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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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Do you work in an HR department that still hasn’t gotten around to creating an employee handbook? Don’t despair. As long as everyone in HR and management makes sure employees know the company won’t tolerate sexual harassment and encourages immediate reporting of harassment, you can probably escape liability by acting fast on any reports you do receive.

Before approving FMLA leave, an employer can require medical certification of the need for leave. But when it’s time for the employee to return from leave, employers can’t demand additional evaluations beyond the certification a doctor supplies showing the employee is ready to resume work. But what if the employer worries that the employee really can’t perform her job?

Have you found that some of your disciplinary rules are too lenient? Don’t hold back on stiffening your rules just because you fear the first employees subject to harsher penalties might sue you.

Toledo, Ohio-based Owens Corning offers cellphones to employees who need them for business, but employees are forbidden from using the phones while driving. The building-materials manufacturer is trying to convince employees to “own” their unsafe behavior.

Job-seekers age 18 – 24 say passion, not paychecks, will define career choices that help them achieve their version of the “American Dream.”
Disabled employees who need reasonable accommodations can’t jump the gun and sue prematurely. If they continue doing their jobs and their employer does not take any ad­­verse action against them, they don’t yet have grounds for an ADA lawsuit.
Nick’s Restaurant and Sports Bar in Houston faces an EEOC lawsuit after it allegedly stopped accommodating a disabled em­­ployee with dwarfism.
Courts seem to be losing patience with so-called pro se lawsuits in which workers act as their own lawyers to sue and provide no specifics about alleged employer wrongdoing.
Make sure you set one standard for determining how late “tardy“ is and how it’s measured. The best bet: Use a time clock.
Some employers want to avoid litigation and don’t like to discipline someone they are sure will sue. That can be a mistake, especially if the employee in question is harassing or discriminating against others.
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