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.
If there is one thing that will get a federal judge’s attention, it’s name-calling that targets a particular race or ethnicity. While one comment may not be enough for a lawsuit, repeated name-calling almost certainly demonstrates hostility. That’s especially true if a supervisor makes the comments.
If a disabled employee is about to get the ax for reasons that have nothing to do with her condition, don’t make any comments about her health. Otherwise, it could look like you really fired her because she is disabled—and it could become the basis for a disability discrimination lawsuit.
According to the Williams Institute at the UCLA School of Law, which tracks gay-rights issues in the workplace, more than a fifth of U.S. workers will be covered by the Department of Labor’s August announcement that it will interpret prohibitions on sex discrimination in a recent Obama administration executive order to include discrimination based on gender identity and transgender status.
Here’s some advice that can save you money you might otherwise have spent defending an FMLA lawsuit: If an employee has accrued enough absences under your attendance policy to warrant termination or is coming close, make sure you haven’t counted any missed work that should have been covered by the FMLA.
Q. The vice president of my company, whom I appointed, is really a nice guy, but he has propositioned many of the female employees on multiple occasions for sexual acts in his office. He has a great attitude towards the female employees who agree, but those who refuse have been recently discharged without my consent. Is this sexual harassment?
Fewer than one in five U.S. full- and part-time workers are worried that they will be laid off in the near future, according to a new Gallup poll.
When Deborah applied for a van driver position at a supermarket, the store manager told her he would not hire a woman for the job out of concern that a female driver would be at greater risk of being assaulted on the job than a male driver ...
Many employers have a hotline that employees can call to report discrimination, harassment or other workplace problems. Generally, employees who call a hotline are protected against retaliation because the call itself is “protected activity.” But that’s not always the case.
Here are some wild claims that hiring managers told CareerBuilder.com they found on job applicants’ résumés
Privacy advocates may squirm when big data is used to profile workers—but many of those workers may not mind.