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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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Despite low unemployment, employer payrolls are expected to increase only 3% in 2018, according to recent surveys. That’s in line with pay raises employers have been handing out for the last several years. What is changing, however, is how employers are paying workers.
HR pros complain all the time that the top brass in their organizations don’t value the HR function. A panel of three chief executive officers who spoke at The HR Specialist Summit in Las Vegas in September understand that frustration.
Here's your monthly quiz on HR news and trends.
Americans’ ratings of their standard of living are on pace to be the best in 10 years.
A Minnesota company has agreed to settle charges that it allowed a white supervisor to harass two black carpenters with a steady stream of racial epithets and death threats.
Starkey Laboratories, an Eden Prairie, Minnesota maker of hearing aids, has settled two wrongful termination lawsuits that followed the sacking of several top executives two years ago.
It’s time to answer some of the trickier questions about the interaction of the FMLA, the New York Paid Family Leave Law and the state’s Disability Benefits Law.
More than half of private-sector nonunion workers must sign arbitration agreements as a condition of employment, according to a new study by the Economic Policy Institute.
A hot economy, an evolving legal landscape and changing views about marijuana use have employers asking a once-unthinkable question: Is it time to drop pot from the list of drugs targeted by workplace testing programs?
Minnetonka-based agribusiness giant Cargill has run afoul of the EEOC when it refused to allow Somali-American workers to pray during their breaks at one of their Colorado facilities. The EEOC says that violated Title VII of the Civil Rights Act.
As part of President Trump’s “extreme vetting” directives, potential legal immigrant workers will now be required to undergo in-person interviews with the U.S. Citizenship and Immigration Services.
Leave donation programs allow employees to donate their paid leave time to colleagues who are dealing with a catastrophic illness, personal emergency, or natural disaster, allowing the time to recover while still drawing a paycheck.
Employers that operate in Minneapolis will have to pay workers $15 per hour by July 1, 2024. The city council approved the new ordinance this summer, with the first increase taking effect Jan. 1, 2018.
Workers who waste time on their personal electronics may be present physically but otherwise absent.
The Senate voted Sept. 25 to confirm the nomination of William Emanuel to fill the final seat on the National Labor Relations Board, giving Republicans a 3-2 majority that is likely to hold until at least 2020.
Here’s a sure way to lose in federal court: Take a pregnant worker off your automatic scheduling program because you worry that she might go into labor and inconvenience your business.
When the Department of Labor or another governmental agency says it is sending an investigator to the workplace, there’s a right way and a wrong way to respond. The wrong way: Removing the employee whose complaint you suspect spurred the authorities to visit.
Be sure to document the reason why you treat some employees differently than others. For example, if employees can’t take leave until they have completed a probationary period, clearly explain that in your handbook.
If an employee sues her employer and suddenly faces increased scrutiny, she may argue that she’s being retaliated against. She would have an even stronger case if the employer was singling her out for extra scrutiny.
When a former employee asks the Texas Workforce Commission to order her former employer to cough up allegedly unpaid wages, the commission’s decision on what was owed can be used to end a Fair Labor Standards Act claim for the same pay.
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