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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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Here’s an important warning: If the EEOC mails your company a subpoena for information about a pending investigation, you have just days to object—or you’ll lose the right to do so. That’s why you absolutely need a clear process for immediately getting the subpoena to your attorney.

Employees have just 90 days from the date they receive an EEOC right-to-sue letter to file a federal discrimination lawsuit. However, 90 days isn’t as straightforward a deadline as it might seem.

You have probably read that un­­paid interns are suing ­employers for unpaid minimum wages and winning. Now they’re pushing the envelope even further, trying to get federal courts to hold employers liable for sexual harassment and hostile environment claims, too.
A new Howard University study finds that 76% of people say checking texts or emails is unacceptable behavior in business meetings.

HR Law 101: Drug testing and substance abuse prevention programs can involve substantial legal liability if employers don't manage and administer them properly. If your organization decides to implement a drug testing program, there are ways to minimize the risk of employee lawsuits ...

In California, companies adopting arbitration agreements face a number of difficult decisions in crafting their agreements to ensure that they will be enforceable while also maximizing the benefits of arbitration.
Can you predict how a potential job candidate will behave as an em­­ployee by the color of his or her clothes? CareerBuilder recently surveyed employers to get their opinions on what they see in the tones of the threads.

Employees of Boston’s Four Seasons Hotel get employee news via an in-house, co-worker-produced newscast. Every two weeks, employees put together a 10-minute show that airs on TV sets in staff areas.

Avoid costly litigation by reviewing how you classify your em­­ployees as exempt or nonexempt. If you discover you have made a mistake, fix it right away. You’ll cut your misclassification liability.
Nothing will get you in trouble faster than discipline that’s harsher for members of some classes than others. That’s especially true in cases where someone has been accused of violating anti-violence policies.
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