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.
PBM Graphics, a Research Triangle printing firm, has agreed to settle a national-origin EEOC discrimination claim filed by temporary workers who claim the firm unfairly favored Hispanic temps over non-Hispanics.
UnitedHealthcare execs have an ulterior motive for encouraging their employees to volunteer in the community: It’s good for their health.
Q. How do I make corrections to a Form I-9, especially when too many documents are indicated on the form? A previous employer completed the forms. Also, is there guidance on how to do I-9 self-audits?
Just because employers can compel arbitration doesn’t necessarily mean that they should. There are pros and cons to such agreements that employers should weigh carefully before committing to either approach.
When an employee complains about sexual harassment and suddenly finds herself under scrutiny—and sees her schedule changed—she may have a retaliation case.
There’s only so much an organization can do to help employees with their work/life balance. Some of it has to be up to them. Five simple steps:
Unions represent an ever-shrinking slice of U.S. employees, according to the Bureau of Labor Statistics. Only 11.3% of workers were unionized in 2012, down from 11.8% in 2011. In 1981, 20.1% of American workers belonged to a union. Several factors have contributed to the decline.
Employees asking for ADA disability accommodations often end up providing very private details about their health. Carefully guard that information so only those who have a real need to know about it are privy to the employee’s condition. That means you should establish a strict protocol for distributing health-related information.
Altec Industries has agreed to pay a job applicant $25,000 after it refused to hire the Seventh-Day Adventist to work at its Burnsville, N.C., facility. The applicant alleged that when he revealed that his religion forbade him to work from sundown on Friday to sundown on Saturday, the company refused to hire him.
Here’s a timely reminder that you should carefully document disciplinary actions and make sure there is no unintentional discrimination. The key is to thoroughly consider the appropriate punishment for each transgression, taking into account all the details.
