Human Resources

From employment law to compensation and benefits, FMLA and hiring and firing and more, Business Management Daily provides comprehensive Human Resources updates.

Discover how your colleagues – and competitors – are dealing with discrimination and harassment, employment law, benefits programs, and more.

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Former employees of ousted Anderson Mayor Kevin Smith have filed a lawsuit seeking to keep Smith in office, claiming his successor, Kris Ockoman, did not meet the city’s one-year residency requirement before running for office ...

Sexual harassment cases continue to plague employers. Whether the harassment allegations involve a co-worker or a supervisor, the bottom line is simple: You need a two-part defense ...

Q. During a recent patch of inclement weather, our company president determined that the roads were too unsafe to ask our employees to come in to work. We notified our employees that they would not be needed that day, and that they were welcome to use a vacation day if they wanted to be paid. (Normally, our policy requires 48 hours’ notice if employees want to take a vacation day.) Some of our employees do not have any accumulated vacation time. Must we offer to pay them? ...

Gone are the days when employers didn’t have to justify reorganizations or layoffs. Now—given the prevalence of electronic communications—you can expect a court to ask you to produce just about every piece of information used to determine who lost their jobs and who kept them ...

No one was surprised that unscheduled intermittent leave was the hottest topic among the 15,000+ public comments the Department of Labor (DOL) received on the Family and Medical Leave Act (FMLA) regulations. While the DOL warned in its comprehensive review of the comments last year that employers could be mischaracterizing legitimate use of intermittent leave as abuse or misuse, there's no denying that there are employees who are actually abusing it. The FMLA and its implementing regulations provide various ways to help curb abuse of intermittent leave.

Once an employer knows an employee will need FMLA leave, it cannot use that knowledge to the employee’s disadvantage. That’s true even if it’s only possible that the employee may need leave. It raises serious suspicions about your motives if you fire an employee shortly after he delivers notice he may need FMLA leave—and practically guarantees a lawsuit ...

Employers have a legal obligation to provide a safe working environment, and that includes taking reasonable measures to ensure that violence stays outside the workplace gate. Your employee handbook should include “no violence” and “no threats” clauses, explaining that verified violence or threats mean immediate dismissal ...

You can use stable employment history as a legitimate selection criterion in hiring—if you do it right. The key is to allow employees to explain interruptions in their employment histories, ignoring those that could lead to a discrimination lawsuit ...

When conducting internal investigations into alleged wrongdoings, make sure you don’t treat employees who belong to a protected class (e.g., age, sex, race or disability) differently than others who may have misbehaved. As the following case shows, discharging one person based on an emotional reaction during an interview and keeping another who kept his cool under questioning may lead to a discrimination lawsuit ...

A lawsuit is the last thing you want after making a promotion decision. The best way to stay out of court is to insist on objective promotion criteria ...

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