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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.

Buyer beware: How to uncover the worst résumé falsehoodsBetween 10% and 30% of résumés include untruths according to outplacement firm Challenger, Gray & Christmas.
Don’t think setting up a multiple-path complaint process lets you off the hook. Even if an employee neglects to take her complaint “up the organization chart,” you are still responsible for stopping harassment that you find out about.
Be sure to consider all the ramifications of settling an employee’s discrimination lawsuit, especially if the settlement includes reinstatement. An employee who comes back to work for you could turn right around and sue you again if he believed you are continuing to discriminate.
A federal jury has awarded just $1 in damages to a former University of Minnesota doctoral student in a two-year-old case that alleged a professor had sexually harassed her on a research trip to Alaska.
A survey by the Littler law firm asked 1,200 U.S. executives which Obama-era law or regulation would they most like to see repealed or revised.
While policy changes in Washington will eventually affect workplace practices, employers’ most difficult current challenges are being driven by state and local regulations, according to a new Littler Mendelson survey of HR professionals, in-house attorneys and senior executives.
A poll by the National Partnership for Women and Families shows that 82% of U.S. citizens surveyed favor some sort of paid sick leave. But paid leave enjoys much less support from employers.
Federal law requires paying employees for short breaks. That doesn’t mean employees can take as many breaks as they want and expect to be paid for that time.
Before going forward with an age discrimination lawsuit, an employee must show he is old enough to be covered by age bias laws, was replaced by a younger worker and was qualified for the job he held.
Sealy of Minnesota has agreed to settle charges it failed to properly address and end racial harassment at its mattress and box spring factory in St. Paul.
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