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 7
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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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The wage gap between men and women is established early in workers’ careers and increases “considerably” in the first 20 years of their working lives, according to new research published by the National Bureau of Economic Research.

The National Ski Areas Association recently wrote to Secretary of Home-land Security John Kelly asking him to more than double the number of H-2B visas granted next winter, from 33,000 to 70,000.

Q. We try to be a flexible workplace and sometimes get requests from employees to work from home for a day or two during school breaks and so on. I don’t have a problem with this for exempt employees, but what about hourly ones? How do we track that time?
Seeing less than desirable performance levels from your new employees? Your onboarding process—or the lack of one—may be to blame.
Q. The FLSA requires that we pay the full salary for any week in which the exempt employee performs any work. We have a sick leave plan for all employees included in our paid time off—or PTO—plan. If an exempt employee calls off sick, we dock her PTO available, which includes sick or vacation. In other words, our PTO isn’t split into sick and vacation pay. Can we dock this bank until it’s gone before we pay her for nonwork days?
If you fail to keep tabs and the worker sues, it’s generally his word against yours as to how many hours per day and per week the employee worked. That can result in a big back-pay bill, especially if the court doubles the damages as permitted under both federal and state law.
Does your company offer a supplemental unemployment compensation plan to employees? If that plan pays the equivalent of regular weekly wages, then the employee can’t collect additional unemployment compensation payments from the state system.
Most employers have a policy that lets employees either roll over unused vacation or cash it out after a certain amount of time has passed.
Here's your monthly quiz on HR news and trends.
A  Pennsylvania woman is suing her former employer claiming she was discriminated against because of her transgender status. The case is making news not just because it involves transgender rights, but because of the unique legal arguments it raises.
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