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.
If you have a poor-performing worker but don’t want to fire him before you have lined up a replacement, make sure you document all the problems—and your efforts to get him up to expectations.
Here’s some good news for those worried about absolute fairness in discipline: You have more latitude than you may think. Courts will use another employee’s lighter discipline as discrimination evidence only if the two employees being compared committed offenses of “comparable seriousness,” which generally means their wrongdoing was “nearly identical.”
Q. Management wants to install “facial recognition” software that clocks in employees by electronically matching the employee’s face to a database. Leaving aside the Big Brother creepiness, are there any legal land mines we should consider before installing this type of technology?
UPS will stop offering health insurance to many employees’ spouses next year, a move the company said was prompted by fears that the Affordable Care Act won’t be affordable after all.
North Carolina’s new Expunged Criminal Record bill will affect what questions employers may ask on job applications and during the hiring process. The law prevents most employers from asking about crimes and criminal charges that have been expunged from job applicants’ records.
During a recent 12-month period, more than 7,750 wage-and-hour lawsuits were filed in federal courts, an increase of almost 10% over the preceding 12 months. Pennsylvania once again ranked among the top 10 states for such new lawsuits. The good news: There are ways for employers to reduce the risk of wage-and-hour suits, and strengthen their defenses if one is filed.
Employers sometimes mess up for perfectly innocent reasons. Everybody makes mistakes, and courts are usually quite hesitant to punish those mistakes if there’s no evidence showing some nefarious intent to harm an employee.
Test your knowledge of recent trends in employment law, comp & benefits and other HR issues with our monthly mini-quiz ...
If employees will have to bear a larger share of health benefits in your next plan year—whether in higher premiums, deductibles or copays—you can expect to get an earful during your upcoming open enrollment period. Here are four ways to prepare employees for changes and—perhaps—soften the sting:
Too many employers assume they can simply discharge a worker who isn’t yet eligible for FMLA leave, doesn’t have any other leave available and can’t work for a short period of time. That’s simply not always true. If the employee qualifies as disabled under the ADA, he may be entitled to a short leave as a reasonable accommodation.