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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New legislation that went into effect April 10 is intended to curtail misclassification of transportation industry workers as independent contractors instead of employees.
Although a stray comment alone may not be enough to prove discrimination, when coupled with other evidence—like a younger individual hired to perform a similar or the same job as someone older who was terminated—the comment may come back to haunt you.
The Society for Human Resource Management’s most recent “Employee Job Satisfaction and Engagement” survey asked employees which aspects of work they rate “very important” to job satisfaction. Here are the top 15.
To stay out of the cross-hairs, review your separation agreements and revise any language that could be seen as too broad.
Q. Our company wants to start using paycards instead of issuing paychecks to employees who do not use direct deposit. Is it legal to use payroll cards in California?
Q. Can we pay any of our part-time employees as salaried employees?
The EEOC had one of its long-running cases dismissed after a federal judge in Buffalo criticized the commission’s handling of a discrimination case against Sterling Jewelers.
Q. We require all employees to provide us with bank account information so we can direct-deposit their pay. One of our employees has refused and has told us that she is not required accept electronic deposits of her pay. Is the employee correct?
A federal judge has affirmed a jury award to a criminology professor at the University of North Carolina-Wilmington. Mike Adams claimed university administrators praised him when he was an atheist, but black-balled him after he became a Christian.
Q. Our pay period is Sunday through Saturday. A salaried employee is being laid off on Monday. Should she be paid hourly for time worked during that final pay week?  Does that include the unauthorized time she informed her supervisor she worked on Sunday?
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