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.

To increase your chances of defeating a union drive while avoiding a National Labor Relations Act claim, heed these tips ...

A hospital secretary who suffered chronic arm pain after puncturing her thumb with a contaminated pin recently lost her disability-discrimination lawsuit ...

Last summer, the U.S. Supreme Court drafted a broad new legal standard for judging whether a company retaliated against an employee for complaining about discrimination. Now, the lower courts are starting to define what that standard means ...

Employees who work for religious organizations, such as church schools, can’t sue for retaliation under Florida’s Private-Sector Whistleblower Act, even if the conduct they report is clearly illegal ...

It’s not only illegal to discriminate against females in the work force, it’s also illegal to show bias against certain subsets of women ...

The New Jersey Law Against Discrimination (LAD) makes it illegal to retaliate against employees simply because they’ve filed a discrimination complaint. Employees know this law. So, all too often, employees who are having trouble at work file an internal complaint as a preemptive strike ...

New York employers in the restaurant industry need to be vigilant. The state’s minimum wage law places tight restrictions on how you divvy up money collected in a tip pool ...

Q. Due to rising premiums, our company is looking into alternatives to reduce our group health benefit costs. Several employees are on our plan and their spouses' plan. They are willing to go off our group plan if we compensate them “x” amount of dollars each month. Is it legal to offer the medical insurance benefit or a cash alternative? —S.P., Michigan

Q. Can we set a dress code policy that bars visible tattoos and multiple piercing on our receptionist but not other workers who have less public contact? —D.O., Maryland

Q. We have an apparent conflict between our union agreement and our responsibility to maintain a harassment-free workplace. The agreement says we must give the shop steward 48 hours' notice before dismissing a regular employee. But we have proof positive that two employees have been harassing—and continue to harass—African-American and gay employees. The two harassers have just caused us to lose a good employee who couldn't take it any longer. What trumps what? —J.V., Louisiana