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In 2013, Zappos announced its plan for self-management. It would eliminate all managerial positions and let each employee dictate their activities. The tremendous backlash, both from the media and employees, left the company reeling.

Happy Thanksgiving! Now, we’ve got to get there. The productivity conversation continues this week, and there is more of an impetus than ever for HR to become more productive, not busy. Can you hire as well as a machine, because in low skilled jobs, an algorithm hires as well as a person.

Can you believe August is almost over? What’s ahead for 2015 … This week, we’re with Fallon. There has been so much going on in HR and employment this year.

Adverse action lawsuits have popped up often in the past two years, and yet because the instance of an adverse action issue arising is rare compared to the number of applicants processed, companies often neglect compliance in this key area.

What you don’t know can hurt you. You could hire any of these people without a quality background screening service—Harvard did. Image: Listserve.com … James Hogue … Hogue defrauded Princeton and Harvard.

Weekend roundup for Jan. 31-Feb. 1, 2015 … We have spent a lot of time over the past ten years figuring out how to separate employees’ personal lives from their work lives, but most companies have realized this is a losing battle and are embracing the integration of technology into the workforce.

EEOC sues after employee refused employment after drug test … Once again, a multi-national corporation shows the necessity of meticulosity in HR processes and procedures. A candidate was refused employment because she couldn’t take a drug test.

Most companies have a rehire policy of some kind—you have to differentiate between those employees you want back on your team and those who can never, ever darken your doorway again once they walk out. But, what determines whether an employee is eligible for re-hire or not?

This is the final piece in a series on avoiding unnecessary risks in the hiring process, published in response to the documents jointly published by the EEOC on background screening and the recent rash of litigation.

So, how do you decide who to hire when you have multiple positions to fill and hundreds of applicants? Can you streamline the process and eliminate candidates more quickly with a hiring matrix? Yes, and no.

The Equal Employment Opportunity Commission (EEOC) issued its first comprehensive update of its guidance on the subject of pregnancy discrimination since 1983.  It supersedes that document and incorporates significant new developments in the law since its publication 30 years ago.

May 24, 2014—May 26, 2014 … As we return to work after the Memorial Day weekend, we’d like to say thank you to all the men and women who have served and who are serving our country, as well as the families that support them. Thank you all for your service.  … Insurancenews.net: