The Occupational Safety and Health Administration (OSHA), which falls under the larger umbrella of the Department of Labor, guarantees workers the right to a safe and sanitary working environment and lays out guidelines to help employers achieve this goal. These requirements include safety training, reporting, and anti-retaliation protections for employees who report unsafe working conditions, among others.
In larger companies, there may be one or several people whose job is to maintain workplace safety and comply with OSHA regulations. But in smaller organizations, some of the work of training, record-keeping, and reporting may fall to HR managers.
For anyone who loves variety and thrives in a busy job, working in HR may be a great fit. The role encompasses so many responsibilities: recruiting, hiring, managing, maintaining compliance, tackling benefits, and so much more. That’s one reason most HR managers say that no two days at work are the same.
Distraction is an epidemic in nearly every modern workplace. Between the rising popularity of open floor plans for offices, the constant rollout of new smartphone apps, and the increasingly collaborative nature of many jobs, it can be challenging most days for employees to find even a few minutes to work independently in a distraction-free environment.
For some people, the end of August means back-to-school shopping and parent-teacher conferences. But even for people without school-aged kids, the beginning of a new school year usually means fewer coworkers out on vacation and the return of full workplace productivity. As the pace of work starts to pick up again for the fall in many offices, there’s plenty of news HR managers need to know. Here are a few stories to get you up-to-speed:
If you’ve been in HR for any amount of time, you’re aware of the myriad problems associated with employee absenteeism, especially now that companies are offering more flexible time-off policies. When too many people take too many days off, company productivity can take a serious hit, and HR managers often bear the brunt of having difficult conversations about how much time off an employee is allowed to take before being subject to disciplinary action.