Human Resources — Business Management Daily: Free Reports on Human Resources, Employment Law, Office Management, Office Communication, Office Technology and Small Business Tax Business Management Daily — Business Management Daily: Free Reports on Human Resources, Employment Law, Office Management, Office Communication, Office Technology and Small Business Tax Page 1674
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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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Nick Trikolas, CEO of Ilios Partners of Chicago, has announced plans to move its 100 employees from group to individual health insurance coverage this year. “This may be the future of health insurance,” Trikolas said ...
Fortune magazine recently published its 2008 list of “100 Best Companies to Work For,” and nine Chicago employers made the list ...

Does your S corporation directly pay for or reimburse you for your health insurance premiums? In 2006, the IRS indicated on its web site that you can’t deduct such costs “above-the-line” if the health insurance is purchased in your own name.

On February 11, the Department of Labor (DOL) published proposed revisions to the Family and Medical Leave Act (FMLA) regulations. The DOL took into account its nearly 15 years of experience administering the law, its two previous studies of the law in 1996 and 2001, several U.S. Supreme Court and lower court rulings, and public comments received in response to a December 2006 Request for Information.

It stands to reason that a manager who thinks enough of an applicant to hire her won’t turn around and fire her a few months later in a fit of discrimination, especially if the applicant belonged to a protected class. That’s why it makes sense to have the same people who made the hiring decision be part of the termination process if the need should arise ...

HR Law 101: One of the toughest problems for employers is figuring out which law applies to a particular condition: the FMLA, workers' comp or the ADA. The relationship between the FMLA and other federal and state statutes is clear: The law that provides the greatest benefits to the employee applies ...

It seems like such a simple rule. Never comment on an applicant’s age or other protected characteristics. Remind managers it takes just one stupid comment to provoke a lawsuit. Emphasize that refusing to interview a qualified candidate because of a stated prejudice almost automatically qualifies as an adverse employment action. That makes it almost certain you will lose.

If, like many employers, you require arbitration to settle employment disputes instead of allowing costly court fights, be aware of a new danger. The 11th Circuit Court of Appeals recently clarified that an employee’s refusal to sign an arbitration agreement when he already has a pending EEOC complaint is protected activity. Firing such an employee for refusing to sign is retaliation ...

Firing an employee is never easy, but there’s no reason to try to justify your decision by piling on a litany of reasons to discharge a poorly performing employee. That just complicates the process. Chances are, a court won’t second-guess you if you simply stick to the strongest reason you have for the firing ...

Disabled employees who receive ADA accommodations expect those accommodations to continue even after an unrelated minor injury. If you suddenly remove the accommodation, you may find yourself facing a “regarded-as-disabled” lawsuit ...

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