“I’m weighing how I can best advance my career and have been considering going back to school to study for a master’s degree in HR. For all of you who have done so, would you recommend it? Has it increased your earning power or opened up more job opportunities? Or do you think it would be just as smart to pursue some certification program, such as SHRM’s PHR and SPHR designations?” — Christopher, Boston

"My company has 200 employees. I want to replace our manual time clocks and punch cards with a computerized system. I have been looking for a vendor or a software package that can do that. Does anyone have any suggestions on who or what to choose? How much should I plan on spending? Is it difficult to get such a system up and running?"—Clyde W.

“I’ve heard a lot about the ‘Millennials,’ younger employees who are just now entering the workforce in large numbers. They’re supposed to be very tech-savvy and up-to-date on computers, cell phones, Blackberries—and iPods at work too. But they also have somewhat of a reputation as slackers who want their work to be only on their own terms. What’s your experience with these young employees? Are your expectations of them higher—or lower—than for other groups of employees? What’s the key to getting the best performance from them?"—Ted, Illinois

"Even as the local economy has tightened up, we're still hiring. But there's good news and bad news: because unemployment is high, we're getting lots of applications from unqualified people. I'd like to start an employee referral program to encourage our workers to recommend candidates. I hope that will give us a better quality applicant pool. How should I go about setting up such a program?"—Pete, Ala.

Question: "With the economic downturn, our customers aren't ordering nearly as much as they used to. We can't justify our current staffing levels, so we're going to have to lay off about 25 employees. My HR staff and I have been really focused on how to handle that delicately for the people who will lose their jobs. But it's also occurred to us that we need to be ready to answer lots of questions from the people who aren't losing their jobs. What's the best way to announce the layoffs to the "survivors"? What issues do we need to worry about" — Toni in Cincy

"I'm the HR Director for our company. A good friend and co-worker has informed me in confidence that she is planning on resigning pending a job offer she says she'll likely receive. I like my job, I like my boss and don't want to keep this information from him. Where should my loyalty lie? With my friend? With the company?" — C in CA

Question: "I'm the HR Director for our company. A good friend and co-worker has informed me in confidence that she is planning on resigning pending a job offer she says she'll likely receive. I like my job, I like my boss and don't want to keep this information from him. Where should my loyalty lie? With my friend? With the company?" — C in CA

A recent survey showed that job seekers will go to bizarre lengths to land a plum position. Care for a foot massage? Coming right up. How about breakfast every day? You got it! Surely you've got some stories of your own to add to the odd-applicant chronicles. What's the weirdest thing you've ever seen an eager applicant do to win a job? — John Wilcox, HR Specialist editor

Question: A recent survey showed that job seekers will go to bizarre lengths to land a plum position. Care for a foot massage? Coming right up. How about breakfast every day? You got it! Surely you've got some stories of your own to add to the odd-applicant chronicles. What's the weirdest thing you've ever seen an eager applicant do to win a job? — The HR Specialist editors

“One of our employees always wears her sunglasses on top of her head at work. It's definitely odd, but I don’t think it’s a federal offense. The owner of the company, on the other hand, absolutely hates it. He told me to tell her to take off the %&$! sunglasses. Our dress code doesn’t say anything about such nonsense, so I’m at a loss on how to proceed. What should I do?” — Jill, SoCal

Question: “One of our employees always wears her sunglasses on top of her head at work. It's definitely odd, but I don’t think it’s a federal offense. The owner of the company, on the other hand, absolutely hates it. He told me to tell her to take off the %&$! sunglasses. Our dress code doesn’t say anything about such nonsense, so I’m at a loss on how to proceed. What should I do?” — Jill, SoCal

“Last winter we went through a six-week stretch when it seemed like everyone in the office was just passing around the same cold and flu bugs. I think I had the same cold three times! Is it OK to have a policy that says if you’re sick you must stay home? Does anyone have experience enforcing such a “quarantine” order?” — NT, Rhode Island

Question: “Last winter we went through a six-week stretch when it seemed like everyone in the office was just passing around the same cold and flu bugs. I think I had the same cold three times! Is it OK to have a policy that says if you’re sick you must stay home? Does anyone have experience enforcing such a “quarantine” order?” — NT, Rhode Island

"I have reason to believe one of my employees in HR (who has access to everyone’s salary info) has been gossiping about what we pay various employees. I gave the standard speech about confidentiality during a meeting, but it seems this talk has continued. What’s next? An investigation? A stern but general talking to? A formal reprimand? I’m really dreading whatever it is."—HR DIR

Question: "I have reason to believe one of my employees in HR (who has access to everyone’s salary info) has been gossiping about what we pay various employees. I gave the standard speech about confidentiality during a meeting, but it seems this talk has continued. What’s next? An investigation? A stern but general talking to? A formal reprimand? I’m really dreading whatever it is."—HR DIR

What is the best way to deal with an employee who you think is getting ready to start their own business and is soliciting current and former clients for future business?—Dottie, Calif.

Question: What is the best way to deal with an employee who you think is getting ready to start their own business and is soliciting current and former clients for future business?—Dottie, Calif.

“I’m desperately seeking salary information for both our industry and the geographic markets in which we operate. Can HR Weekly Forum readers steer me toward web sites that have this kind of information? Where else should I be looking besides on the Internet?”—Gloria, Kansas

Question: “I’m desperately seeking salary information for both our industry and the geographic markets in which we operate. Can HR Weekly Forum readers steer me toward web sites that have this kind of information? Where else should I be looking besides on the Internet?”—Gloria, Kansas

“A member of our staff recently came to HR and said she was worried that a co-worker is in such poor health that he might have a heart attack on the job. The supposedly ill employee hasn’t mentioned any health issues at all to HR or management. What's the proper HR response when someone reports that she is concerned about a co-worker's health, and specifically that it's affecting the co-worker's job performance?” — PT in HR

Question: “A member of our staff recently came to HR and said she was worried that a co-worker is in such poor health that he might have a heart attack on the job. The supposedly ill employee hasn’t mentioned any health issues at all to HR or management. What's the proper HR response when someone reports that she is concerned about a co-worker's health, and specifically that it's affecting the co-worker's job performance?” — PT in HR

Question: “One of our employees was searching around on MySpace and found the personal page of one of our managers. On it, the manager writes, “I work at (he named our business), and my job sucks.” The employee reported it to upper management. Three questions: Is it wrong for management to confront the manager? Can his comments be in any way considered slander? What, if anything, should HR do about it?” — Linda

Question: “We have a former employee who resigned one week ago. He has now called back and said it was a mistake for him to leave. He left us on good terms, and we are thinking about hiring him back. Does anyone foresee any problems? If we do rehire him, how should we handle issues like seniority, pay, accrued vacation, health benefits, etc?” — Nancy

Question: “Are there any particular laws or solid reasons that would prevent a company from instituting a leave donation program? This program would allow employees to donate accrued vacation hours to another employee of their choice who is out of leave and experiencing a hardship that requires them to be off without pay.” — William, Colorado

Question: "Two of our employees have been having problems with each other at work. When I sat them down to find out what was going on, I learned the two had an affair but recently broke up. The man has been badmouthing the woman among co-workers, and that was the source of the bickering. I told them to keep their personal problems to themselves, but I suspect this conflict will continue. If it does, what should I do?"—RP, Texas