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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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Unless planned and executed properly, employers’ emergency procedures may run afoul of many federal, state and local employment laws.
Courts generally bend over backwards to help plaintiffs who can’t afford an attorney when they try to represent themselves. However, once the case is over, that’s generally it.
It is crucial for HR to follow up regularly with a worker who has complained of discrimination to see if she has any possible retaliation to report. Something seemingly as minor as a changed schedule or slightly reduced hours can be grounds for a retaliation lawsuit.
Women are substantially more likely than men to say gender discrimination is a major problem in the technology industry.
A new survey by the Ernst & Young consulting firm found that 32% of men in general feel excluded in the workplace.
The National Labor Relations Act lets workers file unfair labor practice complaints with the National Labor Relations Board. But that doesn’t mean employers can’t have workers sign arbitration agreements for employment-related claims, according to a recent federal court decision.
Employers were cited for violations of OSHA’s “Fall Protection: General Requirements” standards more than 6,000 times in fiscal year 2017.
After Congress failed to pass legislation repealing and replacing the Affordable Care Act, President Trump decided to take matters into his own hands. On Oct. 12, he issued an executive order directing the Department of Labor to write new rules allowing employers to buy health insurance benefits for employees through multi-state, multi-employer associations.
Before an employee can sue his employer for discrimination, he usually has to show that he was subjected to some sort of adverse employment action. Under the right circumstances, that can include being moved into a position the worker considers demeaning, such as being forced to work for someone he once supervised.
In Pennsylvania, employment is presumed to be at-will, meaning employers can terminate workers for any legal reason or no reason at all. There is one exception, however. The so-called public policy exception provides protection from termination if an employee files a workers’ compensation claim.
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