From our HR HEROES HANGOUT series, this episode is, "What does "employment at will" really mean?
Short Answer: An employee may quit, or be fired, at any time with or without notice or cause. Longer Answer (from http://www.ncsl.org/research/labor-and-employment/at-will-employment-overview.aspx): "I. The At-Will Presumption Employment relationships are presumed to be “at-will” in all U.S. states except Montana. The U.S. is one of a handful of countries where employment is predominantly at-will. Most countries throughout the world allow employers to dismiss employees only for cause. A. At-Will Defined At-will means that an employer can terminate an employee at any time for any reason, except an illegal one, or for no reason without incurring legal liability. Likewise, an employee is free to leave a job at any time for any or no reason with no adverse legal consequences. At-will also means that an employer can change the terms of the employment relationship with no notice and no consequences. For example, an employer can alter wages, terminate benefits, or reduce paid time off. In its unadulterated form, the U.S. at-will rule leaves employees vulnerable to arbitrary and sudden dismissal, a limited or on-call work schedule depending on the employer’s needs, and unannounced cuts in pay and benefits. B. Modification by Contract The at-will presumption is a default rule that can be modified by [...] Our HR HEROES HANGOUT™ series is dedicated to the unsung heroes that ensure that organizations achieve and sustain maximum human capital competitive advantage! In this episode our topic is, “Harassment free workplace?! The easy way to create one?!”
HR is a glamorous and exciting field (it really is) where every single aspect of an organization is addressed. It deals with money (compensation, promotions, benefits, etc.), power (promotions, etc.) and respect (the concept of being valued). Our HR HEROES understand that they are not a peripheral “administrative” entity but are instead the very heart of the organization! Is a workplace free from illegal harassment (in the USA based on gender, age over 40, race, color, religion, national origin, disability, veterans status, etc.) even possible? Is it a realistic goal for HR professionals, executives, managers and staff? Is harassment an issue in workplaces only in the USA? Or, is it a global issue (in Europe, Asia, North America, South America, etc.)? I address this international report in the show and encourage you to access it (http://www.jil.go.jp/english/reports/documents/jilpt-reports/no.12.pdf). We all deserve to be treated with respect in our workplaces no matter where we are on the planet! It is a reasonable [...] Our HR HEROES HANGOUT™ series is dedicated to those unsung heroes that ensure that organizations achieve and sustain maximum human capital competitive advantage! In this episode our topic is, “Creating Corporate Training that Changes Behavior!”
Education is a lifelong process! We are constantly adapting to change and integrating new content, behavior and information into our daily lives. Corporate education (aka training) is a conduit for employees to be able to have their learning time subsidized by their employer. In a global knowledge economy the ability of the individual to enhance their skills and critical thinking is directly related to their professional opportunities. 1) How do HR HEROES ensure that they have a culture and expectation for staff that educational opportunities are important and have expected outcomes (of performance)?It starts with making sure that educational events are utilized sparingly (you want to respect the existing duties that staff members already have), that the presenters are skilled at live entertainment and engagement (if attendees are asleep they are not learning) and that the content is best served via the live event (and not memo, webpage, etc.). 2) One event is not able to transform an existing culture. If the widespread expectation is that educational events are a “waste of time”, that severely impacts the effectiveness of the program. If the perception of attendees towards the employer organization is that it is horrible, the most gifted expert presenter in the world will not [...] Our HR HEROES HANGOUT™ series is dedicated to the unsung heroes that ensure that organizations achieve and sustain maximum human capital competitive advantage! In this episode our topic is, “Make your staff members HR fans and supporters?!”
HR is a glamorous and exciting field (it really is) where every single aspect of an organization is addressed. It deals with money (compensation, promotions, benefits, etc.), power (promotions, etc.) and respect (the concept of being valued). Our HR HEROES understand that they are not a peripheral “administrative” entity but are instead the very heart of the organization. The HR HEROES are proactive and strive for their staff to be fans (not simply reluctant participants). A fan (or even better a “super-fan”) is eager to hear from HR, they look forward to their input, they are excited to be part of their initiatives. They know that their lives are better (easier, less stressful, more enjoyable, etc.) with their HR HEROES leading them, supporting them and looking out for them each day. In this show we explore why our HR HEROES should strive to make fans of their staff and the basic framework for how to do so (proactive, enthusiastic, assessment and pruning of interaction from the perspective of the recipient staff member). They are always asking, how does this make their lives better? This is a companion to episode: SwCA Episode 036 - Originally aired 2/11/2014 9:00 AM - HR HEROES HANGOUT series: Make your managers and executives HR fans and supporters!! This show explores some of the fan acquisition techniques with more specificity (frequency of communication, engaging delivery, etc.). How do you utilize “stealth marketing” of HR? HR is [...] |
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