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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CareerBuilder.com recently collected the following examples of odd things managers have observed their employees doing.
The U.S. Supreme Court has agreed to decide a case that will determine if the Pregnancy Discrimination Act requires employers to grant light-duty accommodations to pregnant workers.
Here’s an easy way to avoid unnecessary litigation: If you are disciplining an employee for missing too much work, don’t tie absences to a disabled relative’s condition. If you do, you may end up losing an association discrimination case.

Some employees seem to think that any uncomfortable situation at work can become the basis for a lawsuit. Fortunately, they are wrong. Co-workers don’t always get along, but that’s hardly grounds for a hostile work environment charge.

After an employee has been fired, he or she often looks for a reason to sue. Something as innocuous as having used FMLA leave may then become the basis for a lawsuit as the former employee looks for any reason to get into court and perhaps negotiate a quick settlement.

A 20-mile trip each way each day × 250 work days per year × IRS’ standard 56 cents-per-mile operating cost = Your employees are spending a ton of moolah every year driving to and from work.
It doesn’t look like this relationship can be saved. The schism between the Society for Human Resource Management and the HR Certification Institute over SHRM’s decision to launch its own certification program was on full display at the SHRM Annual Conference in June in Orlando, Fla.
Employees of United Health Pro­­grams of America, Inc. claimed that since 2007 they were coerced into participating in an offbeat religion called “Onionhead,” created by a family member of the employer.
Here’s a tip that can save you from a needless lawsuit: Make sure managers and supervisors aren’t using their own judgment about who deserves a job accommodation for medical reasons.
There’s a fine line between spelling out expectations and unduly controlling exactly how contractors and subcontractors do their jobs. If you use too heavy a hand, those workers you consider to be independent contractors can morph into employees. And that can mean expensive litigation.
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