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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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Conducting prompt, thorough internal investigations followed by appropriate corrective action may be the best way to insulate your company from potential liability when faced with employee wrongdoing.
Ivanka Trump has long expressed interest in making paid family or parental leave a reality. Now those efforts appear to be ramping up. Here’s what we know so far.
The Texas Supreme Court has decided someone on unpaid FMLA leave may be eligible for unemployment benefits.
If you have a progressive disciplinary policy that gives employees a chance to improve when they make mistakes, make sure you use it consistently. It will pay off if you follow your policy, fire an employee and the employee later decides to sue.
Under California’s Fair Employment and Housing Act, employers must reasonably accommodate disabled workers with disability leave. If that leave is then used against the worker to justify a termination, it ceases being a reasonable accommodation.
When setting promotion criteria, feel free to give educational attainment more weight than years of experience on the job. It’s your call.
Employees who have worked for their employer for a long time can be expected to know the rules and abide by them, while a new employee may not be as aware. That’s a legitimate reason to punish one employee more harshly than another. Just be sure you document the reason for differing punishments.
When it comes to incentive agreements, it pays to engage an experienced attorney up front to draft the language. Your early investment in legal help will save you time and money later.
Government employees have more protection from termination than most private-sector workers do. Example: They have the right to comment on matters of public concern without being discharged for doing so.
If an employer has a process in place for reporting wrongdoing that includes bypassing one’s supervisor when necessary, employees who don’t take that step can’t aviod punishment by blaming the supervisor. That’s not a justified excuse.
The ecclesiastical abstention doctrine essentially says that government cannot interfere unduly with how a religious organization operates. It provides protection for seemingly ordinary employment decisions that religious organizations make.
In the gig economy that has emerged in the past five years, an old battle over worker classification has taken on fresh urgency.
As the economy rebounds, you may be looking closely at ex-employees who departed on good terms. Here are six common rehiring mistakes.
The ADA requires employers to consider transfer to open positions as reasonable accommodations for disabled workers. But what if an employee isn’t qualified for any open full-time positions? A part-time position may suffice.
Employers that have solid, objective information about poor performance seldom lose lawsuits over the firing of a sub-par employee. Just one caveat: The more objective the data, the better.
The Pennsylvania Department of Labor and Industry has submitted a proposed rule to amend the regulations that exempt executive, administrative and professional salaried workers from overtime requirements under Pennsylvania’s Minimum Wage Act of 1968.
Some employees think they can sue their employer anytime they believe working conditions aren’t absolutely fair and free from conflict. They’re wrong.
Controversial news, such as the recent uproar over immigration policy, could cost employers $832.5 million for every 19.2 minutes workers spend discussing and reading about it at work, according to calculations by Challenger, Gray & Christmas.
If you want to use arbitration to resolve employment disputes without going to court, you have to make sure you have done everything possible to make that agreement a binding, valid contract.
More of your peers are finding they need to promote and prove the worth of learning programs they run. So they’re turning to the annual-report concept.
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