Human Resources — Business Management Daily: Free Reports on Human Resources, Employment Law, Office Management, Office Communication, Office Technology and Small Business Tax Business Management Daily — Business Management Daily: Free Reports on Human Resources, Employment Law, Office Management, Office Communication, Office Technology and Small Business Tax Page 31
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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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OSHA is reminding employers of their obligation to post OSHA Form 300A, which summarizes their 2016 job-related injuries and illnesses.
Not only will good documentation help you provide more direct feedback to employees, your copious records could help save the organization in case of an employee’s lawsuit.
The Senate was poised last week to vote to block two Obama administration rules that made it easier for state and local governments to establish voluntary retirement savings plans for employees of small businesses.
Performance reviews are an excel­lent time to exchange important information with employees. But to be effective, there must be a genuine exchange.
President Trump wants to cut the Department of Labor’s budget by 21% in 2018.
If you are looking to convert a freelancer or contract worker to a salaried position, make sure that you have established these guidelines before you extend the offer.
It’s not an ADA violation to refuse to hire someone who obviously can’t meet the physical requirements for performing a job.
The Worker Adjustment and Retraining Notification (WARN) Act requires employers to notify employees 60 days before closing down or conducting a mass layoff of 50 or more workers. However, there are exceptions.
Sometimes, it pays to take the time and spend the money to have legal experts carefully review your proposed actions.
Employers can’t assume that because an employee earns more than $100,000 per year and performs some duties that could arguably be considered exempt management tasks, they qualify for the FLSA’s so-called Highly Compensated Exemption.
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