Human Resources

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.

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Think ignoring complaints about sexually explicit talk, jokes or inappropriate touching will make the problems go away? Wrong! Chances are the behavior will only escalate.
More than 70% of employers have disciplined employees for misuse of social media. Daniel Ornstein of the Proskauer law firm outlines ways to stop the headaches before they happen.
A new study from CareerBuilder and CareerRookie.com finds that 57% of employers say they plan to hire new college graduates. That’s up from 53% last year and significantly higher than the 44% of employers that said they planned to hire from the class of 2010.

Employers that don’t do enough to combat sexual harassment in the workplace face liability under Title VII. But it doesn’t follow that har­­assed em­­ployees can also sue under state law for negligent supervision. Employees have to be satisfied with the remedies under Title VII and can’t go for a larger jury award under state common law.

Filling a vacant position—especially for the second or third time—can take away from other important tasks. Here's how to get hiring right from the beginning.
A Bethlehem Wawa convenience store violated the FLSA when it refused to provide an appropriate place for an employee to express breast milk, according to investigators with the U.S. Department of Labor’s Wage and Hour Division.
June brides who take their husbands’ names and newly married couples who hyphenate their names must get new Social Security cards reflecting their new names. Reminder: Don’t change your payroll records until newlyweds show you their new Social Security cards.
Here’s a case that illustrates at least one advantage for em­­ployers to a union workplace. If your collective bargaining agreement spells out how pay is calculated and excludes time spent donning and doffing work clothes and safety equipment, a contrary state wage-and-hour law doesn’t apply.
While the initial explosion in social media usage took em­­ployers (and their attorneys) off guard, more organizations now have clear employment policies—and they’re not shy about flexing them.
According to Littler Mendelson employment lawyer Ilyse Schuman, word on the street in Washington is that the Labor Department will release a plan to overhaul the Fair Labor Standards Act’s overtime exemptions sometime “before November.”
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