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.
There’s no shortcut for completing the Employment Eligibility Verification (I-9) form for each new hire, as a Washington state company learned recently.
Remind supervisors that the integrity of the performance evaluation process depends on their honest assessment. Providing anything less may mean a court date and personal liability under North Carolina law.
Employers face several common struggles when employees take FMLA leave, but there are ways to combat FMLA abuse in the workplace.
Most federal district courts routinely hold that out-of-court settlement agreements, to the extent that they purport to waive FLSA claims, are unenforceable. That has made it difficult and expensive for employers to resolve pay issues, even when they realize they made a mistake and want to compensate the employee fairly. Last year, the 5th Circuit Court of Appeals took a more pragmatic approach in Martin v. Spring Break ’83 Productions.
Every year, flu season brings confusion and questions over whether the flu or a common cold can rise to the level of “serious health condition” that qualifies for FMLA leave. The regulations state, “Unless complications arise, the common cold [and] flu … do not meet the definition of a serious health condition and do not qualify for FMLA leave.”
The best approach when faced with an employee who files her own lawsuit without a lawyer’s help is to exercise patience. In almost all cases, a judge will toss out the case as soon as he or she is convinced there’s nothing there.
Pennsylvania’s hospitality industry has earned the dubious distinction of violating the nation’s pay laws more often than those in any state outside the Sun Belt.
Before you approve a creative approach to paying hourly employees, be sure to get expert help. That’s essential if your employees may have to put in more than 40 hours of work per week, because you will have to calculate their regular rate of pay to calculate overtime compensation. And that’s something the DOL wants done right.
Reporting your HR accomplishments to the top brass isn’t enough to cement your role as a strategic partner in your organization. It’s just as important to quantify the financial impact of those accomplishments.
It’s a situation that happens more often than you might think: An employer finds out that one of its employees is preparing to leave and set up her own shop. But is the employer handcuffed, unable to do anything about the upstart competitor because this employee didn’t sign a noncompetition agreement?