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.
Bring Your Own Device programs have taken off—but what are the legal issues and security problems you need to be aware of?
Like many trucking companies, family-owned National Retail Systems is having trouble recruiting new drivers to take over for employees who retire. So it’s asking truck drivers where they are applying for jobs, how many jobs they’re trying for at a time and what entices them to fill out applications.
Sometimes, after an employee has been discharged, a supervisor will discover that the employee broke additional rules. But even if what you discover would be enough to have justified discharge on its own, chances are a court won’t let you use the information in your defense. After-acquired evidence isn’t admissible to show you would have fired the employee for reasons other than the one you used.
Q. Our smoking area is outside our building, but the smoke seems to be drifting into the ventilation system. An employee who is super-sensitive to smells has complained. Can we move smokers to their vehicles? Do we even need to provide a place for smokers onsite?
Hostility isn’t the same as discrimination. Proving it requires an affected employee to show both subjectively and objectively that she endured ridicule or worse—not just that her supervisor was unfair or even discriminated.
According to a new Department of Labor report, these are the top reasons workers take FMLA leave.
Yes, it’s a morale boost, but it doesn’t come free. Employers can expect to “pay” an employee (earning a $40,000-per-year salary) $356 in lost productivity to play a season’s worth of fantasy football on company time.
If an employer can present a coherent and rational explanation for why economics—not retaliation—drove a RIF decision, chances are a court won’t second-guess it.
Supervisors sometimes enforce rules in a biased way or discipline members of a protected class more severely than others. But HR can stop this discrimination dead in its tracks with an internal informal audit. Regular monitoring (and fixing any problems you find) may be the best lawsuit-prevention tool around.
Imagine you’re a star NFL halfback making $10 million a year. One day you find out that your team’s star fullback, who produces at the same level, makes $5,000 a year more than you—that’s just .0005% more. It’s an absurdly small drop in the bucket, yet you would want to know why he’s making more, wouldn’t you?