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.
If you don’t know an employee has engaged in so-called protected activity, you can’t be liable for retaliation. A recent case demonstrates this.
Child care costs continue to be a heavy lift for America’s working families, according to ChildCare Aware of America’s latest Parents and the High Cost of Child Care report.
Here's your monthly quiz on HR trends and issues.
Q. We have an employee who regularly comes into work a half-hour or more before her scheduled shift in order to get her work station ready and otherwise get herself set up for the day. This preparation time is important to the employee because she does not believe that she can meet the production requirements of her job without it. The employee has been told that she cannot start performing her actual job tasks until the start of her scheduled shift. Our new HR manager has advised that we must pay the employee for the time that she spends preparing for her shift, even though she had no approval to work during that time. Is that right?
As employees blend the realms of work and private life thanks to technology, and come to feel more empowered to express their beliefs both in and out of the office thanks to more laws encouraging and protecting the individual, your employee handbook is under assault. There exists a preemptive strategy to protect the company, though.
The Department of Labor estimates the move will make at least five million more workers eligible for overtime pay if they work more than 40 hours in a week.
Q. We have operations in South Dakota, and one of our employees there has requested FMLA leave to care for his same-sex spouse for an FMLA-qualified reason. The couple was married in Minnesota, but South Dakota does not recognize same-sex marriage. Should we grant the FMLA leave request?
Tucked inside the Obama administration’s Semiannual Regulatory Agenda this spring was a Department of Labor initiative worth watching: A Wage and Hour Division effort to study how employees’ after-hours use of technology might affect wages and overtime pay.
Large employers usually have several departments, and it’s common for employees to do work in more than one. But some payroll systems may not catch it when cross-departmental work exceeds 40 hours in a week, separately recording hours worked in each department.
You’re risking trouble if you don’t have an anti-harassment and discrimination policy that allows employees to report discrimination and harassment.