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 you happen to use an arbitration agreement in employment contracts for out-of-state telecommuters, be aware that you may have to specify what state law you want to apply to the contract. Otherwise, the court will likely presume the employee’s state of residence applies.
A federal judge has denied a motion to dismiss a claim of disability harassment against an employer whose CEO is accused of referring to an employee who walks with an abnormal gait as a result of a stroke as “a cripple.”
Sometimes a case that looks like it will end in a win for the employer ends in a surprise adverse jury verdict. Before you despair, remember that it’s not over. There may be room for a reversal.
Employees who sue for retaliation sometimes try to bolster their cases by claiming others who complained also experienced retaliation. Until recently, courts hearing California cases had limited so-called “me too” evidence to very similar cases.
While most Minnesota employers can no longer ask about an applicant’s criminal record until after the grant of a job interview offer (or, if there is no interview, a conditional employment offer), that doesn’t mean the applicant or new employee can lie about his criminal record later.
There are many reasons why employers offer workplace wellness programs, including to combat obesity and the rapidly increasing costs of medical care and health insurance, writes Napala Pratini.
A Republican and an Independent have introduced a Senate bill that would provide tax incentives for employers to offer paid parental and medical leave benefits for employees.
According to the Manpower Group’s ninth annual Talent Shortage Survey, these are the 10 jobs U.S. employers currently have the hardest time filling.
New legislation that went into effect April 10 is intended to curtail misclassification of transportation industry workers as independent contractors instead of employees.
Although a stray comment alone may not be enough to prove discrimination, when coupled with other evidence—like a younger individual hired to perform a similar or the same job as someone older who was terminated—the comment may come back to haunt you.