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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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Over the years, the Supreme Court has developed a framework for testing whether an employer’s actions are evidence of discrimination or the result of legitimate business practices. The test has three parts that shift the burden of proof of wrongdoing back and forth between the plaintiff and the employer.

Here's your monthly quiz on HR news and trends.

Women age 21 to 36 are much more likely to be working than their grandmothers and even their moms.
If health insurance giant Humana thought it was saving money by paying women less than men doing comparable work, it was wrong. The company just agreed to pay $2.5 million to 753 women who worked for the company in 2011 and 2012.

Q. Is an employer required to pay an employee for time spent traveling from home to the airport (and vice versa, from airport to home on the return trip), and for travel time from the airport to a hotel (and vice versa)?

The EEOC enforces the nation’s employment discrimination laws. Its strategic plan, issued every five years, presents its overarching plan for carrying out its mission relative to issues emerging in the workplace and the resources available to the commission. The strategic plan gives employers an insight into the EEOC’s enforcement strategy.

Employers that take the time to document poor performance with solid, objective facts rarely lose discrimination cases. That’s because being able to explain exactly why you had to terminate a worker for poor performance tends to show that discrimination probably wasn’t a factor.

Sleepless nights caused by work anxiety are taking a heavy toll on employees. According to new research from global staffing firm Accountemps, 44% of professionals often lose sleep over work.

Now that millennials have begun to outnumber baby boomers and Gen Xers in the workplace, they’re changing the way employees use health care, according to new research by the Employee Benefit Research Institute.

Treat all employees impartially and you’ll rarely end up on the losing end of a discrimination lawsuit.

You should thoroughly train all managers and supervisors on how to treat disabled employees. A worker with a disability who is badly mistreated may be able to claim intentional infliction of emotional distress in Pennsylvania.

Smart employers make it easy for employees to apply for promotions and make their promotion policies clear. They don’t rely on word-of-mouth or a buddy system to hand out promotions to favorites.

Technology is increasingly becoming part of the benefits enrollment process.
The National Safety Council found that nearly half of U.S. employers surveyed cited a negative business impact by employees’ misuse of prescription drugs.

Before you discipline or discharge anyone who has filed safety complaints, make sure you have rock-solid reasons for doing so. Otherwise, punishing a safety whistleblower may mean liability for retaliation and punitive damages.

Employers won’t be allowed to pocket employees’ tips under the Department of Labor’s controversial proposed tip pooling rule now that President Trump has signed stop-gap spending legislation.
When an employee requests time off for an FMLA-related reason, you should inform her she may be eligible and provide information on how to request leave. But sometimes, the employee may not want to use FMLA leave. Don’t force her.

Q. Our sales team travels around the country for client pitches and various project meetings. Some members of the sales team are nonexempt. While flying, some staff perform work on their computers, while others relax or listen to music. Are we required to pay employees for travel time even if the employees are not working?

Employers that track poor performance and can clearly justify reasons for discharge rarely lose lawsuits. That’s because, unless there is solid proof of bias, poor performance will always trump spurious arguments about alleged discrimination.

Some employers will soon be able to avoid the hefty penalties and double damages that usually result when the government discovers violations of the Fair Labor Standards Act.
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