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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Chronic absenteeism is a chronic drain on the bottom line. Typically, the direct and indirect costs associated with absenteeism eat up 5% to 17% of an organization’s total payroll. Top brass is probably looking at HR for solutions.
There is good news for employers that have to mediate workplace disputes that can fairly be characterized as personality clashes between co-workers.

Employers are allowed to pay tipped employees less than minimum wage and take a credit for the difference through their tips. With minimum wage set at $7.25, employers may pay $2.13 per hour as long as tips make up the difference (or more). But can the employer deduct from the credit costs associated with credit card processing and calculating, cashing out and distributing the money?

A “sheltered workplace” in Bloomington, Minnesota, where disabled employees are paid pennies on the dollar may face changes following a Minnesota Department of Human Rights ruling. DHR Commissioner Kevin Lindsey found probable cause that Opportunity Partners discriminated against a disabled worker when it refused to consider him for one of its fully paid staff positions.
Walmart has signed the White House’s Fair Chance Business Pledge, bringing to 185 the number of employers joining an Obama administration campaign to help job candidates with criminal histories find their way back into the workforce.
Sometimes, an employer’s most valuable quality is patience. For example, letting an employee take FMLA leave even if you suspect his underlying condition may not really qualify can make the employee’s subsequent lawsuit fall flat.

Want to get the attention of bosses who’ve demonstrated borderline harassing behavior in the past? Scare them straight with the eye-opening news that being on the losing end of a harassment lawsuit could mean more than just bad news for the company.

Rules that are unclear, vague or poorly worded can spell trouble if they end up being applied differently to some employees and not others. That’s one reason you should pay careful attention to the language in your policies.
You may have to fire an otherwise good worker if his attitude is bad enough. Be sure to document the misbehavior.
Want to terminate an employee? Make sure that if you state a reason, you do so consistently.
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