• LinkedIn
  • YouTube
  • Twitter
  • Facebook
  • Google+

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.

Page 10 of 1,181« First...89101112...203040...Last »
The Trump administration has nominated John Lowry to become assistant labor secretary for veterans employment and training.
Sometimes, new bosses crack the whip harder than the previous supervisor did—and hand out harsher performance appraisals, too. But absent specific evidence to the contrary, new and more rigorous standards don’t usually signal that the new boss is motivated by discriminatory intent.
Verification of employment requests are not difficult to process, but you do need a formal system for responding to them.
A Trump administration official’s frustration over confidentiality breaches has turned into useful advice that can benefit HR professionals who worry about disclosure of sensitive information.
Q. I am an HR director for a traditional, conservative company and have run into a new issue. When onboarding employees, I always explain our preferred dress code: we prefer women to wear skirts and dresses with pantyhose to work because many of our senior partners are old-fashioned. A new female employee said she would prefer to wear pants. Can we require her to wear a skirt instead?
About two-thirds of women who say they have been sexually harassed say it happened at work.
Employers that set pay based on past salaries are just as guilty of sex discrimination as those past employers who set a discriminatory rate of pay in the first place.
When hiring or promoting from within, make sure you document why the chosen candidate is better qualified than others.
The 2nd Circuit joins the 7th Circuit in ruling that sexual orientation is protected from discrimination, a position contrary to that taken recently by the 11th Circuit.
Nothing in the FMLA specifically prohibits employees who take FMLA leave from moonlighting for another employer. But as long as employers clearly communicate it, it’s perfectly fine to enforce a no-moonlighting policy against any employee, including those who take FMLA leave.
Sometimes, filing a lawsuit and airing dirty laundry in a public forum can be embarrassing and uncomfortable for an employee. That doesn’t give her the right to bring the case using a pseudonym, a federal court has ruled.
An increasing number of employers are giving money and other incentives to workers to encourage them to fund their emergency savings accounts, reduce their debt and attend financial education classes.
Employers that featured five or more wellness best practices had average turnover of 18%, compared to 29% for employers that had implemented two or fewer.
A federal court in Pennsylvania has handed a big win to employers in a case that hinged on whether Uber drivers are properly classified as independent contractors instead of employees.
While the proposed 2019 budget is needed to fund higher spending for the military, as well as to pay for the construction of a border wall and infrastructure repairs, there were few surprises in the FY2019 budget plan for cutting the budgets of federal labor and employment agencies.
When an employee is injured on the job, what you do—and when you do it—can determine not only how quickly the employee will return to work but also whether he or she will return at all.
The Senate confirmed employment lawyer John Ring to fill the last remaining vacancy on the National labor Relations Board. The next morning, President Trump announced Ring would become chair of the NLRB. Republicans again hold a 3-2 majority on the board.
Managers can’t instantly say, “Be here or be fired” to an employee struggling with attendance issues. Managers have to work with HR to employ strategies that not only combat absenteeism, but also avoid legal trouble.
When it comes to disciplining employees, details make a big difference. Be sure you include enough information in your investigation reports so you can later explain, for example, why one employee deserved harsher punishment than another who made a similar mistake.
Sometimes, you have to take a step back and consider the consequences before enforcing a rule against an employee. Take, for example, a strict call-off rule that allows for no deviation.
Page 10 of 1,181« First...89101112...203040...Last »