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.
Most employers have strict rules against working overtime without authorization. They use time clocks or other tracking systems to keep accurate records. But what if supervisors tell employees to work before they clock in or after they clock out?
Employees who are chronically tardy can cause just as many problems as those who don’t show up at all. Use these tips when counseling a chronically late employee:
Here’s an important reminder that employees don’t have to be black to complain about racial harassment in the workplace and win a large jury award.
It’s a common scenario: A manager rewards a top employee with a promotion to a supervisory role—and the employee struggles. When considering candidates for promotion to a supervisory position, look for these traits.
Q. Our front-line supervisors often fill in for vacationing nonexempts. Do such duties jeopardize their exempt status during the weeks they substitute for the vacationing employees?
Q. Do we need a signed waiver before we post pictures of our staff on our website, Facebook page or other Web-based media?
As a general rule, you should only discuss a worker’s termination with those who really need to know about it. That’s especially true in sensitive cases involving alleged fraud, theft or falsifications. You don’t want to lose a defamation case because a manager decided to make an example of a fired employee.
The U.S. Supreme Court’s recent decision in a workplace harassment case may alter the way future harassment suits are brought against employers.
If you are like most hiring managers, it’s the typos in the job-seekers’ résumés that are the No.1 cause for you to automatically dismiss a candidate. Here are the rest of the résumé wreckers:
Employees who participate in internal investigations into discrimination charges are protected from retaliation. That’s why it’s good policy to keep investigations confidential. Don’t divulge the names of cooperating employees to anyone who doesn’t need to know.