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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A California appeals court ruled that employees can still participate in class-action wage-and-hour lawsuits even if they signed arbitration agreements waiving their rights to those kinds of suits as a condition of continued employment. The court said such agreements are unconscionable and therefore not enforceable ...

On Oct. 3, the U.S. Bankruptcy Court for the Western District of Missouri approved motions to allow the managers of Interstate Bakeries Corp. to go ahead with plans to close most of its Southern California operations ...

The U.S. Labor Department announced that a Southern California company paid $200,013 in back wages for unpaid overtime to 231 current and former employees. Memo Scaffolding, which specializes in setting up scaffolding for residential and commercial construction projects, also paid $60,000 incivil penalties ...

Q. Our company’s vacation policy provides that once an employee earns 240 hours (or 30 days) of vacation, no additional vacation may be accrued until the balance falls below that level. Is this legal? ...

Q. We operate a labor-intensive factory that requires workers to remain at their stations throughout most of the workday. Is it legal to require workers to use their 10-minute rest period to use the restroom? ...

Q. We employ nearly 100 employees at a facility in San Jose. What type of notice must we provide if we are planning to lay off more than half of these employees during the first quarter of next year? ...

California employers can rest easy—they aren’t liable for criminal acts their employees may undertake outside the workplace or their job responsibilities. That’s true even if the employee uses work-related materials to commit the crime, and the employer missed important clues in a background check ...

Title VII of the federal Civil Rights Act outlaws retaliation against applicants or employees because they have filed EEOC complaints or participated in EEOC proceedings. But that prohibition applies equally to EEOC complaints that job applicants may have filed against other employers. In other words, “blacklisting” an applicant because you know she filed an EEOC complaint against another employer is illegal retaliation ...

Now that the smoke has begun to clear after record wildfires swept through Southern California, employers face some smoldering pay and leave questions. What if the fires forced you to close your workplace? Do you have to pay employees who were ready and able to work? When must your organization pay employees who were forced to leave their homes? ...

Each organization has its own culture, and some even strive to differentiate themselves based on that unique atmosphere. But some words of caution are in order: If you use “cultural fit” to limit applicants or to drive out those who don’t conform, prepare for trouble ...

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