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.
Nationwide, the average employee costs his or her employer more than $29 per hour in pay and benefits. However, there are significant regional variations.
You probably make sure all your employees have read your sexual harassment policy. That doesn’t mean they always follow it. If an employee is hinting that she’s being harassed, your best approach may be to hand her another copy and urge her to report any problems right away.
Q. To curb wasted time and keep workers on task, we are banning cellphones at work. Now one of our employees has told us that she has the Department of Labor’s wage-and-hour app on her iPhone. She says she uses it to track her hours worked, and that we are illegally preventing her from using it. Will our ban hold up legally?
Compared to the average worker, that’s how much more the CEOs of America’s largest companies earned last year, according to the AFL-CIO.
Since March, U.S. employers have added 187,000 full-time workers to their payrolls—and 791,000 part-timers.
High Point-based New Breed Logistics apparently has some old boy problems at its Memphis, Tenn., location. A warehouse supervisor’s misdeeds have now cost the company $1.5 million, plus legal fees, after a federal jury found the company guilty of harassing and firing three female temporary workers.
Q. We are considering instituting a uniform policy at our workplace. We would like to require our employees to pay for their own uniforms. Is this legal? Could we also require employees to maintain their own uniforms?
If you think an employee has broken a rule, ask her. If she admits she did, that’s reason enough to terminate her. Just make sure you ask the question of every suspected rule-breaker before disciplining them.
Some managers mistakenly believe there’s no danger in firing a new part-time employee. That’s just not true. Remind them to always run discipline by HR before taking action.
In a major victory for employers, the Supreme Court in June ruled that, in Title VII cases, only someone with the power to take “tangible employment action” can be considered a supervisor. The Court’s decision in Vance v. Ball State will make it harder for employees to sue for supervisor bias, a claim that carries strict employer liability.