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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On March 24, the Austin City Council passed a “ban-the-box” ordinance—the Fair Chance Hiring Ordinance—which took effect April 4. The final version of the ordinance was released on April 12.
Do you offer voluntary overtime to employees, but make attendance mandatory if employees sign up? If so, watch how you calculate FMLA leave. You have to include the overtime in the calculation of available FMLA hours, or you can’t subtract FMLA hours for an absence.

When faced with an employee who may have a physical or mental disability, a manager's legal antenna should go up right away. The ADA requires employers to engage in an interactive dialog with employees to determine whether a disability can be accommodated. Do it wrong, and you're probably looking at a lawsuit. Here's how to handle the conversation.

The National Labor Relations Board’s new joint employer standard violates the National Labor Relations Act, according to opening briefs filed by Browning-Ferris Industries in a closely watched lawsuit that seeks to overturn a major NLRB decision.
Don’t worry if you need to take some time to investigate whether an employee broke a workplace rule and should be terminated. While a speedy resolution may be easy sometimes, other cases take time and deserve a thorough investigation.
Employees say they’re willing to trade off other benefits in exchange for more vacation time—but consistently decline to take time off to which they are entitled, according to a new survey by the HR software development firm Namely.
Each time HR receives an employee complaint about discrimination or harassment, it should follow these steps—consistently and fairly.
Every manager knows the importance of disciplinary documentation. But what happens if an employee refuses to sign his disciplinary memo? Your carefully prepared documentation still stands, regardless. The question is how to deal with the employee.

If you currently engage the services of an advisor to help employees understand your side on union organizing and collective bargaining issues, get in touch with him or her and your attorney right away!

Employers don’t have to tolerate intoxicated employees. That’s willful misconduct that bars receiving unemployment benefits.