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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Here’s another sign that, while the economy is generally improving, flush times can still be elusive for individuals. Fully 35% of people who voluntarily or involuntarily left their jobs last year cashed out their retirement savings instead of keeping their money in tax-advantaged accounts.
The Motley Fool tells applicants they are applying for the best job they’ll ever have, touting its flexible work schedules, competitive salaries, employee benefits and friendly work environment. Here are some of the “foolish benefits” offered by the Alexandria, Va., personal finance publisher.
Handle every complaint the same way, no matter the source. Don’t fail to investigate just because an employee has cried wolf in the past.
Q. Is it lawful to ask about a person’s driving record (accidents and violations) on the job application?
Think you have plenty of time to investigate sexual harassment complaints? Think again. The fact is that even a few days of unresolved sexual harassment can become the basis for a lawsuit. Act ­­immediately to stop harassment or face the ­consequences.
Incentives such as prizes or lower premiums aren’t the main motivators driving participation in employer-sponsored wellness programs. In fact, most employees just want better health.
The Pennsylvania Whistleblower Law protects employees of government agencies or employers that receive state funding from retaliation for reporting wrongdoing or waste. But the protection doesn’t extend to complaints about unwritten safety rules.
Courts don’t want to tie management’s hands; they just want to protect employees from genuine retaliation. That’s why the standard for retaliation is anything that would dissuade a reasonable worker from complaining in the first place. Most minor discipline doesn’t reach that level.
Paying employees for break time—or not paying them—is one of the trickiest aspects of wage-and-hour law compliance. Know your obligations!
It’s more important than ever to remind supervisors that it’s unlawful to try to “get even” with people (staff or applicants) because they com­­plain about discrimination, either in house or to a government agency. While employee complaints to the EEOC about every type of discrimination declined from 2012 to 2013, only one rose: retaliation.
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