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.
Q. One of our employees came in two hours late today, without an advance call. When he got here, he told his supervisor that he needed “school leave” for the morning. Can we discipline him for being late?
The city of Brownsville has filed its answer to a former police officer’s suit alleging the city violated the ADA when it fired her shortly after discovering she suffered from Sjogren’s syndrome, which causes headaches, dry eyes and joint pain and swelling.
Following on the heels of several highly publicized lawsuits filed by unpaid or underpaid interns, Elite Model Management has tentatively agreed to a settlement with a class of interns who claim the agency either didn’t pay them or paid them less than the minimum wage.
Unless it’s for gross misconduct, don’t fire someone on a Friday afternoon. Instead, terminate the employee early in the week and early in the day.
Federal courts are beginning to be more selective in the types of employment discrimination cases they consider. No longer can employees essentially “make a federal case” out of any workplace dispute.
If an employee requests a transfer, be sure to document that he did so.
Q. Can an employee let others know that a certain person works at his office? Or are there some hidden privacy issues involved?
For the first time since the pre-recession year of 2007, U.S. employees say compensation is now their No. 1 contributor to their job satisfaction, according to an annual Society for Human Resource Management survey.
Here’s another reason to create a fair, impartial and consistent interview process: Your ultimate decision on who is hired or promoted is more likely to withstand legal scrutiny if you can show that each candidate interviewed faced the same questions and that each candidate’s performance was assessed by more than one interviewer.
Here’s a reminder for supervisors who participate in disciplinary decisions: Tell them to keep their personal feelings about the employee to themselves and resist the urge to bring in stereotypes. No one, for example, should comment on the employee’s nationality, national origin or other protected characteristics.