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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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Employment lawyers say the first six months of the #MeToo movement hasn’t led to a tsunami of workplace harassment claims by employees—at least not yet. One big change, however, has been a sharp increase in the number of employers who are doing preventative training to head off such claims.
When separate entities seem to share common ownership and one dictates how the other operates, they may be joint employers. That may make them mutually liable for employment law violations.
A federal jury hearing a discrimination lawsuit filed against the University of Minnesota Duluth has awarded $3.7 million to Shannon Miller, the university’s former women’s hockey coach.
As telework’s popularity grows, so do legal concerns for employers. To lower your risks, devise a telecommuting policy that protects you on these fronts.
If you discover you have made a wage-and-hour mistake, the safest approach is often to make it right as soon as possible. If you dispute an employee’s wage claim, you may wind up paying far more in legal fees than you would have if you had simply paid the money the worker claims you owe.
Employers have an obligation to investigate and come up with an effective way to stop harassment and prevent it from happening again. However, that doesn’t mean the alleged victim gets to choose the remedy.
Overall, 51% of adults say an increased focus on sexual harassment has made it harder for men to interact with women at work.
No matter how trivial you might consider discrimination or harassment charges leveled by your employees, never, ever ignore an EEOC complaint. It could wind up costing your organization dearly.
In order to win a disability discrimination case, a worker who claims she is disabled by pain has to show how that affects her ability to work. If the employee misses work but doesn’t explain why or that it’s related to her disability, she doesn’t have a case.
If you find you have to pay more to fill open positions than incumbent employees are currently making, be ready with a good explanation for why new hires command bigger paychecks than staff members who were hired years earlier.
Is your HR office short-handed? That could spell big trouble, especially if supervisors have to handle personnel matters without HR’s help. Short-staffed or not, make sure bosses know they must consult HR on key employment law issues.
Thirty-seven percent of workers expect to work past age 70, an increase from 30% two years ago.

Be sure employees know your rules for leaving work early. That way, an employee who violates the rules will have committed willful misconduct, disqualifying him from receiving unemployment compensation benefits.

Employers that can’t provide a good, business-related explanation for every termination are courting legal trouble. Unless an employer can justify its action, an employee who sues for discrimination will find it relatively easy to get the case in front of a jury.
How much do your workers really understand about their employee benefits? A new study says U.S. employees truly understand less than they (or you) would think.
The EEOC is putting employers on notice that it will vigorously enforce the rights of employees who serve in the National Guard or military reserves or who are veterans.
Apparently no longer required to wait for formal rulemaking to be complete, the Department of Labor’s Wage and Hour Division has issued a Field Assistance Bulletin describing how federal investigators will treat tip pooling practices they encounter.
For the sixth consecutive year, every available H-1B visa was snapped up within five days.
Some employees who need reasonable accommodations may insist on having the option to work from home. That may be a workable solution for some positions. However, it won’t be appropriate for other jobs that require direct supervision or the employee’s physical presence in the workplace.
A federal court hearing an anti-gay discrimination case in Texas has avoided ruling on whether sexual orientation discrimination is sex discrimination under Title VII. It did so by concluding that the employee didn’t show she had actually experienced sex discrimination.
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