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.
The Fair Labor Standards Act is generally a fairly straightforward law—for most of the year. But winter weather—and the delays and closures that sometimes accompany it—can make wage-and-hour compliance more difficult.
Sometimes, you realize you made a mistake with an employee. When that mistake could be fixed with a prompt offer to reinstate a fired worker, it’s best to make the offer sooner rather than later. As one employer recently learned, waiting until after the jury tells you how much you owe in future lost wages will be too late.
Too many employers make one key common mistake when deciding which employee to classify as exempt: They think calling a worker a “manager” or “executive” in the title is all it takes. Not true.
If you plan to hire nurses, software developers or marketing managers next year, prepare to up your advertising budget. Those positions top the hot jobs list compiled by employment research firm Economic Modeling Specialists Intl.
Contacting an applicant’s former employers is an essential step in the hiring process. Trouble is, most supervisors have been trained to provide only the bare minimum, such as dates of employment, job title and salary. Try for more than those bland generalities. Asking the following questions can get applicants’ former bosses to open up.
Employers that don’t track how many hours employees work face a real disadvantage. If an employee sues for unpaid overtime, he or she will be able to use inexact estimates as proof of work done but unpaid. What’s more, should the employee win the case, those estimated hours end up doubled as punishment.
A proposal by Pennsylvania State Sen. Don White, chairman of the Banking and Insurance Committee, would allow employers to pay employees with debit cards rather than paychecks. The legislation would require granting employees free access to all of their wages.
It sounds counterintuitive, but happy workers may not be everything you believe. The time to check in with them is now.
The ADA requires employers and employees to discuss potential reasonable disability accommodations with each other. However, the bottom line is this: The employer gets to choose which accommodation to implement, not the employee. As long as the chosen accommodation is reasonable, the employee’s desires take no precedence.
Federal and state laws require businesses to keep separate files for a variety of employee records. Are you in compliance?