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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A Harris Poll of 2,255 U.S. adults found us making these money-related resolutions for 2015.
The IRS has begun to examine the tax treatment of employer-provided free meals, such as those famously provided by Silicon Valley tech firms like Google.
The EEOC received 88,778 charges in fiscal year 2014, marking the fourth straight year of declines after a record-setting 99,922 charges were filed in FY2010. The 2014 total is a 5.3% decrease compared to 2013, and an 11.1% drop since 2010.
A case of alleged transgender discrimination in Texas has prompted New York’s attorney general to launch an investigation into the HR practices of the entire Saks Fifth Avenue retail chain.
Have technology and the global economy made it just about impossible to compartmentalize work and life separately?
Don’t let a disabled employee get away with behavior you wouldn’t tolerate in other employees. There’s no reason to put up with threats and intimidation.
Employees who take FMLA leave are generally entitled to come back to their old jobs when they return. If you make any changes to their jobs, be sure you can document solid business reasons that are unrelated to FMLA leave.
The U.S. Department of Labor stands to gain far more than most federal agencies in the White House’s fiscal year 2016 budget proposal released Feb. 2. President Obama’s budget would increase DOL funding by almost 11% next year, compared to an average of 5.3% for other federal agencies.
Expect a court fight if you reject an applicant you previously agreed to hire because you discovered a hard-to-accommodate disability.
If an employer is sued for discrimination, harassment or retaliation, chances are all emails related to the employee will be shared with the em­­ployee’s attorneys. Anything said in those emails can then be used against you to prove discrimination—or that you tried to set up the employee for discharge because she filed a discrimination complaint.
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