Reason: The U.S. Transportation Department unveiled new rules last month that require employers to more closely review applicants' professional driving safety records and drug-testing history.
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.
If you offer health insurance to retired employees, a new Equal Employment Opportunity Commission (EEOC) ruling says you can reduce or eliminate those benefits after the ex-employee becomes eligible for Medicare at age 65.
If your employees work long hours and odd shifts, expect more scrutiny into your efforts to keep those workers healthy and safe.
Disabled people find it difficult to tell prospective employers about their disability and any accommodations they need, according to the National Center for Disability Services (NCDS), www.ncds.org.
You don't want to play den mother to your employees, but a new trend gaining publicity may put you in that role. So-called "workplace bullying" is no longer something you can shrug off. If you see it, you'd better try to stop it.
Many employees forget—or don't realize—that employer-provided benefits make up a big portion of their compensation.
You don't need to wait until an employee leaves to hold an exit interview. You can gain valuable feedback by asking a few key questions of candidates who turned down your job offers.
Bright and ambitious young people don't need Donald Trump for a great apprenticeship. Your company or industry group can climb into the act, as well.
The Labor Department is putting new teeth into its rules that require employers to deposit employee 401(k) contributions by the 15th business day of the month following the month in which the employee contributions are made.
Previously, the U.S. Labor Department's Wage and Hour Division focused most of its audit efforts on selected low-wage industries with immigrant work forces and high rates of labor-law violation, such as health care, agriculture and garment manufacturing. New targets include manufacturing and service industries.