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© Charles A. Krugel; All Rights Reserved Human Resources/ Human Capital The management of employees as if theyre a capital asset. Macro HR-Big picture; what HR means to your company. Micro HR-How you execute the big picture stuff. How you translate the meaning of HR to your everyday workplace.
© Charles A. Krugel; All Rights Reserved Labor & Employment Law This is the branch of HR/HC which regulates the workplace via law/legislation. Its the government regulating the workplace; trying to level the playing field for all people of all races, creeds, etc.
© Charles A. Krugel; All Rights Reserved Preventive/Proactive HR vs. Reactive HR Generally, focusing on HR & HR related issues before or as they arise is cheaper & easier then focusing on them after they occur. Statistics as well as personal experience supports this.
© Charles A. Krugel; All Rights Reserved Factors Affecting How Labor & Employment Laws are Created, Administered & Enforced Economy Lawyers, Judges, Arbitrators, Mediators, Juries Business & Trade Associations, Chambers of Commerce Lobbyists, Political Groups & Associations Voters Labor unions & employee groups & associations Community, civil rights, social services & faith based groups & associations Global business concerns
© Charles A. Krugel; All Rights Reserved $$$ It all boils down to money how much, to whom does it go to, when, where, why. When you can sufficiently determine how much an employment action (or non- action) will cost, then you can better determine what to do (or not do).
© Charles A. Krugel; All Rights Reserved Potential Cost of a Labor & Employment Law Dispute Costs $5k to train 200 employees at $25 each on employment issues like harassment & discrimination If this company is sued, it costs about $155k to litigate case & $85k to settle BUT If same company doesnt train employees & is sued, it costs about $960k to litigate & $300k to settle Above according to Jury Verdict Researchs 2004 Statistics
© Charles A. Krugel; All Rights Reserved Labor & Employment Trends Outlook Overallits not good! Greater local & state enforcement of employer taxes & fees (e.g., overtime, classification, immigration) More union organizing activitybut unions still less organizing & negotiating; but, theyre more agitating/provoking Greater employee & workforce contentiousness (us vs. them) Shrinking Retirements Benefits/Funds
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