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To be fair, her FMLA entitlement is the same, whether she is currently working 24, 30, 36 or 40 hours generally. You start counting when she applies for FMLA and it doesn't reduce because she reduced her hours. It's based on whether the employee worked a minimum of 1250 hours in the past 12 months....
I think Rene said it the best and that is the way every company I have worked for has handled it. Whether you look at it on a quarterly basis or even month to month, it's what the average number of hours these folks work. If they average 21 or 22, those are probably easy adjustments for...
Generally speaking, I always want the manager to be delivering the message, whatever that message is. I think it is HR's role to coach and mentor the management team. But it always depends on the level of supervision. I have worked in organizations where someone is called the supervisor or manager...
The Supervisor or Manager should be handling employee performance issues. The role of HR would be to coach where necessary and to brief Management on consequences and next steps.
Good morning. I hope this message finds you well. I'm wondering if anyone uses a quality pre-employment assessment vendor? I'm looking for one that can tie our companies culture values into a pre-employment assessment. Any suggestions or recommendations would be greatly appreciated.
Aubrey Daniels , the clinical
psychologist who is often called “the father of performance management,”
The circuits split on federal Affordable Care Act subsidies . Next up, the Supreme Court?
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