Employee Relations and Risk Management
Employee Relations and Compliance
Employee relations covers the management of the employer-employee relationship, including policies, discipline, and conflict resolution. Candidates should understand progressive discipline, just cause, and grievance procedures. Legal compliance is critical: know key employment laws (e.g., FMLA, ADA, Title VII) and how they apply. Traps include confusing at-will employment with just cause, or mishandling investigations (e.g., not documenting).
Risk Management
HR risk management involves identifying, assessing, and mitigating risks related to employment practices (e.g., lawsuits, safety, data privacy). Key concepts include OSHA, workers' compensation, and HR audits. A common trap is to focus only on legal risks and ignore strategic or operational risks.
Worked Example
If an employee complains of harassment, HR must investigate promptly, document findings, and take appropriate action. A trap is to ignore the complaint or retaliate; both create legal risk.
Rule of Thumb
Follow the 7-step progressive discipline: 1) verbal warning, 2) written warning, 3) final warning, 4) suspension, 5) termination. But ensure just cause and due process.