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The recommendations and opinions provided by Clark Schaefer Strategic HR and its staff are advisory only and are based on general human resource management fundamentals, practices and principles, and are not legal opinions or guaranteed outcomes. This information is provided with the understanding that the user assumes the risk of verifying information used from this site when interpreting it for their own use. We strongly recommend, as part of a team approach to management, that companies consult with their legal counsel to address specific legal concerns related to human resource issues.
What Does It Mean To Be a Partially Exempt Industry Under OSHA?
Last Updatedin Health, Safety & Security
Question: According to our company’s NAICS code it says we’re a Partially Exempt Industry. Do we have to complete the OSHA Form 300A each year? Answer: If your North American Industry Classification System (NAICS) code classifies you as a Partially Exempt Industry, it is not necessary to complete OSHA injury and illness records (including the OSHA Form 300A). Unless you […]
Avoid Penalties: Maintain a Legal Hiring Process
Last Updatedin Recordkeeping
Question: We are continuously chasing paperwork for employees that a manager may have hired but didn’t include HR in the hiring process. What problems does this present that we can share with the hiring managers? Answer: It is important to make sure HR is included in the hiring process to assure all items are completed […]
Working Together Effectively After A Harassment Investigation
Last Updatedin Employee Relations
HR Question: I have an employee that filed a complaint against their supervisor for alleged harassment. An investigation has been completed and it was determined that there was not harassment and the issue was resolved. I am very concerned about the employee and their supervisor being able to work effectively together in the future. What […]
Hiring Practices in a Candidate Driven Market
Last Updatedin Recruitment
HR Question: What best hiring practices should I have in place for a “Candidate Driven” market? HR Answer: Since the Great Recession in 2008 and especially over the last several years, the economy has moved from recovery mode to consistently maintaining strong growth. The latest news release from the Bureau of Labor Statistics states that […]
Happy and Positive Thinking Is a Choice
Last Updatedin Communications
By Cathleen Snyder with Strategic HR For many of us, the holidays bring times when we spend additional time with family that we might not normally spend. This can present joys as well as challenges. After the Thanksgiving holiday, several on our team were talking about some “interesting” interactions we may have had with some […]
Why Is Workplace Monitoring Necessary?
Last Updatedin Employee Relations
Question: I just noticed that there are a number of cameras monitoring me in my workplace. I’m not sure why I never noticed it before but as I look around, there appears to be a number of “eyes in the sky”. Is this legal? It really makes me feel uncomfortable and I can’t believe they […]
An Internal Review of Human Resources – The HR Audit and Organizational Analysis
Last Updatedin HR Strategy
The end of the year and beginning of the new year always seem to be a time of personal reflection and the same is true of our organizations! When we hear the word audit, most of us immediately think “finance” or “accounting,” not Human Resources. However, as HR continues to evolve into the role of […]