The Job Offer: It feels great when you make a job offer and the candidate is happy to accept it. After all, you've done all of your research and have put together an offer that And then. . .he says, "You know, I was hoping for a higher salary. Could you go to X?" And then your heart kind of sinks a little. You put the right offer on the table. You were ready to present it. And he wants more? Maybe you should have low balled so you'd have room to negotiate. What now?
What are you doing to prevent bullying? The bigger question is, "is it enough?" As human resources professionals, we are charged with creating policies for our organizations that mirror state and federal regulations, make good business sense, and provide guidance for acceptable and unacceptable workplace behaviors. Some of us have policies like Prevention of Harassment and Intimidation, which address and identify bullying behavior. And while it's unfortunate that we even n
Just about any human resource professional will tell you that if it isn't written down, proving that a conversation actually took place will be difficult to prove. Employers should know that the burden of proof belongs to them when the circumstances require proving it. What am I talking about? Documentation. The conversation you just had with an employee will be very difficult to prove if you don't have documentation. The verbal warning that you delivered yesterday will b