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.
Here’s a bit of news you may want to pass on to company executives when explaining why they must comply with the letter and the spirit of the FLSA. Tell them they aren’t just putting company assets at risk, but also their own.
It’s natural to feel betrayed and upset if you have an open-shop workplace and find out some employees have invited outsiders to help organize a union. But if you handle the news badly, you may end up in the cross hairs of the NLRB before a single union vote is cast.
Undergrads working in organizations that offer paid internships earn a mean hourly rate of $12.74, according to a SHRM survey.
File this one under "ironic." Solano County (Calif.) disability services provider Pace Solano agreed to pay $130,000 to a job candidate who disclosed a partial paralysis in her hand during a pre-employment physical exam.
Amendments to Minnesota’s Parenting Leave Act took effect Aug. 1, expanding the definition of “covered family members” from just children. Now the definition includes not only minor children and those attending school (up to age 20), but also the employee’s own spouse, siblings, adult children, parents, grandparents and step-parents.
Paid internships pay off. Unpaid internships, not so much. Here’s how internship experience affects starting salaries:
As prosecutors try to unravel Bernie Madoff’s Ponzi scheme, they are finding his personal life a tangled web as well.
Employers with 50 or more employees within 75 miles must provide FMLA leave. If they have multiple locations, they must often provide leave to some employees but not others. If that’s your situation, beware making blanket handbook statements about FMLA leave eligibility.
Employees who complain about discrimination are protected from retaliation. But their complaints have to be specific, at least mentioning why they suspect discrimination. Otherwise, they aren’t engaged in protected activity and can’t allege retaliation.
Denying a request to work from home is just an inconvenience for an employee. It’s not grounds for a lawsuit since it’s not an adverse employment action, doesn’t create a hostile work environment or justify quitting.