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.
One remedy for discrimination is reinstatement. However, employers should be prepared to argue against reinstatement if there are reasons unrelated to a lawsuit that it is not a workable option. Here’s how one employer did that.
Having trouble getting senior management to take the new overtime regulations seriously? If executives seem to believe they can wait to get serious, scare them straight with these warnings.
In a significant defeat for small business, the 5th Circuit Court of Appeals on June 10 upheld the National Labor Relations Board’s controversial “ambush election” rule that critics say unfairly makes it easier for unions to organize.
Make sure HR staff know how to calculate FMLA leave and keep careful tabs on how that leave is used. That way, you minimize chances that an employee will receive erroneous information that could lead to a lawsuit alleging that you interfered with someone’s FMLA rights.
The Occupational Safety and Health Administration has a message for employers that ignore its new accident reporting requirements: If you miss the shortened reporting requirement, expect a surprise inspection or two.
Proper handling can leave room for a good worker to return to top form, but it’s important to proceed carefully, deliberately, and without favoritism.
If you place obstacles in the way of reporting potential sexual harassment, expect trouble. Employees who have to jump through hoops to get their concerns addressed may sue.
No federal law dictates what information must be included on employment applications. However, there are certain statements you may want to include.
On paper, zero-tolerance policies seem like a good idea: You warn employees that your organization will not tolerate even one instance of on-the-job misconduct. But life isn’t always so simple.
On March 24, the Austin City Council passed a “ban-the-box” ordinance—the Fair Chance Hiring Ordinance—which took effect April 4. The final version of the ordinance was released on April 12.