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.
Before you decide to terminate employees for budgetary reasons, make sure you are prepared to justify that rationale. Otherwise—and especially if you provide other reasons later—your motivation may look suspect if the employee sues.
Don’t make the mistake of thinking that just because an employee is paid a salary, he or she is exempt. The employer must also show that the worker performed exempt work under one of the several exemptions available under the Fair Labor Standards Act.
The 3rd Circuit Court of Appeals, which has jurisdiction over Pennsylvania employers, has ruled that paying an hourly rate for temporary employees coming from an outside agency may mean those workers are your “employees” under anti-discrimination laws.
Dollar Tree has had to give up some green following an OSHA investigation that uncovered a series of recurring safety issues that the discount retail chain failed to address until the authorities forced it to. Dollar Tree late last year agreed to settle 13 OSHA citations by paying fines totaling $825,000.
Taqueria La Herradura in Pharr, Texas, has paid more than $33,000 in damages to its kitchen staff following a U.S. Department of Labor Wage and Hour Division investigation.
A woman fired from a Children’s Lighthouse Learning Center franchise in Katy, Texas, is suing her former employer after refusing to address a transgender child as a male.
Here’s a rather novel question being answered for the first time in the 5th Circuit, which has jurisdiction over Texas employers. Can the refusal to accept a request to rescind a resignation ever be an adverse employment action and retaliation for engaging in protected activity?
The EEOC has filed suit against staffing company Labor Ready Mid-Atlantic for actions occurring at its office in Washington, Pa.
When an employee returns from FMLA leave and his employer assigns him to light-duty work, that is basically an acknowledgment that the employee has a serious health condition incapacitating enough to interfere with performing an essential job function. The employer can’t later challenge that part of FMLA eligibility.
Employees who get promotions generally don’t sue their employers, but an administrative specialist for the city of Austin, Texas, has done just that.