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.
An attorney with long experience working for Pennsylvania state agencies has filed an EEOC complaint alleging that the state’s Office of Open Records refused to hire him because of his age.
You never know which fired employee will sue. That’s why it’s important to make sure every disciplinary decision is based on solid business reasons. You may even want to create an internal disciplinary checklist to ensure managers and supervisors know how to document discipline.
Noting that health care workers are more than four times more likely than other employees to experience workplace violence, the Occupational Safety and Health Administration has launched a new website to help health care providers curtail violence at work.
Employees who report being threatened at work can quit and collect unemployment benefits if their employer doesn’t act fast to provide a safe workplace. Such a “compelling and necessitous” reason to quit makes the employee eligible.
A Popeye’s Louisiana Kitchen franchisee in Chester County faces an EEOC lawsuit for allegedly refusing to hire three applicants because of their age.
An attorney who once worked for Valley Forge, Pa.-based investment firm Vanguard claims the company charges its affiliates artificially low management fees, which illegally reduces its own tax burden.
The HR Certification Institute has launched a new credential for practitioners who are just beginning their HR careers: the Associate Professional in Human Resources certification.
You may have heard that employees have new opportunities to sue their employers based on local laws that expand employment protections and prohibit forms of discrimination that state or federal laws don’t include. Sometimes, that’s true. Fortunately, though, these new laws and their regulations may trip up employees and give you an opportunity to push for the case to be dismissed, as this recent case shows.
Some workers think that anytime their employer criticizes an emotional state or suggests therapy, the employer is “regarding” them as disabled. Thus, goes the argument, the employer violates the ADA when it tries to intervene.
As a one-person HR shop, you face issues that your colleagues in larger organizations don’t. Here are four key problems solo practitioners face and how to solve them.