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 18
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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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Saying that strict OSHA safety regulations make it “impossible to build anything,” President Trump has already begun rolling back workplace safety rules.
The bipartisan budget bill brokered May 1, which will keep the federal government open through the end of September 2017, lowered funding for the Department of Labor by $83 million compared to its 2016 budget.
While there is talk of eliminating certain agencies, it is not likely that OSHA will be on the chopping block. However, less regulation is likely.
Remind bosses that, along with the organization, they can be personally sued for sexual harassment. Plus, sometimes the employer may be found not liable, but the supervisor is.
Courts don’t expect workplaces to be perfectly harmonious, without any hint of harassment. As long as the behavior doesn’t repeat or become progressively worse, courts generally hesitate to intervene.
It’s up to the employer to establish exempt status and to provide the proof that the worker did perform exempt tasks at least half the time.
Everyone knows it’s illegal to discriminate based on religion when hiring, and that employers must reasonably accommodate religious practices once employees begin working. Not as well-known is the need for religious accommodation during onboarding.
Sometimes, it becomes clear that safety concerns require an employer to move a worker and even terminate him if it isn’t possible to offer a different, safer position.
Hiring the right people is hard for every organization, but the stakes are often higher for smaller employers.
Last week we reported briefly on Trump administration efforts to reach out to industry leaders and employers seeking suggestions on which government regulations should be cut. The results are now in.
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