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.

Page 71 of 2,149« First...102030...707172...8090100...Last »
Q: “We have a nonexempt salaried employee who is required to work 40 hours a week. She rarely works overtime, but when she does she gets 1.5 times her hourly rate. My question is, if she works less than 40 hours in a week, does not have any PTO left and does not make the time up, can we dock her salary?” – Maria, West Virginia
The Target retail chain has agreed to stop using three pre-employment assessments that the EEOC claimed were discriminatory.

On Labor Day, President Obama signed the latest in a string of executive orders applicable to employers that contract with the federal government. Executive Order 13706 will permit certain employees working on federal contracts to earn at least one hour of paid sick leave for every 30 hours worked. According to a White House fact sheet, the new paid leave mandate will affect approximately 300,000 workers ... and imposes substantial new obligations on many employers.

Sometimes, employees who carelessly injure themselves deserve discipline. That’s fine, as long as you carefully document the carelessness.
Honoring members of the military is about more than thanking them for their service. Consider, for example, how two companies recently treated citizen soldiers in their employ—one well, the other allegedly not so well.

It is critical to prevent sexual harassment—especially when a supervisor is involved—instead of relying on your post-harassment policy to block lawsuits. The University of Minnesota just learned that the hard way.

Heed OSHA's memo stressing that it only needs “reasonable cause” to find merit in one.
A Wisconsin company has settled an EEOC age discrimination and retaliation lawsuit after it fired two employees—on their birthdays.

Don’t think that just because an employee was a poor performer before she requested FMLA leave, a poor review after the request can’t be retaliation. If there is other evidence of retaliation (like a direct statement that FMLA leave was a factor), then the previous poor performance won’t be much of a defense.

Employees who take FMLA leave have no special protection from discipline for poor performance that’s not related to the fact that they took leave. That means you may refuse to reinstate an employee who took FMLA leave, as long as you would have done so anyway.
Page 71 of 2,149« First...102030...707172...8090100...Last »