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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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HR Law 101: Drug testing and substance abuse prevention programs can involve substantial legal liability if employers don't manage and administer them properly. If your organization decides to implement a drug testing program, there are ways to minimize the risk of employee lawsuits ...

In California, companies adopting arbitration agreements face a number of difficult decisions in crafting their agreements to ensure that they will be enforceable while also maximizing the benefits of arbitration.
Can you predict how a potential job candidate will behave as an em­­ployee by the color of his or her clothes? CareerBuilder recently surveyed employers to get their opinions on what they see in the tones of the threads.

Employees of Boston’s Four Seasons Hotel get employee news via an in-house, co-worker-produced newscast. Every two weeks, employees put together a 10-minute show that airs on TV sets in staff areas.

Avoid costly litigation by reviewing how you classify your em­­ployees as exempt or nonexempt. If you discover you have made a mistake, fix it right away. You’ll cut your misclassification liability.
Nothing will get you in trouble faster than discipline that’s harsher for members of some classes than others. That’s especially true in cases where someone has been accused of violating anti-violence policies.
According to CareerBuilder.com’s 2014 U.S. Job Forecast, hiring managers plan to recruit full-time, permanent employees for these positions: sales (30%), information technology (29%), customer service (25%), production (24%) ...
Do you need some employees to speak a foreign language? Don’t worry that requiring fluency could be viewed as discrimination.
Q. We give our employees company phones. An employee recently resigned and turned in her phone to her supervisor, in compliance with our technology policy. A week later, it came to my attention that the supervisor had not deleted the departed employee’s email that was still on the phone. A new hire who had been issued the phone could read those messages. What should we do?
Judges don’t have much patience with employers that don’t understand their obligations to prevent or stop sexual harassment, including same-sex harassment.
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