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.
A Manhattan court stenographer’s job dissatisfaction is part of the official record after he repeatedly typed, “I hate my job, I hate my job” into the transcripts of 30 trials.
Work cellphones won’t be ringing in the middle of the night for more than a million workers in France’s consulting and tech industries, thanks to a pact negotiated by two of the country’s largest white-collar trade unions.
Don’t let what you know is a meritless complaint keep you from disciplining an employee. If you can show the process was already under way and you had a solid business reason, go ahead and discipline the worker.
Employers that always have a clear and solid business reason for discharging employees seldom lose discrimination cases. That’s because even if a protected class member is affected, it’s very hard to counter the employer’s claim it terminated the employee for legitimate nondiscriminatory reasons.
CareerBuilder.com asked hiring managers which résumé terms were a turn-off. Here are the top five.
The U.S. Supreme Court’s unanimous interpretation on Jan. 27 of the meaning of “changing clothes” in the FLSA is significant for unionized employers in industries in which workers must change clothes to begin and end their work shifts.
Good news if you’re worried about firing an employee who has filed a sexual harassment complaint. If your investigation concludes the complaining worker was also partly at fault, he won’t be able to win a wrongful discharge case—unless he can prove that his underlying complaint was a “substantial motivating reason” for his termination.
If you decide to countersue an employee who takes you to court over work-related issues, make sure your suit is really tied to the employee’s claim. If it isn’t, you’ll have to file a separate lawsuit.
A large majority of employers rely on incentive-based pay practices to compete for top talent, as well as to motivate and reward employees, according to research by the nonprofit WorldatWork organization, Deloitte Consulting and Vivient Consulting.
Do you have an employee who is so disruptive that co-workers repeatedly complain? You may have to fire her. Before you do, carefully document how her behavior negatively affects the workplace and what rules she is breaking.