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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Q. We are in contract negotiations, and there is some concern that our employees will actually vote to go out on strike. Are striking employees eligible for unemployment compensation benefits in Michigan?—F.B.

It costs the California-based digital marketing company Organic $1 a minute to boost its employees’ productivity. How? Through 20-minute massages that employees can take advantage of at the office ...

Q. Our company has a union contract with work rules. We also have the right in the contract to change the work rules, which the union can grieve. We recently exercised our right to add a new rule prohibiting cell phones in the plant. The union hasn’t filed a grievance, but it has filed an unfair labor practice charge with the National Labor Relations Board. It claims that we are obligated to bargain over the new rule. Are we obligated to bargain over a new rule like this?—R.S.

Elections occur every three years, not four, at the Austin, Texas-based Whole Foods Market company. But employees aren’t voting for politicians. They're choosing their benefits package ...

Q. Michigan’s labor department has sent us a letter stating that a MIOSHA safety officer will be coming to inspect our facility regarding an employee’s safety complaint. Are we obligated to let the safety officer come into our plant and question our employees? Will the officer tell us who filed the complaint?—C.B.

Two new resources on federal compliance and a legislative attempt to address last week’s Supreme Court decision on pay discrimination head this week’s news from Washington.

The ink on the U.S. Supreme Court’s latest employment-law decision was barely dry before the court voted to hear yet another important employment-discrimination case—this one concerning age discrimination.

The last thing you want is for a manager to make offensive comments about an employee's age (or other protected characteristic). This is the type of "smoking gun" evidence that leads employers to settle claims rather than face a jury trial. Fortunately, most managers have enough sense to refrain from making such comments. If you're lucky, any misguided statements by managers will be considered so-called "stray remarks" that are not sufficient to support a discrimination claim. However, remarks don't always fall neatly into either the stray or not-stray category. Comments that may seem like stray remarks to a manager may be seen as evidence of bias in court. A recent age discrimination claim was sent to trial after an appeals court knocked down the employer's "stray remark" argument.

HR often writes vague and uninspiring mission statements that exclude business goals. Take the following steps to create a mission statement that lays out HR's practical vision for contributing to the company's strategic plans ...

Anyone who interviews job candidates should be on the lookout for certain warning signs during a candidate’s interview. Although these signs may not knock the applicants out of contention, they should alert you to the need to tread cautiously. Specifically, be aware of candidates who: Arrive late for the interview and don’t explain why. Even […]