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.
Sen. Tom Harkin (D-Iowa), chairman of the Senate Committee on Health, Education, Labor and Pensions, has introduced legislation that would make more exempt workers eligible for overtime pay.
The union that represents employees at the Smithfield Foods plant in Tar Heel put on the feed bag in March to publicize efforts to organize employees at another company’s plant nearby. The goal: To build support for forcing a union election at the Mountainaire Farms poultry plant in Lumber Bridge.
A federal court has concluded that Texas state employees who take FMLA leave for their own serious health conditions can’t later sue their state agency over that leave. That’s because Texas has sovereign immunity from such claims.
The FMLA doesn’t prohibit employers from calling an employee occasionally to ask questions about work-related matters. On the other hand, forcing someone to work from home while on leave may qualify as interference with FMLA leave. Sometimes, however, employees insist on working even while they’re on leave. That puts employers in a tricky predicament.
A Detroit nonprofit formed to assist people with disabilities faces EEOC charges that it violated the ADA by discriminating against a deaf worker.
Employees don’t have the right to decide which directions they must follow. Unless there are clearly extenuating reasons (safety concerns, for example), you can and should discipline workers who refuse to cooperate.
Want to weigh in on the proposed regulations that would extend FMLA protections to same-sex spouses regardless of where they live? The Department of Labor is now accepting public comments.
While you likely have a grasp on the definition of unlawful harassment and discrimination, have you thought about what constitutes assault, battery and “intentional infliction of emotional distress” in the workplace?
Some employers mistakenly believe that having employees work on a contractual basis will save them from litigation. If they decide not to renew the contracts of workers considered “troublemakers,” they figure they can avoid being sued. That’s a big mistake.
U.S. employees are upbeat about using their computers, tablets and smartphones to stay connected to the workplace after hours. Nearly eight in 10 (79%) workers view this as a somewhat or strongly positive development.