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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It may have been one of the worst layoff memos of all time. After beginning with a breezy “Hello there,” Microsoft honcho Stephen Elop’s July 17 all-staff email stumbled obliviously downhill.
A recent court case raises a growing issue: Just because a company has a building, do workers need to show up there to get their jobs done?
A Manhattan chef will see her largest payday ever after a state appellate court upheld a $1.6 million judgment against her former employer. Edward Globokar, owner of Tribecamex, will fork over the big bucks to his openly lesbian chef.
Employees who have used up all available leave may want to return to work part time while they are still healing from an injury or illness. Whether part-time work is a reasonable accommodation under the ADA depends on whether all essential functions of the job can be performed part time.
Citing last June’s U.S. Supreme Court decision in Windsor v. US, federal district judge John E. Jones has invalidated Pennsylvania’s ban on same-sex marriage. The decision could eventually force employers to revamp benefits programs to include employees’ same-sex spouses.
Beverly Hills-based Global Horizons, Inc., awaits a trial to determine damages that will go to Thai workers who toiled at Hawaiian plantations.
Test your knowledge of recent trends in employment law, comp & benefits and other HR issues with our monthly mini-quiz.
Test your knowledge of recent trends in employment law, comp & benefits and other HR issues with our monthly mini-quiz.
The road to recovery from the economic downturn may be rocky, but employers aren’t cutting benefits to stay solvent.
Sometimes, there are several ways to  accommodate a disabled employee. As long as the one the em­­­­ployer chooses is reasonable, the employee can’t claim an ADA violation.
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