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  • Employee Code of Conduct

    Employee Code of Conduct – Definition and Design

    I would define an employee code of conduct as a general guideline for workplace performance that enforces key work ethics and severely discourages unethical, immoral, or illegal behavior. A code of conduct can be either an introduction to the employee handbook or, in some cases, a completely separate document that is reviewed and signed at the time of hiring.

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  • Writing an Employee Termination Letter

    Writing an Employee Termination Letter: How Much to Include? Q&A

    Find out the pros and cons of putting your termination reasons in a written employee termination letter.

    Q: We want to provide employees who are terminated with a brief employee termination letter explaining our reasoning and informing them about administrative issues like COBRA and returning office keys. How much detail should be included about the reason for termination?

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  • Company-Wide Incentive Programs: Q&A

    Designing Bonus Plans That Cut Business Costs

    What are some smart approaches to designing company-wide incentive programs? Bonus incentives are powerful tools and can both create success or wreak havoc. Careful planning is key. HR expert Stacey Carroll, director of customer service and marketing at PayScale, recently addressed the following questions during a webinar titled Aligning Your Compensation Strategy with Business Priorities:
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  • HR’s Perspective on the Jet Blue Flight Attendant

    A Look at Employee Behavior: The Case of the Jet Blue Flight Attendant

    By now we’ve all heard about the tirade of Jet Blue flight attendant Steve Slater, although the ground swell of support and assignment of cult hero status seems to have shifted some since the story first broke. As an HR professional, it was disconcerting to see the acceptance and praise of his actions. While most people can relate to a time when they’ve been fed up at work, it’s irresponsible and potentially dangerous to reward and encourage the expression of that anger in destructive ways at the workplace.
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  • How Do I Design a Compensation Plan?

    How Do I Design a Compensation Plan That’s Customized to My Organization?

    In a previous post "Customize Your Compensation Plan for Your Organization," we shared the first three of six tips from HR expert Stacey Carroll, MBA, SPHR, on how to design a custom compensation plan so that your organization stays lean and competitive. Here are the final three tips, as explained by Ms. Carroll, which deal with merit increases, budgeting and compensation plan design.

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  • Customize Your Compensation Plan for Your Organization

    Help Your Company Stay Afloat: Customize Your Compensation Plan

    In an era of small budgets and stiff competition how can you, the HR professional, help make sure that your company is thriving, ten and twenty years from now? You need to get very specific and very strategic about your compensation decisions. You can’t just take a cookie cutter approach to your compensation strategy. If you want to beat your competition in business, you need to be different than your competition in your compensation plan. And the best way to do that is to customize your compensation plan to fit your organization.

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  • FLSA Administrative Exemption

    Complying with the FLSA Administrative Exemption Q&A

    Are you in compliance with the FLSA administrative exemption regulations? Find out if your administrative assistants meet these very specific criteria.

    Q: We have an employee whose title is administrative assistant to the CEO. She is essential to the CEO and often works more than 40 hours a week. She is paid overtime as a nonexempt employee, but we are wondering if her job duties meet the criteria for the administrative exemption. What are the criteria?
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  • Myths About Employee Pay Practices

    Not True! 4 Common Myths About Paying Employees

    By Staff Writer

    In HR, as in all professions, there are rules of the road and basic bits of wisdom that most practitioners follow. For human resources professionals, a lot of this wisdom has to do with how people are paid and what motivates them.
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  • Developing a Competitive Compensation Strategy

    Strategic Compensation and Your Position in the Market

    Smart HR leaders regularly ask themselves a key question when planning a human resources compensation strategy, “Have we positioned ourselves well relative to the market?” In order to answer this question, you must first know how competitive you want and need your compensation plan to be. Then, you can build pay ranges in alignment with your competitive compensation strategy.
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