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Human Resources

From employment law to compensation and benefits, FMLA and hiring and firing and more, Business Management Daily provides comprehensive Human Resources updates.

Discover how your colleagues – and competitors – are dealing with discrimination and harassment, employment law, benefits programs, and more.

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Here’s a warning to pass on to everyone involved in the hiring process: If the most qualified applicant for an open position happens to be a former employee who used FMLA leave in the past, you can’t use that leave as an excuse not to rehire him. That’s retaliation under the FMLA.
According to the U.S. Travel Association, 61% of employees leave three or more vacation days on the table every year, and they’re less likely to use up those days if they’re allowed to carry them over to the following year.
Sometimes, a disabled employee simply cannot perform his or her job to the standards you legitimately expect. If you make reasonable accommodations and try to find a way for the employee to successfully perform the essential functions of the job, you have done all you are required to do. You can terminate the employee for poor performance.
Employees can’t count their work histories with religious organizations when seeking unemployment benefits.
Sometimes, poor appearances lead to lawsuits. That can certainly be the case when a reduction in force (RIF) seems to disproportionately affect a protected class of workers.
Employers defending against Sarbanes-Oxley Act (SOX) whistle-blower retaliation claims should be prepared for a long and tough litigation process. A recent district court decision out of Texas vividly illustrates how long a haul it might be.
MGM Resorts International em­­ployees who want to eat healthy while at work can check their progress on their smartphones. So can lots of others, it turns out.
Setting up several different corporations to run related enterprises won’t insulate the businesses from liability for wage-and-hour claims if the interrelationship is close.
Q. An employee failed to participate in open enrollment, thereby losing her insurance coverage. Can she resign and be immediately rehired to enroll in our medical plan as a new hire?

Under the ADA and state discrimination law, pregnant women may be entitled to accommodations at work. For example, if a pregnancy involves medical complications, an employee may be entitled to a reduced schedule, shift changes or temporary assignments to accommodate lifting restrictions. However, requests for changes that are only tangentially related to a pregnancy don’t have to be honored.

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