Human resources always include changes from workflow process to generational issues. Years ago, companies had a personnel department to manage employee paperwork. With new laws and documentation requirements, employment-related issues have increased exponentially. For that reason, human resource work has evolved from document custody to management of issues with competing interests. Employers task the human resources department with recruiting, staffing, training and helping to manage people so that the business can perform and be compliant. The human resources professional has become one who must be able to gauge the business, interact with the employee, know the law and advise management. And often, human resources professionals are pulled into strategic planning and development of business models.
Not all changes are bad, but employers must "tend to" issues that didn’t exist before. Tracking local, state and federal laws; monitoring labor and worker advisories and opinions; and managing benefit changes and requirements can be daunting.
We intend this text to be a general reference with overview of significant labor and employment principles. It is not exhaustive but can be a valuable resource. Of course, any reference is limited in its depth of analysis of particular situations and possible legal consequences. This...
Please call us at (312) 960-9400 if this is an error or if you have any questions.