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.
Sometimes, work is just plain unpleasant. That’s no reason for employees to sue. Unless the working conditions can be traced to some form of illegal discrimination, the court system won’t intervene.
When an employee takes FMLA leave, she is supposed to return to her old job or an equivalent one in terms of pay, responsibilities and other benefits. Something as minor as a change in starting time can sometimes support an FMLA-interference claim.
The U.S. Supreme Court has agreed to hear a case that will determine whether money paid to terminated employees as part of a severance package should be subject to Social Security and Medicare taxes.
Track each request for ADA reasonable accommodations, along with your response. An employee’s right to sue over the denial begins as soon as it becomes obvious that her employer refused to accommodate her, and won’t be extended just because she keeps asking for an accommodation.
Twice a week, a group of ReadyTalk employees meets at the company’s on-site gym for yoga class. On occasion, staff members enjoy head-and-neck massages, acupuncture and visits from a chiropractor—right at the office.
Support any adverse job action, such as a demotion or termination, with solid business reasons. Clearly and contemporaneously document your decision to act. That way, you can come to court prepared to explain exactly why you did what you did and when you did it.
Employers expect health benefit costs per employee will rise by 4.8% on average in 2014, based on early responses from an annual survey conducted by Mercer.
A Minnesota woman who lived in Norway for 20 years before returning to the states to take a job with the Norwegian consulate in Minneapolis will be allowed to apply Norwegian law in a pay discrimination lawsuit.
Q. We would like to throw a Halloween party for our employees during working hours. Many want to wear costumes. Should we have a costume dress code? We are worried some employees may go too far.
A California Court of Appeal has held that an employer does not have to endure two trials on whether its workers are employees or independent contractors. The decision was based on the legal principle of collateral estoppel, since the company had already litigated the issue with a state agency.