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.

As the year-end approaches, take an inventory of employees who haven't taken their vacations yet, and suggest they book a getaway. Vacation skipping has become an epidemic ...

Make it a point to train supervisors on how to manage employees' leaves that could be covered under the FMLA. Otherwise, don't expect to plead ignorance if they make a mistake. A court could zap you with double damages under the FMLA's liquidated-damages rule ...

White Paper published by The HR Specialist, copyright 2007 ______________________ It’s a smart legal move to require employees to sign a waiver releasing your organization from liability for providing truthful employment references. The following is a sample Employment Reference Release form that was adapted from several state bar associations’ employment law groups. You can use [...]

Set up a company dependent care assistance plan. If you meet certain requirements, the IRS treats the first $5,000 in assistance paid to an employee as a tax-free fringe benefit.

Q. We do yearly performance evaluations, during which we review whether employees have met the expectations we laid out during the previous review. If these expectations were not met, can we legally decrease the employee's salary as punishment? —A.L., Iowa

White Paper published by The HR Specialist ______________________ Not many years ago, pregnant women were subject to poor treatment from employers and company insurance plans as well. But the Pregnancy Discrimination Act (PDA), enacted in 1978, prohibits discrimination on the basis of “pregnancy, childbirth and related medical conditions.” The PDA required most employers to make [...]

Q. Recently, we audited our jobs and determined that some employees were classified as hourly when they should be exempt. We reclassified them. But now, I have a question about handling time off for our newly exempt employees. By law, are we required to NOT charge an exempt person’s time if they’re out of the office for a half day? And if we do start charging an exempt person’s time (vacation or personal) if they miss an hour or two, are we setting ourselves up to be sued?

White Paper published by The HR Specialist, copyright 2007 ______________________ Knowing why employees leave is crucial to finding the cause for turnover. And exit interviews can be a great tool to obtain that feedback. Use these tips to make the most of those meetings: Schedule it in advance. This sends the message that you take [...]
White Paper published by The HR Specialist ______________________ In 2004, new U.S. Labor Department regulations took effect that enacted the most dramatic changes to federal overtime law in more than 50 years. By updating certain provisions of the Fair Labor Standards Act (FLSA), the agency redefined which white-collar employees are “exempt” under the FLSA (i.e., [...]