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.
As you prepare for the upcoming open enrollment season for health benefits, pass along these tips to help employees make smart choices.
Remind supervisors and managers that they shouldn’t assign jobs or duties based on a worker’s gender. Nor should anyone in management make comments that could be interpreted as sexist or as assumptions that certain roles are best assigned to either men or women.
A crane operator working at Texas A&M’s Kyle Field found himself out of work after he hoisted an Alabama Crimson Tide banner inside the stadium.
Some very small employers are truly so tiny that they’re not covered by Fair Labor Standards Act overtime rules.
The rank-and-file aren’t eyeing the C-suite, according to a recent CareerBuilder.com poll.
Here’s a tricky situation that requires courage: An employee complains that a senior executive may be sexually harassing a subordinate. The best approach may be to contact your employer’s attorney for advice.
The U.S. Department of Labor and state labor agencies are getting tough on employers that misclassify employees as independent contractors. To help employers sidestep some common errors on this issue, the DOL has published a revised fact sheet on classification under the FLSA.
The U.S. Department of Labor has announced a final rule that raises the minimum wage for workers on federal service and construction contracts to $10.10 per hour. The final rule, which applies to federal contracts beginning on or after Jan. 1, 2015, implements a White House executive order announced in February.
For the most part, courts don’t want to second-guess employer discipline. As long as you have reasonable rules in place, let employees know what those rules are and enforce them consistently, most judges will uphold your disciplinary decisions.
Q. The company that I own has been in business since 1930. We recently performed an assessment of positions and salaries and discovered that our male executives are paid higher salaries than female counterparts. Are we liable for any unfair business practices?