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.
From establishing inclement weather policies to rethinking year-end bonuses, check out our guide to surviving the cold and the unexpected.
Generally, employees have to file EEOC discrimination complaints if they want to go to federal court with their claims. The EEOC eventually will issue a right-to-sue letter, giving the employee 90 days to commence litigation. But that can take years. If the employee waits to file a related FMLA lawsuit, she may be out of luck, since FMLA claims must be filed within two years of the alleged wrongful conduct.
These days, many employers are short-staffed, and feel like they can’t add anyone to payroll. Even so, it’s no surprise that disabled employees sometimes ask for accommodations that include providing help to do their jobs. Fortunately, employers don’t have to hire more staff to comply with the ADA.
Most employers allow some kind of flexible working arrangement. However, that’s often due to casual agreements between bosses and workers. Informal flex deals are more common than formal policies.
With seasonal hiring expected to be at its highest level in years, fraud experts warn that companies that loosen their usual processes to ramp up staffing can wind up increasing their fraud risk.
The idea behind arbitration agreements is that handling workplace disputes in arbitration instead of court is easier, less expensive and less time consuming. But don’t think that having arbitration agreements in place will automatically block lawsuits in federal court.
Courts don’t want to spend all their time mediating minor workplace disputes. Judges aren’t HR professionals and don’t want to run your business. Keep that in mind the next time an employee files a lawsuit based on one or two allegedly hostile incidents. Chances are, the case will be dismissed.
Here’s a reminder that you should not ignore complaints about workplace harassment—or promise to take action but then fail to follow through. Not only may this mean a discrimination or harassment lawsuit, but the employee could quit and qualify for unemployment compensation, too.
Here’s a reminder for the next time you provide harassment and discrimination training: Tell managers and supervisors that they should never comment on an employee’s religious preferences or make any assignments based on notions about certain religions.
The percentage of workers participating in an employment-based retirement plan increased in 2013 for the first time since 2010, according to a new report by the nonpartisan Employee Benefit Research Institute.