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.
McKees Rocks Industrial Enterprises has agreed to settle a retaliation case brought by a former employee who had complained of safety violations at the freight-handling company’s terminal near Pittsburgh. OSHA contends that the general laborer’s complaints led directly to an inspection by federal safety authorities—and that the man was immediately transferred and eventually fired as a result.
Politics sometimes come up when co-workers talk. As long as what’s said isn’t overtly offensive, those discussions don’t create a hostile work environment—even if some employees are sensitive about the subject matter.
Sometimes, it seems as if anybody can sue their current or former employer and get a day in court. It’s true, anyone is welcome to fill out the blank complaint forms that courts make available to the public. But spurious complaints like this one are usually quickly dismissed.
Q. What are the rules and laws about social media? We have employees who have generated Facebook pages with our company name. They are also posting information that we are not ready to publish—such as the opening of another store in a new city.
Nearly two-fifths of HR pros believe employees’ financial woes contribute to absenteeism.
Q. An employee recently filed suit claiming race discrimination. What kinds of damages can he sue for, and what compensation could he receive?
On June 19, 2014, New York Assembly and Senate passed legislation eliminating a Wage Theft Prevention Act requirement that employers must provide wage notices to all employees by Feb. 1 each year.
Q. We’re considering hiring a woman from Canada to sell our products in Canada. We have no idea how to start the process of hiring a foreign worker. Suggestions?
You might believe that an employee couldn’t argue she didn’t know she was on FMLA leave or that she might lose her job if she didn’t return to work within 12 weeks. You would be wrong.
Q. Jim has been a security guard for my company for over 20 years, and has always performed his duties without problem. Since his 60th birthday a few years ago, however, Jim has become steadily less able to walk the required distances during his rounds, and has also been forgetting crucial requirements of his position. Am I allowed to discharge him?