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.
Some lawsuits seem to drag on forever, especially when an employee’s lawyers endlessly demand access to company documents. Settling those cases for a modest sum may be the best approach if litigation is taking over and HR is so busy responding to discovery requests it can’t get other work done.
In today’s competitive job market, employers are looking for human resources professionals who keep up to date with the continuously changing employment laws and have top HR management skills. Online degrees and certificates are extremely helpful to busy HR pros who want to boost their skills and become even more of an asset to their organizations, or professionals who would like to start a career in human resources.
Determined to retain workers now that business is getting better? Here are several real-life examples of things that organizations have done in recent years to keep workers from moving on to greener pastures.
Don’t assume that just because a worker is an independent contractor, he can’t sue you when his contract isn’t renewed. While he may not be able to sue under Title VII for various forms of discrimination, he can still sue for alleged racial discrimination.
Small business owners won't be able go online to buy health insurance for their employees until November 2014. Meanwhile, the Department of Health and Human Services suggests doing it the old-fashioned way—through a broker.
Private employers have the right to set their own dress and grooming codes. Within limits, that includes restricting an employee’s facial hair and insisting on a clean-shaven face unless an employee can’t shave because of a documented medical condition or religious requirement.
Here’s how employees prefer to learn about their employer-provided benefits options:
Employees are entitled to reasonable accommodations for their religious needs, which can include time off to attend religious services. The key is reasonable. If you can document that, under the circumstances, a request is unreasonable, you don’t have to make the accommodation.
A year-end bonus isn’t the only way an organization can say “Happy Holidays!” to hard-working employees. Here are 10 alternatives to cash:
Always double-check that an employee who has requested FMLA leave is actually eligible. It’s crucial if you operate out of several states or have multiple offices, since some locations may not be large enough to require FMLA coverage.