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.
High-profile lawyer Mark Geragos has set his sights on Web-based real estate company Zillow.com. His firm has filed four lawsuits against the company for various federal law violations. In the two most recent suits, Geragos represents a woman who claims she was the victim of age discrimination and another who alleges severe sexual harassment.
The U.S. Equal Employment Opportunity Commission filed a lawsuit against Ruby Tuesday, accusing the restaurant chain of discriminating against male employees who applied for temporary assignments to a busy Utah resort.
The 8th Circuit Court of Appeals has overturned a lower court ruling awarding the CRST trucking company $4.7 million in legal fees. A lower court had awarded the fees after it determined the EEOC failed to conduct its conciliation process in good faith.
A recent study of EEOC ADA enforcement actions has revealed that Texas employers paid out $9.7 million to employees in 2013. That’s up sharply from $5.4 million in 2009.
St. Paul Mayor Chris Coleman talked up the city’s paid leave program at the White House just ahead of President Obama’s State of the Union. Effective Jan. 1, city employees may now take paid leave for the birth or adoption of a child. Birth parents receive four weeks of paid leave.
The Hertz car rental operation at Minneapolis-St. Paul Airport faces charges it discriminated against Muslim employees and harassed them. The employees, who worked cleaning vehicles, claimed managers would routinely walk in on their prayers demanding to see the employees’ badges.
Three former 911 dispatchers have filed suit against Allegheny County, Pa., alleging it discriminated against them because of their race. One dispatcher also claims she was subject to sexual harassment.
Some employees don’t take discipline well. What may have started as a reprimand over a rule violation or poor work can quickly escalate for one of these workers. Don’t be afraid to increase the disciplinary consequences if the employee won’t cooperate or accept correction.
A poor performer may disappoint on many levels, doing lousy work and failing to get along with others … harassing co-workers and fudging time sheets. While you should document all the problems, you don’t have to cite every one when you terminate the employee. Pick one and stick with it.
Women are perfectly capable of succeeding in senior executive jobs, but factors largely beyond their control have kept them from achieving more corporate success. That’s the attitude pollsters at the Pew Research Center uncovered when they asked 1,835 randomly selected adults what keeps more business women from holding leadership positions.