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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How you handle a sexual harassment complaint can mean the difference between a quick lawsuit dismissal and protracted litigation. Prompt action is essential.

Here’s a warning for employers with overly complicated compensation systems: If someone believes the pay plan is discriminatory, you’ll probably have to spend considerable time explaining the system in court. Simpler may be better.
President Obama’s Nov. 20 announcement that he would take executive action to protect about 5 million illegal immigrants from deportation set off a political firestorm, but the plan will affect relatively few employers.
Good luck trying to recruit the kids these days. A new survey found that they most want to be superheroes and celebrities.
While politically incorrect statements may be distasteful and offensive, they aren’t necessarily grounds for a lawsuit. That’s especially true if the statement can’t be tied directly to a protected characteristic such as national origin, religion or race.
Have you ever worried that, after terminating an older worker, replacing him with a younger one might look like age discrimination? That concern is likely unfounded if you had a legitimate, business-related reason for the earlier termination.
Want to throw interviewees a real curveball? Consider some of these real-life questions asked in job interviews this year.

If your business doesn’t operate 24/7, you probably shut down just about everything at some point during the night. That’s especially common with retail operations. If that shutdown includes resetting the time clocks to automatically clock out everyone, you may be courting a lawsuit.

As has become an annual tradition, CareerBuilder.com asked more than 2,000 bosses to share their employees’ most dubious excuses for calling in sick.
If your organization employs lots of part-timers—or is considering shifting work formerly done by full-time employees to part-timers—consider these factors.
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