Skip to main content

What I've Been Reading This Week: HR Edition


Yes indeed, today is Halloween.  Some consider it a scary day full of unwanted surprises, scares, and endless nightmares.  Some might say that the same can be said for every day in HR as well.  As a result, this week I have dedicated this Halloween edition of What I've Been Reading This Week to the HR readers of the blog.

As always, below are a few articles that caught my eye this week.


Ban the Box: The Basics

The HR Bartender is always one of the resources I rely upon and check out during the week.  An article was recently posted which includes a few easy to follow infographs that breaks down the "Ban the Box" measures that have been passed around the country recently.  I have posted extensively on the topic previously, but this article streamlines things pretty well.  


Managing Halloween at the Office

A lot of offices are having Halloween parties this week as well as today.  Josh Sudbury has a few thoughts for those in the HR field on how to deal with potential issues that could arise from celebrating Halloween at work and how to head off some potential issues before they become major headaches.  In particular, the article provides a few thoughts on how to manage employees around this holiday as well as how to insure management is on the same page as well.


Hiring Employees to Create a "Cultural" Fit

Indeed, another good article this week from the HR Bartender.  This one breaks down the importance of hiring employees that create a "cultural" fit within the office.  My favorite part of the article deals with how employers can be proactive about the process before conducting interviews and includes a few good ideas that employers and HR professionals might want to incorporate. 

Comments

Post a Comment

Popular posts from this blog

NLRB: Discussion Among Employees About Tip Pooling is Protected Concerted Activity

  This Advice Memorandum from the National Labor Relations Board’s Associate General Counsel, Jayme Sophir, addressed whether employees which discussed and complained about tip pooling at work constituted protected concerted activity. In relevant part, an employer in New York operated a chain of steakhouses.  While tip pooling was in place at these steakhouses, some of the employees objected to it on the grounds that it was not transparent and improperly divided tips among the workers.  Employees were told not to complain or talk to each other about the tip pool and were told that doing so would endanger their jobs.  Despite the employer later attempting to provide some clarity as to how the tips were being divided, rancor still existed among some employees.  At one point, the employees were told by a general manager that some employees that had been talking about the tip pool were “cleared out” and the employer would continue to do so. In the Advice Memorandum,...
Post a Comment
Read more

San Diego Rolls Back Vaccine Mandate For City Workers

Last Tuesday, the San Diego City Council voted to do away with the vaccine mandate for city employees. The city’s vaccine mandate that was in place required city workers to get the coronavirus vaccine or risk termination.  Perhaps to this surprise of no one, the city’s policy came under fire with 14 employees being terminated and over 100 other employees resigning.  With the coronavirus subsiding, including in Southern California, the San Diego City Council took action. Now, bear in mind, the repeal of the vaccine mandate does not take place immediately. With that being said, the mandate will be repealed March 8th.  I suppose the question now is, what other cities or regions follow San Diego’s lead? For additional information:   https://www.sandiegouniontribune.com/news/politics/story/2023-01-24/san-diego-repeals-controversial-covid-19-vaccine-mandate-citing-drop-in-cases-hospitalizations
Post a Comment
Read more

NLRB: Former Employee Cannot Be Barred From Work Premises After Filing Wage Suit

MEI-GSR Holdings, LLC - NLRB Facts :  MEI-GSR Holdings, LLC d/b/a Grand Sierra Resort & Casino ("GSR") operated a facility that included a hotel, casino, restaurant, clubs, bars, and a pool which were all open to the general public.  Tiffany Sargent ("Sargent") was briefly employed by GSR as a "beverage supervisor" in December of 2012.  After her employment ended, Sargent continued to socialize at one of the clubs.  GSR had a long standing practice of allowing former employees to patronize its facility and did not prohibit Sargent from doing so.  In June of 2013, Sargent and another employee filed a class and collective action against GSR for alleged unpaid wages, in violation of the Fair Labor Standards Act and Nevada law.  In July of 2014, GSR denied Sargent access to an event at one of the clubs.  GSR followed up with a letter and stated that with the on-going litigation (from the wage suit), it decided to bar Sargent from the premises. ...
1 comment
Read more