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.
Q. We have 75 employees at our one facility. An employee recently took two months off for a serious operation. We did not classify this as FMLA leave, but now we think we should have. What can we do?
According to ChildCare Aware of America, a child care advocacy organization, day care takes up a larger share of the family budget than housing in every region except the West.
Qualified employees who take FMLA leave for their own serious health conditions are entitled to return to their old jobs or equivalent ones once their leave is over. But that’s only true if they are fully healed and able to do their jobs.
You may think you have a great training program that helps good employees acquire new skills and then promotes the best ones. But it takes just one rogue supervisor to sink the best training if you don’t have checks and balances to make sure it is being used appropriately.
As the workforce becomes more diverse, religious accommodation requests are becoming more common. In addressing such requests, employers should be mindful of the new informal guidance recently issued by the EEOC regarding religious accommodations involving dress or grooming.
Large employers’ health care benefit costs are expected to increase 6.5% in 2015, slightly lower than this year’s rate of increase. Most employers, however, say they’re planning changes to their benefits programs that should limit cost growth to 5% or less when all is said and done.
A U.S. Department of Labor Wage and Hour Division investigation has found that the Hibachi Buffet restaurant in Minneapolis owes 18 employees a total of $117,000 in unpaid wages.
Keck Hospital of USC, formerly the USC University Hospital, has ended a labor dispute by agreeing to pay $87,839 to four employees affected by its decision to unilaterally eliminate an extra shift bonus and a mandatory on-call schedule.
Q. May two separate companies enter into an agreement to prevent each other from recruiting the best talent of each?
A new contract grants unionized employees of New York City's Metropolitan Transit Authority retroactive 1% raises for each of the past two years, which means most will receive one-time payments between $3,000 and $5,000.