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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OSHA urges employers to establish a complete heat illness prevention program, which includes these tips.
The FMLA and the ADA are supposed to work together so employees who need some time off for serious health conditions and disabilities don’t lose their jobs. Fortunately for employers, there are limits to leave—especially for jobs that require regular attendance.

Sometimes, employees hold back on reporting sexual harassment out of fear, especially if the perpetrator is a supervisor. The first you hear about it may be during the termination meeting. If that happens, suspend the employee instead of firing him. That will give you time to investigate.

Could you explain to a court exactly when you decided to fire an employee? If not, you need a system for tracking your decision-making process. That can be invaluable, as this case shows.

An employee who sues under the EPA can’t pick and choose to whom she compares herself—for example, by selecting a man who holds the same job who happens to make more. She must consider all men and women in the same job classification.
In a case with important implications for employers in states where medical and recreational use of marijuana is legal, the Colorado Supreme Court has ruled that an employee who was fired after testing positive for cannabis does not have to be rehired.
We present the top five awards employees receive, according to a WorldatWork study. If it’s all the same, we’ll take the cash.
A federal court has upheld an arbitration agreement negotiated between a union and an employer that compelled individual arbitration for FMLA claims.
How you look into misconduct can have huge legal implications for your company. Get the process right the first time.
Q. Is it acceptable for a company to negotiate with employees (on a case-by-case basis) to provide higher salary in exchange for the employee not taking certain benefits that the company pays 100% for (such as life insurance, AD&D, STD and LTD)? — Ed, Virginia
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