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.

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Generally, employees who complain to their employer that they aren’t being properly paid or classified under the Fair Labor Standards Act are protected from retaliation for those complaints. But what about a manager?
A slim majority of employers—51%—say cost control is their primary compensation planning goal for 2016, after focusing more on talent retention in 2015. The result, according to Buck Consultants’ ninth annual Compensation Planning Survey: another year of stingy pay raises.

A Saint Louis Park, Minn., orthodontist has learned the hard way that you can’t offer a job but then rescind it when you learn your new hire is pregnant.

We asked seven leaders to discuss the out-of-the-ordinary things they ask job candidates, and why.
Q: “An employee went on maternity leave and will use paid time off until the short term benefit kicks in. Does she continue to accrue PTO while on short-term disability?” – Anne, Texas
In states where recreational and medical marijuana is legal, 41% of employers have a zero-tolerance policy for anyone who tests positive.
The U.S. Department of Homeland Security has published new proposed regulations designed to make it easier for highly skilled immigrants who hold work visas to remain in the country if their work circumstances change.
Employees who claim they quit be-cause their employer wouldn’t address harassment or discrimination are eligible for unemployment compensation benefits—if they gave the employer a chance to remedy the situation.
Here’s a common sense conclusion: Firing someone you suspect may be a racist is a legitimate decision.

No-fault attendance programs were designed to be completely objective, the idea being that all absences and therefore all workers are treated equally. But the FMLA and ADA require employers to know why an employee was absent, so the “hear no evil” approach can't work.

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