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 1760
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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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If you self-insure your workers’ compensation liability or otherwise directly control how your employees go about getting treatment for work-related injuries, make sure the medical professionals involved in your employees’ care are properly licensed and meet all requirements of their licenses. Otherwise, you may face liability for the negligent mistakes of health care practitioners ...

New Jersey’s Conscientious Employee Protection Act (CEPA) is widely regarded as one of the most far-reaching whistle-blower laws in the country. It protects employees against retaliation if they bring attention to possible illegal activities. If an employee comes forward with a report of suspected wrongdoing, even if you believe he is incorrect, be very cautious about disciplining the employee ...

If, like many employers, you want to avoid the risk of a jury trial or a judge’s unpredictable decision, you may have considered requiring employees to agree to use arbitration to settle workplace disputes. But if the agreement doesn’t conform to New Jersey’s contract laws, you may end up spending time and money defending the agreement instead of arbitrating disputes ...

It takes just one low-level manager or frontline supervisor to create havoc in the workplace. These people set the tone of workplace communications, and if that tone has sexual content, others are likely to follow the lead. That’s one good reason to make sure you do more than lecture on sexual harassment. Instead—especially if branch offices are located away from headquarters—HR should make spot visits to see whether anything is amiss ...

Gov. Jon Corzine and State Sen. Stephen Sweeney, D-Gloucester, are pushing a bill that would make New Jersey the third state to offer mandatory paid leave to employees to care for a new child or sick relative. Sweeney originally proposed 10 weeks of leave, but said in November he would consider cutting that to six weeks if it would get the proposed plan passed ...

Benefits are increasingly expensive to provide, and sometimes employers have to make changes to remain competitive. Be aware, though, that you need to implement any benefits changes with great attention to detail. Make certain the summary plan description is accurate, and that the underlying insurance documents are also correct ...

Paulsboro High School has settled a gender discrimination lawsuit with its former principal, Lucia Pollino, who was suspended for six months with pay in April 2007 over allegations she let students be strip-searched ...

In the age of e-mail, instant messaging and other written but ephemeral forms of communication, it’s easy to be caught off guard when an employee claims sexual harassment via the company computers. If an employee says she’s received hundreds of sexually explicit e-mails from co-workers or others associated with the company, could you prove her wrong? ...

Unions should think twice before inflating menacing rat balloons in New Jersey. The inflatable rat, long known as a symbol of protest against nonunion labor, has received a serious blow from New Jersey courts. In two recent cases, courts concluded rat balloons are not always protected speech under the First Amendment, nor are municipal ordinances banning sign balloons preempted by the National Labor Relations Act ...

Lawyers representing employees in class-action wage-and-hour cases often look for ways to boost the amount of damages they can collect. One of the most common ways to do that: Bring in a host of state laws to set the employer’s punishment. That won’t work any longer in North Carolina and other Mid-Atlantic states. The 4th Circuit Court of Appeals has rejected the tactic ...

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