Another Day in the HR Field

I will be co-hosting with the UIS Continuing & Professional Education department a summer HR Workshop Series.  Each week a different topic will be presented covering COVID Workplace topics the first three weeks with the last two weeks focusing on helping employers meet the Workplace Transparency Act compliance training requirement by year-end.  Here is what is in store for the next five weeks for all those who register, grab a lunch, and sit down at their home or office computer. COVID Training Thursday from Noon-1p.m. 7/9 - Noon -1pm HR2033  Encouraging and Maintaining Remote Employee Engagement – COVID 19 sent over 68% of employees home for at least two months and many of them are still there working day in and day out either permanently or until there is an antidote for the virus.  So in the meantime, what is a manager to do when it comes to keeping those employees motivated, productive, and engaged in the workplace? We will di...

Units of local government have the responsibility to conduct business in the most transparent manner possible.   This includes the hiring process. Applicants for public jobs should feel confident that the selection process was fair and designed so that the most qualified candidate was chosen.   In addition, in some cases internal applicants for vacancies may have appeal rights through the grievance process covered in the applicable collective bargaining agreement (CBA).    It is important to always follow the appropriate article in the CBA that details hiring, so make sure you double check before filling any union covered position. If followed, the chance of having a grievance filed will be diminished. However, grievances can happen after the selection process has concluded. Both internal and external candidates for positions can file complaints.   External candidates are most likely to file a complaint with the Illinois Department of Human Rights or the Equal...