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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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Some workers wrongly believe a disability immunizes them. If they are disciplined or terminated, they often sue. Those lawsuits will be dismissed early in the legal process if the employer takes the litigation seriously and explains exactly why the worker was disciplined or fired.

Acme Parts, a Brooklyn company that manufactures brass products, has agreed to pay $40,000 in penalties after a 2016 OSHA inspection revealed high levels of lead throughout the facility.

OSHA is proposing a $505,929 fine against Trade Fair Supermarkets after investigators discovered workers had been exposed to health and safety hazards at three grocery stores in Queens.

A strong economy hasn’t convinced employers to loosen the purse strings this holiday season. 

The National Labor Relations Board has launched a formal bid to overturn a 2014 rule that sped up the election process required to certify union representation of a workforce.

Between 10% and 30% of résumés include untruths according to outplacement firm Challenger, Gray & Christmas.

First Bankers Trust Services, a New York City firm that calls itself the “premier provider of fiduciary services” to clients nationwide, has settled three lawsuits with the U.S. Department of Labor’s Employee Benefits Security Administration over its handling of three employee stock ownership plans.

When employees consider whether to invite a union into the workplace to represent them, their choice may be guided by the psychology of decision-making. A recent book on the subject sheds light on how employers can respond to unionization efforts.

Just because an employee’s religious beliefs fall outside the mainstream doesn’t mean they aren’t protected. In fact, many beliefs qualify as religious even if they may seem outlandish to someone practicing a mainstream religion.

The Trump administration has weighed in on an upcoming U.S. Supreme Court that could determine if labor unions can charge “fair-share fees” to employees who aren’t union members.

Unless you get expert help drafting the agreement, your noncompete agreement may backfire. If you don’t follow Minnesota rules, you may end up with a contract that’s invalid and can’t be enforced.

A federal court considering California contract law has ruled that an arbitration agreement presented in an online click-through form is contractually valid.

The EEOC has launched a new web portal designed to make it easier for employees to initiate discrimination charges.

When you interview with a résumé in front of you, the applicant controls the interview. You naturally find yourself referring to the résumé throughout the interview and asking questions related to that information. That’s exactly what the applicant wants.

As a congressional conference committee negotiates the final terms of tax reform legislation, a new poll of working Americans shows more support for maintaining the tax-favored status of employer-provided benefits than for the popular mortgage interest deduction.

Only 28% of senior HR executives are satisfied with their organization’s ability to elevate women into leadership roles.

Texas state agencies may not be sued under several federal laws unless state government immunity has been waived by Texas.

HR professionals should document all phone calls received from applicants or employees and include a brief summary of the outcome. That way, should someone later claim no one answered or returned a phone call, you have a way to counter the allegation.

The EEOC has won a significant legal victory in a case testing the theory that discrimination on the basis of sexual orientation is sex discrimination under Title VII of the Civil Rights Act.

Q. An older employee has been having significant performance issues during the performance cycle. She is eligible for retirement, but does not want to retire. Can we require her to retire in lieu of termination?

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