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.
Some disabled employees take the approach that it’s their way or no way when it comes to accommodations that would allow them to perform the essential functions of their jobs. Fortunately, employers have leeway in exactly which accommodation should be used.
New IRS guidance affirms: Same-sex married employees are entitled to all federal spousal tax benefits, even if they live in a state that doesn’t recognize same-sex marriage.
Gov. Mark Dayton has signed into law an expansion of the state’s 1987 whistle-blower act. The new Minnesota Whistleblower’s Act protects from retaliation both public- and private-sector employees who report misconduct.
The Wall Street Journal recently unearthed these three unique employee benefits programs: far-flung telecommuting, $400 per year to spend on personal tech gadgets, a break every Friday to do an hour of yoga.
Except under very limited circumstances, volunteers aren’t considered employees under Title VII. That means they can’t sue for things like sexual harassment.
InStar Services Group has agreed to pay $65,000 in back wages to more than 100 employees who did not receive the pay they were promised for cleaning up after Superstorm Sandy.
When a co-worker makes himself a nuisance (or worse), a robust anti-harassment policy, a clear reporting method and swift and sure action will cut liability in almost all cases. But what if the policy isn’t enforced or a supervisor learns about the harassment but ignores the problem and doesn’t take action? Then all bets are off.
Q. We are a construction contractor. We work union, but increasingly find ourselves losing bids because we can’t compete with nonunion companies in certain industry segments. Can we just set up a separate operation to bid the nonunion work? I’ve heard that such “double-breasting” is common practice.
Gravel truck drivers at a Houston-area concrete company will split $173,863 in back overtime pay following a settlement with their employer, Porter Ready Mix. Instead of paying the 16 truckers an hourly rate, the company paid them by the trip.
Good news: You won’t be held personally liable—and neither will your company—for what you say in response to an EEOC complaint. Statements made in an EEOC investigation are privileged.