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.
Q. Because our office is in a residential area, mail isn’t delivered until the late afternoon. One of our secretaries volunteered to pick up the mail at the post office on her way to work every day. It’s not too far out of the way, but it does change her regular route to work. Are we required to reimburse her for the additional time, as well as mileage?
Researchers at Realized Worth, which helps companies engage employees in volunteer work, say Millennials seek jobs that offer them good salaries, flexibility, meaningful work and a chance to contribute to society. Here’s what they want.
The Department of Veterans Affairs has a new Web portal designed to connect veterans and service members with employers, and to help translate military skills into the civilian workforce.
Until now, employers covered by the FLSA faced potential double liability under the North Carolina Wage and Hour Act over unpaid overtime for workers misclassified as exempt. A recent decision makes clear that the federal FLSA takes precedence.
If you sometimes need temporary help, you probably turn to companies that hire and manage day laborers. Keep the relationship strictly professional to avoid potential liability as an employer. Instruct supervisors to defer any questions on pay, hours and potential hiring to the temp agency and remind them not to promise anything.
Recently, lawyers representing former employees have been pushing the envelope in thinking of new ways to make employers pay big bucks. Fortunately, courts aren’t accepting some novel arguments, like the one in the following case.
Test your knowledge of recent trends in employment law, comp & benefits and other HR issues with our monthly mini-quiz.
When an employee complains about sexual harassment, how you handle it makes a big difference. If you ignore the complaint—or worse, blame the victim and punish her—you’re risking a laundry list of claims under federal and state laws.
Want to know what really makes an applicant tick? Try asking something outside the norm.
If you don’t terminate an employee for an obvious firing offense but later use that reason to justify a discharge, you’d better have a good explanation for the delay. Otherwise, a jury may see the move as a pretext for some form of discrimination.