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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Could budget woes be what finally reins in the National Labor Relations Board?
It’s a question more employers worry they will find themselves asking: “What should I do if one of my employees gets arrested?”
Do you have an angry, dissatisfied employee that no supervisor seems capable of making happy? Then document any behavior that demonstrates the employee is difficult or insubordinate and discipline accordingly.
According to U.S. Department of Labor officials, the final version of the revisions to the white-collar exemption rules will be released in July. Employers will have only 60 days before the final rules take effect.
With new Department of Labor rules on overtime pay for exempt employees coming in July, employers are scrambling to figure out how to minimize the impact.
Public employees have limited First Amendment rights to speak out on matters of public importance. But when that speech is actually part of the employee’s job, it’s not considered “speaking out” in the Constitutional sense. It doesn’t come with job protection.
Employees who are military reservists can be called to active duty for weeks, months or even year-long deployments. But punishing that soldier for the inconvenience can be costly.
Don’t be afraid to ask employees for documentation showing that they qualify for FMLA leave. Unless you are actively harassing the worker about taking leave, asking for certification or more information doesn’t interfere with his FMLA rights.
The Fair Labor Standards Act includes exemptions for certain professions, including one for commercial seaman. Some seafaring workers have recently tried to narrow the exemption by arguing that it only applies to employees who actively navigate vessels.
Letting a discrimination case work through the EEOC or the Pennsylvania Human Relations Commission before settling generally means big legal costs for employers.
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