From employment law to compensation and benefits, FMLA and hiring and firing and more, Business Management Daily provides comprehensive Human Resources updates.
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Q. We recently received a reference request from another company. We would like to be honest with the potential employer about the former employee’s performance issues. The employee was unreliable, did not get along with co-workers, and was always complaining to his supervisor about our business practices without any basis. Are there risks to being honest and giving the employee a bad reference?
Q. A former employee called HR asking to review her personnel file. We already let her review her file following termination last year, and nothing has changed in the personnel file since she reviewed it. Can we just tell the former employee “No”? Or can we ask her to pay for a copy of the file for her own records? Our HR manager is going on vacation next week. Can we wait to deal with the former employee’s request until after the human resources manager gets back from vacation?
Despite persistent worries that the Affordable Care Act will raise costs for employer-provided health insurance, less than 1% of companies responding to a new survey say they plan to stop offering coverage to their employees.
Employers don’t have to tolerate disruptive and rude behavior in the workplace. You can set—and should enforce—basic civility rules. Not only does that give you a basis for discipline, but it may prevent a problem from escalating from boorish behavior to harassment.
When bad romance spills over to the workplace, you don’t have to put up with the aftermath. Set strict rules about behavior and don’t tolerate loud arguments, threats or other disruptions.
Here’s some good news for employers that want to use arbitration as a way to resolve employment disputes instead of relying on federal or state courts: Imposing a fair arbitration policy on applicants as a condition of employment is fine.
The court said closely held private companies can’t be forced to cover certain types of contraceptives for their workers.
In a serious bid to retain the tax and business advisors it employs, New York’s WTP Advisors is piling on the benefits—including unlimited vacation time.
The fallout from the U.S. Supreme Court’s 2013 U.S. v. Windsor decision continues to affect employers. The IRS now says that 401(k) plans that define marriage and spouses in terms of heterosexuality must be amended to define those terms in a gender-neutral way.