Intoo USA
MARCH 24, 2022
My daughter in Peru, 2018. Australian employment law places high value on maintaining the dignity of a transitioning employee during the termination process; so much so, that employees have even been reinstated if the process is deemed overly harsh or unnecessarily expedient. Mira Greenland.
HR Daily Advisor
JANUARY 25, 2018
In 2018, however, I see three areas loaded with risk for Arizona employers. As you put in place your strategies for 2018, I recommend you at least consider focusing on these three areas. James , a partner in the Arizona law firm Gonzalez Law, LLC , is the editor of Arizona Employment Law Letter.
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ClearCompany HRM
DECEMBER 6, 2017
To help you navigate, we’ve compiled a quick list of HR compliance subjects your department should be aware of as we head into 2018: Overview of 2017 Rulings Taking Effect in 2018. 2017 brought quite a few rulings HR managers across the country will be dealing with in 2018. Staying Compliant in 2018 and Beyond.
Intoo USA
JANUARY 3, 2020
In fact, the 2018 Global Leadership Forecast, which integrated data from 25,812 leaders and 2,547 HR professionals across 2,488 organizations, found that having a formal mentorship culture lowers turnover by 20%. Consider hosting learning sessions that are open to the whole company to broaden baseline skill sets.
Intoo USA
JANUARY 3, 2020
In fact, the 2018 Global Leadership Forecast, which integrated data from 25,812 leaders and 2,547 HR professionals across 2,488 organizations, found that having a formal mentorship culture lowers turnover by 20%. Consider hosting learning sessions that are open to the whole company to broaden baseline skill sets.
Analytics in HR
JULY 10, 2023
Compliance: HR managers are responsible for developing and implementing policies and procedures that ensure their organizations comply with current labor and employment laws and regulations. – Maintained comprehensive records of personnel-related data and ensured employment requirements compliance.
HRWatchdog
NOVEMBER 22, 2019
The two grocers were held responsible for the subcontractor’s workplace violations because the grocers were considered joint employers of the subcontractor’s workers. Under the client-employer law, a client employer may have to pay for the subcontractor’s owed wages, damages and penalties, as well as workers’ compensation violations.
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