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.
Gallup has found that just a third of U.S. employees are fully engaged in their jobs. At the other end, 16% of workers are “actively disengaged” in their work.
In response to a lawsuit, a federal judge has instructed the EEOC to reconsider regulations concerning how employer wellness programs interact with the ADA and the Genetic Information Nondiscrimination Act.
In recent years, employers have seized on biometric technologies such as fingerprint scanning as a way to control time-clock abuse. But before you rush out to buy the latest in technology, be sure to check with your attorney or your state labor department.
The Supreme Court of California has unanimously held that a representative plaintiff in a Private Attorneys General Act case does not need to show good cause at the outset of litigation before the employer is required to produce the names and contact information of other allegedly aggrieved employees.
Employees out on FMLA leave don’t enjoy more job protection than employees who don’t take leave. As long as an employer doesn’t terminate because an employee took FMLA leave, it’s perfectly lawful to fire someone during leave.
About one in four people (24%) covered by large employer health insurance plans spent more than $1,000 out-of-pocket on health care in 2015, according to new analysis by the Kaiser Family Foundation. That’s an increase of seven percentage points from 17% in 2005.
Employers expect employees to get to work on time. Occasional problems with traffic or family issues sometimes make employees late. But chronic tardiness is another thing altogether. While most employers track tardiness occurrences, they should do more. How?
Punishing a worker for using FMLA leave is illegal retaliation—and the punishment doesn’t have to be something big like termination. Even seemingly minor acts can qualify as retaliation if they would dissuade a reasonable worker from using FMLA leave in the first place.
When harassment isn’t obvious in the workplace, the worker who later claims to have been harassed has an obligation to at least complain and tell the aggressor his behavior is unwelcome. Make sure you warn supervisors to guard against such attitudes.
Q. What are some best practices employers can use to protect their trade secrets?
The EEOC has begun arguing that acting against someone who fails to conform to gender stereotypes is a form of sex discrimination.
Under some circumstances, an employer may be fully justified in requiring an employee to undergo a psychiatric or other medical exam. Doing so won’t violate the ADA if it is job related and consistent with business necessity.
Under Texas law, employees who report alleged child abuse are protected from retaliation for doing so. Being discharged within 60 days after such a report creates a rebuttable presumption that retaliation occurred. Be prepared to rebut that presumption if you decide to terminate the employee within that time frame.
Employees are entitled to reasonable accommodations for disabilities in order to perform the essential functions of their jobs. But employers don’t have to guess whether an employee needs an accommodation—the employee must ask for help.
The typical American worker stayed at their job just over five years last year, down slightly from a record high set in 2014, according to new research by the nonpartisan Employee Benefit Research Institute.
Courts generally bend over backwards to help plaintiffs who can’t afford an attorney when they try to represent themselves. However, once the case is over, that’s generally it.
It is crucial for HR to follow up regularly with a worker who has complained of discrimination to see if she has any possible retaliation to report. Something seemingly as minor as a changed schedule or slightly reduced hours can be grounds for a retaliation lawsuit.
Unless planned and executed properly, employers’ emergency procedures may run afoul of many federal, state and local employment laws.
Women are substantially more likely than men to say gender discrimination is a major problem in the technology industry.
A new survey by the Ernst & Young consulting firm found that 32% of men in general feel excluded in the workplace.