"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'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

“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

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

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

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: “Our office offers an optional schedule in which employees work 80 hours over the course of nine days, with every other Friday off. But people frequently move their days off to some other day, which is a recordkeeping nightmare. I’m also worried that when nonexempt employees do this, we risk somehow violating overtime laws. Does anyone have suggestions for how to handle these related concerns?” — RoxAnn, Calif.

Question: “Of course you’ve been drawn since a tender age to the glamorous world of FMLA compliance, I-9 Forms and employee grievances. But if you weren’t handling HR in your organization, whose job would you want? If you could switch roles with a fellow employee (or top manager) for a day, a week or a lifetime, who would it be? Why?”—HR Specialist Editors

Question: "We’re in the process of looking for human resource information systems (HRIS) software. We need to track training, salary increases, EEOC data and performance evaluations among other things. Any suggestions on what to look for? What type of HRIS software do you use? Would you recommend it? What about cost? Is off-the-shelf software adequate, or is it better to have it customized?"—Hilda, Florida

Question: “As part of my duties, I run a monthly safety committee meeting. To say that people don't care would be a gross understatement. To build a little enthusiasm, last month I organized a potluck lunch, which worked great until we finished eating. Then it was back to normal: no input and no knowledge shared. How can I make these meetings exciting enough to encourage members to participate?” — TK, Hawaii

Question: “In our business—a nursing home—employees must be able to communicate in a common language: English. Our job descriptions require English proficiency. However, we keep getting requests to translate training materials into Spanish. If we do this, won’t we open a can of worms? Any advice? Should we reconsider our stance on not translating?”—HR Kristy

Question: “We have a group of workers who like to congregate before or after work to talk. The only problem is they often use profanity that makes others uncomfortable. This sometimes spills over into the break room during lunch too. Most of them have been with the company for more than 20 years, so it might be difficult to make them change their ways. How can I respectfully approach them to ask them to be respectful of others in the language they use?” — HR in PA

Question: “Some of our employees are stealing from us! Not by taking money or supplies, but by stealing time. Some pretend to work through lunch so they can leave work a half hour early. Others conduct personal business on the company phone or play on the Internet. Or they take breaks to socialize and laugh out loud, which disturbs everyone else. What can we do to crack down?”—Louise, PA

Question: “We have a dress code policy that our managers are responsible for enforcing. But not all of them do, and now the president is asking me why these people aren’t dressed appropriately. Does your company have a dress code? How do you enforce it?”—Sandy, Wisc.

Question: “We’re updating our employee handbook. Does anyone have advice on setting a policy regulating employees’ personal use of our electronic equipment and resources, such as PCs and the Internet?”—David, NY

(Feel free to post policy language if it’s relatively brief. Web links to your handbook are welcome too—if your own policies permit it.)

Question: “One of our employees has asked her manager if she can 'job share.' Instead of working full time, she’d work three days, another person would work two days, and they would share the job duties. I’m a little worried—especially about shared responsibility, and who is ultimately accountable for the work. What are the pros and cons? Does anyone else have experience with job sharing?”—Jeanne, MN

Question: "It's back-to-school time, which means a lot of parents in our plant are going to need to take time off for various school-related activities. Trouble is, we're in a relatively small community and most of our kids go to the same schools, which means everybody needs time off at the same time. Any suggestions on how to handle this so we can keep our plant running smoothly and be good parents?" -- A.G., Alabama

Question: We're a small manufacturing firm with fewer that 50 employees. It's getting harder to find qualified people, so I'm advocating a stepped up training program. Management is balking at the cost. We currently spend a little over 1% of payroll on training. I think we should at least spend 2% and preferably more. Am I off base? How can I make the case? -- Carol C., Oregon

Question: "I'm a college student considering a career in HR. What kinds of courses should I take to prepare myself for this career path? What courses do you wish you had taken when you were in college? Is there a preferred major?" -- M.A., California

Question: "I'm sympathetic with employees who have to juggle work with child care responsibilities. I know it's tougher in the summer, when school is out and camp and daycare schedules don't always work out conveniently. But I'm getting tired of children being around the office, even when it's just for a while in the morning and afternoon. It's a constant low-grade distraction. I'd like to create a policy that says "no kids at work, ever." Any suggestions on how to do this?" -- Luke, Vermont

Question: "I’m new to HR and feeling a little overwhelmed. Between hiring, compliance, benefits, performance management and all the other aspects of the job, I’m having a hard time prioritizing. Can experienced HR people suggest any tips, tools or resources to help me keep track of what needs to be done and what to focus on first?"  -- J.A., Florida

Question: We're gearing up for our annual performance-appraisal cycle, and I know I'm going to have to hound several managers to get their reviews done on time. We go through this every year. Any advice for encouraging (or forcing?) them to complete the paperwork and conduct review meetings on a timely basis?  -- Stephen, Arizona