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.
If you rely on a boss to make a firing recommendation and don’t independently investigate, you risk terminating someone because of the supervisor’s hidden bias. That can mean a large jury award. At least give the employee a chance to tell his side of the story.
The EEOC, for the first time on the federal level, has ruled that discriminating against an employee based on sexual orientation counts as unlawful sex discrimination under Title VII of the Civil Rights Act.
About half of employers surveyed by the Society for Human Resource Management offer some kind of investment advising benefit.
Continuing its attack on misclassification of employees, the U.S. Department of Labor has released new guidance that clarifies how companies should distinguish between employees and independent contractors.
To classify workers as either employees or independent contractors, the Department of Labor says employers should use this “economic realities” test.
With health care costs rising and Affordable Care Act compliance efforts in full swing, employers are turning toward wellness programs to counter some of the financial strain.
The 5th Circuit Court of Appeals has ruled that settling a state court lawsuit over a noncompete agreement (with a payment and an agreement that supposedly included all employment claims) didn’t bar the former employees from suing for unpaid overtime that they claimed was owed to them under the Fair Labor Standards Act.
Workers who are collecting unemployment compensation benefits and “perform services” for 32 hours or more per week aren’t eligible to receive benefits for that week. If they work for fewer than 32 hours, they do receive benefits. But what about time spent on-call? Do those hours count toward the threshold? A recent court decision says they don’t.
When employees think about what makes for satisfying work, respectful treatment of all employees at all levels was rated “very important” by 72% of those polled for a recent Society for Human Resource Management study. But what came after that?
If an employee complains about harassment, take the complaint seriously, even if the harasser is a customer. Ban the customer to make sure the harassment stops—and call the police if the harassment involves touching or invasion of privacy.