How to Correctly Investigate an Employee Harassment Claim

All employees claims should be taken seriously, but certain types of claims should immediately prompt a business to seek a third party to conduct a professional investigation.  Allegations of sexual harassment, harassment by a supervisor, unlawful termination, hiring or promotion discrimination have the potential for a seven figure court award.

To educate business owners, we created a short article, How to Conduct a Thorough Employee Investigation. Please review and post your questions or comments.
  

While the situation that triggers an employee investigation might be unpleasant, it is nevertheless an essential part of the job for HR professionals. Employee relations investigations need to be conducted whenever there is a complaint filed which centers around rule and policy violations, employee misconduct or even criminal acts. Additionally, some employee relations investigations need to be conducted around non-formal complaints such as office rumors or suspected rule violations.
Read more at http://www.business2community.com/human-resources/how-to-conduct-a-thorough-employee-relations-investigation-0588534#XrM74jPMITDTXfpa.99

While the situation that triggers an employee investigation might be unpleasant, it is nevertheless an essential part of the job for HR professionals. Employee relations investigations need to be conducted whenever there is a complaint filed which centers around rule and policy violations, employee misconduct or even criminal acts. Additionally, some employee relations investigations need to be conducted around non-formal complaints such as office rumors or suspected rule violations.
Read more at http://www.business2community.com/human-resources/how-to-conduct-a-thorough-employee-relations-investigation-0588534#XrM74jPMITDTXfpa.99

While the situation that triggers an employee investigation might be unpleasant, it is nevertheless an essential part of the job for HR professionals. Employee relations investigations need to be conducted whenever there is a complaint filed which centers around rule and policy violations, employee misconduct or even criminal acts. Additionally, some employee relations investigations need to be conducted around non-formal complaints such as office rumors or suspected rule violations. Why Employee Relations Investigations are So Vital If the investigations are not conducted, serious consequences could arise. These consequences can become compounded if the investigation is conducted in a poor manner and wrongful termination suits are filed over misguided disciplinary actions. By conducting a poor employee relations investigation—or by not conducting one at all—you are exposing your company to lawsuits based on defamation, harassment, wrongful termination and discrimination. These lawsuits can be devastating to a company, causing some organizations to declare bankruptcy altogether. That’s because courts lean in hard on companies with poor or no employee relations investigations practices in place.
Read more at http://www.business2community.com/human-resources/how-to-conduct-a-thorough-employee-relations-investigation-0588534#XrM74jPMITDTXfpa.99

While the situation that triggers an employee investigation might be unpleasant, it is nevertheless an essential part of the job for HR professionals. Employee relations investigations need to be conducted whenever there is a complaint filed which centers around rule and policy violations, employee misconduct or even criminal acts. Additionally, some employee relations investigations need to be conducted around non-formal complaints such as office rumors or suspected rule violations. Why Employee Relations Investigations are So Vital If the investigations are not conducted, serious consequences could arise. These consequences can become compounded if the investigation is conducted in a poor manner and wrongful termination suits are filed over misguided disciplinary actions. By conducting a poor employee relations investigation—or by not conducting one at all—you are exposing your company to lawsuits based on defamation, harassment, wrongful termination and discrimination. These lawsuits can be devastating to a company, causing some organizations to declare bankruptcy altogether. That’s because courts lean in hard on companies with poor or no employee relations investigations practices in place.
Read more at http://www.business2community.com/human-resources/how-to-conduct-a-thorough-employee-relations-investigation-0588534#XrM74jPMITDTXfpa.99

