Human Resources Policies

New EEOC Report: Workplace Harassment Prevention Not Working-Harassment Continues to be a Problem

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You have been in Human Resources or management for years. Your plate is full-too much to do and to know in your increasingly stressful job. You are expected to stay current in discrimination and harassment case law for all the federal and state protected classes. Are you current? It seems like an unending responsibility. You remember hearing something in the news about a change in the pregnancy law, but can’t remember what it was.

You know that the American Disabilities Act and Title VII have expanded with something called an accommodation meeting, but what does that require? You heard that a company was required to pay a plaintiff an additional $1,000,000 because the company didn’t do harassment training-could that be true? You have a company wellness program and have heard that employees are suing for discrimination based on the incentives offered for those who take part in the program. And it still isn’t clear as to whether you can personally be sued for the misconduct.

It is almost impossible for managers and HR professionals to stay current in the ever evolving civil rights case law due to their busy workload. As a result, discrimination and harassment may go unrecognized and allowed to continue creating a hostile work environment for employees resulting in absenteeism, turnover, loss of productivity and physical and emotional health consequences to the target and witnesses of the abuse.

LEARN MORE :  http://bit.ly/2TA4bSY

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Human Capital, human resources management, Human Resources Policies

Building Salary Budgets and Merit Matrices in Today’s Economy

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TrainHR, a leading provider of professional training for all the areas of human resources, is organizing a webinar on the topic, “Building Salary Budgets and Merit Matrices in Today’s Economy”, on March 6. Teri Morning, founder and President of Hindsight Human Resources, will be the speaker at this 60-minute session.

Please log on to http://bit.ly/2DuSdnN to enroll for this webinar.

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The rationale for salary raises is that the employee must have performed to expectations or exceeded them. Another criterion that triggers and justifies a raise is the employee’s exemplary attitude, work ethic, skill, and integrity at work. HR and management should decide the quantum of raise for an employee based on these criteria, plus the other important one, which takes the budgetary allocation for this exercise, into consideration.

Since the salary outlay is often the biggest chunk of expense for most companies, they need to use this resource very adeptly and wisely. The extra budgetary allocation for salaries should lead to more results by bringing about increased efficiency and improved skills from the employees.

This is the result that the concept of Merit Based Compensation (MBC) should bring about in the company. So, it is imperative for management and HR to understand how to make MBC work for the company in a just and effective manner.

Clarity on how to make Merit Based Compensation and Merit-based Performance Matrix work

This is the learning this webinar will impart. Teri will show how linking performance or other parameters mentioned above, or not linking, will drive home the message to employees about what management expects from them and what kind of work or attitude gets rewarded and what doesn’t.

Teri will also show what role a Merit-based Performance Matrix (MBM) can play in this process. Its full definition, namely merit-based, pay-for-performance matrix, should give an idea of what this concept means: MBM can be seen as an indicator for managers, HR and supervisors, using which they could suggest pay increases that are both fair and are supportive of the organization’s business objectives. The Merit-based Performance Matrix links performance with the market rate for pay in a particular sector.

This session is particularly useful for personnel that deal with performance and pay, such as CFO’s, HR Managers, HR Generalists, Plant Managers, Business Owners and CEO’s, Compensation Professionals and Benefit Professionals.

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About the speaker:

Teri Morning is the founder and President of Hindsight Human Resources. An SHRM-certified Senior Certified Professional, Teri has consulted with employers on their problems and trained managers and employees for over 20 years, during which she has met and worked with employees from all types of businesses.

During these two decades and more, Teri has acquired human resource and training experience in a variety of fields, including retail, distribution, architectural, engineering, consulting, manufacturing, public sector and both profit and non-profit companies.