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.
Of course you have an anti-discrimination and anti-harassment policy. You make sure employees know about it. You even make it easy for employees to use the policy. But all that can be for naught if you’re unable to track those complaints.
Nearly one in five U.S. workers admit to lying at the office at least once a week, according to a CareerBuilder survey. A quarter of hiring managers say they’ve fired an employee for being dishonest. In such cases, it’s much easier to discipline and terminate an employee when you have a general honesty, ethics or misrepresentation clause in your employee handbook.
Here’s a situation that should send you straight to your attorney’s office. If you fire an employee because you discovered her spouse works for the competition, you may be violating the marital status discrimination clause in the Minnesota Human Rights Act (MHRA).
Progressive discipline often focuses on the end of the process—the written warnings that, if unheeded, can lead to firing. But the oral warnings that come at the beginning are just as important.
Long before the Affordable Care Act, there was the Health Insurance Portability and Accountability Act. Among other provisions, HIPAA sets rules for wellness programs, limits pre-existing condition exclusion periods to no longer than 12 months and requires plans to provide employees with certificates of coverage. The ACA and its implementing regulations amend several HIPAA provisions.
Here’s a tip that could save you thousands in legal bills and penalties: When you are asked to terminate a poor performer who previously complained about harassment, make sure her performance problems didn’t suddenly emerge after the complaint. That could be a clear indication of retaliation.
Q. Is it OK to ask members of our management team what their tentative retirement plans are so we can focus on having enough trained people ready to step up when vacancies occur?
Mindfulness and meditation are no longer reserved for the spiritually dedicated, as Silicon Valley companies turn to these ancient practices to help employees tap into creativity and calm. Here are insights from Wired’s Noah Shachtman on incorporating mindful practices into the corporate world and the business benefits.
Companies that don’t change with the times risk going out of business. But change can be uncomfortable for employees, especially if it affects them directly in lost pay, status or even continued employment. Don’t let the possibility of a lawsuit keep you from making necessary adjustments.
Q. An employee confided in a regional VP that their boss had invited a co-worker to have a drink in his hotel room while they were attending a conference. When she declined, the boss became angry. Now, the boss has reported the co-worker for leaving work early without permission. The employee doesn’t want anything bad to happen to her friend, but she can’t let this go without telling someone. The co-worker refuses to come forward herself out of fear of retaliation. What should we do?