Hr no dating policies

If you let one employee get away with coming in late, but come down hard on another employee, you could find yourself defending a discrimination claim.As a supervisor you will have access to, and may become aware of, personal information about your employees.If your company doesn’t have a handbook, be sure you understand the practices of your company.Pay particular attention to policies regarding vacation and other paid or unpaid leave available to employees.The details of all the laws regarding employee rights are beyond the scope of this article, but in general they encompass employee rights related to job safety and health protection (OSHA), equal employment opportunities (EEO), overtime and minimum wages under the Fair Labor Standards Act (FLSA), collective bargaining under the National Labor Relations Act (NLRA), family and medical leave (FMLA) and polygraph protection. You should familiarize yourself with labor laws along with the Labor Law posting requirements that inform employees of their rights under U. laws (See In addition to federal employee rights laws, you also need to be aware of any state laws that cover employees.Visit to learn about employee rights in your state.True enough, but if the answer is, India, China, El Salvador or some other country, you have just set yourself up for a potential discrimination claim if you do not hire the candidate.

With a nod to David Letterman, this article offers a brief introduction to a top ten list of HR “rules” that all supervisors should know and heed. If it’s been a while since you’ve reviewed the employee handbook; now’s a good time.

When properly attended to, good HR practices enable employees to contribute at their highest level to achieve the business’s goals.

Even if your company has a designated HR manager, “HR” is really a shared responsibilities that relies heavily on informed line supervisors aware of the key role they play in getting the work done effectively, safely, and to standards.

But research has shown that feedback, both motivational and formative, is most effective when given separately. Motivational feedback is also described as “positive”. This can reinforce good performance and increase the likelihood that it will be repeated.

It can help your employee feel confident in their work.

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