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.
Unless it’s for gross misconduct, don’t fire someone on a Friday afternoon. Instead, terminate the employee early in the week and early in the day.
Federal courts are beginning to be more selective in the types of employment discrimination cases they consider. No longer can employees essentially “make a federal case” out of any workplace dispute.
If an employee requests a transfer, be sure to document that he did so.
Q. Can an employee let others know that a certain person works at his office? Or are there some hidden privacy issues involved?
For the first time since the pre-recession year of 2007, U.S. employees say compensation is now their No. 1 contributor to their job satisfaction, according to an annual Society for Human Resource Management survey.
Here’s another reason to create a fair, impartial and consistent interview process: Your ultimate decision on who is hired or promoted is more likely to withstand legal scrutiny if you can show that each candidate interviewed faced the same questions and that each candidate’s performance was assessed by more than one interviewer.
Here’s a reminder for supervisors who participate in disciplinary decisions: Tell them to keep their personal feelings about the employee to themselves and resist the urge to bring in stereotypes. No one, for example, should comment on the employee’s nationality, national origin or other protected characteristics.
State bans on same-sex marriage continue to be challenged in court. Here's a chart to help you make sense of where states currently stand in this fast-changing area of the law.
The National Labor Relations Act guarantees employees the right to discuss working conditions and organize. The language contained in your employee handbook can put you on the wrong side of the law.
When a supervisor constantly ridicules an employee, watch out. The worker may have a hostile work environment claim if she can tie the demeaning comments to just one or two overtly sexual ones.