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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Employers are free to set reasonable no-call/no-show rules for all absences, including those that qualify for FMLA time off.  On the other hand, if you discharge someone for failing to follow a rule that doesn’t spell out exactly how you expect employees to call in, don’t be surprised if you end up embroiled in a long, time-consuming and expensive legal battle ...

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? ...

Ever since the U.S. Supreme Court’s landmark Burlington Northern retaliation decision in 2006, employers have been struggling with exactly what to do while investigating wrongdoings. One vexing issue has been whether it could be retaliation to place an employee on paid administrative leave pending an investigation ...

The ADA requires employers to engage in an interactive process to determine whether an applicant or employee is actually disabled and what, if any, accommodations are possible. But the law doesn’t expect employers to be clairvoyant ...

In day-to-day business, companies have every right to demand that employees follow the chain of command. They can require workers who have complaints about work processes or disagreements with co-workers to take up their issues with supervisors, and not go over bosses’ heads. If employees defy those rules, that can be insubordination—and it can justify termination ...

The Indiana Court of Appeals reversed a decision by the Michigan City Human Rights Commission finding that Filter Specialists Inc. discriminated against two employees because they are black. Dawn Brooks and Charmaine Weathers were fired in 2003 for time-card fraud ...

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.

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