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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Under Minnesota unemployment compensation law, individuals aren’t independent contractors just because the company that uses their labor says they are.

Here’s something to remember when an employee claims she has a disability that interferes with her ability to work overtime or even a full day. You can offer intermittent FMLA leave as a reasonable accommodation rather than restructuring the job or transferring the employee to another open position. Remember, the employer, not the employee, gets to pick the ADA accommodation.

Professors who teach at public institutions and have tenure are generally protected from job cuts. But under some circumstances, they still may lose their jobs.
A former professor at the University of Scranton has sued the university claiming it denied him tenure and fired him because of his Greek heritage.
Here's your monthly quiz on HR news and trends.
When an employee gets fired, his thoughts may turn to filing a lawsuit—maybe based on some suddenly remembered comment that he took as offensive or another supposedly discriminatory act. Fortunately, courts are rarely persuaded.
Despite well-publicized moves by retailers such as Walmart, Starbucks and Whole Foods to raise the pay of their lowest-level workers, 72% of organizations with minimum-wage employees have no plans to pay them more.
Texas Gov. Greg Abbott signed two pieces of legislation into law recently, regulating where and how Texans may carry firearms. As of Jan. 1, licensed gun owners may carry holstered handguns anywhere that concealed handguns are per­mitted—with some exceptions.
The EEOC last month published Living with HIV Infection, which explains how employees and applicants are protected from bias and harassment due to their HIV status.
Q: “I've discovered that at our publishing company of 75 people, each employee has a single personnel file into which all documents go—everything from their new-hire paperwork to performance reviews to doctor’s notes. How must we separate this information going forward to keep legally compliant? We’re supposed to split off certain medical information so that each employee will have different sorts of files, correct?” – Theo, Maryland
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