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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. We recently learned that an employee on FMLA leave is working for another company. Can we fire her? —D.G., Arizona

Q. One of our employees is on leave after giving birth. She may qualify for a position that recently opened up. Do we have an obligation to notify her of that opening? —R.D., Ohio

Q. We've had a number of suspicious injuries at work this year. We don't want to jump to conclusions, but how can we determine if these injuries are part of a workers' comp insurance fraud scheme? —K.H., Mississippi

The mantra in real estate is "location, location, location." But the mantra in employee discipline must always be "consistency, consistency, consistency" ...

Pennsylvania employers that don't adequately protect their employees from dangers associated with their jobs, take note. If your employees suffer post-traumatic stress disorder or depression following an armed robbery or other unusual violent act, they may be eligible for workers' compensation for the "psychic injury" ...

New Jersey employers have every right to monitor their employees' e-mail messages and computer usage so long as they have a strong electronic communications policy. That's true even if the content might otherwise fall under attorney-client privilege ...

By law, employees can take up to 12 weeks of FMLA leave each year. Your organization can, if it chooses, grant an extension ...

Q. If a company tracks employees' vacation, sick and personal time off, can we make deductions from accumulated time for everyone who takes time off, including salaried employees? I'm talking about deducting it from the accrual, not the pay. I've heard that I can't deduct vacation, sick leave or personal time if the salaried employee worked at least four hours during that day. —S.W., Florida

Managers traditionally use employee development plans to give employees a say in the direction of their careers and to assess the organization’s future talent pool. Instead of using the tool just to focus on what an employee’s career would look like over the next one to five years, what if you used it to focus on what the person’s life would look like during that period? ...

It doesn’t take much for employers to become liable for sexual harassment once someone in authority knows (or should have known) about the probability that harassment will occur. Actual knowledge that harassment has occurred isn’t necessary. In fact, liability can be triggered by something as minor as an employee’s comment that she is “uncomfortable” around a co-worker ...