Human Resources

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.

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You don’t necessarily have to fire someone who committed a single act of sexual harassment—as long as the conduct wasn’t truly outrageous or continuous. Sometimes, it’s fine to issue a reprimand and then monitor the employee to ensure the situation doesn’t recur.
Here’s some good news: Just because a supervisor says or does something stupid or tasteless doesn’t mean the employer will suffer. Take an isolated incident that might be characterized as odd or creepy. While perhaps uncomfortable for the employees involved, most of the time it won’t result in a successful lawsuit.
Urban Outfitters and its subsidiaries Anthropologie and Free People face a lawsuit alleging the company’s call-in policy violates California labor law.

The snow's coming down pretty good and an exempt employee calls to say she can't make it in today because her car is stuck. Can you deduct a full day's pay from her salary for that missed day? What if she's non-exempt? What if you close work because of bad weather? Here's guidance to help you make the call.

It’s management’s prerogative to change workplace policies and rules. Courts don’t like to second-guess employers for managing their businesses as best they see fit. But how (and how consistently) you change those rules can make a big difference in your exposure to legal liability.

Today’s most critical human capital challenges are employee engagement, developing the next generation of leaders and compensation that improves retention, according to HR professionals responding to a new survey by the Society for Human Resource Management.
Sometimes, an employee doesn’t want to ask for disability accommodations, even though it would help him perform his job. Regardless, document your offer to accommodate. That could be a legal life-saver if you ever have to terminate the employee for poor performance.

Here’s a cautionary tale about ignoring a young employee’s plea for help and also ignoring her lawsuit later. Both courses of action may cost dearly—in this case, well over a million dollars.

If you have to make a schedule change after someone returns from FMLA leave, be sure you have legitimate business reasons.
The Affordable Care Act is finally in full swing for all large employers. Let's get caught up to date.
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