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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Don’t even think of including in your job application a shortened statute of limitations for resolving employment disputes.
Q. When HR receives an employee’s completed FMLA certification form, does the employee’s supervisor have the right to see the form and know the medical reason for the FMLA leave? 

At some point in your career, you’re going to screw up. Everyone does. But savvy professionals know how to recover from the inevitable workplace fumbles. Here’s how to turn a negative into a positive, no matter how bad the situation may seem.

Employers should be careful to design training programs that make training opportunities available for all. But sometimes, an employee won’t be able to participate in training. In those cases, be prepared to explain why.

Here’s something to consider before you place an employee on disability leave following an em­­ployer-ordered medical exam. That employee may end up being considered disabled—even if the exam revealed no real medical problems. Essentially, by examining him and placing him on leave, you are regarding him as disabled. He can then sue for disability discrimination.

If you don’t follow the rules, background checks can cause more trouble than they prevent. Your background process can also become the basis for a class-action lawsuit.
Employees have to abide by reasonable rules whether they like them or not. Insubordination remains a reason to deny unemployment compensation to terminated workers.
Regardless of marijuana’s legal status, 46% of U.S. workers would lose confidence in colleagues who smoke pot on their own time. That’s according to a new poll by Workplace Options, a wellness consulting firm.
Always count military leave as time worked. Simply pretend the worker is present and earning leave and other benefits. That principle applies to both your attendance policies and your FMLA practices.

You read that right. Soon you will recall the good ol’ days when employee handbooks could prohibit employees from having a “discourteous or inappropriate attitude or behavior.” The NLRB in April ruled that such language was too broad and could possibly deter employees from discussing their pay or working conditions with colleagues.

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