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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Government employees in Texas are protected from retaliation for blowing the whistle on a co-worker, supervisor or the agency where they work.
No doubt the attacks in Paris and San Bernardino, Calif., have had a dramatic effect on the workplace for employees who are, or are perceived to be, Muslim or Middle Eastern. Here are some scenarios in Q&A format, compiled by the U.S. Equal Employment Opportunity Commission to help managers ensure that their workplaces are bias-free.
Q. One of our employees recently shouted at his supervisor, and in doing so violated a work rule. In the course of counseling and disciplining—but not discharging—this employee stated for the first time that he has a disorder which might have caused his conduct. May we still discipline this employee?
Certainly, train your managers that they cannot use common racist phrases and names. But go beyond the obvious and provide examples of other terms and behaviors that may not seem obvious. The following case provides an example.
Some employees seem to think that if they are approved for FMLA leave, their employers have to accept their time off as legitimate. That’s true to a point. But it doesn’t mean employers can’t ferret out leave abuse if they have reason to believe the employee isn’t being honest.
A federal magistrate has ordered notifications sent to a large group of employees inviting them to join in a Fair Labor Standards Act lawsuit.
If you find out that a supervisor may have treated a disabled worker poorly, fix the problem promptly.
Here’s a reminder that even doing the right thing can mean a lawsuit.
Workers at Citgo’s Corpus Christi plant will receive a little more pay following a U.S. Department of Labor’s Wage and Hour Division investigation of the oil company’s shift-change policy.
Some employees will never be satisfied with their employer’s solution to perceived harassment. But if you have fixed the problem, it’s perfectly fine to tell the employee he needs to move on and forget about the past.