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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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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.
Here’s an important reminder to pass along to your organization’s supervisors: While pregnant employees who experience complications may be temporarily disabled and entitled to reasonable accommodations, never assume an employee has limitations just because she is pregnant.
HR, IT and top brass all have some effect on employee success, but none matter more than immediate bosses.
By now, managers and HR reps probably know to avoid writing anything on applications or résumés that could be interpreted as discriminatory based on race, sex, religion, age or disability. It’s also unwise to attach sticky notes that imply bias.
The U.S. Department of Labor has announced plans to rescind a rule that would have required employers and labor-management “persuaders” to report contact with workers during union organizing campaigns.
Seventy percent of employers use social media to screen candidates before hiring, according to a new survey by Harris Poll and CareerBuilder.com.
As far as the federal Fair Labor Standards Act and California’s wage-and-hour-laws are concerned, how you label a job is absolutely irrelevant to its genuine exempt/nonexempt status. Classification is based solely on the work the employee performs. Put simply, calling someone a manager doesn’t make him one.
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