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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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About one in four people (24%) covered by large employer health insurance plans spent more than $1,000 out-of-pocket on health care in 2015, according to new analysis by the Kaiser Family Foundation. That’s an increase of seven percentage points from 17% in 2005.

Employers expect employees to get to work on time. Occasional problems with traffic or family issues sometimes make employees late. But chronic tardiness is another thing altogether. While most employers track tardiness occurrences, they should do more. How?

Q. What are some best practices employers can use to protect their trade secrets?
Punishing a worker for using FMLA leave is illegal retaliation—and the punishment doesn’t have to be something big like termination. Even seemingly minor acts can qualify as retaliation if they would dissuade a reasonable worker from using FMLA leave in the first place.
When harassment isn’t obvious in the workplace, the worker who later claims to have been harassed has an obligation to at least complain and tell the aggressor his behavior is unwelcome. Make sure you warn supervisors to guard against such attitudes.
The EEOC has begun arguing that acting against someone who fails to conform to gender stereotypes is a form of sex discrimination.
Under some circumstances, an employer may be fully justified in requiring an employee to undergo a psychiatric or other medical exam. Doing so won’t violate the ADA if it is job related and consistent with business necessity.
Under Texas law, employees who report alleged child abuse are protected from retaliation for doing so. Being discharged within 60 days after such a report creates a rebuttable presumption that retaliation occurred. Be prepared to rebut that presumption if you decide to terminate the employee within that time frame.
Employees are entitled to reasonable accommodations for disabilities in order to perform the essential functions of their jobs. But employers don’t have to guess whether an employee needs an accommodation—the employee must ask for help.
The typical American worker stayed at their job just over five years last year, down slightly from a record high set in 2014, according to new research by the nonpartisan Employee Benefit Research Institute.
Courts generally bend over backwards to help plaintiffs who can’t afford an attorney when they try to represent themselves. However, once the case is over, that’s generally it.
It is crucial for HR to follow up regularly with a worker who has complained of discrimination to see if she has any possible retaliation to report. Something seemingly as minor as a changed schedule or slightly reduced hours can be grounds for a retaliation lawsuit.
Unless planned and executed properly, employers’ emergency procedures may run afoul of many federal, state and local employment laws.
A new survey by the Ernst & Young consulting firm found that 32% of men in general feel excluded in the workplace.
Women are substantially more likely than men to say gender discrimination is a major problem in the technology industry.
The National Labor Relations Act lets workers file unfair labor practice complaints with the National Labor Relations Board. But that doesn’t mean employers can’t have workers sign arbitration agreements for employment-related claims, according to a recent federal court decision.
Employers were cited for violations of OSHA’s “Fall Protection: General Requirements” standards more than 6,000 times in fiscal year 2017.
After Congress failed to pass legislation repealing and replacing the Affordable Care Act, President Trump decided to take matters into his own hands. On Oct. 12, he issued an executive order directing the Department of Labor to write new rules allowing employers to buy health insurance benefits for employees through multi-state, multi-employer associations.
Before an employee can sue his employer for discrimination, he usually has to show that he was subjected to some sort of adverse employment action. Under the right circumstances, that can include being moved into a position the worker considers demeaning, such as being forced to work for someone he once supervised.
In Pennsylvania, employment is presumed to be at-will, meaning employers can terminate workers for any legal reason or no reason at all. There is one exception, however. The so-called public policy exception provides protection from termination if an employee files a workers’ compensation claim.
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