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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San Miguel Homes for the Elderly, an assisted-living facility in the Bay Area, has ended its militant opposition to U.S. Department of Labor Wage and Hour Division (WHD) enforcement efforts and agreed to pay $425,000 in back wages to 26 caregivers.
A former employee of Baylor Scott & White Health, which owns hospitals throughout North and Central Texas, is suing the company, alleging that her September 2014 firing was discriminatory.
There’s a downside to agreeing to decide disciplinary matters in arbitration. Once you agree to have your decisions second-guessed in arbitration, don’t expect to get the arbitrator’s decision easily overturned.
The owners of Hibachi City Buffet in Palm Desert, Calif., will pay more than $128,000 in back wages and penalties following an investigation by the U.S. Department of Labor’s Wage and Hour Division.
For the sixth time in the last 10 years, Houston-based Oscar Renda Contractors faces OSHA safety violations involving unsafe trenching practices.
Job candidates realize that a great cover letter and résumé aren’t always enough if you really want the job — you need to do something to stand out from the competition.
It costs American employers an average of $4,129 to hire a new employee, a process that on average takes 42 days, according to the Society for Human Resource Management’s new Human Capital Benchmarking Report.
To win a quid pro quo sexual harassment case, an employee has to show that two things occurred.
La Espiga de Oro, a Houston-area tortilla bakery, faces $106,700 in fines for multiple safety violations following an inspection by OSHA investigators who descended on the plant after receiving tips about unsafe working conditions.
Seattle Mayor Ed Murray has proposed an ordinance requiring large employers to provide their employees with predictable scheduling. If enacted, Seattle would become the second city to enact similar legislation.
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