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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There’s a strong correlation between employees’ perceptions of their total compensation package and their degree of engagement at work, and employers can strengthen that connection by communicating exactly how much employees’ pay and benefits are really worth.
Speaking at HR Specialist’s 11th annual Labor & Employment Law Advanced Practices Symposium in Las Vegas earlier this month, EEOC General Counsel David Lopez said many employers seem to have an unusual workplace discrimination blind-spot.

Employers that opt out the Texas workers’ compensation system may be liable for negligence and face potentially lengthy and complex litigation when an employee is hurt on the job. The best defense may be to follow all OSHA and state workplace safety rules.

If you don’t have a plan in place to respond to a union organizing campaign, now’s a time to draft one. On April 14, controversial new National Labor Relations Board rules took effect, dramatically speeding up the time between initial filing of a union election petition and actual balloting.

When it comes to their at-work dining habits, nearly half of chief executives bring lunch from home, according to a new survey by CareerBuilder.com and Harris Interactive.

Employers with a robust anti-harassment policy can sometimes escape liability if employees unreasonably fail to take advantage of the policy to report alleged harassment. The idea is that employers should have a chance to fix the problem. But if your process is somehow stacked against alleged victims, don’t expect a court to let you off the hook.

Would-be government workers are again taking part in a ritual that had virtually disappeared for 43 years: taking a civil service exam to qualify for jobs with federal agencies.
Employees who feel so harassed that they have no choice but to quit can still sue. Cut your liability for what’s known as constructive discharge by transferring the employee.
Here’s a warning for new supervisors who want to replace long-term employees with individuals of their own choosing: They could be courting a discrimination lawsuit if the replacements belong to a different protected class and aren’t as qualified as those being replaced.
Asking a simple question such as what type of accent an employee has or what country he grew up in won’t be enough to prove national-origin discrimination. Courts expect employees to talk to one another and without evidence that curiosity about an accent or a co-worker’s background is tied to some sort of discrimination, judges won’t hold employers liable for national-origin discrimination.
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