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. Is it permissible to dock pay for someone who clocks in late? We pay the employee for actual hours worked to the nearest quarter hour, but we also dock tardy employees an additional quarter hour.—P.P.

You’d think the sight of customers paying retail prices with real green money would be a sight for a salesperson’s sore eyes. That apparently wasn’t the case at a Dillard’s department store in Kansas City, which is now facing a messy lawsuit after a saleswoman shunned a customer ...

Generally, Michigan employees aren’t entitled to workers’ compensation benefits for injuries that happen while driving to or from work. One exception is that for so-called “excessive exposure to traffic risks” ...

Pregnant employees and applicants are protected by two federal employment laws: the Pregnancy Discrimination Act and the FMLA ...

The Michigan Supreme Court overturned a summary judgment against a black doctor who claimed that Oakwood Hospital-Seaway Center discriminated against him when he exercised staff privileges there ...

Q. We had a full-time employee take FMLA leave to have her baby. After her 12 weeks off, she demanded a part-time schedule. We need the position to be filled full time. The shift we want her to work is the one she was working before she took FMLA leave. Do we have to let her work the schedule she wants?—E.L., Connecticut

UPS survived a race discrimination lawsuit only to be hit with a $2.1 million verdict for retaliation against a Detroit-area national account manager ...

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.

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 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.

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