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.
Now that 2014 is in full swing, it’s time to make sure your organization is up to speed on new wage-and-hour obligations and prepare to take advantage of a new tax incentive for hiring student workers.
Sometimes, employees lose their tempers. That’s unfortunate and you certainly should discourage it. But a loud or tumultuous argument between a supervisor and a subordinate isn’t necessarily grounds for a harassment lawsuit.
Q. An employee would like to use FMLA time to spend with her daughter after her grandchild is born later this year. There are no expected complications post-birth, but the new mom will need much assistance. Would this qualify for FMLA leave?
Employees know they should save for retirement. Nevertheless, the percentage of employees with less than $1,000 socked away has risen substantially since the economic collapse of 2008.
Q. An employee sometimes shows up looking like he came from a party, with glazed eyes and slurred speech. Can we make him take a drug or alcohol test?
Cargill Meat Solutions, a wholly-owned subsidiary of Minneapolis-based Cargill Inc., has settled race and sex discrimination charges with the federal government. The DOL’s Office of Federal Contract Compliance Programs investigated the firm’s hiring practices at facilities in Springdale, Ark., Fort Morgan, Colo., and Beardstown, Ill., between 2005 and 2009.
The Founders Pavilion nursing home in Corning will pay $370,000 to settle charges it violated the Genetic Information Nondiscrimination Act and the ADA. The problem: The facility asked job applicants about their family medical histories during post-offer, pre-employment physical examinations.
Q. We recently merged with a smaller company, taking on several new sales people. Most of our existing sales staff are long-time, loyal employees, so we haven’t previously used noncompete agreements. However, we’re now reconsidering this. Can we require all of our sales staff to sign noncompetes?
Some managers don’t think mothers-to-be are serious about their work. That attitude can spell trouble for an employee’s future opportunities in subtle ways. Don’t let it happen.
Q. We have an employee whose girlfriend has come in and wandered through the production floor without permission. We have escorted her out of the building twice in the last month. What are our options if she comes in again? Should we call the police? Is there any way we can discipline the employee because his girlfriend keeps calling in several times a day wanting to talk with him?