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.
When several qualified candidates are in the running for a job, you can use interview performance as the deciding factor. Just make sure interviewers note their specific reasons why one applicant seemed better than the others.
Don’t ignore applicants who have filed prior EEOC complaints against your organization. Give them a fair opportunity to compete for jobs.
More than half of Americans are insured through an employer-provided health plan, according to a Kaiser Health Tracking Poll.
The Texas Uniform Trade Secrets Act (TUTSA) took effect on Sept. 1. Trade secrets have long received protection under Texas common law. However, TUTSA gives companies additional safeguards and expands the legal remedies to address harm when a former employee misappropriates trade secrets.
A veteran nurse in a Tampa Bay-area hospital had been using a walking cane without incident for about two years when the hospital decided that she could no longer use it because, it said, the cane was unsafe and could be used as a weapon. The EEOC is suing the hospital on the woman’s behalf.
Paid time off—vacation, sick and personal days all in one plan—is now the most common form of paid leave.
HR Law 101: USERRA requires employers to re-employ persons returning from duty in the uniformed services if they meet five cirtieria. Employers must provide to service members a notice of their rights, benefits and obligations ...
Do some of your supervisors gripe about having to follow anti-discrimination laws? Rein them in. Otherwise, you’ll wind up in court if a job candidate gets rejected for obviously illegal reasons.
A group of more than 30 employers—including Boeing, Chevron, GE, Target and Wells Fargo—have formed the national Employers Center of Excellence Network to negotiate lower prices so they can offer hip and knee replacement surgeries at no cost to employees.
Not sure what to do when it seems as if an employee is going to quit, but she doesn’t explicitly say so? Seek clarification. If you get none, tell her you assume her silence is tantamount to a resignation.