While the situation that triggers an employee investigation might be unpleasant, it is nevertheless an essential part of the job for HR professionals. Employee relations investigations need to be conducted whenever there is a complaint filed which centers around rule and policy violations, employee misconduct or even criminal acts. Additionally, some employee relations investigations need to be conducted around non-formal complaints such as office rumors or suspected rule violations. Why Employee Relations Investigations are So Vital If the investigations are not conducted, serious consequences could arise. These consequences can become compounded if the investigation is conducted in a poor manner and wrongful termination suits are filed over misguided disciplinary actions. By conducting a poor employee relations investigation—or by not conducting one at all—you are exposing your company to lawsuits based on defamation, harassment, wrongful termination and discrimination. These lawsuits can be devastating to a company, causing some organizations to declare bankruptcy altogether. That’s because courts lean in hard on companies with poor or no employee relations investigations practices in place.
Read more at http://www.business2community.com/human-resources/how-to-conduct-a-thorough-employee-relations-investigation-0588534#XrM74jPMITDTXfpa.99

While the situation that triggers an employee investigation might be unpleasant, it is nevertheless an essential part of the job for HR professionals. Employee relations investigations need to be conducted whenever there is a complaint filed which centers around rule and policy violations, employee misconduct or even criminal acts. Additionally, some employee relations investigations need to be conducted around non-formal complaints such as office rumors or suspected rule violations. Why Employee Relations Investigations are So Vital If the investigations are not conducted, serious consequences could arise. These consequences can become compounded if the investigation is conducted in a poor manner and wrongful termination suits are filed over misguided disciplinary actions. By conducting a poor employee relations investigation—or by not conducting one at all—you are exposing your company to lawsuits based on defamation, harassment, wrongful termination and discrimination. These lawsuits can be devastating to a company, causing some organizations to declare bankruptcy altogether. That’s because courts lean in hard on companies with poor or no employee relations investigations practices in place.
Read more at http://www.business2community.com/human-resources/how-to-conduct-a-thorough-employee-relations-investigation-0588534#XrM74jPMITDTXfpa.99

How to Choose a Professional HR Consultant

Companies are realizing more and more the value of human resource (HR) consultants and the important role they play in the successful future of the business. They are usually the ones that facilitate the development of an employer and employee relationship that is a huge factor that can affect the growth and longevity of any company.

With the rise of HR consulting demands, individuals with the talent and diligence to take on the profession’s responsibilities have plenty of opportunities in several corporate markets where companies are constantly finding new ways to improve their current circumstances by establishing systems and programs that push employees and the company as a whole to better efficiency and profitability.

Some of the well-known attributes of a successful HR consultants includes excellent people skills, negotiation skills and several years as a human resource executive.

HR Consultant Services Offered

The following are some of the specific services HR consultants offer to prospective clients:

• Benefits of Performance Management
• Building & Improving Employee Relations
• Creating an Efficient HR Infrastructure
• HR Auditing
• HR Compliance – Federal & State Regulations Reviews
• Improving Human Capital Management
• Management and Employee Compensation
• Strategic Planning – Mergers & Acquisitions
• Talent Acquisition that Builds Retention & Reduces Costs
• Training & Development
• Understanding – Conducting Employee Investigations

 Please click here to read the complete article.

Minimum Wages to Increase to $10.00 per hour in California

In case you missed this post from  AALRR, we posted it below.  It is important that your human resources staff review and update HR documents that refer to employees' compensation plans. Plus, this change may influence current employees and cause a fury of questions. Does this change affect their compensation?  We recommend preparing now, before the change become law.  Need professional HR Consulting assistance to discuss this event?  Call today for a no obligation HR consultation.

Did you see the With the close of the 2013 legislative session on September 12, 2013, the California Legislature passed Assembly Bill 10 (“AB 10”), which will increase the state’s minimum wage to $9.00 per hour by July 1, 2014, and $10.00 per hour by January 1, 2016.  AB 10 now awaits signature by Governor Jerry Brown by October 13, 2013.  The Governor has promised he will sign the bill. The current California minimum wage is $8.00.  In addition to affecting the minimum rate of pay employers must pay employees for each hour worked, AB 10 will also impact other wage and hour rules that are based on the minimum wage such as the furnishing of hand tools and salary requirements to meet the exemptions from overtime for commissioned, executive, administrative and professional employees. - Jonathan Judge