Practical HR Tips, News & Advice. Updated Daily.
While U.S. companies seem to be engaged in a paid family leave arms race, the amount of time offered may not be the most important factor to employees, a new study has found. Instead, flexibility may be of greater value to workers than a more rigid policy that provides a longer duration of leave, the […]
This article series addresses some of the most confusing real world problems surrounding the Family and Medical Leave Act (FMLA). In the last installment, we focused on substituting paid leave for FMLA leave. In this article, we’ll look at restoring an employee’s job once they return from leave.
Recently, the U.S. 7th Circuit Court of Appeals—which covers Illinois, Indiana, and Wisconsin—affirmed an Indiana court’s decision to dismiss a case filed by former student athletes at the University of Pennsylvania (Penn) against the NCAA. The student athletes alleged they were employees who were entitled to minimum wage under the Fair Labor Standards Act (FLSA).
While the Family and Medical Leave Act (FMLA) does not entitle employees to work from home, things can get complicated—and expensive—when the two become intertwined.
Employers must take steps to end harassment of employees, whether that harassment comes from managers, coworkers, or even customers.
A new study conducted by Kronos Incorporated and Future Workplace found 95% of Human Resource leaders admit employee burnout is sabotaging workforce retention—but there is no obvious solution on the horizon.
Companies can bridge the gap in the HR service delivery experience by investing in the right technologies and services that enable HR and employees to connect in a whole new way. With the right tools in place, HR can deliver a service that is user friendly, always available and similar to what employees are used to in their personal lives. As a result, employees will spend less time looking for answers and more time being productive and innovative in their work. Read on to see how other companies are using modern HR services to better care for their employees.
The U.S. Court of Appeals for the 3rd Circuit (which covers Delaware, New Jersey, and Pennsylvania) recently concluded that the right to control, rather than actual control, is the key factor in differentiating employees from independent contractors under a state wage and hour law.
Payments that an employer makes to an employee under a fixed indemnity health plan must be included in the employee’s taxable income, the Internal Revenue Service (IRS) recently indicated, if the plan premiums were paid by the employer or by salary reduction under a cafeteria plan.
Millennials are very much looking to their workplace superiors for mentorship, but studies show they’re coming up short—and that’s detrimental on personal, company, and industry-wide levels. In order to become the best leaders of tomorrow, young professionals need guidance from the best leaders of today.