Human Resources

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.

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New York City-based BNV Home Care faces an EEOC lawsuit after staff members complained that the company sought extensive family health histories as part of an “employee health assessment.”
Courts don’t like it when insurers try to use technicalities to limit benefits.
Q. Our payroll system automatically deducts 30 minutes per day from drivers for lunch since they are on the road and away from a computer. I have concerns about liability. Should we make this deduction?
The average tenure of the 180 em­­ployees of Redwood City, Calif.-based W. Bradley Electric is 9.3 years—three times the national average in the construction industry.
Goodwill Industries will pay $100,000 to settle a long-standing lawsuit for retaliation filed by the EEOC.
When the EEOC gets wind of alleged discrimination, it is free to investigate that practice and sue the employer—all without naming an actual victim.
Have you ever urged an employee facing discipline to retire instead of being fired? That’s OK—as long as you provide an alternative, such as allowing the em­­ployee to defend himself by offering his side of the story.
West Covina, Calif.-based G.M. Sager Con­­struction will pay $146,092 in overtime pay to 26 workers it failed to pay properly.
Some employees complain all the time and don’t get along with their bosses and co-workers. But if their complaints aren’t specific and don’t raise at least potential discrimination based on race, age, sex or some other protected characteristic, their complaints aren’t so-called “protected activity.” Therefore, they can’t be the basis for later retaliation claims.

With few exceptions, hourly employees are entitled to pay for all time worked. Paid time can include the time it takes to put on specialized equipment and clothing and walk to a workstation. If you rely on an inaccurate formula to calculate that time, a jury may correct your mistake for all similarly situated employees—and a judge may double the amount owed for unpaid time.

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