Discrimination Employee Relations Workable 
Insperity
MARCH 3, 2016
In the past, you may have kept your handbook to a minimum for fear that employees wouldn’t read a novel-size document. You likely only included basic starter polices – code of conduct, anti-discrimination efforts and termination procedures. To better protect your employees and business, it may be time to add a few new policies.
Empuls
OCTOBER 5, 2021
Finally, you can handle employee grievances by opening an appeal window for the employee if he/she is dissatisfied with the decision and listen to their proposed solution, weighing whether or not it can be workable. About 59% of organizations track employee relations matters.
This site is protected by reCAPTCHA and the Google Privacy Policy and Terms of Service apply.
Workable
AUGUST 3, 2023
There have been numerous examples that uncover biases and inadvertent discrimination of AI-based solutions against fractions of applicants, as a result of faulty databases and incorrect programming. Related: Ethical AI: guidelines and best practices for HR pros What can you do?
Workable
OCTOBER 12, 2023
This includes adhering to non-discrimination policies, ensuring data privacy for candidates, and following all labor laws and regulations. I’d ensure a mix of specialists for areas like talent acquisition, training, benefits, and employee relations.
Workable
AUGUST 28, 2024
AI tools used in recruitment, performance evaluations, and other employee-related decisions fall under this category. This scrutiny isn’t just about avoiding discrimination; it’s about ensuring that your AI systems are auditable and compliant. High-risk: This is where HR comes in.
Workable
JANUARY 22, 2024
Bridging management and employee relations by addressing demands, grievances, or other issues. Key Steps for Advancement Accumulating hands-on experience in diverse HR roles, including recruitment, training, and employee relations. Managing the recruitment and selection process.
Workable
OCTOBER 18, 2023
The process will include an opportunity for the employee to provide evidence and arguments, followed by a decision by the HR manager. If necessary, the dispute may be escalated to the employee relations committee for further review and resolution. Leave entitlement 1.
Expert insights. Personalized for you.
40 
Let's personalize your content