Employers in the U.S. have a legal responsibility to provide a safe workplace for workers. The Occupational Safety and Health Administration (OSHA) requires employers to “provide a workplace free from serious recognized hazards and comply with standards, rules and regulations issued under the OSH Act.”

When the unexpected occurs, crisis management and disaster planning can make all the difference in maintaining smooth business operations. Disaster and business continuity planning is common in IT circles where most businesses take at least some steps to ensure they will be able to continue operating if their primary IT systems stop working due to outages, hacks, mistakes, inclement weather, and more.

More than half of U.S. workers (51%) have been part of an office romance, according to the 2015 Office Romance Survey from Vault, which produces workplace rankings and reviews. Most of these are just casual romances, but 10% actually found their spouse or partner at work! Unfortunately, workplace romances introduce a host of potential personnel issues for employers.
If you think your business gets a break from compliance matters just because federal law doesn’t mandate meal or rest breaks for employees, think again. In the absence of federal legislation, state law takes over.
Drug testing in the workplace can have positive outcomes for employers. One study published in The Journal of Global Drug Policy and Practice found that, after introducing a drug testing program, employee productivity improved at 19% of companies, employee absenteeism improved by 56%, workers’ compensation incidence rates fell from 14% to 6%, and net employee turnover decreased at 16% of companies.
There’s a major regulatory change that will likely hit employers in 2016 under the Fair Labor Standards Act, potentially resulting in billions of dollars of additional expenses for U.S. employers. Here’s what you need to know.
It’s easy to get stressed over holiday happenings, and it’s equally easy to feel resentful over the restrictions the law may place on us or push us to place on ourselves. For example, who wants HR wandering the crowd at office parties looking for bad behavior? No one!
Compliance issues can be complicated and it can sometimes be difficult to know what is and isn't allowed when it comes to monitoring employee activities, especially in today's digital world.
It’s surprisingly easy to fall out of compliance with policies that may otherwise seem like common sense.
HR risks can be some of the most dangerous, with repercussions like penalties for non-compliance with regulation, exposure to litigation from clients or customers, loss of productivity by your workforce.
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