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.
Benefit: A new court ruling makes it easier for you to check up on employees on FMLA ...
Risk: You, like many employers, may be unaware of this code. One complaint can trigger a fine and ...
Risk: Your supervisors create liability risks by distributing videos, books or handouts without first vetting them for offensive content.
Action: Review ...
To focus on the best applicants, many employers turn to personality tests. Twenty years of research seem to support their decision. After all, research has established definitive links between specific personality traits and various aspects of job performance. Take note, though, that for purposes of the Americans with Disabilities Act (ADA), the Seventh Circuit Court of Appeals has ruled that personality tests that screen for mental illness are likened to medical exams, and therefore, are illegal to administer to employees/applicants.
All work and no play can make Jack (or Jill) a disgruntled employee or client. So, you may decide to treat some of your top customers or valued employees to an outing as the summer draws to a close. By knowing the tax-law rules for entertainment costs, you can double your pleasure with top-dollar write-offs.
Q: We're a midsize company and plan to introduce a SIMPLE plan for our employees. But we're close to the 100-employee maximum. Do we have to count part-timers even if they won't be eligible for the SIMPLE plan? E.M., Corpus Christi, Texas
The election requirements of the Consolidated Omnibus Budget Reconciliation Act (COBRA) stipulate that a qualified beneficiary must have a minimum of 60 days to elect COBRA coverage, and the election period can end no sooner than 60 days of the later of the date coverage is lost or the date that notice to the qualified beneficiary is sent.
It seems that more and more companies are taking advantage of their right to monitor their employees' e-mail. In one survey, 55% of companies monitored workplace e-mail. Another survey of companies with 1,000 or more workers revealed that 63% either employ or plan to employ staff to read or otherwise analyze outbound e-mail.