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.
Writing in his new book The Alliance, Hoffman calls out what he calls the biggest lie employers tell employees.
Q. I recently read an article about employees who were attacked or harassed at work by other employees who never should have been hired in the first place. How can an employer reduce its risk of liability for negligent hiring?
Q: “While conducting an annual self-audit of employee files and I-9 compliance, I have encountered some questionable documents that I believe to be fraudulent. If I contact an ICE agent to verify these documents, will this then trigger a company wide ICE audit?” – Santana, Texas
Q. We have an employee who has been on workers’ comp for nine months. He’s not planning to have his fractured ankle operated on. HR wants to terminate him on the grounds that (after the operation) he will have been on FMLA for over a year. We realize the employee would still be carried by our insurer. Can we legally terminate an employee on workers’ comp after a year’s medical leave? — Vincent, Louisiana
Summer jobs are returning at a faster pace this year and, in many cases, are paying well beyond the federal minimum wage of $7.25.
Generational turnover is an opportunity for positive change. Too many employers miss that chance by choosing candidates who provide easy continuity instead of those who will carry the company into the future.
The American Civil Liberties Union has asked federal and California state regulators to investigate Hollywood’s hiring practices with an eye toward addressing discrimination against women. Could pressure from politically active groups be employment law’s wave of the future?
Employees out on FMLA leave are supposed to be freed of their regular work responsibilities. They are on leave, after all. Some supervisors have taken this to mean that they may never call an employee who is out on FMLA leave to discuss work-related matters. That’s not entirely true.
Rest easy: As long as you take appropriate action to stop racially charged comments, the first one won’t land you in court. The key is to take every complaint seriously and immediately investigate any complaints. Then discipline the person who made the comments and warn against further comments.
It’s hard to discriminate against applicants based on characteristics like age and race if you don’t know they belong to a particular protected class. That’s why it’s important to have a “blind” hiring process.