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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Almost two-thirds of employers surveyed offer individual performance-based incentives, but it’s not the most common kind of variable pay.
The intermingling of personal and business computing is creating traps for employers. What are you allowed to see, alter, delete ... and take?
Q. We have to reduce salary wages by 20%. The plan is to reduce three of the five departments to 32 hours and adjust their wages accordingly. Is this legal?
State Sen. Daylin Lynch, whose district straddles Montgomery and Delaware counties, has introduced legislation that would raise the Pennsylvania minimum wage to $15.

An amendment to California’s Healthy Workplaces, Healthy Families Act of 2014 requires employers to offer employees three days or 24 hours of paid sick leave per year. The original law required employers to provide at least one hour of paid sick leave for every 30 hours worked, or to provide an up-front allocation of at least 24 hours. The accrual requirement created a big headache, since most employers do not accrue paid time off on a per-hour basis.

Check your mail! The EEOC has sent out notification letters alerting large employers that they must complete their 2015 EEO-1 surveys.  The EEO-1 is an annual survey that all private employers with 100 or more employees are required to fill out.
It’s official—professional cheerleaders are now recognized as employees under California law. In July, California Gov. Jerry Brown signed a bill requiring California professional sports teams to pay their cheerleaders at least the minimum wage.
Every spring, CareerBuilder surveys hiring managers about the state of the résumés they receive and also asks them to forward the best résumé blunders they have seen. Here we go ...
Here are four benefits you get if you write detailed job descriptions for each position on your team.

Employers can’t rely on the lack of a formal reasonable accommodations request as the basis for not providing one if it is obvious the employee is disabled and has informally indicated he needs help. There are no magic words required, no need to invoke the ADA, the Rehabilitation Act or state disability statutes.

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