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 worker who drank himself silly at work, fell and hit his head has lost his workers’ compensation claim.
Now that the federal government shutdown has ended, ICE inspectors are back on the job—and they’re looking for employers that don’t properly document their employees’ eligibility to work in the United States.
Since the Great Recession ended, a higher percentage of employees work for employers that offer retirement plans and a higher percentage of them are participating in the plans, according to a report by the Employee Benefit Research Institute.
An attorney in Texas Attorney General Greg Abbott’s office has filed a whistle-blower complaint claiming he has been forced to work in a hostile environment. Among his allegations: rampant discrimination, misuse of taxpayer dollars and falsification of hourly time sheets.
You may think that an employee who admitted to bringing a racy photo to work and showed it around couldn’t later complain when she became the target of sexual harassment. You would be wrong.
The E-Verify electronic employment eligibility verification system is back online after service was suspended during the federal government shutdown. However, the timing of the shutdown may have caused delays for some employers that submitted E-Verify data in late September.
Leading your team through the illness of one member is one of the greatest tests you’ll face. Keep these tips in mind.
CEO Dr. Jennifer L. Howse says the March of Dimes’ attention to employee benefits reflects its mission of supporting healthy families, starting with its own employees.
Tangible signs of a potentially hostile environment may be only the tip of the sexual harassment iceberg. Here are four red-flag areas you should monitor:
At what point is the financial incentive to participate in a wellness program or the penalty for nonparticipation so great as to render it involuntary? Perhaps more to the point, how does the EEOC define that tipping point?