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.
What should you do if you learn one of your employees brandished a gun and threatened suicide, but a doctor released him back to work? Shouldn’t you be concerned about safety? Let's examine a recent case.
Here are seven hot-button topics that California HR leaders should stay on top of. Practical advice will help you comply with a shifting employment law landscape.
One of the worst things you can do when facing a lawsuit is to ignore legal paperwork that comes your way. As one employer recently learned, missing a single deadline can mean you have no defense and simply have to cough up damages.
Traditionally, plaintiffs learn by mail about their potential membership in a class-action lawsuit. Reaching mobile millennials may require a different tack.
Recently we reported on the excellent job prospects greeting this year’s crop of college graduates—hiring of new grads is expected to increase 16% compared to 2014. But a freshly printed diploma doesn’t mean those new hires will hit the workforce ready to perform.
The U.S. Supreme Court ruled April 29 that courts have the authority to review whether the EEOC made a good-faith attempt to conciliate discrimination complaints before suing employers, as required by Title VII of the Civil Rights Act. The unanimous decision in Mach Mining v. EEOC is a limited win for employers.
Under the Equal Pay Act, men and women performing substantially similar jobs must be paid the same. But what exactly constitutes “substantially similar” jobs?
An antigay activist has failed in his attempt to defeat the Houston Equal Rights Ordinance, which would recognize sexual orientation and gender identity as protected classes.
Over EEOC objections, a trial to determine whether FedEx discriminated against deaf employees has been moved from Baltimore to a Pittsburgh courtroom. FedEx sought the change of venue, noting that its headquarters and those responsible for developing company policies on training and accommodation are based in Pittsburgh.
C&H Collins-Hartwell Programs, a Southern California provider of medical day care, must pay 32 employees $344,000 in back pay and damages after the U.S. Department of Labor’s Wage and Hour Division found it only paid straight time to workers who worked more than 40 hours in a week.