I'm a bit surprised by this. How can an employer forbid an employee for looking for another job... are they trying to accomplish by trying to discipline employees for looking for another job. I agree... for another job--you should try and address the root cause, if possible. It may be a monetary reason

with this but theboss is very adamant about this. He feels that if employees are looking for another job they won't be committed to this job. Does anyone out there know if other companys do

immportantly, having your resume up is not evidence of an active job search. I thinkemployers can fire employees who post their resumes on job search boardsand I don't think they can be sued for that practice. In the states whose UI practices are known to me, employees who are fired for looking for a job off

these individuals want to leave. Is it the environment (culture), job duties, pay, hours, benefits, etc

I agree with IT HR. Talk to your employees. you need to know what is going on and why your employees are posting their resumes. Some may just be doing it to find out they are still wanted by other companies and have no real desire to leave. maybe they need to feel needed by your company. Others may

One motivation for encouraging employees to stay with a company is the avoidance of costs caused by employee turnover . To calculate employee turnover rates, BLR has several types of turnover rate calculators for employers. The “top performers” turnover calculator is available at no cost at http://hr.blr.com/timesavers.aspx?id=19033 . If an organization is losing talented employees, it’s important to figure out why. The calculator figures out the employee turnover rate for top performers and helps

. Is the EE's condition the result of a job related injury

accomodation discussion. what is the nature of her job

help them do a better job, faster. Although we are getting close to launch, there is still time

In reply to the comments by MBaker01 and TXHRGuy.... I am the attorney for spoke on the SHRM webinar attended by MBaker01, and I am posting (1) to explain the reason for my webinar statements; and (2) clarify the EEOC's position -- and mine -- on employer disclosures of employee H1N1 diagnoses