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.
About 7% of U.S. employees had some portion of their wages garnished in 2013, most frequently because they had fallen behind making child-support payments. Delinquent student loan payments were the most common “other” reason.
If you are going to oppose a former employee’s unemployment compensation application, determine what reasons you will present and stick to them. If you offer alternative reasons during the appeal process, chances increase that the court will allow the benefits.
You probably won’t be liable for a single incident of sexually oriented co-worker harassment if you punish the transgressor after you discover what happened.
Q. Since pregnancy does not qualify as a disability under the ADA, our company denies all special accommodation requests granted by otherwise healthy employees who are pregnant. Does this policy make us vulnerable to a lawsuit?
A DOL lawsuit claims that Los Angeles-based Cement Masons Southern California Administrative Corp. illegally fired an employee for cooperating with a federal investigation. The corporation managed assets for five Cement Masons employee benefits trusts in southern California.
Q. Our company has a leave-of-absence policy that states that any employee on leave longer than 12 months will be terminated. Our company’s leadership insists on this policy out of what they call business necessity. Are we opening ourselves up to risk?
It’s not just harassment from co-workers and supervisors that can become the basis for a hostile environment claim. When a subordinate harasses his boss and the employer doesn’t intervene, the supervisor has a claim. That’s why it’s important to address all harassment, whatever its source.
Here’s a warning about equal pay and the ongoing effects of past discriminatory decisions: Unless you fix the problem, an employee could file multiple lawsuits.
Do you cut slack for some employees when enforcing your grooming policies? If so, there may be a race discrimination lawsuit in your future.
Q. How long do we need to keep personnel files? And can we keep them in offsite storage?