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.
HR people who advance to executive levels know their value, and they make time to communicate it. The key, according to HR consultants: Diplomatically self–promote—no matter how busy you get—without the crassness and fanfare that alienates others.
Here’s a bit of good news for employers that try to accommodate disabilities but whose efforts are rejected out of hand: When you offer what looks like a reasonable accommodation and an employee refuses to even try it, you are no longer obligated to retain her. A worker who rejects an offered accommodation is no longer covered by the ADA if she doesn’t even try it first.
Q. Do the individual taxpayer identification numbers (ITIN) issued by the Department of the Treasury authorize an alien to work without any other documentation, such as an employment authorization?
Managers can’t instantly say, “Be here or be fired” to an employee struggling with attendance issues. Managers have to work with HR to employ strategies that not only combat absenteeism, but also avoid legal trouble.
Using temporary workers can be an effective way to stretch your labor budget without making a long-term staffing commitment. But if a temp sues over alleged discrimination, you may not have saved much money. To prevent surprises, make sure you treat the temp as a guest—leave the employment details to the agency that supplies the temp.
A recent court decision on the availability of seating at work suggests the best approach may be to just offer everyone a chair. It seems employees sue without actually requesting a place to sit down.
Supplemental Health Care, which places nurses, therapists and other health care professionals in temporary jobs, celebrated National Nurses Week in May by rewarding the traveling nurses among its own employees.
In 2008, Congress expanded the FMLA to include two types of military leave: exigency leave and military caregiver leave. In 2010, Congress expanded those leave rights by applying them to the regular armed forces as well as National Guard members and reservists. Now those changes have been officially implemented with new regulations from the U.S. Department of Labor.
A bill before the North Carolina House of Representatives would require employers to give employees notice of their employment status at the time of hire and when any material change in the employment relationship occurs.
Sometimes, two employees who break the same rule don’t deserve exactly the same punishment. But employers must make sure they can explain the difference.