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.
It may seem wrong for an employee who is out on disability leave to work another job. But firing her for allegedly lying about her medical condition may backfire in the form of a disability or retaliation claim.
A messy termination doesn’t have to mean losing a subsequent lawsuit. Just be proactive, figure out what happened and document the underlying discharge reasons. They’re probably in plain sight, despite the drama.
Some employers enliven their onboarding process with games, quizzes and other activities that inform while they entertain. Here are some real-life examples.
Q. One of our employees has requested to take leave from work periodically to receive treatment for a medical condition. Are we obligated to allow the employee to take leave intermittently?
A court has ruled that the Teamsters union can’t scuttle the sale of Will Poultry, a Buffalo food distributor.
Q. One of our employees came in two hours late today, without an advance call. When he got here, he told his supervisor that he needed “school leave” for the morning. Can we discipline him for being late?
The city of Brownsville has filed its answer to a former police officer’s suit alleging the city violated the ADA when it fired her shortly after discovering she suffered from Sjogren’s syndrome, which causes headaches, dry eyes and joint pain and swelling.
Following on the heels of several highly publicized lawsuits filed by unpaid or underpaid interns, Elite Model Management has tentatively agreed to a settlement with a class of interns who claim the agency either didn’t pay them or paid them less than the minimum wage.
Unless it’s for gross misconduct, don’t fire someone on a Friday afternoon. Instead, terminate the employee early in the week and early in the day.
Federal courts are beginning to be more selective in the types of employment discrimination cases they consider. No longer can employees essentially “make a federal case” out of any workplace dispute.