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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Here's your monthly quiz on HR trends and issues.
After pulling back the reins on pay raises during the recession, employers have returned to handing out steady, but not spectacular, salary increases. But the one-raise-fits-all approach is dying off as more employers embrace pay for performance.
Telecommuting has tripled since 2004, as more than one-fifth of employers now report that at least 10% of their employees work remotely.
In conjunction with its 50th anniversary, the EEOC has compiled data showing that women and minorities have made significant yet still incomplete inroads in a changing employment landscape.
After a young, inexperienced driver for the Philadelphia Parking Authority accidentally ran over and killed a fellow employee, managers convened a grief counseling session. An already difficult gathering took a turn for the worse when the grief counselor asked for ideas on how to prevent such accidents ...
Arthur’s Bar & Restaurant in Addison, Texas, has agreed to settle a pregnancy discrimination complaint for $20,000.
If a marginal employee is having a hard time getting along with his boss, think about giving him a second chance with a new supervisor. It may help—and it won’t hurt if you still end up firing the employee.
When an employer has an office with fewer than 50 employees within 75 miles of that location, those workers aren’t covered by the FMLA. Make sure you don’t inadvertently give them the impression that they are.
Success in a top HR spot these days requires establishing a track record in these areas, according to a new study by Aon Hewitt.
Attorney General Loretta Lynch appears to be placing her imprint on Justice Department prosecution strategy—by making it a matter of policy to go after not just companies that break the law, but the individual executives and CEOs who tolerate or encourage misdeeds.
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