From employment law to compensation and benefits, FMLA and hiring and firing and more, Business Management Daily provides comprehensive Human Resources updates.
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Employers must reasonably accommodate disabled workers so they can perform the essential functions of their jobs. But what should you do if you have made accommodations and they don’t seem to be working?
There’s a first time for everything—including firing someone for violating a rule. But that may spell trouble if other employees weren’t punished for breaking the same rule.
Three-quarters of companies surveyed are somewhat or very likely to expand their focus on the financial well-being of their employees in 2014, according to a poll by Aon Hewitt.
Here’s good news to pass along to younger workers in your organization: It is possible to fund a comfortable retirement—if you start contributing to your 401(k) now and commit to doing so throughout your career.
You might assume that firing an employee for breaking a safety rule would be “safe” from judicial criticism. But if you don’t punish all workers equally for violating the same rule, you may run into trouble if the employee can show that others outside his protected class weren’t punished as severely.
Don’t worry that you can’t discipline disabled workers—if you can show that you punish all employees equally for breaking the same rule. An employee’s disability is irrelevant as long as you don’t cut slack for other employees while punishing the disabled worker.
Ignorance of the law—and labor regulations—is no excuse. If your supervisors don’t understand that they need to give employees regular breaks and an uninterrupted meal period, they’re likely to trigger a class-action lawsuit.
For all the recent talk about raising the national minimum wage to $10.10 per hour, it’s worth noting that 22 states already require pay higher than the current federal minimum of $7.25 per hour.
Employers often worry when they respond to requests for an employee reference. They assume if they aren’t upbeat and positive, they may end up liable if the employee doesn’t get the job. Fortunately, that’s seldom a worry if you are honest, aren’t out to “get” the employee and never volunteer any information without first being asked.
While having a union in the workplace may not be ideal, having a union contract in place clarifies many of the work rules your employees must follow, as well as how your disciplinary process must work.