HR Management

New and Updated

• Type:

  Tasks

  Remain Union-Free

• Type:

  Leading Practice Guides

  HR's Role in Mergers and Acquisitions

  Leading practice guidance explaining why the acquisition of, or merger with, another organization requires consideration of both the financial details and human capital factors. It also assists HR professionals on the keys to merger and acquisition (M&A) success.

• Type:

  Posters and Notices

  Protect Yourself: Cleaning Chemicals and Your Health Poster (OSHA 3569)

  As recommended by the Occupational Safety and Health Administration, employers should post the Protect Yourself: Cleaning Chemicals and Your Health poster.

• Type:

  Checklists

  Terminate an At-Will Employee for Misconduct Checklist

  This checklist may be used to help an employer determine the necessary steps and proper process in terminating an at-will employee for misconduct.

• Type:

  How To

  How to Notify Required Parties of Impending Layoff or Reduction in Force (RIF) Under the WARN Act

  An employer that must comply with the Worker Adjustment and Retraining Notification Act (WARN Act) for an impending mass layoff or reduction in force (RIF) must provide advance notice of the layoff or RIF. This How To will enable the employer to comply with the notification provisions of the WARN Act.

• Type:

  Posters and Notices

  Fall Prevention Poster (OSHA 3531-04)

  As recommended by the Occupational Safety and Health Administration, employers should post the Fall Prevention Poster (OSHA 3531-04).

• Type:

  Letters and Forms

  Announcement of Impending Layoff Under the WARN Act Letter

  An employer may use this letter to notify affected employees of an impending layoff or plant closing. If an employer must comply with the WARN Act, further outlined steps must be taken.

• Type:

  FAQs

  Does the WARN Act apply if my company is planning to declare bankruptcy?

• Type:

  Quick Reference

  Does the WARN Act Apply?

  This Quick Reference chart will enable an employer to determine if it is covered by the Worker Adjustment and Retraining Notification (WARN) Act, and if so, whether the WARN Act requires advance notification for an upcoming layoff, site closure or reduction in force (RIF).

• Type:

  How To

  How to Terminate an At-Will Employee for Misconduct

  The employment at-will doctrine, accepted by nearly all 50 states, provides that either party may terminate the employment relationship at any time, for any reason. However, agencies, judges and juries in federal and state courts all expect employers to behave rationally and have a good explanation for their termination decisions. This How To assists an employer with terminating an at-will employee for misconduct.