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.
The Republican Party’s official platform, adopted July 18 at its convention in Cleveland, paid scant attention to many of today’s hottest HR and employment law issues.
The NLRB is at it again, this time overturning its own previous ruling that determined which employees can vote in a union election.
The Department of Labor’s new rules for paying white-collar overtime, LGBT rights, pay equity and workplace violence prevention are the issues that most worried HR professionals and in-house lawyers responding to a new survey.
What are the top concerns in HR offices for the next decade?
Finding an accommodation for a disabled employee is just always possible. There may be no practical way to accommodate some disabilities. If that’s the case, termination may the only reasonable option.
The biggest trend in employee compensation is pay-for-performance. In many organizations, less employee pay is fixed; more is contingent on performance. In reality, too few managers do what’s necessary to make pay-for-performance work. Solution: Teach the employees to “manage the boss.”
No employee should ever be taken by a “You’re fired!” surprise when it comes to subpar performance.
Like many CEOs, Ben Silbermann wants to increase the diversity of his workforce. But rather than take a half-hearted stab at attracting a wider range of job candidates, he has made a long-term commitment to results.
From creating custom keyboards to interpreting garbled phone conversations, apps can now quickly, and inexpensively, help employers accommodate disabled workers.
Sometimes, it takes a while for management to make changes in schedules and duty assignments after a promotion or transfer. A reasonable delay—even if it results in some loss of pay—isn’t considered an adverse employment action or serious enough to win a discrimination lawsuit.