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.
With 400 employees, Colorado-based AlloSource is joining the ranks of much larger organizations as it launches an on-site health clinic for its staff. Employees of the nonprofit tissue-donation organization (and their dependents) have access to the clinic, part of the company’s wellness program.
Publishing giant Condé Nast is being sued by two college students who allege they were illegally underpaid while interning at two of the company’s flagship magazines.
As a recruiting tool, more employers have begun including a sentence or two about the typical career path of the job at the end of each job listing. A majority of employees say they’d likely stay with an organization if they saw the prospect of job advancement or promotion.
Most employers have strict rules against working overtime without authorization. They use time clocks or other tracking systems to keep accurate records. But what if supervisors tell employees to work before they clock in or after they clock out?
Employees who are chronically tardy can cause just as many problems as those who don’t show up at all. Use these tips when counseling a chronically late employee:
Here’s an important reminder that employees don’t have to be black to complain about racial harassment in the workplace and win a large jury award.
It’s a common scenario: A manager rewards a top employee with a promotion to a supervisory role—and the employee struggles. When considering candidates for promotion to a supervisory position, look for these traits.
Q. Our front-line supervisors often fill in for vacationing nonexempts. Do such duties jeopardize their exempt status during the weeks they substitute for the vacationing employees?
Q. Do we need a signed waiver before we post pictures of our staff on our website, Facebook page or other Web-based media?
As a general rule, you should only discuss a worker’s termination with those who really need to know about it. That’s especially true in sensitive cases involving alleged fraud, theft or falsifications. You don’t want to lose a defamation case because a manager decided to make an example of a fired employee.