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.

If you have a good business reason, you can require employees to speak English on the job. But don't go overboard. As a New York City hotel just found out, requiring English be spoken at all times, even in the employee breakroom, can spark an EEOC national-origin claim ...

Recent immigration-related rallies have led many employees, mostly minority ones, to skip work on those days. That action sparked an important question in HR circles: How should employers react to unexcused absences caused by employees' attending political protests? ...

Q. We have a sports reporter (an hourly employee) who is being sent to cover a state tournament. Should we pay for the time it takes her to drive to the event and back? —D.L., Washington

Employers need to keep their eye on a growing trend: a groundswell of support for more freedom to practice religion in the workplace. And support for the movement is coming from some unexpected quarters: the U.S. Supreme Court and a bipartisan coalition of U.S. senators ...

The EEOC recently sent a powerful signal about its enforcement priorities when it published newly revised employer guidance on workplace race and color discrimination. The message: Employee complaints of race bias or color bias will be pushed to the top of the EEOC's inbox ...

While you can set a policy that deducts from nonexempt employees' wages if they damage or lose company equipment, don't extend that policy to exempt employees or you'll risk their exemption status ...

In an effort to monitor employment of minorities and females in the work force, the U.S. Equal Employment Opportunity Commission (EEOC) requires certain employers to complete and file an Employer Information Report, commonly called an EEO-1 report, by Sept. 30 each year ...

Q. I have a question about capping employees’ salaries when they reach the top of the pay scale. I’m concerned because the only employees affected are those with many years of service and who happen to be over age 40. Have we made a legal error? Some of the affected employees are angry and have mentioned discrimination based on the residual effect of the cap. —M.M., California

You know to keep employees' health records confidential and locked away. Yet some HR professionals and supervisors aren't so cautious when it comes to in-house talk of health information. Use the following court case to remind supervisors about the legal dangers of such gossip ...

Q. An employee left work on a Monday due to an illness. She called in sick Tuesday and Wednesday, but we heard nothing on Thursday or Friday. Our policy calls for termination if the employee doesn't contact us within three days. We posted her job on Friday and decided to terminate her. On Monday, her fiancé called to tell us she was pregnant and had complications that led to a hospital visit. We got a note from her OB-GYN saying she'd been seen, but not indicating when she could return. What should we do to avoid any legal fall out? —K.A., New York