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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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In a win for employers, the 3rd Circuit Court of Appeals has ruled that an employee cannot wait years before suing about a promotion that never materialized.
Sometimes, an unusual workplace situation or problem may require an equally unique rule. For example, if theft is rampant in one department, it’s certainly justified to implement a special policy that seeks to stop the thievery.
Eight years of an Obama-era Democratic majority at the National Labor Relations Board have brought about some counterintuitive decisions and pro-union outcomes. One of the latest is Mek Arden, LLC d/b/a Arden Post Acute Rehab (365 NLRB No. 109, 2017).
More than three-quarters of workers—78%—are living paycheck to paycheck to make ends meet, and 26% don’t save any money at all.
Most training is designed to help employees perform their jobs better. Almost always, that means training time is paid time.

You don’t need to pay nonexempt employees for their commuting time to and from the workplace. That’s simple. But what if such employees occasionally travel off-site (or even overnight) for work reasons?

Q. Our organization rarely if ever lets employees work from home. An employee in our marketing department is struggling with a disability and has asked to work from home as an accommodation. Would that be a reasonable accommodation?
The 8th Circuit Court of Appeals, which has jurisdiction over Minnesota employers, has revived a lawsuit against a union for allegedly violating a state disability discrimination law.
Even as the economy strengthens and the job market remains tight, U.S. employers are holding the lid on salary increases—and they plan to do the same in 2018.
What does the EEOC expect when employees are expecting? That employers will uphold their obligations under the Pregnancy Discrimination Act and Title VII.
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