Human Resources — Business Management Daily: Free Reports on Human Resources, Employment Law, Office Management, Office Communication, Office Technology and Small Business Tax Business Management Daily — Business Management Daily: Free Reports on Human Resources, Employment Law, Office Management, Office Communication, Office Technology and Small Business Tax Page 1668
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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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The fireworks are apparently over in the battle between Judith Regan, former president of ReganBooks, and parent company News Corporation. Regan and News Corporation reached an undisclosed settlement of her $100 million lawsuit in January ...
Eugene Gates Jr. had worked in a Charlotte, N.C., grocery store for nearly 40 years when it was purchased by Compare Foods, based in Freeport, N.Y. Shortly after the buyout, Compare cut his hours in half and gave his shifts to a young Hispanic worker ...
In 2007, New York lawmakers passed a record number of laws affecting employers, including new laws on independent contractors, inquiries into conviction records, leave for military spouses, leave of absence for blood donations and cancer screenings, and unemployment benefits ...
An assistant for Hofstra University’s football team has filed a federal lawsuit charging that she was “subjected to offensive and sexually graphic movies in the presence of howling and taunting male students” and “locked in a bathroom by a group of male students” ...

You don't ever want to find your hands tied when you want to fire an employee. Employment at-will generally means that you are free to fire an employee at any time, for any reason or no reason at all; the employee is free to quit at any time. Often, employers find their hands bound by their own words — their handbooks and policy manuals call for just-cause terminations. Check that your handbook is free of these at-will-altering mistakes.

Employers can assert an affirmative defense against sexual harassment by creating a reasonable system for individuals to report the conduct and by proving that the victim failed to use the system. When assessing the reasonableness of your organization’s complaint system, it doesn’t matter so much that it makes sense to you — it needs to make sense to your employee population. One population that you need to be especially mindful of is minors. For many, this is their first paying job. A recent ruling highlights the dangers of assuming your company’s sexual harassment policy is adequate.

When an employee sues for an alleged discriminatory firing, the court will want to see the employee’s evaluation. A sterling evaluation and high praise quickly cast doubt on a termination supposedly based on poor performance. How, then, can you encourage honest evaluations? Have employees identify their own weaknesses and address those in their performance evaluations ...
U.S. Immigration and Customs Enforcement (ICE) agent Cory Voorhis is on unpaid leave over allegations that he misused confidential agency data to aid the 2006 gubernatorial campaign of Bob Beauprez ...
When employees raise the same gripes over and over, it’s sometimes hard to take them seriously. It can be particularly frustrating if those complaints include discrimination claims, when management is sure no discrimination has taken place. Aggravated bosses, take heart! It may not be a management best practice to show your frustration with baseless complaints, but it isn’t likely to lead to a retaliation lawsuit ...

Fortune magazine recently published its 2008 list of “100 Best Companies to Work For,” and three Colorado employers made the list ...

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