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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Faced with declining revenues and staff shortages that mean more overtime hours, managers may be tempted to adjust time records to reflect fewer hours worked. But this is a dangerous tactic.
Does standing in line count as work? That was at the core of the Justice’s questions on Oct. 7 as the U.S. Supreme Court heard oral arguments in Integrity Staffing Solutions v. Busk (No. 13-433, U.S. Supreme Court, 2014).
Nearly three in four high school seniors know what career they want to pursue, and STEM-related fields (science, technology, engineering and math) top their choices.
Here’s a warning for employers facing litigation: Don’t wait to check whether the employee filed EEOC or other administrative claims on time. Raise the issue early.
Employers often confuse the strict rules limiting the docking of exempt employees’ salary with different rules relating to partial-day deductions under vacation or paid time off policies.
Here’s a tip that may save you from unnecessary litigation: When it comes to disciplining a disruptive worker, focus on the behavior. Don’t speculate on the reason the employee may be disruptive.
You conduct interviews to help determine who is the best candidate for a position. But every interview carries with it the possibility of a lawsuit.
When the EEOC issues a so-called “right to sue” letter, the recipient has just 90 days to file a federal lawsuit. But courts are increasingly reluctant to dismiss cases filed within a few days of the deadline.
Bad relationships can affect employees in surprising ways. When a romance ends, anger and frustration at home can wind up infecting the workplace. You can discipline employees if blow-back from love gone wrong harms your business.
Even a single comment can be enough to keep a sex discrimination case going—especially if the commentator happens to be a supervisor with firing authority.
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