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.
Q. Two of our employees go outside to smoke almost every hour for about 10 minutes. Our other employees are starting to complain. Do we have to allow these 10-minute rest periods every hour?
Interstate Hotels and Resorts, the Virginia-based firm that managed Rochester’s Kahler Grand Hotel, has settled age discrimination charges that four former employees brought against the company. Interstate began managing the hotel, which serves the Mayo Clinic, in January 2013.
Q. One of our employees has asked to see her personnel file. Are we required to show her the file? If so, do we have to give her access to everything contained in the file?
Managers at national mortgage banker Supreme Lending encourage employees to balance work with time off and play—even on the job.
The former owners of People Care Holdings, which provides in-home health services in and around New York City, have agreed to pay $10 million to settle charges they sold company stock to employees at inflated rates.
The White House announced June 16 that President Obama will soon issue an executive order that bans federal contractors from discriminating in hiring, firing, compensation or work conditions based on a person’s sexual orientation or gender identity.
Employees can sometimes quit and sue for constructive discharge if their employer made work life intolerable. That doesn’t mean an employee can quit anytime she faces a difficult situation. She has to let her employer try to resolve the problem first.
Here’s another reason why the U.S. Postal Service is struggling: No one wants anyone to mail in a résumé anymore.
More than 60% of employees polled by Glassdoor.com reported that they tended to some kind of work-related matter during their last vacation.
Some small nonprofit organizations may think they don’t have to follow Title VII anti-discrimination rules because they only have one or two employees. They could be wrong if the board that manages the organization pays officers to attend meetings and generally holds them accountable for assignments and meetings.