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.
The EEOC has sued Buffalo-based Izza Bending Tube & Wire, claiming it retaliated against an employee after she objected to a manager’s decision not to hire a black applicant.
Now's a good time to review employment policies and practices in light of the government’s aggressive efforts to enforce employment laws. To ensure compliance, review your policies and practices in all these areas.
Q. We make offers to applicants contingent on passing a physical examination. As a part of the examination the doctor asks for a medical history, including questions about the applicant’s family medical history. We have heard that we should not ask about the applicant’s family medical history, but we aren’t sure if that’s true. Should we not ask for this information?
The EEOC has filed suit against Madera-based Zoria Farms and its predecessor company, alleging it fired several women after they complained of rampant sexual harassment.
When female workers sought temporary jobs at a warehouse, they were told that the temp agency, Los Angeles-based Industrial Labor Management Group (ILM), was only hiring men for the positions. The women complained to the EEOC, which is now suing the firm for sex discrimination.
When a supervisor expresses clear illegal bias, fire her. Otherwise, her attitude may taint any subsequent termination decisions involving members of the protected class the manager harbors resentment about.
Q. We operate several restaurants and have issues with customers who walk out without paying. We expect our servers to help prevent this and want to implement a program that makes servers responsible for these losses. May we deduct the amount of the shortage from employees’ gratuities instead of their wages?
Think your business is too small to be covered by Cal-OSHA safety regulations? Think again.
It’s natural for co-workers to gripe when a disabled employee’s accommodation causes more work. They may complain that the accommodated employee isn’t pulling her weight or that the accommodations are bogus. Tell them to zip it.
Next time you rue one of the coulda-shoulda-woulda missteps every business person inevitably makes, know that your fumble can’t possibly be worse than these three, recently rated the biggest business goofs of all time by BusinessInsider.com: