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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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A new survey by Sokanu, a career-compatibility tester, identified the states and jobs in which the highest percentage of people said they are happy.

A National Labor Relations Board attorney recommended dismissing an unfair labor practices claim filed by a Google engineer who says he was illegally fired for stating that women are biologically unsuited for computer coding.

National Labor Relations Board member William Emanuel should have recused himself from deliberations leading to the board’s December decision to overturn its 2015 Browning-Ferris ruling. That’s the conclusion of the NLRB’s inspector general.

The Trump administration has released a new report on the rulemaking efforts U.S. administrative agencies intend to pursue in the near- and long-term. The Unified Agenda of Regulatory and Deregulatory Actions contains items that, if enacted, could affect employers’ immigration programs.

Employers that have well-documented business reasons for every discharge typically win lawsuits that allege discrimination. Good records force employees to prove that an allegedly legitimate reason for firing was a pretext for covering up discrimination.

The Obama-era plan to raise the salary threshold for overtime-exempt employees from $23,660 to $47,476 died in the courts. Now the DOL says it’s looking into a more modest raise in the threshold—somewhere near $33,000. But some states aren’t waiting.

If you are thinking of establishing a system of commissions to create new sales incentives, consult your attorney first. Errors are common.

Except in very rare circumstances, an employer isn’t obligated to provide an accommodation for a disabled worker who doesn’t ask for one. Otherwise, employers would be stuck having to read their employees’ minds.

With the rise in GPS technology, employers have unprecedented access to their employees’ whereabouts. However, before an employer begins using GPS to monitor employees, it should consider the related legal ramifications and employee privacy issues.

If an employee has chronic attendance problems, you can’t rely on company policy to make things easier. Even if the worker’s supervisor follows the rules and metes out punishment fairly, it’s still a distraction from more important matters.

In order to claim a worker is exempt under the administrative exemption of the California Labor Code, an employee must do work directly related to management policies or general business operations of his employer or employer’s customers. Mere support work doesn’t count.

When a sexual relationship between a supervisor and a subordinate ends, there’s likely to be trouble in the workplace. If the subordinate is complaining about how her former lover is treating her at work, the only safe course of action is to remove the supervisor entirely.

While a majority of HR professionals (82%) believe that elevating women into leadership roles is a critical business issue, only about a quarter of those HR pros (28%) are satisfied with their organization’s ability to achieve that goal.

In only three cities did at least half of new hires try to negotiate higher starting pay: New York (55%), Dallas (51%) and San Francisco (50%).

The U.S. Department of Labor’s Occupational Safety and Health Administration is aggressively going after employers that don’t take seriously their responsibility to provide a safe workplace—especially those that don’t have a specific violence prevention program in place.

Here’s a decision that may complicate matters for employers that use arbitration agreements to keep employment disagreements out of federal courts.

Over the last 40 years, the average amount of vacation time American workers take has declined by almost four days.

A federal judge in California has issued a ruling that should delight gig economy businesses.

Now that some of the largest companies have transitioned up to 50% of their workforce to contract employees, according to the Wall Street Journal, managers are faced with a unique challenge.

The 8th Circuit Court of Appeals has signaled it will continue to give lots of leeway to employees who act as their own attorneys. 

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