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.
Employees fired for violating workplace rules can still sue over some alleged form of discrimination, even if they were indeed guilty of breaking company rules. Be ready to counter such allegations by always documenting exactly why you determined the employee should lose his job.
The U.S. Department of Labor has extended for two weeks the comment period for its proposed rule governing the obligations of federal contractors and subcontractors not to discriminate on the basis of sex in their employment practices.
The Supreme Court ruled on March 25 that a pregnant UPS employee who was denied a light-duty position is entitled to a new trial. The Court’s framework for pregnancy discrimination cases allows employees who show that an employer policy that creates a “significant burden” for pregnant employees violates the Pregnancy Discrimination Act.
Sure, it’s theoretically possible for a man to suffer sexual harassment. But it would have to be pretty blatant to get very far in court, right?
As this case shows, running new background checks on your current staff is not, by itself, a discriminatory act. Just make sure you set clear standards on how you will react to the results.
Employees who post details about your organization on social media make it vulnerable to criminals. You can mitigate the risk by following these tips.
Delaware is attempting to collect almost $1.4 million from a Tennessee company that failed to properly direct a single unclaimed paycheck worth all of $147 into the state coffers.
The Department of Labor (DOL) has been in the news lately, with a big win in the U.S. Supreme Court and word that it will soon—finally—release new proposed overtime regulation for white-collar employees.
A who’s who of some of the nation’s largest private-sector employers have formed a lobbying group to “advocate for better medical outcomes to injured workers and give employers a choice in how they will manage employee benefits.” Critics say the Association for Responsible Alternatives to Workers’ Compensation is out to gut workers’ comp laws.
Carefully consider whether an employee really qualifies as disabled before providing reasonable accommodations. Don’t focus solely on the number of treatments an injury or condition requires. Focus instead on whether the condition substantially impairs a life function.