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.
Q. Some of our employees work in other states out of their homes. For completing the I-9 Forms, can I use a notary public to verify employees’ documents?
Three-quarters of Americans are living paycheck to paycheck to make ends meet. According to a Harris Poll/CareerBuilder survey of more than 5,000 workers, 38% of employees said they sometimes live paycheck to paycheck, 15% said they usually do and 23% said they always do.
Last year, the EEOC received more than 28,000 claims by employees that they were unlawfully harassed at work. Here are the top reasons employees say they were targeted for harassment.
Some employees are difficult to manage. Maybe they have talent, but they’re not amendable to constructive criticism. Tell managers and supervisors that shouldn’t make them shy away from offering suggestions on how employee performance might improve.
In June, the EEOC proposed new regulations concerning Title VII’s national origin provisions. National origin discrimination complaints comprise about 11% of the charges the EEOC receives each year. The new proposed EEOC regulations target job segregation, human trafficking and intersectional discrimination.
We say it over and over again: Document, document, document! But perhaps a little more clarity is in order: Document accurately, so there can be no doubt that you clearly recorded the details of violations that led to discipline.
Does your organization have more than $1 million in federal contracts? If so, you may have to change any arbitration agreements you have in place covering certain claims.
Starting Dec. 1, new DOL rules take effect that nearly double the salary threshold at which most salaried workers become exempt from having to be paid overtime.
Q. Our 40-employee company advertises for jobs internationally but we aren’t able to offer sponsorship to any candidate who is not legally able to work in the United States. I realize we can’t put “Prefer U.S. citizen” on a job ad, but can we alert candidates to our requirement?
So far, 24 states and more than 100 municipalities have passed laws prohibiting employers from asking applicants about their criminal records early in the hiring process.