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.
For all the recent talk about raising the national minimum wage to $10.10 per hour, it’s worth noting that 22 states already require pay higher than the current federal minimum of $7.25 per hour.
Employers often worry when they respond to requests for an employee reference. They assume if they aren’t upbeat and positive, they may end up liable if the employee doesn’t get the job. Fortunately, that’s seldom a worry if you are honest, aren’t out to “get” the employee and never volunteer any information without first being asked.
While having a union in the workplace may not be ideal, having a union contract in place clarifies many of the work rules your employees must follow, as well as how your disciplinary process must work.
Nearly one-fifth of married employees met their mates at work—so it’s a good bet that plenty of your organization’s workers are dating, flirting or at least friending each other on Facebook. Accept that, and then create a fraternization policy that lets employees know exactly what relationships are and are not acceptable. A good policy has four sections:
Test your knowledge of recent trends in employment law, comp & benefits and other HR issues with our monthly mini-quiz.
While Congress has not yet passed an amendment to Title VII of the Civil Rights Act that outlaws employment discrimination based on sexual orientation, public employers are increasingly being sued under Section 1983, which prohibits government from denying citizens their constitutional rights to equal protection of the law.
It’s not too soon to start planning for your 2015 budget request. When you start projecting costs for next year, how will you know how many employees your organization will need? Involve your line managers in the process.
Do you have an employee who sometimes becomes depressed and needs FMLA leave on an intermittent basis to deal with flare-ups? If so, he’s not necessarily disabled under the ADA.
When an employee who would otherwise qualify for unemployment benefits can’t work because she’s too ill, she loses her eligibility.
Include ageism in your discrimination and hostile work environment training. And for goodness sake, remind bosses not to refer to older workers as “old man” or “old woman.”