A job description should begin with the essential functions of the job. The essential functions of a job are the key part of a job description, outlining specific tasks that the job entails. Identifying the essential functions in a job description will help lay the foundation of sound documentation to comply with ADA and EEOC guidelines.
WinnaVegas Casino Resort streamlines HR operations with BLR’s HR Hero platform, improving compensation research, training efficiency, and compliance. Discover how HR Hero helps save time, reduce costs, and support HR professionals in the gaming industry.
In order to understand and set pay scales, there are other key terms HR and compensation professionals should know.
The Fair Labor Standards Act (FLSA), also known as the federal Wage and Hour Law, regulates minimum wage, overtime, equal pay, recordkeeping, and child labor for employees of enterprises engaged in interstate or foreign commerce, and employees of state and local governments.
With BLR’s HR tools like HR Hero®, Employee Handbook Builder, and FLSA Audit Tool, CoAdvantage ensures seamless compliance and simplifies HR management across multiple states. Discover how CoAdvantage’s partnership with BLR streamlines operations, saves time, and delivers reliable, up-to-date compliance resources.
There was a time when most companies tried to foster at least the appearance of social and political neutrality. But in today’s politically charged environment, where “silence is violence” and activism is widely encouraged, many corporations see value in championing social or political causes both publicly and internally.
While most employees take Family and Medical Leave Act (FMLA) leave for legitimate qualifying reasons and use it appropriately, we all know about occasions when they abuse the Act. Read on to learn more about how to combat FMLA fraud.
The Fair Labor Standards Act (FLSA) requires that overtime (OT) must be paid at a rate of 11/2 times a covered (nonexempt) employee’s regular rate of pay for each hour worked in excess of 40 hours in a workweek (or the maximum allowable in a given type of employment).
The ADA requires that employers provide reasonable accommodation for the known disability of a qualified individual unless to do so would impose an undue hardship on the operation of the employer’s business (42 USC 12102et seq.).
In this free on-demand webinar, BLR Senior Legal Content Specialist Colette Labate, JD, MDA, PHR, will discuss what’s ahead in 2022 based on trends and signals from state and government agencies. Being proactive and well-informed will allow your HR department to respond more effectively to these new changes.