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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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Can an employer be held liable for any damage that results from a data breach that leads to identity theft?
When a fired employee claims he was the victim of discrimination, be prepared to show that the real reason for termination was poor performance. That requires keeping detailed documentation of any work deficiencies.
The chief executive officer of Special Education Associates, a Brooklyn provider of education services for developmentally delayed pre-school children, cost the firm $57,000 for his attempt to woo a job applicant.
A woman who was offered an insurance job asked about maternity benefits because she was pregnant. Minutes later, she received an email revoking the offer.
Few HR pros relish the thought of playing Big Brother. However, safeguarding sensitive data relies on being able to monitor employees’ use of your computer systems. In turn, you have an obligation to notify employees that you are watching what they read, write, download and upload.
The 9th Circuit Court of Appeals has concluded that employers are free to use past pay as the starting point for a compensation offer as long as they can justify the practice as having a legitimate business purpose. That’s true even if using past pay ends up perpetuating past pay discrimination.
Design Development NYC, a general contractor in Queens, has agreed to pay $726,989 in back wages, overtime and liquidated damages to 184 employees who had been misclassified in violation of the Fair Labor Standards Act.
More than half of employers view their employee recognition programs as an investment in their workforce, according to a new survey by the WorldatWork nonprofit.
Employees who want to take FMLA leave must let their employers know. They don’t have to specifically ask for FMLA leave, but they do have to provide enough information for the employer to understand that the worker or a family member suffers from a serious health condition. Merely describing a chaotic life full of difficult events isn’t enough.
Make sure all supervisors understand that they must never criticize employees for taking FMLA leave. For employees who need to care for their own serious health condition or that of a close relative, FMLA leave is a right, not a privilege.
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