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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J.T. O’Donnell, the CEO of Careerealism, a career advice and job search magazine, has a warning for all you leaders out there: Your competition is going to steal away your top employees in 2015, and they will use one simple trick to do it.
When you are planning to interview someone, draft a script for how you want the conversation to go. Include your questions and plenty of notes. Then study the script well and toss it.

USERRA provides job protection for military-connected employees once they re­­turn from extended military service. Employers shouldn’t fire covered workers without good cause and solid reasons. Be prepared to show you would have taken the same action whether the employee served or not.

Wells Fargo has an international volunteer program that lends employees’ professional expertise to nonprofits in up to 30 countries.

Under Minnesota’s workers’ compensation laws, employees who file workers’ comp claims are protected from retaliation. The law says employers can’t punish employees for seeking benefits. But some employers have been trying to preempt so-called protected activity when an em­­ployee is injured at work.

Criti­­ciz­­ing employees for taking FMLA leave can mean trouble.
Here’s a case that may help you get an ADA or FMLA case dismissed quickly when an employee is acting as her own attorney. A worker has to allege up front in her lawsuit that her employer has enough employees to be covered by the FMLA or the ADA.
Managers at advertising and PR agency The Lavidge Co. in Phoenix encourage employees to “be creative, work smart, have fun”—words from the firm’s corporate philosophy. One particular perk definitely falls into the "creative" category.
Here’s something to consider when you decide to add an arbitration clause to applications and require employees sign them as a condition of employment: You may end up forcing the em­­ployee into arbitration, but still become embroiled in other related litigation.
You can’t prevent every lawsuit over a discharge, but you can be prepared. That preparation includes making sure you can point to solid, performance-based reasons for every termination. Lay the groundwork first with a performance improvement plan (PIP) and you will be well on your way to showing the court your decision was based on objective, measurable business reasons rather than some kind of prejudice or discrimination.
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