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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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Sometimes, it makes sense for a business to reduce costs. One way may be to cut personnel, especially employees who are highly compensated and whose work may be redundant. A danger, of course, is that the most highly paid may be older workers, and terminating them may prompt an age discrimination lawsuit.
Employers can now be required to provide accommodations to this class of workers.
The U.S. Supreme Court’s unanimous June 26 ruling in NLRB v. Canning that three of President Obama’s 2012 appointments to the NLRB were illegal means that some 600 NLRB decisions made between January 2012 and July 2013 must be reheard.
A handful of employers are now offering unlimited vacation time. HR pros agree on five guidelines for the concept.

Under some limited circumstances, employers may be obligated to suggest reasonable accommodations for struggling workers who have obvious disabilities that appear to interfere with their ability to perform essential job functions. But that’s really only true for em­­ployees whose disabilities are obvious and limit the employee’s ability to speak up for himself.

Sometimes, employers don’t learn about alleged discrimination or harassment until an employee brings up the claim when facing discharge for other reasons. If that happens, how should you respond?

United States v. Windsor struck down a Defense of Marriage Act provision that interpreted “marriage” and “spouse” to be limited to opposite-sex marriage for the purposes of federal law. Now the Department of Labor has issued rules extending FMLA protections to same-sex married couples.

Employers that have call-in procedures for absences can require employees use them when requesting FMLA leave or updating their status. Simply having a doctor fax in medical excuses isn’t enough.
Remind supervisors that they must never make jokes (or assumptions) about employees based on where they were born, their origins or other national or ethnic characteristics.
Q. One of our employees is complaining of “stress and anxiety.” Is that enough to put us on notice of a serious health condition under the FMLA?
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