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 your company is classified as a motor carrier, don’t expect the Federal Aviation Administration Authorization Act of 1994 (FAAAA) to protect you from misclassification claims. That’s the lesson learned by one motor carrier after a recent California Supreme Court decision.
Should Texas employers be so inclined, they may pay employees in Bitcoins as long as both parties agree to the arrangement.
The new amendment to the New York Human Rights Law adding protections for unpaid interns does not address the status of those interns who claim they should be compensated employees. Those cases appear to be working through the courts on a separate path.
With great fanfare, Minnesota’s new Women’s Economic Security Act was signed into law on Mother’s Day in May 2014. WESA is aimed at closing the gender gap by breaking down barriers to economic progress for women. It creates a number of new legal requirements and amends various existing laws.
About 7% of U.S. employees had some portion of their wages garnished in 2013, most frequently because they had fallen behind making child-support payments. Delinquent student loan payments were the most common “other” reason.
If you are going to oppose a former employee’s unemployment compensation application, determine what reasons you will present and stick to them. If you offer alternative reasons during the appeal process, chances increase that the court will allow the benefits.
You probably won’t be liable for a single incident of sexually oriented co-worker harassment if you punish the transgressor after you discover what happened.
Q. Since pregnancy does not qualify as a disability under the ADA, our company denies all special accommodation requests granted by otherwise healthy employees who are pregnant. Does this policy make us vulnerable to a lawsuit?
A DOL lawsuit claims that Los Angeles-based Cement Masons Southern California Administrative Corp. illegally fired an employee for cooperating with a federal investigation. The corporation managed assets for five Cement Masons employee benefits trusts in southern California.
Q. Our company has a leave-of-absence policy that states that any employee on leave longer than 12 months will be terminated. Our company’s leadership insists on this policy out of what they call business necessity. Are we opening ourselves up to risk?