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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Employees who take FMLA intermittent leave can wreak havoc with work schedules. Because their conditions can flare up at any time, their absences are by nature unpredictable. But there are ways you can legally curtail intermittent leave.

The U.S. Supreme Court has refused to hear an industry challenge to the U.S. Department of Labor’s Home Care Final Rule. The decision lets stand a lower court ruling in Home Care Association of America, et al. v. Weil, allowing the rule to be implemented.
Does your state require you to provide employees with short-term leave?
Q. We recently started permitting one of our employees to telecommute on certain days of the week. We are concerned about tracking this employee’s hours. What wage-and-hour concerns should we consider for telecommuting employees?
A Minnesota appeals court has ruled that workers fired for refusing to go along with Minnesota Fair Labor Standards Act (MFLSA) violations can sue and recover damages.
The Minnesota state legislature has made significant employer-friendly changes to the veterans’ preference law that state, county, and municipal governments must follow, making it easier to terminate employees who aren’t working out.
The EEOC and Minnesota Department of Human Rights are the agencies primarily responsible for making sure employers comply with discrimination laws. When an applicant or employee files a discrimination charge in Minnesota, either agency or both will investigate.
The California Department of Industrial Relations (DIR) announced in July that, starting Aug. 1, public works contractors and subcontractors once again must electronically submit certified payroll records.
Employees who quit their jobs for a compelling reason but who don’t give their employers a chance to fix the problem aren’t eligible for unemployment compensation benefits.
Worried that new mothers may not return to work following maternity leave? Increase the odds by building flexibility into your work culture. Offering options for when and where work gets done is one of the best ways to encourage women to come back—and stay—after they give birth.
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