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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Document your reason for firing an employee who is out on FMLA leave.

The U.S. Department of Labor has reached a settlement in a decade-old overtime lawsuit—against itself. The department agreed Aug. 12 to pay $7 million to several thousand of its own employees.

Need to contact an employee out on FMLA leave about pressing business matters like incomplete work or file locations? That’s perfectly fine. Courts recognize that employers may need information the employee has.
The owner of two Mountain View, CA, transportation companies—Stanford Yellow Taxi Cab and AAA Legacy Limousine—fought a years’-long legal battle against the U.S. Department of Labor’s Wage and Hour Division, arguing that his employees were independent contractors. The DOL wasn’t going to be the first party to blink.

There is rarely a reason to note an employee’s age on official company documents. There’s no reason to list birthdates, for example, on seniority lists when seniority is based on years of service. Doing makes an age discrimination lawsuit more likely.

Mass shootings and terrorism have employers on high alert. Here’s what they say they’re doing to prevent
workplace violence.
Everyone makes mistakes. If you discover you messed up, don’t hesitate to fix the error. You’ll look better in the eyes of a judge should you wind up in court.
East San Jose-based Peters’ Bakery has agreed to settle charges the bakery’s owner verbally abused and harassed a Latina employee because of her national origin.

The 8th Circuit Court of Appeals has upheld a Worker Adjustment and Retraining Notification (WARN) Act decision based on a worker-friendly interpretation of the terms “sale of assets” and “going concern.” The decision makes it easier for workers to challenge lack of a WARN notice when their employer claims to have sold company assets to another firm.

Some jobs require special government physical certifications as a pre-requisite to employment. These are generally designed to make sure the employee can safely perform a job that might otherwise put the public, or the employee, at risk of harm. What happens if such an employee becomes disabled?

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