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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A recent survey by the Society for Human Resource Management reported a sharp uptick in political volatility in their workplaces this year.
Q. In recent months, a sharp decline in revenue has forced us to consider downsizing. What are the legal risks associated with a layoff, and how can we minimize them?
The 5th Circuit Court of Appeals has handed arbitrators the power to decide if arbitration agreements are valid. The appeals court ruled that it was legitimate to ask whether an arbitration agreement applied to an employee’s pre-existing Fair Labor Standards Act claim, but that it was a question best answered not by a judge, but by an arbitrator.
Class-action attorneys love the Fair Labor Standards Act because it makes it easy for them to take small individual claims for unpaid overtime and turn them into mass litigation cases. That way, a single lawyer or law firm can represent thousands of similarly situated workers.
Just because co-workers can be rude doesn’t mean the target of mean comments has a hostile work environment claim — especially when the comments are ambiguous, subject to interpretation and didn’t occur repeatedly.
Average starting salaries for U.S. professional occupations are expected to increase 3.6% next year, according to research by staffing agency Robert Half.
Starting Dec. 1, the new DOL rules take effect that nearly double the salary threshold at which most salaried workers become exempt from overtime.
Q. Several of my employees have asked me about which holidays they have time off, and if that time will be paid. Do I have to give my employees any time off for holidays? If so, must it be paid time off?
Every employer that is subject to the Occupational Safety and Health Act and has more than 10 employees is required to maintain records of occupational injuries and illnesses.
Don’t take employee discretion for granted! You need a confidentiality policy to protect trade secrets and other proprietary information from leaving your organization.
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