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Compensation Daily Advisor
HR Strange but True
HR Daily Advisor
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Compensation Daily Advisor
A Message to Readers of the Compensation and Benefits Daily Advisor
The Role of HR In Compensation Decisions
The Results Are In! Highlights from BLR’s 2015-2016 Pay Budget Survey
Why Employee Misclassification Is Such a Hot-Button Issue for the DOL
Do You Hire Independent Contractors? Are You Sure?
HR Strange But True
HRSBT roundup: Benefits and leave
This week we covered benfits and leave. It's the
Strange But True
week in review!
Read this week's column
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Can You Make an Employee Pay for Damage to Company Property?
Exempt Employee Definition: 5 Frequently Asked Questions
Time for federal contractors to get ready for new pay transparency rule
Compensation 101: Compensation Definition and Objectives
Pay transparency final rule published
Frequently Asked Questions
Compliance | Administrative Exemption
What percentage of time must an exempt outside sales professional be "on the road"?
Compliance | Travel Time
Travel time: Does time spent waiting for a flight count as hours worked for a nonexempt employee if that time cuts across the employee's normal work hours?
Disability | Disability Insurance
What are the funding rules for a contributory self funded short term disability plan?
Compliance | Exempt Employees
Can we give additional pay to an exempt employee who's temporarily taking on additional duties?
Compliance | Child Labor
Where I can find the laws pertaining to age requirements to work in a kitchen environment?
HR and Compensation Forums
Montgomery, Maryland's Paid Leave Law
Are in-laws considered parents?
What is strategic HR?
Read about all the latest discussions in the
HR & Compensation Forums
Do you provide an environment in which employees are comfortable disclosing a mental health issue?
It depends on the manager/supervisor
View previous polls
Colorful language in the workplace
As the HR specialist in your company, you just learned that one of your new supervisors was discussing the music lyrics of a popular album during a staff meeting. You are concerned because the lyrics are explicit, containing the N-word. You discuss your concerns with the supervisor, who tells you that you are overreacting because everyone knows the song and no one was offended. He reminds you that he wasn’t calling anyone that word; he was just quoting from the lyrics. Furthermore, the supervisor informs you that because he is not Caucasian, it’s okay for him to use the word. In response you:
Agree with the supervisor because the song is pretty popular and he’s not Caucasian.
Disagree with the supervisor because the song’s popularity is irrelevant. However, you ultimately agree that there should be no issue because he is not Caucasian.
Disagree with the supervisor because that language is inappropriate in the workplace, regardless of who says it and in what context.
Take this week's HR Challenge
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