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.
In 2013, the union membership rate was 11.3%, the same as in 2012, the U.S. Bureau of Labor Statistics recently reported. That’s about 14.5 million workers. Union membership has been declining for decades.
Starting March 24, employers that have contracts with the federal government face new rules for managing workers who are disabled or military veterans.
There is a fine line between a rational discussion of cultural differences and stereotyping. If you are tempted to educate employees on appropriate workplace behavior, stick with a straightforward description of what behaviors you want to see, not how they differ from other cultural norms.
Beginning Jan. 1, 2015, staffing agencies and other third-party employers must pay minimum wages and overtime to home health care workers, including certified nursing assistants, home health aides, personal care aides, caregivers and certain companions.
Worried that a supervisor’s isolated, ill-advised comment about a subordinate’s cooperation in a discrimination case will mean an automatic win if the employee sues for retaliation? It’s not a sure thing.
Most workers are satisfied with the health benefits they have now and aren’t interested in changing the current mix of benefits and wages offered by their employers, according to a new survey by the Employee Benefit Research Institute.
Layoff or firing? Probationary or permanent employee? Using the wrong employment-related terminology with an employee can expose your company to costly lawsuits.
It just got more complicated to calculate the overtime pay you owe a misclassified employee. In Black v. SettlePou P.C., the 5th Circuit Court of Appeals overturned a district court’s ruling concerning the proper methodology for calculating damages when an employee is misclassified as exempt.
You simply never know which employee will sue for discrimination. Your best defense is to consistently treat all employees equally. Make all your workers follow all your workplace rules all the time.
Q. Does any law require a company to give employees a raise at the end of the year or other amount of time?