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.
President Obama has signed two executive orders that the White House says will promote pay equity for American workers.
Using Garamond in your documents instead of other common fonts could reduce printing costs by 25%. Garamond’s thinner strokes need less ink, according to a study published in the Journal of Emerging Investigators.
Employees who believe they work in an organization with a strong “health culture” perceive themselves as healthier and are more likely to change unhealthy behaviors, according to a new study.
Want to avoid unnecessary lawsuits over whether an applicant is qualified for a job opening or promotion opportunity? Then make sure your job announcement includes specific information about minimum requirements so that those don’t become the basis for a lawsuit.
With their batteries and brains recharged, employees are generally more productive after a vacation, according to a survey of HR managers.
Legislation passed April 3 by the House of Representatives defines a full-time job as averaging 40 hours per week, up from 30 hours specified in the Affordable Care Act.
The Motley Fool offers its readers serious financial advice, but the Alexandria, Va., publisher doesn’t take itself seriously at all. To wit, the following, which recently began appearing in the company’s job ads, just under the usual EEO policy statement ...
In a sign that some judges are losing patience with the way the EEOC handles employment discrimination lawsuits, a federal court has ordered sanctions against the commission.
Many companies—including Adobe and Netflix—have abandoned annual reviews, focusing instead on continuous performance management. Could this process work for you?
Here’s some good news for HR managers handling sexual harassment complaints. As long as you act fast, investigate and use your best efforts to prevent a repeat performance, one sexually explicit comment isn’t grounds for a lawsuit.