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.
Employers will be able to offer rich incentives for employees to participate in workplace wellness programs under final rules issued May 29 by the Obama administration.
It can be frustrating to deal with an employee who has constant attendance problems. But if that employee has a serious health condition entitling him to FMLA leave, there’s really nothing you can do, no matter how inconvenient and disruptive his absences are.
Rebuffing the EEOC, a federal judge has ruled that U.S. Steel can randomly test new workers for substance abuse.
Many HR professionals spend time agonizing over whether to fire someone they believe broke a rule warranting discharge. Could they have been wrong about the facts? Relax. There’s no need to second-guess yourself endlessly. Instead, conduct a prompt and thorough investigation and make a decision.
Employers are always on the lookout for low-cost wellness practices that help employees prevent disease and illness. If you’re looking for inspiration, check out the 72 “Healthiest Companies in America.”
Sometimes, pressing business matters require a supervisor or other company representative get in touch with an employee who's out on FMLA leave. As long as the contact is limited to true business needs and isn’t unduly restrictive or intrusive, the contact won’t cause you to lose an FMLA interference lawsuit.
Under the Affordable Care Act, individuals will be able to buy health insurance policies through individual health exchanges (HEXs). States may create their own HEXs, and may create SHOPs (Small Business Health Options Program). This chart summarizes the states’ current positions on HEXs, SHOPs and whether they will expand their Medicaid rolls.
Q. We have an employee who was out on workers’ comp and has recently returned to work part time. (She is still collecting partial workers’ comp benefits.) Can we adjust her vacation and personal leave time to reflect the limited hours she’s working, or is she entitled to the full amount of days?
The NAACP and the advocacy group Take Action Minnesota have accused retail giant Target of unfair hiring practices, alleging that the chain unnecessarily rejects job applicants based on their criminal records.
States will play an important role in implementing the provisions of the ACA. For California employers with between 50 and 100 employees, recent legislative developments may add some complexity to ongoing discussions about the ACA’s “shared responsibility” or “play-or-pay” requirements.
