When a co-worker launches a harassment campaign, you must act fast or risk a hostile-environment lawsuit. That means all your managers must know the drill to follow the moment they get wind of harassment ...
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.
Q. I have a question about the new highly compensated exemption. I have inside salespeople and their base salary is about $40,000, but their commissions net them over $130,000 a year. Could I classify them as exempt? —Michelle, California
Q. We offer all employees two weeks' paid vacation a year. If an employee chooses a 100-percent, full-commission pay structure, how should we set her pay for vacation? The employee wants to take her annual pay divided by 52 weeks, but we feel that's unfair to the employees who are on salary plus commission, because their vacation pay is based on their base salary divided by 52 weeks. Is there a correct and legal way to figure this? —R.D., Florida
Q. Is it legal to ask applicants medical questions, specifically, if they have HIV? Does the law allow any legal exceptions to ask this question of people applying for food-handling positions?” —S.S., California
Q. Can we legally prohibit female workers from breast-feeding at work? —R.B., California
Q. We run a carry-out/catering kitchen. Can we legally tell all of our employees and customers that they can't smoke on the property? —L.D., Maryland
In a move that is spurring big price competition among pharmacies, Wal-Mart expanded its low-cost prescription program nationwide. Target and other pharmacy chains say they’ll match the offer ...
Fewer than half of Americans say they’re satisfied with their jobs, a dramatic drop from 20 years ago when 61 percent said they were satisfied, according to surveys by The Conference Board ...
Q. One of our employees has multiple sclerosis and isn't meeting our production standard, which calls for 70 percent production level. This employee is achieving only a 59 percent level. From an ADA standpoint, what would be a reasonable accommodation? —M.R., Pennsylvania
Q. We have a number of Hispanic employees who speak little or no English. One of these employees recently resigned through a Spanish-speaking co-worker acting as interpreter. She quit after we denied a raise because of problems with her timecard. Her mother called and demanded that we rehire her daughter. Are we under any legal obligation to rehire? —W.K., Maryland