Employees too often see their base salary as their only compensation. They forget how much other benefits are worth. Illuminate those compensation blind spots by preparing an annual total compensation statement for each employee.
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.
Here’s another powerful reason to maintain meticulous wage-and-hour pay records. If you don’t—and a worker claims you owe him money for unpaid work—the court will rely on the employee’s recollection or records.
Employees filed a record 7,764 federal wage-and-hour lawsuits between April 1, 2012, and March 31, 2013, a 10% jump over the previous year, according to the Federal Judicial Center. Last year, FLSA lawsuits rose only 1%.
Q. We are headquartered in Oklahoma and have offices in another state that do their own hiring. Must I maintain a copy of I-9s at our headquarters from that other office?
A federal appeals court on May 7 struck down a two-year-old National Labor Relations Board rule that would have required private-sector employers to post a notice informing employees of their rights to join or form a union.
Hiring gets harder when a dozen or more applicants meet your minimum requirements. How do you pick the best candidate and reduce the chance of unhappy job-seekers filing discrimination lawsuits? The best approach is an organized one.
HR pros often think twice before disciplining an employee who has complained of a serious workplace problem such as sexual harassment. It’s natural to worry about an add-on retaliation claim. But as long as discipline is clearly warranted, don’t second-guess yourself.
One of the best ways to fight hostile work environment claims: a handbook with a strong sexual harassment policy that shows employees exactly how they should report problems.
Here’s some good news for employers frustrated with former employees who file groundless discrimination lawsuits. Judges are increasingly unwilling to bend over backward to enable lawsuits that look like sure losers by assigning court-appointed attorneys.
Q. Our business recently was forced to implement layoffs—and most of our remaining employees walked off the job. All were given a COBRA notice, but only one chose to take the coverage. Since this was a group insurance policy and only one person will now be insured, the insurer is canceling our policy. What’s our responsibility to that ex-employee?
