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.
Only 2.6% of the U.S. workforce (3.3 million people, not including the self-employed or unpaid volunteers) considered home their primary place of work, according to Global Workplace Analytics, a San Diego-based consulting and research firm that focuses on the business case for emerging workplace strategies.
Over a third of all Americans (36%) have not saved any money for retirement, according to a new Bankrate.com survey.
Some employees may be embarrassed when they experience sexual harassment. They may feel too uncomfortable to come right out and repeat offensive comments they heard. What should HR do?
Most Americans are unaware that the stock market is booming, according to a new Gallup poll. The S&P 500 gained 30% in 2013, yet only 7% of those polled knew that, and only 52% believe now is a good time to invest in stocks.
Q. We have 75 employees at our one facility. An employee recently took two months off for a serious operation. We did not classify this as FMLA leave, but now we think we should have. What can we do?
According to ChildCare Aware of America, a child care advocacy organization, day care takes up a larger share of the family budget than housing in every region except the West.
Qualified employees who take FMLA leave for their own serious health conditions are entitled to return to their old jobs or equivalent ones once their leave is over. But that’s only true if they are fully healed and able to do their jobs.
You may think you have a great training program that helps good employees acquire new skills and then promotes the best ones. But it takes just one rogue supervisor to sink the best training if you don’t have checks and balances to make sure it is being used appropriately.
As the workforce becomes more diverse, religious accommodation requests are becoming more common. In addressing such requests, employers should be mindful of the new informal guidance recently issued by the EEOC regarding religious accommodations involving dress or grooming.
Large employers’ health care benefit costs are expected to increase 6.5% in 2015, slightly lower than this year’s rate of increase. Most employers, however, say they’re planning changes to their benefits programs that should limit cost growth to 5% or less when all is said and done.