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.
Some employees don’t get help with their potential employment lawsuits until after the EEOC has tossed out their complaints. By then, it may be too late—unless the employer makes a common mistake and pushes for more details. Instead, let it go. That way, you might win the case even if the claim was potentially valid.
These days, few attorneys accept cases they know they can’t win. That means more employees are acting as their own lawyers. Don’t make a classic employer mistake: Ignoring a pro se lawsuit in which the employee represents himself. Instead, practice patience and diligence in pushing for the court to dismiss the case.
Q. We have a couple of workers who keep getting “negative dilute” results of drug tests. Our policy is to not accept the result and to retest. Can we require the retest to be an observed collection?
HR pros, take note: The things that make workers grumble all have something to do with your job.
A federal grand jury has indicted three Harrisburg area men on tax evasion charges stemming from their operation of several worker leasing businesses. The U.S. Attorney alleges that the three men paid workers more than $7 million in wages from 2006 to 2012 but never withheld or paid federal income taxes.
Here’s something to consider before you choose not to be a part of the Texas workers’ compensation system. Employers that forego coverage—as they are permitted to do—leave open the possibility of unlimited liability and have few defenses available.
When you fire a difficult employee, there’s a good chance he or she will remain a thorn in your side. Always aim to document the incident that prompted the firing by gathering as many eyewitness accounts as possible.
Over the years, Jeff Bezos told Inc. magazine, he has always asked three questions before hiring anyone
If there is one thing that will get a federal judge’s attention, it’s name-calling that targets a particular race or ethnicity. While one comment may not be enough for a lawsuit, repeated name-calling almost certainly demonstrates hostility. That’s especially true if a supervisor makes the comments.
If a disabled employee is about to get the ax for reasons that have nothing to do with her condition, don’t make any comments about her health. Otherwise, it could look like you really fired her because she is disabled—and it could become the basis for a disability discrimination lawsuit.