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.
Vacations are meant to clear a person’s mind, but the post-vacation blues also tends to give employees another idea—jumping ship.
36% of workers report that they always or usually live paycheck to paycheck, a recession-era low, down from its peak of 46% in 2008.
The California Court of Appeal has held that employees need to be compensated for “on-call” hours if the employer substantially restricts their ability to engage in nonwork activities. However, employers may exclude eight hours of sleep time from 24-hour shifts, if an agreement between the employer and employee calls for it.
The U.S. General Services Administration is saving $24 million a year in real estate costs since it moved its 4,000 Washington, D.C.-based employees from three buildings to one.
Minneapolis-based retailer Target is scrambling to explain a training document that surfaced at one of its Northern California distribution centers. The document purports to tell supervisors how to interact with Hispanic employees—and in the process betrays some offensive stereotypes.
You don’t want to fire an employee without good grounds. Sudden deterioration in performance may be real—or a sign of age discrimination. Be especially cautious if the employee’s replacement is more than five years younger or the employee has complained about age-related comments.
Employees who lose their jobs may not understand that if filing for bankruptcy, they must list any potential litigation claim as an asset. Federal courts have dismissed even obviously valid employment discrimination lawsuits when employees failed to disclose such claims in their bankruptcy paperwork. That may no longer continue, if this recent case is any indication.
Seems like a reasonable accommodation: An employee with severe knee arthritis wants to use a four-pronged cane to perform her job on the factory floor ...
It’s impossible for everyone to remember exactly what happened during an interview held several years earlier. But that’s what an interview panel may be asked to do if a candidate sues. The best approach is to ask the panelists to take notes. Then you should collect all the panelists’ notes for potential future use.
What if your mistaken belief that an employee has a serious health condition prompts you to grant FMLA leave? Does she have any legal basis to sue? Probably not.