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.
Here’s an important reminder for HR professionals and managers who must investigate employee misconduct and decide on appropriate discipline. Don’t forget to provide a detailed account of what happened, whom you interviewed and how you arrived at an appropriate punishment. Make sure similar misconduct results in similar consequences.
Northern and Western European nations account for eight of the 10 top positions in the World Economic Forum’s latest Human Capital Report. The United States ranks 16th in the world.
Former employees have deadlines for filing complaints over their termination or other employment discrimination claims. In most cases, they have to act within 300 days. Missing the deadline means they forever lose the right to sue.
Consumer-directed health plans (CDHPs) are now the second-most prevalent kind of employer-provided health insurance, according to new research by the Aon Hewitt HR consulting firm. CDHPs could surpass PPOs in the next five years, the researchers predict. What’s driving the CDHP surge?
The parent corporation for such fast food icons as Taco Bell, KFC and Pizza Hut faces a class-action lawsuit alleging numerous wage-and-hour violations in California.
Dallas-based trade show and convention management firm Freeman has beaten back an EEOC lawsuit that challenged the firm’s use of criminal background checks in hiring. The EEOC sued in 2009, claiming Freeman’s criminal background checks had a disparate impact on blacks, Hispanics and men.
Good news for supervisors who help determine who to cut in a reduction in force: Under the federal Worker Adjustment and Retraining Notification Act (WARN) and the New York State version of the law, there is no individual liability for violations.
The best approach to classification is to regularly review exactly what employees actually do, day in and day out. Then measure that by what the FLSA regulations say indicates exempt status.
Workers who are more sensitive than others can’t sue, alleging a hostile work environment, unless conditions are truly terrible. They simply have to tolerate the occasional unkind comment and other ordinary workplace annoyances.
A former McDonald’s employee is suing a franchise owner, arguing that paying her via a payroll card—with all its attendant fees—meant she earned less than the minimum wage.