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.
Last year, the EEOC sued Austin’s Park N Pizza amusement park, alleging it failed to accommodate a disabled employee. Now the park has settled the dispute for $20,000 and significant injunctive relief.
Arbitration agreements are enforceable in California only if they are conscionable. Courts are likely to uphold arbitration agreements written in plain language that is easy for employees to understand.
A Melrose Park, Pa., jewelry distributor for several major department stores and the temp agency that provides its workers have agreed to settle allegations that as joint employers they violated the Fair Labor Standards Act.
Harrisburg, Pa., Mayor Eric Papenfuse touted his business experience when running for mayor in 2013, but outdated accounting software may have led him to violate the Fair Labor Standards Act.
Awarding comp time for extra hours worked is a common strategy that can backfire. The Fair Labor Standards Act lays out strict rules for what basis can be used for awarding comp time and when it’s illegal to give comp time in lieu of cash overtime.
When you want to gain approval for a new HR initiative, enlist a network of line-management allies to champion your case. It’s one of the best ways to fast-track your new program—and enhance HR’s stature within your organization.
It’s the familiar “bud to boss” problem. When exemplary employees are rewarded with promotion into the management ranks, it’s easy to forget that new supervisors don’t have the same background as others who have always worked on the boss side of things.
One of the nation’s largest dried fruit processors, Z Foods in Madera, Calif., has agreed to pay $1,470,000 to settle sexual harassment and retaliation charges leveled in an EEOC lawsuit.
In general, using a sensible progressive discipline program and documenting all disciplinary actions will help you justify a discharge—even in the face of apparent prejudice or bias on the part of individual managers.
If part of your job involves dealing with outside employment law attorneys and reviewing their invoices, know what kind of overcharges to look for.