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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.

Q. One of our employees is over age 70 and has had a broken foot, memory problems and a recent car wreck that caused some residual problems. Should we allow her to work? What can we do (if anything) to protect ourselves from potential workers' comp claims should she injure herself?

The scene plays out every day: Employees receive health care bills or “explanation of benefits” insurance statements in the mail, but they can’t decipher the complex forms. Eventually, they call you to help sort it out. Ever wish there was a better way? Enter a new breed of employee-benefits advocacy firms ...

If your organization hits a busy time and needs employees to work long hours, don’t hesitate to require everyone to pitch in. Federal rules allow you to require nonexempt employees to work overtime, so long as you pay them time-and-a-half for hours worked above 40 in a week ...

Florida mirrors America’s growing diversity in many ways. Today, co-workers wear burqas and yarmulkes, and some employees request prayer breaks. Religious diversity is a reason for celebration, but it also presents workplace challenges. Religious discrimination claims filed with the EEOC more than doubled in the past year ...

Amid much fanfare, the U.S. Labor Department in 2004 rewrote the rules that determine which employees are exempt from the Fair Labor Standards Act (not eligible for overtime) and which are nonexempt (eligible for overtime). The goal was to ease confusion and lawsuits. But, so far, that hasn’t happened ...

An otherwise good employee is acting out of character, and you think she needs help. Do you insist she contact the employee assistance program (EAP), and send her home? ...

Q. I’m looking to create a company policy regarding cell phones with photographic capabilities. Any suggestions? —L.B., California

Q. We offer insurance benefits that begin six months after hire. Due to changing business conditions, we had to terminate an employee after only 10 months on the job. But the worker wasn't signed up for the health plan on his termination date. Does he now have any claim to COBRA? —M.R., South Carolina

Q. Because of a problem with timecards, we couldn't tell how much pay we owed some employees. What is our obligation to pay employees if we can't determine the exact number of hours worked? Is there any penalty for the delayed payment? — I.V., Wisconsin

Q. One of our executives will be making day trips once a week to New York from Washington, D.C., for a special assignment, and her secretary will be accompanying her. The secretary's regular workday is 9 a.m. to 5 p.m. The trips will require the secretary to arrive at the airport by 7:30 a.m., and she'll be back in Washington by 8 p.m. Do we have to compensate the nonexempt secretary for her travel time to and from New York? —L.L., Washington, D.C.