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.
It’s been a busy summer for the beleaguered lawyers at the U.S. Department of Labor. On Aug. 19, the DOL filed briefs in three separate cases filed against it in federal courts, covering everything from benefits advice to safety records to resisting unionization.
A federal court in Texas on June 27 ruled that the Department of Labor’s controversial “persuader rule” could not go into effect July 1. An injunction issued by the U.S. District Court for the Northern District of Texas means employers have at least a temporary reprieve from having to disclose who advises them on ways to discourage union organizing.
Q. An employee’s workday begins at a site location, which could be an hour or more from his home. There is no other “corporate office” location. It is my understanding that travel time to work (wherever that may be) is not compensable. Is that always true? What if that first work location is a long way from home?
As of Sept. 1, you have just three months to begin complying with the Department of Labor’s new rules for paying white-collar overtime. Here’s what you need to do—now!
A Connecticut garment maker will pay $80,000 to settle an EEOC sexual harassment lawsuit.
As open enrollment season for benefits approaches, employers have a significant opportunity to educate employees on traditional and voluntary benefits and how they can be used to address financial concerns.
In some situations, you may be able to get a court to issue a “no more lawsuits” order. It’s not easy, though.
When planning a reduction in force, you can offer different employees different severance payments—as long as it’s based on a nondiscriminatory reason, such as length of service.
Remind employees that attempting to access computer records after they terminate employment may land them in prison—even if they do so with the willing assistance of a current employee.
Beyond its obvious emotional impact, an employee’s death almost always leaves unfinished business for HR and payroll to handle.