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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Q. An employee failed to participate in open enrollment, thereby losing her insurance coverage. Can she resign and be immediately rehired to enroll in our medical plan as a new hire?

Under the ADA and state discrimination law, pregnant women may be entitled to accommodations at work. For example, if a pregnancy involves medical complications, an employee may be entitled to a reduced schedule, shift changes or temporary assignments to accommodate lifting restrictions. However, requests for changes that are only tangentially related to a pregnancy don’t have to be honored.

Properly done, the task of writing a job description gets the hiring process off to a good start. Here’s some advice that can help.
A woman doesn’t have to be pregnant to sue for discrimination under the Pregnancy Discrimination Act (PDA). Wait, what?
When Texas Southmost College and the University of Texas-Brownsville ended their affiliation, administrators faced some tough decisions. According to three new lawsuits, they didn’t choose wisely.

Before accommodating certain dress practices, employers can ask for some kind of proof of the religious custom that demands an exception—usually a letter from the employee explaining the practice and stating that he or she adheres to it. Once that letter is on file, however, employers should be careful about again demanding that the employee explain the practice or produce evidence of its validity.

Former Minnesota Viking punter Chris Kluwe has decided to keep talking to team officials rather than file a $10 million lawsuit.

Sometimes, employees can only imagine that discrimination or retaliation is to blame for their sudden unemployment. If you had a good reason to terminate such an employee, don’t worry. The circumstances immediately preceding the discharge decision are what matter.

Sometimes, employees who sense they are skating on thin ice at work will decide they want to keep their jobs, improve their output and adjust their attitudes to comply with your expectations. And sometimes they won’t. Determine which path such an employee has chosen by tracking both work performance and behavior over time.

The news from the Board is generally pro-employer, but it's time to carefully review your handbooks, applications and offer letters.
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