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.
Philadelphia-based Comcast has settled charges it manipulated women into taking lower paying jobs at a call center in Washington.
Q. One of our employees requested that we accommodate his health condition by allowing him to occasionally work from home. We are concerned that this arrangement will cause his colleagues to become disgruntled. May we deny the request for this reason? If not, what information may we share with the employee’s colleagues so that they are more understanding of the situation?
A California-based production company, Hartmann Studios, has been slapped with the largest fine ever for Form I-9 paperwork violations.
A federal appeals court has upheld Department of Labor rules that grant minimum wage and overtime pay protection to live-in home health care workers employed by third parties.
In the mid-1960s, when the EEOC was born, women held fewer than 10% of all executive, senior management and middle management jobs. Now it’s up to almost 40%.
The federal Office of Personnel Management recently told all federal agencies not to rely on past salaries to determine how much to offer new hires. Why?
You know the mantra: To win lawsuits, you must document, document, document! When it comes to employees who sue you for discrimination after they have been disciplined, documentation means making careful, contemporaneous notes about alleged rule-breaking or other wrongdoing. It means and saving records for every disciplinary action. You can’t just zealously document misdeeds by the employee you think will sue. You have to do it for everyone.
A former supervisor at Al-Jazeera America is suing the cable news network—owned by the government of Qatar—claiming he was fired for raising concerns about a senior vice president’s “overt misogynistic behavior.”
Employers have the right to expect their employees will generally show up for and leave work as scheduled. Workers who, without a good reason, are frequently late or leave early aren’t eligible for unemployment compensation if they’re fired. Those absences, even if largely unintentional, are misconduct.
The Department of Veterans Affairs Inspector General has issued a blistering report on departmental practices.