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.

Employees who are infertile may qualify for reasonable accommodations under the ADA. That's true even if the underlying medical condition that caused the infertility has been cured. As a result, you may be required to give infertile employees time off for fertility treatments and even adoption planning ...

Q. I've just joined a new company, and our HR people give out employees' information (wage data, demographic info, etc.) to anyone who calls to request it. Is that right? —P.L., Virginia

Some of your organization’s employees may be eligible for a larger tax refund without knowing it. You can do them a huge favor (and earn some good will) by introducing them to those tax savings ...

When employers offer severance packages to employees age 40 or older, those packages must comply with the federal Age Discrimination in Employment Act and the Older Workers Benefit Protection Act ...

If your organization uses credit checks in the hiring process, you’d better have a sound business reason for doing so or you could face a new type of litigation ...

When the EEOC sued First Wireless Group over allegations that it fired Hispanic employees who questioned pay disparities, the company got aggressive ...

The New Jersey Law Against Discrimination (LAD) protects employees against having to work in an environment hostile to their religious beliefs or background. That means if your supervisors tolerate jokes, ribbing or other distasteful references to religious practices or stereotypes, you’re risking a lawsuit and all the expense that entails ...

Q. We've received differing information on exactly what notices we're legally supposed to post in our office. Where can I find a reliable listing? —W.I., New York

Q. If a company provides both personal and vacation days for its employees and does not define what a personal day is, can that be used for anything outside of vacation time? —E.H., Utah

Q. We give employees the choice of using two 10-minute breaks each day or combining them into one 20-minute lunch break. The employees are required to punch out and in for these breaks. Now, we have a policy that docks employees 15 minutes if they're four or more minutes late returning from a break. Is this legal? —J.B., Texas