BMD Editors

Some brands use social media like a big billboard, and they “yell” at people from this platform. Today’s consumers do not want to be “talked at,” they want to get to know your brand and your company. This requires a voice that “talks to” them.

{ 0 comments }

Q. Please clarify the number of employees it takes to place a company under the obligation of Obama­­care. Our insurance carrier said it had been increased from 50 employees to 100.

{ 0 comments }

Prepare for a tough conversation as carefully as you would prepare for an important meeting with a client. Here are three effective steps to take when laying down the law.

{ 0 comments }

Q. When an employee calls off sick for more than one day, is there a minimum amount of days off required before an employer can ask for a doctor’s note? Can we ask the specific reason for the absence?

{ 0 comments }

Q. We have an employee going from a full-time salaried position to part-time hourly. To set his hourly rate, do we have to divide his salary by 2080 (40 hours per week for a year)?

{ 0 comments }

Once an employee shows a judge that there is direct evidence she was discriminated against because of her race, it’s too late to come up with much of a defense. That’s why it is crucial to wipe out obvious discrimination once and for all. Don’t ever let a supervisor’s overtly racist comments go unpunished.

{ 0 comments }

With almost every employee already using a mobile device, why not use that mobile device to increase productivity through a mobile training program?

{ 0 comments }

On March 9, the Supreme Court ruled that the Department of Labor, which regulates the kind of employees who must receive overtime for working more than 40 hours per week, is free to flip-flop on its interpretation of the Fair Labor Standards Act without notice or an opportunity to comment on the proposed change.

{ 0 comments }

Information about which ads you have clicked on, and the IP ad­­dresses that are logged in with Face­­book or have logged into or out of Facebook, can only be ob­­tained by downloading your Facebook data.

{ 0 comments }

Q: “Can we refuse a request for FMLA intermittent leave for a serious health condition when the physician has checked the box indicating that there is no part of that employee’s job that the employee is not able to perform? We included a copy of the job description with the FMLA paperwork we provided.” – Kary, Maryland

{ 0 comments }

Page 1 of 65123102030...Last »