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.
Former employees claiming Equal Pay Act violations may force employers to produce not just past payroll information, but also after-the-fact pay data.
A Minnesota appeals court has reinstated a Uniformed Services Employment and Reemployment Rights Act claim against a state university.
A Hennepin County District Judge has sided with a former bartender at the Surly Brewing Co. in Minneapolis in a dispute over the company’s tip pooling practices.
If you have a progressive discipline system, give yourself some wiggle room. Make sure you retain the right to immediately terminate an employee when necessary.
It happens all too often: A bully boss yells, berates, pushes and prods older employees more than other staff members. The 9th Circuit Court of Appeals has concluded that resigning under such circumstances is a reasonable response and amounts to a constructive discharge.
What can you do about a disabled employee who has requested a late starting time as a reasonable accommodation—and still can’t manage to get to work on time? You can and should discipline her just as you would any other employee with attendance problems.
While we wait for final regulations implementing New York’s new law mandating paid family leave, here are answers to some of the more frequently asked questions about it.
If you don’t do enough to end reported harassment, you may be found liable under New York state and New York City law for aiding and abetting that harassment. In fact, it’s just as if you were the harasser yourself—you could be subject to personal liability.
The FMLA doesn’t cover minor illnesses, and employers are free to punish employees who miss work because of them. However, employers do have an obligation to investigate further if the employee reports she received medical treatment and followed call-off rules.
According to the Society for Human Resource Management’s 2017 Employee Benefits Survey, 30% of organizations currently provide paid maternity leave beyond what is covered by short-term disability or state law, an increase from 26% in 2016.
Job applicants want to come to work for you, but you’re not making it easy. With competition for employees hotter than it’s been in years, applicants aren’t as patient with employers with outdated or slow hiring processes.
Following a review of existing worker visa programs, Labor Secretary Alex Acosta has announced a push to combat visa fraud. He said the effort was intended to “increase protections of American workers,” while confronting employers that engage in visa fraud and abuse.
Teva Pharmaceuticals, headquartered in Horsham, Pa., is suing a former executive, claiming she transferred confidential computer files to her boyfriend—the president and CEO of Apotex, Canada’s largest pharmaceutical manufacturer.
The Texas Supreme Court on June 30 threw out a lower court ruling that said spouses of gay and lesbian public employees are entitled to government-subsidized same-sex marriage benefits.
When Buffalo-based M&T Bank purchased Hudson City Savings Bank, it got a little more than it bargained for. It inherited the fallout from HCSB’s “100%-healed” policy, which requires employees to take sick leave unless they could work with no medical restrictions whatsoever.
Employers with self-insured health plans should carefully monitor whether employees or their dependents using those health benefits end up suing a provider for malpractice.
If you’re like most employers, you want to control who works overtime and when they do it. You no doubt have a sternly worded policy addressing the issue in your handbook. But a strong policy is only half the battle.
On average, earnings for disabled employees are more than 30% lower than employees without a disability.
A Wisconsin software firm has become the first U.S. company to offer employees the option of being microchipped. These injectable microchips allow employees to open secure doors or log on to their computers.
If an employee complains about discrimination or takes protected leave, beware taking any action that smacks of retaliation. Otherwise, you are risking a lawsuit.