With almost no fanfare, the National Labor Relations Board last month announced plans to seek a settlement with McDonald’s instead of continuing to pursue a three-year-old lawsuit that accused the fast-food chain of colluding with its franchisees to punish employees who protested for higher pay.
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.
One of the best recruitment techniques continues to be one of the oldest—a word-of-mouth referral system. Scott Wintrip says employers should remember these five truths about referrals.
Employers that want to arbitrate all employment-related disputes have won support from California’s state appellate court system, which ruled it acceptable to create different arbitration agreements for different employment-related purposes, each with different terms and conditions.
A two-year-old law requires the U.S. Department of Labor to adjust the level of employment law fines each year based on inflation.
President Trump’s Jan. 30 State of the Union shout-out to paid family leave drew bipartisan applause but left many scratching their heads: Did he have any specific plans in mind?
Some recently fired employees looking for reasons to sue their employers have started grasping at the gunwales of a “political correctness” lifeboat. Nice try but no dice was the verdict in a recent 9th Circuit Court of Appeals case.
Since sexual harassment emerged last fall as a central cultural and workplace issue, employers have responded in these three ways.
A Tennessee employer faces an EEOC lawsuit alleging it unlawfully fired a worker after she asked for leave to deal with her anxiety. The case highlights an HR imperative: When dealing with an employee who has medical problems, you may need to consider the ADA in addition to the FMLA.
When a worker receiving unemployment benefits accepts a job she isn’t required to accept because it is “unsuitable” for her training, education or ability, she can quit within 30 days and regain unemployment benefits. But simply quitting because she thinks she is going to be discharged doesn’t count.
An employee may claim her job is so stressful that she can no longer work and should receive workers’ comp benefits. That claim can succeed—if a court concludes that “abnormal” working conditions caused the stress, anxiety or depression that made it impossible for her to work. But whether work is really abnormally stressful is a fact-specific question.
If, like many employers, you have neglected updating your employee handbook, now is a good time to do so. That’s particularly true for Texas employers that use arbitration agreements to keep employment law disputes out of court.
The New York City Council has amended the city’s Fair Workweek Law to allow employees to make temporary changes to their work schedules for “personal events.”
Thirty-five percent of hiring decision makers expect more employees to quit this year, according to a new poll conducted by Glassdoor, the recruitment web site.
According to a recent Business Insider report, here are the go-to questions of 12 top leaders.
A new ruling by the National Labor Relations Board has defined a joint employer as one that exercises “direct and immediate” control over worker activities. For employers, that’s a welcome return to normal after two years of uncertainty.
What managers say during the hiring process can spell trouble later if anything they say sounds like a promise that induces a candidate to accept a job offer and the employer fails to follow through.
When a man applied for a dispatcher job at an Arizona police department, the required background check revealed an arrest warrant.
The Department of Labor suppressed results of internal research showing that a new proposed tip pooling rule could deprive restaurant servers of $5.8 billion in tip income every year, according to a report by Bloomberg Law.
If your employee handbook or job-offer letters say new hires will face a probation period of, say 60 or 90 days, you should consider dropping that policy.
When you are offering an applicant a part-time position with variable hours, be sure you make the terms clear. If you create an expectation and then reduce her hours, she may be able to quit and file a claim for unemployment compensation benefits.