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.
They're potential lightning rods for employee anger and potential legal landmines. Before you discipline an employee in writing, ask yourself these questions.
Q. One of our employees may be a victim of family violence. What are our legal obligations to provide leave for family violence victims under Texas and federal law?
A former Pittsburgh news anchor whose social media post led to community outrage and her eventual firing is suing the TV station where she worked.
Knowing why employees leave is crucial to finding the cause for turnover. Exit interviews can be a great tool to obtain that feedback. However, take care to minimize legal liability during those meetings.
Q. Some of our employees work in other states out of their homes. For completing the I-9 Forms, can I use a notary public to verify employees’ documents?
Three-quarters of Americans are living paycheck to paycheck to make ends meet. According to a Harris Poll/CareerBuilder survey of more than 5,000 workers, 38% of employees said they sometimes live paycheck to paycheck, 15% said they usually do and 23% said they always do.
Last year, the EEOC received more than 28,000 claims by employees that they were unlawfully harassed at work. Here are the top reasons employees say they were targeted for harassment.
Some employees are difficult to manage. Maybe they have talent, but they’re not amendable to constructive criticism. Tell managers and supervisors that shouldn’t make them shy away from offering suggestions on how employee performance might improve.
In June, the EEOC proposed new regulations concerning Title VII’s national origin provisions. National origin discrimination complaints comprise about 11% of the charges the EEOC receives each year. The new proposed EEOC regulations target job segregation, human trafficking and intersectional discrimination.
We say it over and over again: Document, document, document! But perhaps a little more clarity is in order: Document accurately, so there can be no doubt that you clearly recorded the details of violations that led to discipline.