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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After a young, inexperienced driver for the Philadelphia Parking Authority accidentally ran over and killed a fellow employee, managers convened a grief counseling session. An already difficult gathering took a turn for the worse when the grief counselor asked for ideas on how to prevent such accidents ...
Arthur’s Bar & Restaurant in Addison, Texas, has agreed to settle a pregnancy discrimination complaint for $20,000.
If a marginal employee is having a hard time getting along with his boss, think about giving him a second chance with a new supervisor. It may help—and it won’t hurt if you still end up firing the employee.
When an employer has an office with fewer than 50 employees within 75 miles of that location, those workers aren’t covered by the FMLA. Make sure you don’t inadvertently give them the impression that they are.
Success in a top HR spot these days requires establishing a track record in these areas, according to a new study by Aon Hewitt.
Attorney General Loretta Lynch appears to be placing her imprint on Justice Department prosecution strategy—by making it a matter of policy to go after not just companies that break the law, but the individual executives and CEOs who tolerate or encourage misdeeds.
Almost two-thirds of HR and hiring managers surveyed—64%—believe the minimum wage should be increased in their state, up from 62% last year.

FMLA leave is an entitlement and interfering with that leave or punishing a leave taker will backfire. It may even mean personal liability for a manager who decides to punish an employee with an adverse action like termination or demotion.

Firing someone right after she requests FMLA leave or an ADA accommodation can often trigger a lawsuit. But timing close alone won’t sink your chances of winning—as long as you have a valid business reason for discharging the employee that is unrelated to illness or disability.

Public employees retain free speech rights under the First Amendment and can’t be punished for speaking out if they do so as citizens and not in their role as a government employee.