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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Q. Is it OK to terminate an employee without first issuing some kind of a disciplinary warning?
Q. We need to schedule an employee for a shift from 2 p.m. to 10 p.m. in order to close our store and begin a shift the next morning at 8 a.m. to open the store. Does California law require a minimum amount of time, such as 12 hours, in between scheduled shifts?
Q. We recently held a three-day meeting and on the second night one of the regional account executives proceeded to drink too much and behave very badly. He failed to show up for the final day of the meeting. Is this grounds for dismissal?
Just as women have the right to dignity in a workplace free of sexual harassment, so do men.
According to a recent CareerBuilder.com survey, 43% of employers won’t consider a candidate who’s had short tenures with several employers. However, others point to advantages in hiring people who have worked for numerous companies.
Q. Our restaurant chain employs college students part time during winter and summer breaks. We don’t provide benefits to part-timers. What are the pros and cons of leaving them active in the system vs. rehiring them as seasonal workers each summer and winter?
Minnetonka, MN-based G&K Services has settled sex discrimination charges leveled by the U.S. Department of Labor’s Office of Federal Contract Compliance Programs.
57% of employers provide some kind of financial education to their employees. Here’s where those programs focus.
When asked to identify shortcomings of their work environment, employees in non-desk jobs cited the following.

Sometimes, employees with serious medical conditions need more than 12 weeks of FMLA leave to fully re­­cover. Employers that choose to provide more leave or determine that it would be a reasonable accommodation to do so can extend the time off. But the employee loses some rights in the move.

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