Human Resources — Business Management Daily: Free Reports on Human Resources, Employment Law, Office Management, Office Communication, Office Technology and Small Business Tax Business Management Daily — Business Management Daily: Free Reports on Human Resources, Employment Law, Office Management, Office Communication, Office Technology and Small Business Tax Page 61
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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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Are you negotiating an employment contract with an applicant for a high-level position? If the applicant actively participates in that negotiation and makes counter-offers to the terms you propose, chances are a court won’t later throw out the agreement even if it includes an arbitration clause.
The key is a fast and effective response that keeps the situation from escalating.
A court has concluded that, for some jobs, full-time attendance is an essential function. When that’s the case, an employer has no obligation to create a part-time position to accommodate an employee’s disability.
The symptoms sound ominous: A Minnesota employer faces a lawsuit alleging it violated the ADA. The likely diagnosis: A manager veered way outside his lane, attempting to play doctor.
Thirty-eight percent of employers offer paid leave specifically intended to help new parents care for and bond with their children.
A Florida insurance brokerage has agreed to pay $100,000 and change its policies to settle charges it discriminated against a job applicant because of her pregnancy.
Third-generation owners Mark Godshall, Floyd Kratz and Ron Godshall said they were motivated to make the transfer as a way to preserve the company’s independence.
The United States continues to trail much of the world when it comes to the proportion of women in senior business roles.
Sometimes, it makes sense to use a last-chance agreement in which an employee agrees that one more violation of a company rule will mean immediate termination.
The risk: Even if a complaint gets tossed out, employees could have a valid retaliation claim.
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