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.
Q. An abusive boyfriend sent nude photos of one of our employees to other employees. We’ve deleted everything from our server and blocked his email. But now we have complaints from other employees that we should have fired the employee. We did not. In fact, we let her take FMLA leave due to the depression she suffered. How should we handle these co-worker complaints?
Employers are not at all or only moderately supportive of new mothers who need to express breast milk at work, according to 43% of women responding to a new poll.
A recent Gallup poll drew lots of media attention with the news that younger workers were so battle-scarred by the Great Recession that they no longer trust stocks as a safe place to park their retirement investments. Wait a minute, said Fidelity Investments, the nation’s largest 401(k) provider.
Want an easy way to show that an employee acknowledged receiving a copy of your arbitration agreement? Include it in the employee handbook. Then have IT track when employees received it.
An 80-year-old secretary who had held her position at St. Joseph’s Elementary School in York was terminated after months of what she claims was harassment aimed at driving her out of her job.
While a real adverse employment action may trigger a retaliation claim, many minor changes aren’t truly adverse. For example, moving an employee to a different office without changing anything substantial about his job probably isn’t retaliation.
It’s illegal to retaliate against employees for complaining about sex discrimination or harassment. The employee’s initial complaint doesn’t have to pan out, either. It’s enough that the employee reasonably believed in good faith that she was being discriminated against.
An all-time high 8,126 Fair Labor Standards Act cases were filed between April 1, 2013, and March 31, 2014—a 5% increase over last year, and a 426% increase over 20 years.
The hole left when an outstanding worker departs can seem big enough to swallow up the productivity of your whole unit. But it doesn’t have to be that way.
Think ignoring complaints about sexually explicit talk, jokes or inappropriate touching will make the problems go away? Wrong! Chances are the behavior will only escalate.