From employment law to compensation and benefits, FMLA and hiring and firing and more, Business Management Daily provides comprehensive Human Resources updates.
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Q. As the owner of a Texas company, I want to institute a policy that strictly forbids employees from bringing guns to work—both into the office building and in the parking lot outside. Can I legally draft such a policy?
Q. A number of my employees have stated that they will not be able to vote in the upcoming statewide election because their local polling centers are only open during these employees’ work hours. Should I give them some time off during the day to vote?
The California Supreme Court has issued a long-awaited decision in an important arbitration case. The decision is generally good news for employers seeking to use class-action arbitration waivers to deter wage-and-hour class actions. It’s less helpful to those attempting to fight off wage-and-hour “representative” actions.
The U.S. Department of Labor’s Wage and Hour Division has announced a settlement with federal contractor MDG Design & Construction, the prime contractor on the Grand Street Guild public housing construction project on New York’s Lower East Side.
Q. I am the owner of several industrial facilities, but recent financial crises have forced me to have to shut down two of these plants. These closings and subsequent layoffs will affect about 600 employees. Am I required to notify the employees before laying them off?
The basics of good behavior still hold up today ...
Sometimes, workplace relationships deteriorate beyond repair. That’s especially true if an employee resorts to angry outbursts or even threats. That’s when it’s time to act.
McKees Rocks Industrial Enterprises has agreed to settle a retaliation case brought by a former employee who had complained of safety violations at the freight-handling company’s terminal near Pittsburgh. OSHA contends that the general laborer’s complaints led directly to an inspection by federal safety authorities—and that the man was immediately transferred and eventually fired as a result.
Politics sometimes come up when co-workers talk. As long as what’s said isn’t overtly offensive, those discussions don’t create a hostile work environment—even if some employees are sensitive about the subject matter.
Sometimes, it seems as if anybody can sue their current or former employer and get a day in court. It’s true, anyone is welcome to fill out the blank complaint forms that courts make available to the public. But spurious complaints like this one are usually quickly dismissed.