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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In states where recreational and medical marijuana is legal, 41% of employers have a zero-tolerance policy for anyone who tests positive.
The U.S. Department of Homeland Security has published new proposed regulations designed to make it easier for highly skilled immigrants who hold work visas to remain in the country if their work circumstances change.
Employees who claim they quit be-cause their employer wouldn’t address harassment or discrimination are eligible for unemployment compensation benefits—if they gave the employer a chance to remedy the situation.
Here’s a common sense conclusion: Firing someone you suspect may be a racist is a legitimate decision.

No-fault attendance programs were designed to be completely objective, the idea being that all absences and therefore all workers are treated equally. But the FMLA and ADA require employers to know why an employee was absent, so the “hear no evil” approach can't work.

Here’s a bit of good news that may prevent a big jury verdict: An employment-related whistleblower claim must be heard and decided by a judge, not a jury.

An attorney with long experience working for Pennsylvania state agencies has filed an EEOC complaint alleging that the state’s Office of Open Records refused to hire him because of his age.
You never know which fired employee will sue. That’s why it’s important to make sure every disciplinary decision is based on solid business reasons. You may even want to create an internal disciplinary checklist to ensure managers and supervisors know how to document discipline.
Noting that health care workers are more than four times more likely than other employees to experience workplace violence, the Occupational Safety and Health Administration has launched a new website to help health care providers curtail violence at work.
Employees who report being threatened at work can quit and collect unemployment benefits if their em­­ployer doesn’t act fast to provide a safe workplace. Such a “compelling and necessitous” reason to quit makes the employee eligible.