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.
Using a $3 million federal grant, the Minnesota Department of Human Services will implement new practices for running background checks on employees who work with children and vulnerable adults. The new procedures will begin in January, implementing new fingerprinting and photographing legislation Gov. Mark Dayton signed in May.
A former lawyer in the Delaware County Public Defender’s Office who considered himself a zealous legal advocate has lost his appeal for unemployment compensation in Commonwealth Court.
Q. One of my workers brought a backpack into work today that I have reason to believe contains illegal substances. The worker stored the bag in his company-provided locker. Can I search his belongings?
Dallas-based Parkland Health and Hospital System cut its executives bonuses this year, but not because the head honchos performed poorly. The system’s governing body decided the money was better spent raising the pay of the system’s lowest-earning employees instead.
In hiring, it’s maybe the single most illuminating question to ask prospective hires. Here's a striking example.
Ten soldiers-turned-electric company apprentices became the first graduates of a training program set up by Southern Company at Fort Stewart, near Savannah, Ga. The energy giant partnered with the U.S. Army to offer the three-week training course on base as part of the utility’s effort to recruit soldiers who are about to return to civilian life.
Having employees out on FMLA leave is a hassle. But even worse trouble is certain if bosses make a big deal out of routine FMLA leave requests.
Q. One of my employees recently made a post on Facebook expressing his dissatisfaction with his job. In the post, he talked about being paid too little for the amount of work he performs, and that the whole office needs renovating, claiming, “rats don’t even want to work there.” Can I fire him for this, or at least discipline him?
In employment law, the adage that two wrongs don’t make a right is true. Don’t make the mistake an employer recently made when a supervisor apparently favored members of his religion in hiring. It terminated them without providing a legitimate, performance-related reason.
Heads up: Your odds of getting hit with an audit of your I-9 forms took another jump last year.