Symmetry provides outstanding human resource advice, support, and advocacy to start-up and small companies who do not have an in-house human resource team.
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Perfume, air fresheners, even soap and shampoo are supposed to make the world more pleasant. But that’s not always the case, and those scented products can even present legal risks in the workplace. With many employees claiming an allergy or some other sensitivity to scented products, you may be tasked with solving an invisible, yet serious, problem that threatens the ability of employees to work together and, even more importantly, implicates the Americans with Disabilities Act (ADA).
According to a 2012 Stanford University sociology study, 10 percent of people meet their spouses at work. Coworker dating is common. Unfortunately, not all relationships end well, and when they don’t, employers can face harassment and retaliation claims. Although most businesses have no rules about office relationships, now may be the time—while the office is awash in hearts and the fragrance of flowers—to decide what’s best for your workplace.
Employment policies: Do they keep organizations running smoothly? Or are they trouble waiting to happen? The answer to both questions is: sometimes. Business owners spend a lot of time working on policies they hope will lead to productive, fair workplaces. Often, though, policies can cause more problems than they solve. Adding to the dilemma, HR practitioners and legal experts don’t always agree on what makes a good policy.
If you have even just one employee, you should have an employee handbook. But what should be covered in it? And, just as importantly, what should not be in it? This article explores some of the common pitfalls that trap employers. While these policies all might sound like good ideas, they can put employers in legal hot water or cause frequent, needless updates to keep the handbook current.
In 2013, Colorado and Washington became the first states to legalize the possession of small amounts of marijuana. Twenty other states have legalized marijuana to be used for medical purposes with 18 additional states anticipating some level of legalization in the Fall 2014 elections. Colorado is the first state to enact recreational marijuana legislation. Washington will begin opening their marijuana stores later in the year. Many eyes are on Colorado to see how marijuana impacts their economy, violence and other issues. But truly the big question is – as employers, what does it mean?
Following are some of the more common illegal interview questions. While many HR and Recruiting staff know that these questions are illegal, many hiring managers do not. And while no one is going to arrest you for using these questions, you will find that there is a significant amount of legal risk (meaning someone can sue you for discrimination).
We have an employee who is demanding that they see their personnel file. Are we required to show it to them? It doesn’t necessarily have anything in it we would prefer he not see, it is just the way that he is asking that is alarming to us.