Managers are also often responsible for managing health and well-being of their teams, preventing ill health, introducing adjustments to workloads and ways of working when required, and seeking support from occupational health services to deal with cases of ill health. These include, for example, performance management and recognition, employee engagement, enabling employee voice, creating and maintaining a learning culture, and achieving employee work-life balance.
With the start of the new year, now is the perfect time to do a high-level review of some need-to-know topics. Whether you're new to HR or an experienced professional, it's important to stay abreast of action at the federal level. Keep in mind, however, that these federal laws set the floor beneath which you cannot go, says David Miller, attorney at Bryant Miller Olive.
State and local governments have been very active in recent months, and employers also need to know about any requirements that go above and beyond federal law.
HR professionals are the absolute front line of defense for a company to make sure it treats people fairly, legally and keeps the business out of danger. In general, these laws prohibit employers from taking adverse employment actions based on these factors.
Sexual harassment, so prevalent in the news, is prohibited by Title VII because it is a form of sex discrimination.
The Americans with Disabilities Act ADA prohibits discrimination against individuals with disabilities and limits the questions employers can ask workers. It also protects those who have a record of a disability, are regarded as having a disability or are associated with an individual with a disability.
The ADA, which applies to employers with 15 or more employees, also requires companies to provide covered individuals with reasonable accommodations. GINA restricts employers from asking, requiring or using genetic information to make employment decisions. Department of Labor DOLprohibits discrimination based on military service and also provides job protection while individuals are serving, under certain circumstances.
What changes should HR leaders anticipate in the area of anti-discrimination?
Brecher, head of the wage and hour practice group at Jackson Lewis. However, most states have their own minimum wage, and increases to those rates can take place throughout the year, he noted. Brecher also recommended that employers note any other applicable rates, such as tip credit maximums for the hospitality industry.
HR leaders also should note related state and local wage and hour laws; individual jurisdictions are increasingly adopting salary history bans, predictable scheduling laws and more. Family and medical leave The Family and Medical Leave Act FMLA is a federal law that allows workers who have met certain requirements take 12 weeks of unpaid leave each year without losing their jobs.
While few federal changes are anticipated, the trend in employment is to expand the amount of time allowed for leave, and making the leave paid instead of unpaid, says Miller.
Eligible candidates include citizens, noncitizen nationals, lawful permanent residents and aliens authorized to work.
Employers must verify candidate eligibility through documentation while also ensuring they don't run afoul of anti-discrimination laws. Immigration was a hot-button issue inand that trend appears likely to continue in The Trump administration has promised increased workplace visits, and is beginning to make good on that promise.
Deeper vetting of visa applications, along with an increased focus on hiring U. HR leaders will need to make sure their I-9 process is up to par and watch for changes to immigration requirements.
Experts caution that employers should be remember that reporting deadlines are also still in place and should not be ignored or overlooked. While several OSHA initiatives remain in limbo in light of the administration change, HR may want keep a careful eye on new recordkeeping and reporting requirements.The line manager's role in engagement.
Jenny Roper, April 20, But every line manager is a leader.” 9.
Revamp competency frameworks He adds that if wider systems are poor there’s only so much a manager can do. “If other HR things like recruitment and performance management are all lousy there’s a limit to how engaged people.
Jun 27, · Line managers in the HR department supervise these specialists, and report to an HR manager or director. The responsibilities of an HR line manager vary according to .
The new HR manager lacked experience heading an HR department, but the owner of the company decided to take a chance because she was a “smart, young lady” and . Human Resource Management. Roles of Line-Managers and Stages of HR Planning - Amritpal Hayre - Project Report - Business economics - Business Management, Corporate Governance - Publish your bachelor's or master's thesis, dissertation, term paper or essay.
Every Line Manager is an HR Manager Introduction “Slowly but surely, line managers are taking over the HR front line. Gone are the days when the first port of call for any people management query was the HR department.” – Lucy McGee (Personnel Today) This is partly because HR as a function has transformed over the past decade.
Here then, in the tradition of David Letterman, are the top 10 things I think every HR professional needs to do to succeed (in reverse order, of course).