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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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Age is just a number in the workplace, suggests a new survey from staffing firm OfficeTeam. More than eight in 10 professionals (82%) polled said they would be comfortable reporting to a manager who’s younger than they are; 91% wouldn’t mind supervising employees older than themselves.
It’s a free country, so employees can express themselves however they want at work, right? Wrong. Only employees in the public sector—those who work for government entities—have First Amendment rights in the workplace, subject to limitations.
Federal law requires employers to verify that employees are eligible to work in the United States. It’s unlawful to knowingly hire anyone without authorization. But what happens if an employee’s ineligibility is only discovered in the course of investigating a workers’ compensation claim?
What kind of investigation, if any, is required before an employer can fire a worker for what it believes is some kind of misconduct?
GET-UP, an organization allied with the American Federation of Teachers union, has been attempting to organize graduate student teaching assistants at the University of Pennsylvania. Independently of the university, grad students opposed to unionization formed a group called No Penn Union.
Republican efforts to repeal and replace the Affordable Care Act have stalled for now. A slight majority of employers want it to stay that way.
When it comes to litigation, employers that keep meticulous performance records and can pinpoint exactly when they made important employment decisions typically fare better than those who keep sloppy records.
Snack food giant Utz Quality Foods has agreed to pay $2.5 million to almost 1,900 delivery drivers to resolve claims it failed to pay them overtime.
With the sending of résumés as easy as a click of a button, job seekers today are pulling out all the stops to make themselves stand out. Sometimes that includes embellishing their résumés.
Of 14 Department of Labor appointments requiring Senate approval, only Labor Secretary Alex Acosta has been confirmed, and the White House has submitted just five more nominations.
Allegations of rampant sexual harassment and abuse by movie producer Harvey Weinstein might create momentum to pass legislation limiting the use of mandatory arbitration agreements in the workplace.
Employees who are fired for misconduct can’t collect unemployment compensation. Generally, any action that violates a known company policy qualifies as misconduct.
The workers’ compensation system is supposed to make it easy for employees who are injured at work to get benefits. They don’t have to sue: If they can prove they were hurt at work, they receive benefits.
Three Trump administration policy reversals issued over the course of two days in early October could quickly begin affecting the HR practices of employers nationwide.

Under the FMLA, employers with 50 or more employees within 75 miles of the company’s work site are required to provide FMLA leave to their employees. But even if you're a small employer, innocent mistakes could make the “50/75 rule” meaningless to you — and force you to provide FMLA leave. Learn how to avoid that trap.

After much litigation and confusion, employers finally have an answer to whether they will have to comply with the overtime regulations the Obama administration intended to go into effect in December 2016. They don’t.

The first day of the U.S. Supreme Court’s 2017-2018 term may go down as “an epic day for employers,” according to court-watchers analyzing oral arguments in a case that will likely decide the extent to which employers can compel employees to arbitrate work disputes instead of taking class-action lawsuits to court.

It goes without saying that you must handle with care any situation in which an employee accuses another of sexual assault. Any hint that you are treating the victim less favorably than the alleged perpetrator can lead to a hostile work environment claim.
It’s not unusual for former employees or their prospective employers to ask for copies of personnel records. Make sure you follow a consistent policy that regulates how, when and to whom such records may be released.
The Department of Justice has extracted the largest-ever penalty from a company accused of employing ineligible workers. Asplundh Tree Service has paid $95 million for turning a blind eye to the hiring of individuals that executives knew lacked proper documentation.
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