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.
New survey data from NFI Research indicate that most senior executives
and managers rely on likability — that “good ol’ gut feeling” — when
hiring and promoting people. Bad move. Very bad move.
Cut through the fog of innovation by following these five principles to bring new products and services to market:
The graying of the U.S. workforce has gotten managers thinking for years about the upcoming "retirement boom" and their readiness to replace departing baby boomers.
The federal Fair Labor Standards Act, which regulates overtime pay, has for decades been a challenging obstacle course for managers.
A study several months back suggested that fantasy football leagues cost employerws $500 million a week in lost productivity, or $8.5 billion a year.
When charges of discrimination or harassment are made, it's crucial to conduct a thorough investigation.
Earlier this month, coffee giant Starbucks Corp. was forced to withdraw an employee discount for a free iced coffee at its shops in the southeastern United States after things got out of hand.
When you mention employment compliance training to managers and supervisors, do their eyes glaze over? Do they start yawning? Not many companies can boast of having supervisors that jump at compliance training opportunities. While you may not be able to make your managers look forward to the training, you can help make them appreciate it.
As a mover and a shaker at your company, you’re doing yourself a disservice if you don’t try to latch onto every perk that comes your way. Why? Because a tax-free benefit can be more valuable than a raise in salary.
Currently, many plan sponsors use money market or similar investments when they must invest employees' 401(k) contributions without direction from them — so-called default investments. Plan sponsors were afraid that other investment options could potentially lead to fiduciary-based lawsuits. With the expected rise of employers using negative-option 401(k)s due to the passage of the Pension Protection Act of 2006, Congress realized that money market investments would not give participants the necessary returns needed for their retirement. As part of the Act, they directed the DOL to issue new regulations that would provide fiduciary relief for plan sponsors that offered default investments other than just money market accounts.