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Start date of the NLRB’s joint-employer rule is delayed again

HR Brew

It was easier for organizations to avoid joint-employer status under the old rule, as it required both employers to exercise “substantial direct and immediate control” over employment conditions. Being a joint employer subjects both parties to legal liability for one another’s actions, as well as collective bargaining obligations.

Exercises 513
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Your Company’s Full-Remote for Coronavirus: What To Do Next

Kazoo

It’s a good exercise generally, and will help your managers refine their expectations and responsibilities in this uncertain period. Incentivize healthy behaviors, like getting fresh air and exercise, chatting with friends, keeping a tidy desk, and more. Keep your workforce informed. Comms are always tricky business. Behavior bonuses.

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Key Human Resources (HR) Pillars: Your 101 Guide

Analytics in HR

Whether it’s developing company policies , hiring, onboarding, employer branding, and developing compliance standards, the HR function is responsible for managing a company’s entire employee experience. Safety and health : Remain in compliance with any safety and health regulations and support related initiatives.

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9 Best HR Courses for Beginners to Check Out Right Away

Analytics in HR

Topics include: Exploring the role of HR from administrative and compliance to strategy and business growth Learning where to begin with an HR audit Discovering the process of recruiting great talent, from job analysis to writing interview questions and job postings Learning about a performance management process with more impact.

Course 94
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Contract Worker Rights: New Jersey & Illinois Break the Mold

Trusaic

Employers and staffing agencies cannot retaliate against a worker for exercising their rights under the law. Penalties for violations or non-compliance range from $500 to $5,000 per violation. Significantly, the bill states that employers and temporary staffing agencies are “jointly and severally liable” for any violations.

Staffing 130
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Job scams: Protect your organization with these 5 tips

HRExecutive

These aren’t just HR risks, but they are real business risks that lead to financial setbacks, legal and compliance failures, theft of sensitive and private information, and, most importantly, loss of reputation and credibility. It is also important to keep them updated with the latest threats and tactics as scamming methods evolve.

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How to Implement an Artificial Intelligence Policy [Part 3]

HR Bartender

To offer some insights, I’ve been chatting with our friend and attorney Carrie Cherveny, chief compliance officer and senior vice president of strategic solutions at HUB International. The game may be a scavenger hunt or other contests and exercises where employees engage in friendly competition.