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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When it comes to workplace wellness programs, the old adage that you can lead a horse to water but you can’t make him drink is true. Only about 24% of those who work for large employers that offer wellness programs actually participate in them.

Every HR pro knows there are some questions you just can’t ask and topics you can’t raise during job interviews. But what if the applicant brings up an off-limits subject?
Employees who claim they were victims of a sexually hostile work environment don’t have to provide an exhaustive list of alleged hostile acts. Details can be provided later.
An employee who tries to internally report alleged wrongdoing and is then fired can pursue internal remedies—and then go directly to court with her discharge and retaliation claims.
Seapod Pawnshops, with stores in Brooklyn and Queens, will pay $300,000 and sever ties with a former owner to settle sexual and racial harassment charges. Employees alleged that the former owner harassed them because of their sex, race and ethnicity.
Specialty Painting & Wall Covering and M&S Enterprises, both in Nie­­der­­land, have paid 22 painters and drywall installers $108,783 in overtime back wages following a U.S. Labor Department Wage and Hour Divi­­sion investigation.
The day before a Texas woman started her new job, she tweeted a rather profane opinion about it—and even threw some sour emojis into the mix. Guess what happened next.
Employee tenure—the average length of time someone has spent working continuously for the same employer—has risen steadily since the turn of the century.
Establish clear expectations by drafting a telecommuting policy that covers these three guidelines.
On March 9, the Supreme Court ruled that the Department of Labor, which regulates the kind of employees who must receive overtime for working more than 40 hours per week, is free to flip-flop on its interpretation of the Fair Labor Standards Act without notice or an opportunity to comment on the proposed change.
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