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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.

When employees use their work computers for inappropriate purposes, such as scouring the Internet for pornography, interacting with minors for sexual purposes or transmitting pornographic images, they violate the law and put their employers at risk ...

Gargiulo Inc., one of Florida’s largest fruit and vegetable wholesalers, will pay $215,000 to settle sexual harassment lawsuits on behalf of female Haitian workers at its tomato packinghouse in Immokalee ...

Q. We recently sent an employee home for not following his supervisor's instructions. Do we have an obligation to pay him for the full day regardless? How should we handle this situation in the future? Is this considered administrative leave? —D.M., California

Q. We recently learned that an employee who drives a company vehicle is stopping on the way home for a few drinks. How should we handle this employee? Should we notify all employees that if they use drugs or alcohol in the workplace or while driving a company vehicle, they will be terminated? —R.O., California

Q. If a job applicant doesn't mention that he or she is subject to a confidentiality agreement, should we ask? —L.M., Maryland

Q. We have a “stinky employee” problem. How do I go about telling this person that she has a horrible smell and it's now affecting some of my other staff? —S.H., Washington

Q. Can you please clarify if and when we can offer comp time to our employees? I'm confused. —S.L., West Virginia

Wal-Mart doubled its annual health savings account (HSA) contribution for employees who enroll in high-deductible health plans for 2007. The move might be one for other organizations to consider as they try to enroll employees into HSAs to achieve better health cost savings—for both employer and employee ...

The Fair Labor Standards Act is an unforgiving master—you’ll pay if you misclassify an employee without solid, good-faith reasons. Hourly employees that you incorrectly designate as exempt will collect more than time-and-a-half for the overtime they worked ...

Q. We're a nine-physician medical clinic, and we employ a salaried business manager. She makes less than $100,000 but more than $23,660 per year. Her duties include personnel, hiring and firing, and office work. We don't give her comp time or overtime pay. If she takes a partial day off, she must use vacation time (paid time off). In light of the new (FLSA, overtime) rules, are we handling this correctly? —B.B., Missouri