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.
Health coverage for employees’ spouses and dependents is on the chopping block as employers seek to rein in health care costs and avoid the Affordable Care Act “Cadillac tax” on high-value insurance plans set to take effect in 2018.
It’s illegal to retaliate against employees for engaging in protected activity. But not every complaint qualifies as protected activity. For example, under Title VII, retaliation is only illegal if it relates to a complaint about some form of discrimination covered by that law.
A recent ruling may force employers to change their policies restricting private emails.
There are ways to discourage FMLA leave abuse. One is to make taking leave just a little inconvenient by requiring more than a simple call-in. You can, for example, require the employee to notify both his supervisor and someone in the HR or benefits office. That’s perfectly fine as long as everyone on intermittent leave has to do the same.
This month's quiz topics include pay raises for HR, Coca-Cola's daring workplace ban, and the most depressing job in America.
Employers should certainly strive to make their workplaces as pleasant and harassment-free as possible. But, sometimes supervisors make that almost impossible because they can’t refrain from acting like jerks.
Warn bosses that they should never link an employee’s performance deficiencies to a supposed disability. The focus should be strictly on what the worker has or hasn’t accomplished and how that compares to your standards—not on underlying reasons for success or failure.
The U.S. Department of Labor’s Wage and Hour Division has found two California nursing homes failed to pay their employees the federal minimum wage.
Travis Transit Management of Austin has agreed to pay 600 current and former employees $655,000 to settle charges it unilaterally changed employee health, retirement and other benefits when it began providing bus service for Austin’s Capital Metro in 2012.
What are the penalties for violating California WARN Act’s notice requirements? And are there any valid exceptions to them?