar for immigration enforcement, the government only goes after the big guys.

Don't Keep Benefits Deadlines a Secret
October 13, 2009, 10:55 AM
The calendar you create is not just an internal document to guide processing.

It’s 8AM; Do you know where your employees are?
October 05, 2009, 4:00 PM
Timekeeping systems are common in large work sites but can also be practical for small employers.

Who Is Answering Benefits Questions?
September 30, 2009, 7:20 AM
Don't wait until employees are ready to pick up the phone to check these customer service lines to make certain that the response is likely to meet employee needs.

Have you filed your company EEO-1 Report?
September 23, 2009, 4:00 PM
The EEO-1, officially named the “EE0-1 Survey” summarizes employer populations by category as requested by the Equal Opportunity Commission (EEOC).

How much should employees contribute for healthcare coverage?
September 22, 2009, 2:35 PM
Cost sharing with employees is one of the most common ways employers seek to control expenditures.

Wellness Programs: The Carrot or the Stick?
September 17, 2009, 10:15 AM
There are almost as many opinions about the effectiveness of wellness initiatives as there are options.



Latest Comments in The HR Answer Blog posts

The post is very good thanks for posting this. there are lots of post in it.
Job Performance Evaluation Form ...
By: Nancy Williams on 10/21/09 at 6:21 AM
Plan Now for Effective Performance Evaluations
It would be ideal if every company had a good health programme it certainly gets you ready for the day. I like to train for an hour before I go to work it sets the day up for me, just right! I often see colleagues that come to work feeling groggy and are ill frequently. This makes me wonder why bosses don't invest in a healthy living programme it certainly builds healthy working relationships in the workplace.
By: Dape on 10/19/09 at 4:53 AM
Wellness Programs: The Carrot or the Stick?
Rebecca, your last sentence said it all -- an employer CAN require the training as a condition of employment. Indeed, in states like California for example, sexual harassment training is mandatory. Employers must provide it.

Even in states where it is not mandatory employers do it for the purpose of identifying and clarifying what behaviors are UNacceptable. In doing so they protect themselves against legal liability.

Imagine what would happen if employees were allowed to pick and choose whether they attended harassment training and the company later gets sued for harassment because of what one of the non-attendees did. The company could face a huge legal exposure because they didn't "provide" the training.

That's why its typically made a condition of employment and the completion of the training documented. The reader who asked the question is wise to remember that you don't have to agree with a rule in order to respect it.

Attending a training session simply means you've received certain information about how to comply with the law in your jurisdiction on the subject matter and that you understand the requirements. It does not require "agreement" or changing your religious beliefs.

If you still feel conflicted about it speak to your company HR representative in private and share your concerns.
By: Hanna Hasl-Kelchner on 9/11/09 at 11:50 PM
Can You Require an Employee to Attend Diversity Training?
Thank you, Rebecca, for shedding light on how this lack of federal protection for "domestic partners" affects gay and lesbian couples in the U.S. As we are unable to have our marriages legally recognized by the federal government, we must rely on PRIVATE companies that extend benefits to domestic partners. But, as you point out, there are separate and distinct laws made and applied to two distinct and separate groups of U.S. citizens. This is the very definition of Apartheid, and it should be appalling to all U.S. citizens that we live in such a society. Read a powerful piece by David Mixner, former adviser to the Clinton White House, on this topic: http://www.davidmixner.com/2009/07/separate-but-unequal-means-gay-apartheid.html#more ...
By: diego on 7/2/09 at 2:14 PM
Can domestic partner coverage continue under COBRA?
I'm glad you didn't forget number 5. You might add there that you need to make sure that your staff, as competent as they may be, may need a little coaxing to let this person come in and play a part in your business.
I once was brought in to help manage an office that had run smoothly, but there were a few men that took great offense to me being there. One actually walked out due to me being a woman and being younger than him.
It made for a tense situation until he was gone, but then everything settled down and we all got to work.
By: Kim Shuford on 6/30/09 at 4:37 PM
Is It Time to Hire a Contractor?

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