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  • HR Approach to Harassment at Work

    How to Deal with Workplace Harassment

    One of our human resources responsibilities is to proactively assure we work in environments free from unlawful harassment. No harassment of any kind is positive in a work place culture, but not all is illegal. For example, if you insist on wearing polka dots with plaids, the more fashion conscious in your group may harass you for your fashion taste. While you may find that annoying, especially since you are clearly the more fashion forward one, it is not illegal.

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  • Employee Benefits Plans Communication

    Responsibility Rests on Both Sides in Health Benefits Communication

    A May 2011 case before the U.S. Supreme Court, Cigna v. Amara, centered on whether critical information about Cigna’s pension benefits were properly communicated in the company’s Summary Plan Description (SPD), a federally required summary of plan benefits that must be distributed to employees, retirees and beneficiaries. At the heart of the case is the employees’ contention that Cigna failed to fully and clearly disclose a change in its pension plan which, if employees had understood it, might have spurred them to retire or take another job.

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  • Human Resources Managers Know

    The Honor of Working in Human Resources

    For the last three years, I have had the privilege of talking to many Human Resources professionals in the United States and Canada. There is a border between some of us, and we are in a multitude of industries, yet one thing remains constant: we know what is really going on with pay in our companies.

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  • Canadian Pay Trends

    Welcome, Canada, to The PayScale Index!

    By Bridget Quigg, PayScale.com

    Last week, PayScale released the most recent results for The PayScale Index, covering Q2 of 2011. And, for the first time ever, The PayScale Index included information about Canadian national pay trends. Guess what? Wages in Canada are growing overall, unlike the US where wages are flat, nationally. Canadian employers, you’d better be have a plan to benchmark positions against current data and work to retain your top performers. Your labor market is heating up.

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  • SHRM 2011 – Aligning Comp with Business Goals

    SHRM 2011: “Stupid Things” We Do in Compensation

    I learned a very important lesson during my first speaking engagement at the SHRM national conference: Be careful what you say. During my conference break-out session titled “Aligning Your Compensation Strategy with Business Priorities” I said, “I’m on a mission to eliminate the stupid things we do in compensation.” A writer from the SHRM newsletter was listening. Guess which quote led his article? Yep, you guessed it.

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  • Top Performers: Key to Business Success

    Top Performers Boost Your Bottom Line

    As many of you are well aware, your top performers can be the difference between a company that is successful and a company that is not. But, you may not be able to convince your leadership that you need compensation policies that account for this fact. Hopefully, the following information will help.

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  • How to Avoid EEOC Complaints in Hiring

    Employing The Right Way

    Many employers these days have countless ways they conduct the recruitment and hiring processes. And, I’m willing to bet many of those employers have forgotten that they are bound by Federal law on discriminatory practices, starting at the very beginning…recruitment. Discrimination is a very costly mistake that can bring an employer both financial penalties, as well as a poor public image. The following are some important things to remember when it comes to recruitment and hiring practices.

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  • How to Avoid Pay Compression

    Pay Compression: Our Nightmare in the World of Compensation

    Compression is the ugliest issue compensation professionals face. It tends to be a no-win, lose-lose situation, and the ways to deal with it are limited.

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