October 11th, 2019 by Edward Harold and Paul Goatley at Fisher Phillips
Just get the damn flu shot (and accomodate when necessary).
That's what Gizmodo said last year, at least the part about the flu shot - click on the picture above for the full article from a science writer at Gizmodo (and pug afficianado elsewhere). And it was what I was going to title this blog, but I wasn't sure how the Google spiders would react.
Ed Harold and Paul Goatley went with "Combating the Flu" and discuss mandatory flu vaccines, accommodations to the flu vaccine, presenteeism, leave policies and various anit-flu paraphernalia.
February 4th, 2019 by Fisher Phillips
The Super Bowl is near, which means so are some workplace issues that you are going to be dealing with, regardless of your allegiance to team, half-time performer or just all of the food.
Fisher Phillips helps you with your HR game plan so you aren't depending on your two-minute drill or just tossing a Hail Mary, covering:
September 26th, 2018 by hrsimple
No call. No show. Assume they quit. Find a replacement. Move on.
Then who shows up but Ms. Nocall Noshow.
October 24th, 2018 by Danielle Krauthamer at Fisher Phillips
Some of you know that we have an office dog (who also happens to be my dog Queso, pictured) in addition to other dogs and cats/kittens (Marshall, our 10-day old kitten eating breakfast on our youtube channel - Queso has several cameos).
Danielle Krauthamer at Fisher Phillips provides the four legs you will need to stand on when considering your pawternity policy:
September 4th, 2018 by Jason Plowman at Polsinelli
Ahhh, yes. Labor Day is now behind us and it is finally time to pack up our white pants and ship our kids off to school! As your staff prepares to wave good-bye to their young-ins, you should be prepared to wave hello to requests for school-related time off with help from your tutor, Jason Plowman at Polsinelli.
October 24th, 2018 by Fiona W. Ong at Shawe Rosenthal
The U.S. Court of Appeals for the Sixth Circuit held that “full time presence at work is not an essential function of a job simply because an employer says that it is.” Interestingly, this seems to run counter to the Americans with Disabilities Act regulations, which state that evidence of whether a job function is essential includes, first, “The employer’s judgment as to which functions are essential.”
October 24th, 2018 by Mathew Parker at Fisher Phillips
Nobody wants to hear those four words – "We need to talk" because it isn't going to be an easy conversation.
But you probably don't want to be the one saying them either.
Fact of HR: you are going to be saying those words at some time. And the longer you avoid saying them, the greater the anxiety for you and the more the entire workplace will suffer. Mat Parker from Fisher Phillips has 5 tips to help:
June 25th, 2018 by Patricia Dammann, VP Programs & Operations/OD Strategist at Institute of Organization Development
OK, so your Mom told you not to hate anyone, but raise your hand if millennials do cause you angst, Weltschmerz (word-a-day baby!), and/or an occasional shake of the head?
They are also changing everything, including in the workplace: sharing their salary (horrors), needing constant feedback (think Johnny 5 input), transforming googol from a number to company to a verb (and misspelling it), and learning online instead of in a stuffy unlit conference room (actually, I'll take the Starbucks wi-fi, coffee and a slice of the iced gingerbread loaf).
Patricia Dammenn helps you understand what millennials crave in the workplace, and what you can do to keep them hanging around.
June 12th, 2018 by hrsimple
Needless to say, a company can’t operate (let alone succeed) if the employees aren’t showing up to work. But how do you ensure that your workforce will consistently report for duty? One good step is having a clear attendance policy. Communicating clearly about what are acceptable reasons to miss work, how these requests should be made, and what does not qualify as an excusable absence can prevent a lot of confusion and make employees more accountable. The key to communicating these guidelines is a well-written and enforced “No-Fault Attendance” policy. This kind of policy may even boost employee morale by minimizing resentment on the part of some employees toward coworkers who suffer no consequences for being chronically absent.
Here is a deeper look at what such a policy should cover.