From employment law to compensation and benefits, FMLA and hiring and firing and more, Business Management Daily provides comprehensive Human Resources updates.
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PJP Health will pay three former employees $300,000 to settle charges it harassed, fired and retaliated against the workers.
Minnesota employers will have some new rules to follow after the state Legislature passed a bill aimed at reducing the gender pay gap and providing more protections to female employees.
An employee recently tried to claim that a customer had retaliated against her for griping on the job. It didn’t work.
The drug store chain that famously announced it would rid its store shelves of tobacco products by Oct. 1 first made its own corporate campus tobacco-free.
Here’s a powerful reminder that when a supervisor is the harasser, prompt action can still save the day—as long as the harassed employee hasn’t yet been demoted, fired or otherwise substantially harmed.
The business-oriented social media site LinkedIn has agreed to pay $3,346,195 in overtime back wages and $2,509,646 in damages to 359 former and current employees.
Most employers are willing to pay for these kinds of professional and career development activities, according to the Society for Human Resource Management’s 2014 Employee Benefits survey.
Q. Our company is going to lay off several employees. Are we required to provide severance pay to those employees? If we provide severance pay, can we demand that employees sign a severance agreement stating that they will not sue the company?
Disabled employees are entitled to a workplace that’s free of hostility or harassment because of a disability. But that doesn’t mean that a few isolated comments are enough to create a hostile work environment.
More than half of employers screen job candidates before offering a face-to-face interview. Once real interviews start, few organizations let hiring managers wing it, insisting on some structure to the conversation.