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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A Westchester County, N.Y., Dunkin’ Donuts franchise finds itself in hot oil after a store manager allegedly slapped a female employee who refused his sexual advances.

Of course, supervisors should never say anything off-color, insensitive or downright stupid. Unfortunately, it happens. However, it takes more than one dumb outburst to support a discrimination claim unless the comment is obviously highly offensive. Less than that, and an employee’s lawsuit is likely to be tossed out.

Resistance from senior executives is the primary reason more employers don’t institute a regular telework plan, in which employees work remotely at least once a week.

Employees who no longer work because they lose access to child care are sometimes eligible for unemployment compensation. But they must first seek help in the form of a reasonable accommodation from their employer and be turned down. Even so, the worker still has to look for “suitable employment” to retain the benefits. He or she can’t reject every job offer based on inconvenient day-care scheduling.

Employers can’t retaliate against workers who complain about alleged Fair Labor Standards Act violations. However, not every complaint about pay is protected.
A discrimination case against Penn State has finally been put on the fast track after 10 years and six attorneys.
More working-age Americans had health insurance in last year, even though the rate of coverage through employment-based health plans remained essentially flat. That’s according to a new report by the nonpartisan Employee Benefit Research Institute.
Not everyone is eligible for FMLA leave, especially in companies with multiple locations that employ fewer than 50 workers within 75 miles of a work site. But sometimes companywide handbooks describe FMLA benefits without clarifying that some employees aren’t eligible because of where they work. Make sure employees in satellite offices understand they may not be eligible.

What you call an employee doesn’t determine whether she’s properly classified as exempt. What matters are her duties. If they are routine and menial in nature, she’s not exempt, even if she holds a lofty title within the organization.

Q. I manage a popular sports bar. May I institute a tip-pooling policy?
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